Negative and Positive Learning Experience Examples

Positive learning experienceI have had many negative learning experiences, but at the same time I have had a good number of positive ones, that I have enjoyed and have benefited from greatly. Learning English as a foreign language at one of the clubs in my town back in Russia was, probably, the best learning experiences I have had so far. But what made it so positive? First of all, the motivation factor. I was 15 years old and very passionate about learning English.I wanted to be able to use it for my career as a teacher and simply in daily communication with my friends, American missionaries. The ability to speak another language opened up a whole new world for me of a different culture, people, literature, films, music and mentality. I spent 2 years learning English at this club. I was bit apprehensive at the start as my school English classes were not effective at all and did not help me in learning English, giving me an impression that it was completely my fault that I could not learn English.But after a few weeks at this club I felt relief, pride and personal satisfaction as I made a steady progress and was getting a noticeable result. Secondly, the lessons were of a very practical nature. The communicative approach was used to help us learn more affectively. We were actively participating in speaking, writing, listening and thinking. The tasks were challenging, difficult but achievable. My learning was enhanced by the potential applications of the English language after the lessons in speaking with my friends.Thirdly, the language we learnt was contemporary and up-to-date, so the learning was relevant and challenging. We were encouraged to learn English through reading books, watching films and even speaking to each other in English in daily life as the majority of learners did not have native speakers’ friends like I was fortunate to have. Another positive moment for me was that it was not a school environment. The atmosphere was relaxed and I did not feel an unnecessary pressure to follow any schedule. Our work was not graded and that alone was a very freeing point for me.I could focus on actual learning and not worry about getting good or bad grades. And finely, the group of people that I learnt English with all consisted of highly motivated and enthusiastic people, who were very committed to learning the English language. The opportunity to learn from each other in the classroom increased my motivation and learning. Active involvement and co-operation in our group helped me to enjoy our lessons. a pupil at that point of my life. | Looking back now as teacher I cannot say those were the perfectly composed lessons.I would have done many things differently if i had been a teacher of that club now. But it was certainly a very different experience from everything else I had as a pupil at that point of my life. Negative learning experienceAs most students, adults or children, I have experiences a number of negative learning exp eriences over my lifetime, everything from poor instructional methods to strongly influential teachers. These learning experiences have created impressions and preconceptions that added to the diversity of my classroom experience.It is important to examine not only positive learning experiences but negative ones as well, to understand the influence that the past learning experience makes on the future learning. Most of my negative learning experience occurs in the first 2 years of the University where I studied the English language for teaching and translation purposes. Why do I consider that learning experience to be negative? First of all, in my opinion, the students’ needs were not properly addressed.As a student I often felt very discouraged when I saw inconsiderate behaviour on the part of my teacher. Witnessing repeated problems caused me at some point of learning to question my major and even my aspirations for a university degree. I think our teacher was unaware of ou r interests, backgrounds and even anxieties. This knowledge would have helped her to make the class seem more personal and the materials more accessible. Secondly, the teacher failed to provide materials and resources that worked with all or most learning styles.I am a visual – learning student. Often I struggled during the lessons to follow or recall information that was â€Å"heard† in a lesson. If I had been provided some visual aids when studying I would have retained more information. This visual tools would have improved my ability to store or and recall information more completely and effectively. And thirdly, the communicative approach was very rarely used, if at all during the lessons. Communicative language teaching makes use of real-life situations that produce communication.Our teacher, unfortunately, rarely set up situations that we could encounter in real life. My learning was not motivated by real-life simulations and meaningful topics. We were learning the language out of context, both linguistic and social. Some situational context was still present though. We rarely engaged in class discussions when we could have shared our experiences and viewpoints. The teacher talked more and listened less. Because of my decreased responsibility to participate, I was losing confidence in using the target language in general. I felt less responsible for my own learning.As a result, my grades were low, so was my self-esteem. My damaged self-esteem caused my negative learning cycle to progress. I missed quite a few classes. I lacked motivation for any classwork and became withdrawn. This negative learning experience was probably one of the strongest. It did get better in the next three years of the University. Maybe because we the teacher changed or I was somehow able to remove the barriers to my learning that and had been put in the first two years of the University. been put in the first two years of the University. |

Lab report chemistry matriculation experiment Essay

Example chemistry lab report matriculation experiment 4. Free ebook, pdf. Lab Session 5, Experiment 4 Chemical Nomenclature. Thursday, January 21, 2010 /. Introduction: The laboratory method used in the experiment is titration. Titration is a method usedin. Chemistry Lab Report on standardization of acid and bases. 34335 views. The flask is swirled to dissolve the KHP sample completely.5. The initial reading. (2011) Chemistry for Matriculation. Selangor. Class Policies (Eckerd Organic Lab).doc Organic Chemistry I Laboratory Experiment Format attached to a page in your notebook, its not part of your lab report. Matriculation lab report chemistry. What is the conclusion for lab report chemistry experiment 5 redox titration using sodium thiosulphate? ?. If an excess of iodide is used to quantitatively reduce a chemical species while. Chem 120. Laboratory Manual. Quantitative Chemistry II. Lab 3. 5. Cool the. Report. Using the format specified, prepare a lab report  summarizing the data. View notes – experiment kimia for matriculation from SCIENCE 132 at Universiti Teknologi Malaysia. Semester 1 2012/2013 TITLE :CHEMICAL EQUILIBRIUM. Students who wish take to the experiments should see the lab officers (LOs) Teo Hoon. 5. Discussion and Conclusion (For example, discuss the data you measured, where. On a cover page, put the experiment title, your name, matriculation number, and the date you did the experiment and the date of report submission. Lab report chemistry matriculation experiment 5 >>>CLICK HERE news report essay writing, where do i put the word count on my essay tallahassee, lab report chemistry matriculation experiment 5. Chemistry Experiment Laboratory Report (4). 5. 25 cm. 3 of the solution was titrated with the standard sulphuric acid using phenol red indicator. EXPERIMENT 9. MOLECULAR. for a set of molecules and ions. Equipment: Molecular model kit obtained from the lab assistant. 3 0 / 5/ 8P3. 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Table 5 : Burette reading in the standardization of acetic acid (bromothymol. Begin to see the link between measurement and chemical knowledge. Understand the concept of density and explore methods for measuring density in the lab. 5. Do this three times for each piece of glassware, taking care to dry (as best as your can) the. 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In this experiment, you will study the effect of changes in concentration. The solution is placed approximately 5 mL into four test tubes. a)To the first test. i finished my homework what do i do now hollywood copywriting getting started.

Inaugural Ceromany of Sport Event Essay

The Sixth National Games kicked off in Dhangadi of Kailali district in Far-Western region on 28th of February 2012. President Ram Baran Yadav inaugurated the Sixth National Games amid a special function at Dhangadi Stadium. President Yadav urged players to elevate patriotism and brotherhood through sports. Prime Minister Dr. Baburam Bhattarai, Finance Minister Barsa Man Pun and other ministers also attended the openingceremony. Before the inauguration of the event, players from different districts had performed various pageantries. Earlier, Nepal’s Olympian Dipak Bista had lit the cauldron of Sixth National Games at the Dhangadhi stadium. A team of former Olympians had carried the flame to Dhangadhi stadium all the way from Buddha’s birth place Lumbini. Altogether 3,619 players with 1,940 officials from five development regions, Nepal Police Club, Armed Police Force Club, PLA Club of Maoist combatants and a university team had participated in the march-past that featured during the opening ceremony. The games were held in Dhangadhi, Mahendranagar and Tikapur in the far-western region . Altogether 10 gold medals were decided on the first day of the sixth national games today. The first gold medal of the game was grabbed by Ajay Pandit Chhetri in Cycling. Pandit finished first in the national mountain bike tournament held at Dhulikhel of Kavre , after completing the stipulated distance in 2 hours 1 minute and 18 seconds. Raj kumar shrestha and Narayan Gopal Maharjan won silver and bronze in the same even respectively. Likewise in women’s category of the same event, Nirjala Tamrakar bagged gold after completing the distance in 1 hour 53 minutes and 59 seconds. The silver and broze went to Laxmi Magar and Sita Rimal respectively. Meawhile in Birgunj 8 gold medals were decided in various swimming events. 13 years old Shirish Gurung of central region won gold in the 400 meter freestyle while Shailesh Rana and Prabesh Adhikari came out second and third respectively. In the women’s category of the 200 meter freestyle, Shaila Rana bagged gold while Shreya Dhital and Oshin Bharati bagged silver and bronze respectively. In Men’s event of 200 meter back stroke, the result came out in favor of Shailesh Rana while silver and bronze went to Babin Shrestha and Shirish Gurung respectively. Karishma Karki bagged gold, Shaila Rana silver and Manisha Bista bronze in the women’s event of the same category. Shailesh Rana, yet again added two more golds under his belt later in the event of 200 metre back stroke and the 100 metre butterfly. The Women’s event of these two categories had Shreya Dhital claiming 2 more golds as swimmers from the Central region completely dominatedthecontest. The event which continued till March 4 which featured altogether 32 games — 13 games were organised in Dhangadi, 12 in Mahendranagar of Kanchanpur and the remaining were organised in Kathmandu, Nepalgunj and Birgunj due to lack of infrastructures in the Kailali and Kanchanpur districts. Athletes and players from all five development regions of the coutnry are participated in the national sporting extravaganza.

Port Sunlight and Letchworth Case Study Example | Topics and Well Written Essays - 3000 words

Port Sunlight and Letchworth - Case Study Example They all had a common ending; they died and were named conservation areas. The two towns seem to have been built for the primary purpose of industries and improving the lives of the employees and their families. These industries created jobs for the people around it together with their families. Eventually there was a growth in population thus an increase in demand for housing, schools, hospitals and any other social amenities. One distinct thing about these two towns is that the pioneers had great ideas but all had to consult and involve architectures who would put the design on the ground in an even better way than the former. A William Hesketh Lever built the town for his employees who worked in his soap factory. He bought a land big enough to hold the factory and a garden village to house his employees. Though he participated a lot in designing and planning of the village, he hired architects to give put their best towards a beautiful village. Living houses were built together with other public buildings. Apart from the buildings and good living conditions for his workers, he went a step further to introduce schemes for his employees. They included welfare schemes and educational schemes. His main aim was to create an environment of coexistence and brotherhood. The architectures at Port Sunlight integrated a broad variety of features in their planning, borrowed from Europe and Britain a combination that came to be referred to as the Old English. The villages at Port Sunlight consisted of tremendous blocks of housing of low concentration and a number of public buildings such as gymnasiums, theatres and libraries that were surrounded by gardens and open green spaces. The village layout was designed in such a manner that it restricted any open view of the factory and of the inside. The houses were so uniquely built that their backs could not be visible. The factory was purposely built a one storey structure. This was primarily to provide aeration, enough light and a healthier environment for the workers and also to reduce its corporal impact on the village. In Letchworth, the situation was rather different. The planning was more impressive than that of Port Sunlight. The designing and planning of the town is owed a lot to a construction company, by then known as Garden city Company, who also remained the consultants for a long time. For many years the development of the town was controlled by this company. The streets were made beautiful with trees and beds of roses along them. There were a number of factories, unlike in Port Sunlight where factories grew much later. Therefore, in the planning the factories had to be placed in the correct relation to one another. The factories were placed into estates called industrial estates. Currently it is a very common idea but back then it was a world-shattering idea. But at the same time it was not easy for the town to attract other industries. This was because, the public buildings that had been put in the plan to surface around the town, did not really materialize for a long time. For this reas on the growth of the town was retarded. The shopping places were placed in the town centre and were served by wide enough pavements and ample parking sites. This gave the shoppers a

Causes of the American Revolution Essay Example | Topics and Well Written Essays - 750 words

Causes of the American Revolution - Essay Example The thirteen states in North America had demonstrated the urge to be independent. In 1763, Britain won the Indian and French wars; however, it devastated the economic power of Great Britain necessitating it to pass laws to its colonies in order to raise funds1. In 1764, Great Britain passed the infamous sugar act. This act intended to increase taxes levied on sugar production. Unfortunately, the British colonies were not willing to pay taxes to representatives of the British regime. In 1765, the British parliament added more insult to the thirteen colonies by introducing the Stamp Act2. The act intended to collect taxes from printed materials. The aim the tax was to generate money that Great Britain could use to protect, defend, and secure its colonies. The colonist reacted vehemently to these laws arguing that they were not party to laws enacted without their participation. The people and the businesses in the thirteen states viewed the taxes as an extortion and control over their b usinesses. The Boston Massacre wounded the relationship between the Americans and the British. In 1770, the British troops did not succeed in quelling the colonists who had expressed their rejection to the colonial rule3. The incident led to the death of both British soldiers and the Americans. The incident spurred the reaction of the Americans in openly rejecting the British rule. The American people developed the urge to send their representative in the British parliament. The American community had been on the receiving end for a long time. The laws made by the British parliament did not address the interest of the Americans necessitating their cry for representation. It is arguable that the laws enacted and presented for adoption by the British colonies suppressed the interest of these states. The Tea Act enacted by British in 1773 granted British East India Company the opportunity to monopolistic activities in North America4. While the act intended to boost the economic status of the British owned company, the choice was hurting because it sought to give economic benefit to the colonist. The monopolistic policy did not only benefit the British owned company, but promoted economic â€Å"crimes† to the Americans. The Americans had no choice in influencing the prices of their tea an act that they did not accept. Another spectacular event that took place in 1773 was Boston Tea party. Colonist disguised as the Indians participated in dumping tea overboard from ships at the Boston Harbor. This act met vehement reaction because it did not plunder the tea trade but also wounded the trade relationship. In 1774 the colonist closed the Boston Harbor and outlawed meeting that the American held in towns. The passing of the intolerable acts in 1774 received contrasting response from the thirteen states. Twelve out of the thirteen states met in Philadelphia in the same year, September to October. The resolution of the meeting was to reject products from Britain. The boycott was an economic spat because it influenced the production of the British industries. British suffered because America was one of the chief consumers of her products. It is also arguable that the economic power that it derived from trade was instrumental in influencing its interest in the colonial territories. In 1775, British troops visited Concord

Paper 2 Essay Example | Topics and Well Written Essays - 750 words - 5

Paper 2 - Essay Example Instructions to be followed by the bidders in terms of submission of documents will be sated. Tender response will compose of all the questions to be asked by the bidders and answerers by the bidder. The tender will compose if the declarations to be signed by the bidders. The certificate of non-alignment will be signed whereby the bidder will declare that he has not merged with any other bidder for the tender. Finally, there will be the draft of the proposed tender. The tender may be restricted, negotiated or open as per the tendering guidelines. Restricted tenders will have a pre-qualifying questionnaire (PQQ) that will cover the organization, financial details, environmental policies, technical information, health and safety policies of the bidder. The PQQ will be done before the invitation to tender (ITT) in the determination of quality and price basis. Any successful bidder should avail all the required information. Moreover, he should appropriately and correctly answer all the questions. Finally, the bidder should return the needed information at the speculated time. Award of the contract will be awarded after weighing several criteria mainly experience, quality, implementation timetable, pricing schedule, tax clearance certificates, financial stability and suitability. Provided that there will be no challenges encountered, the successful; bidder will be awarded after the contact after 10 days. Unsuccessful bidders will be informed with presence or absence of viable reasons as to why they were not considered. Thereafter, the selected bidder will sign a contract as per the tendering documents. The infrastructure strategy has three main parts mainly operating system, hardware and the networks. The strategy should ensure that the organization is provided with high computing and performance power with a strong bandwidth that is achievable at the lowest cost possible (ECU. 2011, p. 1). The application

International business paper exam Essay Example | Topics and Well Written Essays - 1250 words

International business paper exam - Essay Example It is a capitalist world-economy because the accumulation of private capital, through exploitation in production and sale for profit in a market, is its driving force; it is "a system that operates on the primacy of the endless accumulation of capital via the eventual commodification of everything" (Wallerstein, 1998). A polity is a "system of creating value through the collective conferral of authority" (Meyer, 1980). Nation-states are, of course, the invention of early modern times, institutions produced by the rise of capitalism. Capitalism required a jettisoning of the feudal regime with its patchwork of autonomous sovereignty. Difference was absorbed into the homogeneity of the nation-state, producing a unified legal code that protected private property and the investment of the capitalist and allowed for the circulation of a single currency. This economic act was, of course, represented as the creation of a harmonious community of people with a common language and a coherent culture and worldview. World culture theory is a label for a particular interpretation of globalization that focuses on the way in which participants in the process become conscious of and give meaning to living in the world as a single place. In this account, globalization "refers both to the compression of the world and the intensification of consciousness of the world as a whole"; in other words, it covers the acceleration in concrete global interdependence and in consciousness of the global whole (Robertson, 1992). From economic point of view globalization theories are devided into two theories: neoclassical and Marxist. Reassessing economic theories of globalization. Attention to the economic processes that shape positionality alters our ideas about the spatial dynamics of globalization. Much of the received wisdom of how markets work, both in neoclassical and Marxist economic theory was developed under the assumption that economies have no spatial extent. This received wisdom can be questioned, however, because the production of positionality challenges some key theoretical claims emanating from economics: the stability of market-based equilibria, the possibility of regional economic equality, the social benefits of free trade or land markets, the likelihood that rational choices lead to expected outcomes, the stability of class alliances, and the theory of value (Harvey 1982; Sheppard and Barnes 1990). It follows that the contrasting grand narratives about globalization associated with these two economic theories, of globalization as modernization and globalization as polarization, respectively, are also questionable. The global capitalist economy is better conceived of as an out- of -equilibrium, complex and contested spatiotemporal system whose long-term outcomes are unknowable. 2. Differences in national business systems Initially differences in national business systems (NBS) could be explained by institutional differences. In order to be effective, business firms would not only have to behave rationally toward the market and be technologically efficient as organizations, they would simultaneously have to behave effectively toward the institutional context in which they operated. Thus, if the different European states constitute different formations of institutions, business firms will in effect organize differently

Learning Styles Essay Example | Topics and Well Written Essays - 250 words - 1

Learning Styles - Essay Example I consider myself as a very critical thinker and talented problem solver and as such, I can build on this to improve my training skills since I will be able to think and train objectively. I approve the message in the ASTD video in regard to the fact that employee training is a vital part of business and enterprise growth; furthermore, training inspires innovation which is critical in today’s competitive business world. I am more of a reflective learner although at times my learning style is often influenced by prevailing circumstances, I believe identifying ones learning technique/s is imperative in helping them improve their self-perception as leaners and trainers and boost their chances of success in both. Student one intends to acquire the necessary knowledge to enable her develop training skills as well as improve communication skills in day to day life. She has considerable background knowledge and experience training and she supports the message in the ASTD video. She believes that employee training is a vital part of business growth and considers herself to be a reflective learner. Student two is interested in learning about the technical aspects of the training in areas like design and developments. He is experienced in using technological tools to facilitate training and has also taken part in face to face technical training session. Moreover, he believes he has developed a knack for deconstructing and explaining complex concepts as a result of working in an industry that allows him to combing his technological and communication

Corporate Finance Assignment ( Questions ) Essay

Corporate Finance Assignment ( Questions ) - Essay Example The Enron scandal and Arthur Anderson case has been the witness of this testimony. If the interest of organisation and individuals are not aligned then there are classical cases like Arthur Anderson and Enron comes up in the public world. This case tries to highlight how a corporation like Arthur Anderson came to such demise. 80 years of legendary innovative history in Corporate America that was created by Arthur Anderson was washed up in a matter of 8 years. Internal divisions came up in the company and the world started to look at Corporate America with shame. To align the principal agent theory in practice, Sarbanes Oxley came into operation in 2002. The act tried to align the best interest of the shareholders and the agent i.e. Management in the same mould. The objective of the act was to reduce the ever growing gap between the two of the main functions of the organisation. There are two main functions of any organisation which decide the fate of the organisation as a whole. The first one of them is the shareholders (Principals) who elect the Management (agent) to represent them as the owner of the company. The objective of the principal is to maximise shareholders wealth while that of Management can be the same or it can be different also. If the objectives are aligned by using good compensation strategy and urging responsibilities over the management then agency cost of the company will be reduced. If that is not the case agency cost will always increase. With this background let us have a look at the classic case of Arthur Anderson. Management of the company which was looking after the AA division of the company was less compensated compared to their counterparts in AC. This is itself a contradiction to the principal agent theory. Arthur Anderson has grown from the roots as a major auditor and the consulting division came into picture very late when they started automating the book keeping systems. AC was very successful and the compensation was not in a lignment with the kind of success they achieved. Hence the companies were separated and consulting division was now separate from auditing division. After the separation AC kept growing fast with their own set of compensation strategy while AA started facing challenges. This challenges are advent from the number of lawsuits AA faced during 1990s and 2000. Employees at AA were resenting and finding other ways to get paid and rope in extra money for the organisation and themselves. This is when they started realigning shareholders interest with theirs. This was visible in the biggest corporate scandal of America- Enron. Enron was the worst corporate scandal which shook American Corporation. Auditors at Arthur Anderson signed the financial statements of Enron without cross checking the stated facts. This was done just to rope in extra money from this big ticket client. Somewhere this is an also a case where organizational structure should be questioned. The reason for this is because f or a big ticket client like Enron, Arthur Anderson compromised its corporate hierarchy. They allowed their premier groups to go and reside at the client’s headquarter. There was no proper check on what was happening within employees and the client. 2- (Goal of financial Management )Why is the goal of financial management to maximize the current share price of the company‘s stock? In other words, why isn’

Late Adulthood Paper Essay Example for Free

Late Adulthood Paper Essay People over the age of 65 have gone through a life of changes. He or she starts off as a young baby. He or she then develops into a growing child. into a young individual, and finally into a full adult. Now however is the hardest stage of any older individual’s life, they start to realize that time is limited and their life is slowly starting to decline and come to an end. This experience can be very frightening to the individual because the elderly person is noticing different changes and the rise of different needs. Changes not only physically but socially are occurring, the need for proper living accommodations, and health care are their new worries. With this being said there are many challenges not only for the aging individual but for the whole family as well. One of the social changes that elderly have to deal with is the changes in role and social position. Individuals who have lived a long life tend to have a social status that is often taken away when they retire. This is due to the fact that the individual is no longer in the environment he or she is used to. To make this clearer one example would be someone who has worked for a company for thirty plus years. In these years the individual most likely has made countless friends, on top of that the individual might have been in position of authority. When the individual retires he or she loses the environment that made him the individual he or she was. Some adults go into a shock because they no longer have a purpose. Some feel like they are no longer needed, and often many older people tend to feel neglected or left out of society (Zastrow, H. C., Oren, D.2009). It is a difficult time for the elderly. Because before they were needed, they had a purpose. Raised children, had a purpose in their career, and often had friends and peers that made their social life exciting. With these last remaining years this all starts to fade away, friends, family, a loved one, and even their own health. This i s why living in a nursing home can be so beneficial. It is expected by the year 2050, that there will be just over one hundred million adults over the age of  sixty five (‘Administration of Aging’, 2014). Currently there are just over twenty million adults of the age of sixty five years of age. What this means is that the need for facilities such as hospices and nursing homes, as well as other health care related facilities will be on a rise as the years continue. Living accommodations in a nursing home may not be a farfetched idea for an elderly individual. This is because nursing homes have individuals just like their own. One reason most senior citizens get depressed is because they are often left alone, let us say their partner had passed away, most senior citizens withdraw from the world too. (2009). Nursing homes may allow new friendships and bonds to be formed with people in their own age group. A nursing home or hospice is the perfect environment for an aging individual not only for the social aspect, but the health aspects as well. When an elderly adult lives alone his or her health will often be highly neglected. In a nursing or hospice home however, there are many great hea lth benefits to take into consideration. According to Dependableathome (2009) the benefits of having an elderly adult in a nursing home is because of the environment is made for retired individuals. For one the nurses are all skilled, and highly equipped to handle aged individuals. These facilities allow for individuals to get services such as occupational therapy, physical therapy, speech and language services, as well as many other medical and social services that can ensure that the individual’s needs are met as best as possible. These are all benefits to an individual that went through adjustment in both retirement and their relationship in marriage, family and peer relationships. Adjustments into retirement can be difficult to overcome; retirement is one of the hardest situations to adjust to. When a person retires, he or she realizes that their life is starting to come down. Often most individuals do not know what to do with their self. Often for most people it takes a while for them to adjust to being home all day Zastrow, H. C., Oren, D. (2009). They often try to find projects to do around the house but after a while a form of depression kicks in. Another transition they must face is their changes in marriage, their family, and their peer relationships. Often sooner or later a spouse will die, peers will start to die, and family starts to drift off. This is an inevitable process. When a spouse dies the individual usually withdraws from society. When peers start to die it is a bittersweet  remembrance that their time is limited and the people they connected with in the past are no longer here. Family like children are full grown and living their own lives, this often neglects the older adult and is usually left alone to spend his or her remaining years by him or herself. Senior citizens not only deal with these types of hardships but social political hardships as well. Adults who are retired have a tough task at hand indeed. Individuals who once were working no longer have near the income that they once had. Most retired adults made poor choices as into how to set an up a retirement plan. Thus most retired adults only have so cial security income. Surviving on social security income alone is nearly impossible.Thus there are many social policies, laws and programs aimed into trying to help our retired population. Proper health care is one of the policies trying to be ensured to each retired adult. Proper health care will allow for one’s parent to be ensured into a proper nursing home. According to Administration of Aging. (2014), political issues that surround retired adults, include equipped and ensuring the proper resources are available to retired adults. These resources include proper medical care. Proper institutions such as nursing homes are available in the right areas and environment, and to make sure the low income retired adults are getting the nutrition he or she needs. There are also plenty of organizations aimed to ensure and to fight potential cuts to the older population to ensure that these populations get what they rightfully deserve.(2014). On a final note, in our growing population the need for facilities such as hospices, and nursing homes are on all time rises. With this growing population many families have to deal with the inevitable loss of a loved one. This inevitable lose can be a very tough, and challenging time for any family. For families a nursing home may be a perfect solution to help a family member in his or her last phase, or journey if one may in life. For with this growing population there are many different needs and factors that contribute in the later adulthood stage. Well obvious needs and changes are biological some needs are not so obvious; such changing needs both occur in social needs, and personality needs as well. Whatever the need may be it is important to take into consideration of each and every one of these retired individual are needs. Each one of these people have helped contribute in some sort of way into the growth of our country and we as a country need to  ensure that these people are getting the proper care they deserve. References Administration of Aging. (2014). Retrieved from http://www.aoa.gov/Aging_Statistics/future_growth/future_growth.aspx Dependableathome. (2009). Retrieved from http://www.dependableathome.com/ Zastrow, H. C., Oren, D. (2009). Understanding Human Behavior and the Social environment (8th Ed.). Retrieved from the University of Phoenix EBook Collection Database

Relationship Between Management And Leadership Management Essay

Relationship Between Management And Leadership Management Essay 1.1: Explain the relationship between management and leadership. Management and leadership, these two terms are often used interchangeably; management is more usually viewed as getting things done through other people in order to achieve organizational goals. The managers may react to specific situations and more concerned with short term problem solving. Management is regarded as related to people working in a structured organization and with prescribed roles. The emphasis of leadership is on interpersonal behaviour in a broader sense. Belbin (1997, p 98) suggests that, there is a clear implication that leadership is not part of the job but quality that can be brought to a job à ¢Ã¢â€š ¬Ã‚ ¦ The work that leadership encompasses in the context clearly is not assigned but comes about spontaneously. Leadership is one of the many assets of a successful manager which they must have. A leader can be a manager but it is not necessary that a manager must be a leader. The most important aim of a manager is to maximize the organizational output through managerial performance. But leader always seeks new possibilities and understand new possibilities in organization. Most of the workgroups are more loyal to leaders than managers. According to John P. Kotter (1999, p 67), All the managers must know that how to lead as well as manage. Because in this era, organizations may face the threat of loss if their managers do not know how to lead as well as manage. Organizations hire managers and give formal authority to manage people and other activities to fulfil organizational goals. Employees gladly follow the leaders because they want to, not because they have to. Leaders may not have the power to give rewards to the people. However, employees give power to the leaders by fulfilling what they want. On the other hand, managers may rely on formal authority to get employees to complete goals. Management, by its very nature, is challenging, precise, detailed and involves specific and usually, timed, actions.   Leadership, on the other hand,  requires a much broader sense and involves aligning, goal-setting, vision-sharing, inspiration and an inherent lack of any time criticality.  Good management includes aspects of good leadership and good leadership includes aspects of good management.   A leader devoid of management skill and a manager lacking any leadership capability will  each fail.  From my point of view, management is a science and can be learned. Leadership, however, is an art. While some  of the  capabilities necessary to being a great leader can be acquired over time, much of what makes  terrific  leaders great is inborn or, at the very least, was learned much earlier in life.   A successful organisation  cannot exist without both strong leadership and great management.   Over time, an organization will need to expand its team of managers to keep up with  its increasing number of deliverables.   The leadership team, however, will grow at a much slower rate or, perhaps, not at all.   Too many leaders, like too many chefs, will really foul things up. Despite a continuing debate on differences between management and leadership, there is a close relationship between them and it is not easy to separate them as distinct activities. 1.2: Analyse how management and leadership style impacts on the achievement of the objectives of your chosen organisation. Leadership in Nokia As the Chairman and Chief Executive Officer of Nokia Group, Jorma Ollila has very high educational background, he earned a masters degree in political science from the University of Helsinki, a masters degree in economics from the London School of Economics and a masters degree in science from the Helsinki University of Technology. In 1995, he was awarded an honorary doctorate degree in political science from the University of Helsinki, and in 1998, an honorary doctorate degree in technology from the Helsinki University of Technology. As a worldwide successful leader, he is an expert in the information and communications technology industry, he has plenty experience in this area. He does not only serve for Nokia, he also serves on the boards of Ford Motor Company, Otava Books and Magazines Group Ltd and UPM-Kymmene Corporation. Besides these, he is also a member of several professional organizations in the information and communications technology industry. Jorma has earned the worldwide respect. He is an Honorary Citizen of Beijing, China, and holds the Commanders Cross of the Order of Merit of the Republic of Poland and the Federal Republic of Germany; the Order of Merit of the Hungarian Republic; and the Officers Cross, Order of White Star, Estonia. He is Commander of the Order of Orange-Nassau and Commander, 1st Class, of the Order of the White Rose of Finland. Jorma has led Nokias reinvent as a company that sets the benchmark for mobile communications. As CEO he presented an ambitious strategy that successfully restructured the former industrial conglomerate and accelerated its growth into one of the most successful companies in both the mobile phone and telecommunications infrastructure markets. Under his leadership, Nokia has achieved global market leadership and is listed on six major exchanges. Jorma has his distinctive leadership; he concerns both employees and employees tasks. He provides equal opportunities and openness towards people and peoples new ideas are also key elements he wants to nourish. Employees are encouraged to be responsible for their own development and to take advantage of the various development opportunities available He encourages his employees to open discussion and debate, We listen to the views of our employees and act on them when designing our people policies and practices Jorma said. He also set up the investing-in-people program (IIP), which is a coaching and training program for the employees; such programs are very much focus on develop the managers. He provides the flexible working time to the employees; depending on the local market conditions, employees may take advantage of flexi time including flexible working hours and part-time working. Furthermore, Nokia has very good welfare service for the employees, and very good working environme nt. Moreover, he was also concerned about employees tasks. The concept of Nokia value is a guideline for the employees, wherever they are in the world. In order to encourage employees to working hard on the tasks, Nokia has Bonus system, which based on the employees working result. By applying the 360-Degree Feedback analysis, we can see that Jorma is a successful charming leader, who has achieved a high level of self-knowledge. He has the ability to motivate his employees, and very persistence on his career. He owns plenty leaderships, he know is business very well, and set clear performance to the employees. Besides, he is respected in the worldwide. Task 2: Understand management and leadership skills 2.1: Explain the personal and professional skills required for effective management of your chosen organisation. Leadership Requirements / Needs/ Skills: Leadership, as defined by most dictionaries, means to go before, or with, to show the way; to induce. Every organization needs a leader (and preferably several leaders) to show the way to others as the organization strives to define and achieve its goals. Whether these goals are entrepreneurial or humanitarian or both the leaders work is to instill a sense of purpose and passion to the work that the organization undertakes. Identifying, developing and sustaining leadership within the organization must be one of its strategic objectives. Without leaders at every level of organization, the organization may well under-perform. It may miss strategic opportunities, stifle innovation, underutilize its employees, and fall short of its goals in customer service, quality, productivity, and profitability. Russell Consulting, Inc. can guide an organization in identifying and developing its leaders. Organizations also help to develop the key competencies that will help develop and sustain leadership, but also sustain your companys long-term success. Leadership at every level makes all of the difference as to whether the company will be around for the long haul. Companies should invest in leadership today to sustain their success for tomorrow and beyond. The Proposed Competencies of Leadership to be develepoed at RCI: RCI has been developing leaders in its client organizations since 1987. It has designed and developed leadership programs that help define an ambitious role for leaders at every level and then build the competencies to fulfill this role. Some of the competencies that RCI has defined as core to the role of leaders include: Strategic Thinking Coaching Problem Solving Decision Making Systems Thinking Delegation Performance Management and Accountability Inspiring a Shared Vision Managing Conflict Building and Sustaining Teamwork Leading Change Quality and Productivity Improvement Servant Leadership Emotional Intelligence Innovation and Creativity Customer Service Employee Development Develop Trust Dealing with Ambiguity 360 degree feedback leadership style Transformational Leadership style Participative Leadership Participative Leadership Skills required by a manager: A perfect manager is a boon for any company. A good manager needs to have a strong knowledge about the functioning of a company. There are few who are born with natural skills where as there are some who need to work their way towards it. So, what are the skills needed to be a good manager? Which are the qualities he/she needs to have in order to ensure a smooth sailing at work? Well, lets look at what makes a good manager and all about corporate leadership. What are the Skills needed to be a Good Manager? A good manager should have all the basic leadership skills. There are various ways in which a person can handle different situations through various leadership roles. A good leader should be able to guide his/her teammates to be able to perform well. Leadership does not mean dominating people. One of the most important skills of a good manager is the knowledge of effective time management. A person who manages to plan the schedule and divide time equally between tasks can be an asset for the organization. A good manager should also have a visionary sight for the benefits of the company. He/she should plan the future steps for the growth of the company. For a team to perform well, a good manager should be able to motivate the team for their tasks. He/she should encourage talents. In case of people with low performances, he/she should tackle the situation with professionalism to reach a positive conclusion. Even in a crisis situation, a person with good managerial skills should be able to perform well. He/she should be mentally tough to handle any kind of situations. He/she should also be responsible enough to maintain a good office atmosphere. A manager should be sensitive towards others in the workplace. A happy atmosphere would only lead to more productivity for the company. With these skills, a person can definitely strive to be a good manager and thus be an asset for any organization! 2.2: Compare any four (4) skills and attributes of three (3) successful leaders you know. LEADERSHIP OF JORMA OLLILA Chairman and Chief Executive Officer of Nokia Group, Jorma Ollila has very high educational background expert in the information and communications technology industry, he has plenty experience in this area Jorma has his distinctive leadership; he concerns both employees and employees tasks. He provides equal opportunities and openness towards people and peoples new ideas are also key elements he wants to nourish. We listen to the views of our employees and act on them when designing our people policies and practices Jorma said. He provides the flexible working time to the employees; depending on the local market conditions, employees may take advantage of flexi time including flexible working hours and part-time working. he was also concerned about employees tasks. LEADERSHIP OF REYMIN ZHANG His leadership is more task-orientated He set up a very clear and straightforward goal for his employees, and renews the companys regulations In order to achieve companys goal to build up the international brand, he divided the tasks to each department in a very specific way. He attaches importance to the employees recruitment, he recruits thousand of new blood every year, additionally, he have very close contact with the well known universities, 15% of his employees were signed contract with Hair when in the last year in the university. 2.3: Assess the expected impact of your own leadership styles on your work How Leadership Can Affect Change In An Organization: The leadership of an organization provides the direction and guidance for the future and can create an environment for growth or destruction dependent on the leadership style and technique that is utilized.    It is inevitable that there will be changes in an organization, whether it is related to downsizing, economic issues or location changes; these are just a few of the current changes that are being dealt with nation-wide.    The leadership of an organization sets the tone and process for others to follow during change.    Decisions that are made and the actions of the leadership mandate what the future holds for an organizations employees. Leaders have different traits that are inherent in their management techniques, those traits can be magnified during change and can help or hinder their leadership opportunities.    During organizational change, goals are set and a leader must possess the aptitude to help employees reach those goals.    A study by R.M. Stogdill discovered that the conception of a leader was someone who acquired status by showing the ability helps a group attain its goals (Yukl, 10.2.1, 2010).    Related to that study, it was noted that relevant traits included intelligence, alertness to the needs of others, understanding of the task, initiative and persistence in dealing with problems, self-confidence, and desire to accept responsibility and occupy a position of dominance and control in leaders (Yukl, 10.2.1, 2010).    Not all traits are universal, as noted by the study by Stogdill (Yukl, 2010), but the relevant traits appear to be found in many leaders.    Self-confidence is a powerful tra it for a leader to possess, but excessive self-confidence can make a leader overly optimistic about the likely success of a risky venture, and it may result in rash decisions and denial of evidence that a plan is flawed. A small company had been acquired by a larger firm. With this, the current leader had been let go and a new leader was appointed to take charge. Anticipate and Prepare-Being acquired by a larger firm may bring more awareness to a company or provide better benefits, but several cons may get in the way at first. During a transition period, many employees are sometimes left without a job, or have decided to move on to other things in the wake of unsatisfied changes. It was no different when a well-liked president of the company was phased out due to financial setbacks. The firm took a lengthy process to make a move until finally appointing an internal employee to serve as the interim president. Left with a lot of the dirty work, the new leader immediately went to work and restored and initiated productivity with his employees. His biggest attribute was that he was prepared for this new role before he was even appointed as the new president. His natural work ethic had already groomed him for charismatic leadership and when the opportunity for advancement came, he wasted no time in taking charge and continuing the work. Likewise, a strategic leader will be able to pick up the pieces and restore work productivity regardless of a drastic change. Being the cheerleader and still an enforcer, Teams leaders are versatile figures held accountable for their employees work performance. Get positioned for the future- A team leaders major objective is to keep worker performance at a high and encourage improving results that would ultimately lead to a brighter outlook and future. Preparing employees now enables them to do such. Team Leaders have a weekly, monthly or even yearly report to give so their main motivation would be to constantly focus on the progress and performance of their individuals. In order to maintain and continue a future of positive results, an effective team leader will use strategic planning in his/her strategic management. Mentally, he/she will find ways to encourage employees to perform high to obtain team incentives, but will also encourage strategic planning at the individual level. Training employees to strategically plan in their prospective territories will alleviate the leader with multiple responsibilities and generate a more productive outcome in the work area. With a focus on the individual employee, a team leader will have the power t o influence his/her employees to control their progress and look towards a better outcome. One department is flourishing with work productivity, while one department is far behind. Focus on the right energies- In a business world where deadlines are demanding and profits are important, companies and their leaders will hold work productivity as a high priority. A strategic leader will observe less than optimum circumstance and move quickly to create beneficial change. Saving time by focusing only on the right energies will help a company profit. For example, an employee serves in two departments, splitting duties between each. It is evident that his/her skills are stronger in research and development rather than in the sales department. A strategic leader may see more value in changing this employees role to work in this stronger area of expertise. At the same time, a strategic leader will realize that this employee may be able to provide unique insight across both functions that others can not. Strategic leaders will observe these situations quickly and waste no time in shifting employees to areas where both the individual and organizations can benefit the most . These glimpses give you some helpful scenarios of how strategic leadership can be applied in your work environment. Should you have any future problems with work productivity, profits or even issues with your employees, address those concerns with some professional guidance and youll discover how an investment in your team will result is bottom line results. Task 3: Be able to apply theory in an organisational context 3.1: Select four (4) appropriate theories of management and leadership to identify leadership requirements in given situations in your chosen organisation 1. Trait Theories: Similar in some ways to Great Man theories, trait theories assume that people inherit certain qualities and traits that make them better suited to leadership. Trait theories often identify particular personality or behavioral characteristics shared by leaders. If particular traits are key features of leadership, then how do we explain people who possess those qualities but are not leaders? This question is one of the difficulties in using trait theories to explain leadership. 2. Contingency Theories: Contingency theories of leadership focus on particular variables related to the environment that might determine which particular style of leadership is best suited for the situation. According to this theory, no leadership style is best in all situations. Success depends upon a number of variables, including the leadership style, qualities of the followers and aspects of the situation. 3. Situational Theories: Situational theories propose that leaders choose the best course of action based upon situational variables. Different styles of leadership may be more appropriate for certain types of decision-making. 4. Behavioral Theories: Behavioural theories of leadership are based upon the belief that great leaders are made, not born. Rooted in behaviourism, this leadership theory focuses on the actions of leaders not on mental qualities or internal states. According to this theory, people can learn to become leaders through teaching and observation. 5. Participative Theories: Participative leadership theories suggest that the ideal leadership style is one that takes the input of others into account. These leaders encourage participation and contributions from group members and help group members feel more relevant and committed to the decision-making process. In participative theories, however, the leader retains the right to allow the input of others. The Advantages of Emerging Leadership Theories During the first half of the 20th century, leadership theories focused on traits and skills that were inherent in leaders and assumed that leaders were born, not made. Around 1960, new theories of leadership were developed that considered the impact of followers and tasks on leader effectiveness. These emerging styles, also called modern or current styles, include contingency models, situational and transformational leadership. Predictability Flexibility with Precision Lasting Motivation with Better Results The Advantages of Participative Leadership Theories Participative leadership theories encourage participation from employees on the decision-making process with organizational management. Sometimes the democratic style of leadership allows the employees to give suggestions on how a corporation operates and on decisions that facilitate change. Advantages of the participative theories include better employer and employee relationships, the discovery of future leaders, motivation, team spirit and employee productivity. Team Spirit Employee Productivity Motivation Employer/Employee Relationships Future Leadership Discovery 4.2: Plan the development of management and leadership skills for a given job role in your chosen organization. 4.3 Make justified evaluations of the management and leadership development methods selected in 4.2 above Plan the development of management and leadership skills and evaluation of these skills Strategic leadership is a self-explanatory term, and even when separated, still provides a meaningful definition. A definition of strategic leadership can be summed up as the ability to anticipate, prepare, and get positioned for the future. In past experience, company has been able to pinpoint specific examples of colleagues who have exemplified strategic leadership in their professions. Here are some examples of how strategic leadership is essential to a work environment. A small company had been acquired by a larger firm. With this, the current leader had been let go and a new leader was appointed to take charge. Anticipate and Prepare-Being acquired by a larger firm may bring more awareness to a company or provide better benefits, but several cons may get in the way at first. During a transition period, many employees are sometimes left without a job, or have decided to move on to other things in the wake of unsatisfied changes. It was no different when a well-liked president of the company was phased out due to financial setbacks. The firm took a lengthy process to make a move until finally appointing an internal employee to serve as the interim president. Left with a lot of the dirty work, the new leader immediately went to work and restored and initiated productivity with his employees. His biggest attribute was that he was prepared for this new role before he was even appointed as the new president. His natural work ethic had already groomed him for charismatic leadership and when the opportunity for advancement came, he wasted no time in taking charge and continuing the work. Likewise, a strategic leader will be able to pick up the pieces and restore work productivity regardless of a drastic change. Being the cheerleader and still an enforcer, Teams leaders are versatile figures held accountable for their employees work performance. Get positioned for the future- A team leaders major objective is to keep worker performance at a high and encourage improving results that would ultimately lead to a brighter outlook and future. Preparing employees now enables them to do such. Team Leaders have a weekly, monthly or even yearly report to give so their main motivation would be to constantly focus on the progress and performance of their individuals. In order to maintain and continue a future of positive results, an effective team leader will use strategic planning in his/her strategic management. Mentally, he/she will find ways to encourage employees to perform high to obtain team incentives, but will also encourage strategic planning at the individual level. Training employees to strategically plan in their prospective territories will alleviate the leader with multiple responsibilities and generate a more productive outcome in the work area. With a focus on the individual employee, a team leader will have the power t o influence his/her employees to control their progress and look towards a better outcome. One department is flourishing with work productivity, while one department is far behind. Focus on the right energies- In a business world where deadlines are demanding and profits are important, companies and their leaders will hold work productivity as a high priority. A strategic leader will observe less than optimum circumstance and move quickly to create beneficial change. Saving time by focusing only on the right energies will help a company profit. For example, an employee serves in two departments, splitting duties between each. It is evident that his/her skills are stronger in research and development rather than in the sales department. A strategic leader may see more value in changing this employees role to work in this stronger area of expertise. At the same time, a strategic leader will realize that this employee may be able to provide unique insight across both functions that others can not. Strategic leaders will observe these situations quickly and waste no time in shifting employees to areas where both the individual and organizations can benefit the most . These glimpses give you some helpful scenarios of how strategic leadership can be applied in your work environment. Should you have any future problems with work productivity, profits or even issues with your employees, address those concerns with some professional guidance and youll discover how an investment in your team will result is bottom line results. How Leadership Can Affect Change In An Organization: How Leadership Can Affect Change in an Organization The leadership of an organization provides the direction and guidance for the future and can create an environment for growth or destruction dependent on the leadership style and technique that is utilized.    It is inevitable that there will be changes in an organization, whether it is related to downsizing, economic issues or location changes; these are just a few of the current changes that are being dealt with nation-wide.    The leadership of an organization sets the tone and process for others to follow during change.    Decisions that are made and the actions of the leadership mandate what the future holds for an organizations employees. Leaders have different traits that are inherent in their management techniques, those traits can be magnified during change and can help or hinder their leadership opportunities.    During organizational change, goals are set and a leader must possess the aptitude to help employees reach those goals.    A study by R.M. Stogdill discovered that the conception of a leader was someone who acquired status by showing the ability helps a group attain its goals (Yukl, 10.2.1, 2010).    Related to that study, it was noted that relevant traits included intelligence, alertness to the needs of others, understanding of the task, initiative and persistence in dealing with problems, self-confidence, and desire to accept responsibility and occupy a position of dominance and control in leaders (Yukl, 10.2.1, 2010).    Not all traits are universal, as noted by the study by Stogdill (Yukl, 2010), but the relevant traits appear to be found in many leaders.    Self-confidence is a powerful tra it for a leader to possess, but excessive self-confidence can make a leader overly optimistic about the likely success of a risky venture, and it may result in rash decisions and denial of evidence that a plan is flawed. CONCLUSION   In conclusion, The process of accessing a persons leadership ability is a complex and often a difficult task; different leaders has different leadership style, there are many factors influence them on their leadership, such as the personal characteristics, the situation they have involved, and also the people need to manage, etc. Jorma have a very people-oriented style of leadership, he concern about his subordinate; conversely, Reymin is a more product-oriented leader, he paid big attention on the employees task more them employee themselves. There many leadership models can be adopted to analyze those two leader, but there are three most suitable models have been adopted, whatever the models have been used, it is all exactly reflect Jorma and Reymins personal leadership style.

Benefits of Flexitime in the Public Sector

Benefits of Flexitime in the Public Sector Flexible working time is a new style of work condition which has its root from the German word Gleitzeit which means sliding time. It may be defined as a variable work schedule which allows persons to fulfill their obligations outside a rigid framework of time. Flexitime allows an employee to choose the time when he will start work and when he will finish but with a core time when everybody must be present which is normally a period of four to six hours in the middle of the traditional work schedule(Rubin,1979). Flexitime has been basically categorized into three types namely, gliding or variable time where the employees can change their arrival and departure time whenever they want as long as they are present for a core period of time. Flextour also allows workers to change their arrival or departure time but they must specify in advance when they will arrive and depart for a period of one or two weeks. Here also there is a core period to cover. A third type of flexitime is a completely flexible one where there is no core period. Employees can come and depart as long as a cover a set number of hours per week or per month(Estes,1990). A basic model of flexitime may be summarized as below: A bandwidth which is the earliest time at which employees start work up to the latest finishing time (e.g. 6.00 am to 6.30 p.m). A core time within which all employees are present at work (e.g. 10.00 to 12.00 a.m and 2.00 to 4.00 p.m). In fact it is management who usually set the core time whereas the flexible time is decided by the employee based upon mutual consent (Nadler et al,2010). A flexible band of hours during which the employees might vary the time of starting work in the morning and/or the time of quitting work in the afternoon . Banking, which permits the employees to accumulate excess or shortage of hours worked. The introduction of flexitime in the Public Sector has been a subject of big debate since a very long time. Various studies have been done on this subject in many countries. Nowadays, many organizations are in a state of change and given the rapid development in the business environment worldwide, the need for managing employees effectively was never as significant as it is today. Moreover, increased globalization, technological evolution, new laws and regulations, changing economic and social environment are all pressing organizations to be more competitive and finding better ways of collaborating and ensuring a harmonious relation between management and employees. Trust has to be built in corporate governance, in business strategies and in the future success of work and also in the skills, abilities and desires of the workforce. The aim of this paper is to debate on the whole concept of flexitime, also defined in some papers as flexible work arrangements. The objectives of the research are summarized as follows: Why the need for flexitime To show the impact of flexitime in the life of civil servants To show whether flexitime reduces stress and increases job satisfaction and staff morale To show if it gives rise to more efficient work practices by improving productivity and performance Seek to analyse whether flexitime helps workers to reconcile work with family responsibilities Whether flexitime helps in reducing lateness and absenteeism Whether flextime contributes in reducing the need for overtime To demonstrate whether flexitime enhances motivation of employees at their workplace Try to analyse the concept from both a management and employee point of view Seek to analyse its advantages and disadvantages both to management and to employees The information has been extracted both from the private and public sectors. Background and overview Different studies have been carried out in many countries on the concept of flexitime and each one has come up with its own conclusions. During the 1960s there was a labour shortage in Germany. ChristelKraemerer then came up with the concept of flexitime to encourage housewives and mothers to join the labour market to address this particular problem. Thus the strict rule of standard work schedule no longer exists where more than 75% of the workforce are for flexible working schedule( Kattenbach et al., 2010). By 1972 the United States had started flexitime on a pilot basis(Rubin,1979). In 2003 the UK government passed a legislation giving the right to employees having children under six or having disabled children under eighteen, to request a flexible work arrangement and by April 2007 the law included this facility to carers of adults(http://en.wikipedia.org/wiki/Flextime). William R. Estes had come up with a meta-analysis of the effects of flexitime over a large number of circumsta nces. He made use of results of previous research articles to demonstrate the effects of flexitime on absenteeism, productivity, overtime costs, leisure/family time, job satisfaction, role conflict, turnover, transport problems, and the desire to continue the use of flexitime. The meta analysis concluded that it was easier to implement flexitime in small organizations than in bigger ones. This is mainly due to the complexity of larger organizations and to the number of employees compared to smaller organizations. It also showed that flexitime increases job satisfaction, reduces absenteeism and abuses on leaves entitlement, improved employee behavior. But, on the other hand it did not have big effect on productivity. Flexitime is also perceived as being a modern tool for managing resources more effectively, efficiently and economically(Khamkaya and Sloan,2009). In todays competitive world people is seen to be one of the key resources which can bring success to an organization(wickramasinghe and Jayabandhu, 2007). In this context, the effective management of human resources is an important feature in the adoption of flexitime in an organization.A study on the implementation of flexitime in the Scottish Local Authorities showed reluctance on the part of employees due to cultural change, inadequate support from the current organizational policy. Changing a long lasting culture in an organization is perhaps one of the most difficult task an organization and management can face. Although there are many benefits pertaining to the adoption of flextime, the success obtained in one organization does not guarantee that it will work in other organisations also. Management, employers perception, employees pe rception, the working environment will play a big role and will vary from one organization to the other. Flexitime was introduced in an IT sector in Sri Lanka which put more emphasis on people management. Effective human resource management contribute highly to the realization of capital growth and technological expansion. Some studies have shown that female workers are more in favour of flexitime as it helps them to coordinate more effectively their work and their private life commitments. When both parents are working in a family there is a greater need for flexitime as it enables them to properly handle their family responsibilities and any other commitments they may have for example, the pursuance of higher studies. Employees were all in favour of flexitime and would like to have it in all workplaces. Employers were able to have the trust of employees, their full commitment and increase their potential. Welch and Gordon(1980) had found that flexibility encouraged employees to remain with the same employer for longer. However, the sri Lankan study revealed that this was not necessari ly the case. It must be emphasized that the Sri Lankan study is more recent and was conducted twenty seven years later where many changes have occurred in the working environment and conditions. Similarly concerning the gender issue other studies suggested that female workers were more in favour of flexitime, the findings in the Sri Lankan context revealed that there were no significant differences between males and females perceptions. Management systems are modernizing and there is a need to develop strategies like flexitime in a globally competitive environment(Wickramasinghe, Jayabandu (2007)). Flexitime has also been implemented throughout the Queensland public sector since 1996. But this study revealed that flexitime created much frustrations among employees. This was mainly due to the arising of long working hours and inadequate time off. Employees were allowed to bank their excess hours worked up to a maximum of thirty hours. Some employees accumulated up to 800 excess hours and could not take it as there was a significant lack of staff. But there were other areas in the same organization where staff were able to take timeoff due to to the conscious decisions of managers. Also flexitime caused a decrease in socialization in the workplace as colleagues could not meet their friends as each had his own time of coming and going and taking breaks. There was also lack of proper regulations to monitor the system. The study showed the importance of regulation and good management of the system to increase employee welfare. Although there are great benefits from flexitime it can also have detrimental effects if it is not properly managed(http://www.freepatentsonline.com). A study on flexitime in the National Health Services (NHS) in UK showed that it brought much happiness to employees. It was studied as an aspect of Improving Working Lives (IWL) standard in an NHS Acute Trust. Over a third of the employees considered the implementation of flexitime as a give and take approach. They felt that they have to and they wanted to perform better in return of the advantages they got from the flexible arrangements. They perceived much happiness as they felt that they were well treated and valued and that there was a reduction of stress in their daily lives. However the study had a limited conception. It laid emphasis on only one aspect, that is IWL (Atkinson and Hall, 2011). Sanchez et al.,(2007) have said Flexibility is a source of competitive advantage. Enhancing flexibility may be costly in the short run, but it gets easier over time. Firms become more flexible because their managers emphasise the importance of flexibility and because they practice being fl exible. A self-reinforcing process then begins. The Implementation of Flexitime in the Mauritian public sector The introduction of flexitime in the Mauritian Civil Service has been advocated since 1993 by the Pay Research Bureau so as to solve the problems of late arrivals in office due to traffic congestion and other family problems. In its report of 2003 the PRB has recommended that subject to the approval of the Ministry of Civil Service Affairs and Administrative Reforms and after consultation with the staff side, Ministries/Departments/Organisations should expedite the introduction of flexitime where demand exist and resources permit. Flexitime would normally not be applicable to certain categories of officers due to the nature of their duties, for example: Officers operating on a shift system, roster basis and staggered hours Officers in the manual grades Officers in the disciplined force Officers in the education sector A survey had also been undertaken in this context. The conclusions were that organisations which had adopted flexitime had been effective in combating excessive/regular tardiness. The absence of a computerised system of attendance and additional resources required were one of the major hindrances for its application in other sectors. Lack of supervision was also an issue. Those working in teams also dont find it suitable to their needs and it was also difficult to evaluate work performed after normal working hours in terms of productivity. Some Chief Executives have made some favourable observations. They say that flexitime can increase productivity, improve performance and reduce overtime costs if used judiciously and effectively. It can also increase efficiency and improve quality of life of employees. It can also combat lateness and prevent abuse of leave by officers and is a good management tool (PRB Report 2008). The report has further laid emphasis on the responsibility of management and employees in the public sector. Management Responsibilities The PRB has spelt out the responsibilities of management on the application of flexitime as follows: (a) introduction of irregular workweek whereby employees have early arrival times and late departure times; (b) ensuring that there is adequate office coverage during official hours and that customer service and work requirements are not adversely affected by employee participation in alternative work schedules; (c) ensuring that employee participation in alternative work schedules is equitable and consistent across work units within the organization; (d)complying with all procedural requirements on certification of time and attendance and work schedules (e) communicating and seeking mutual agreement with the employees on work schedules (f) planning office workflow to ensure that there is productive work for employees to perform (g) suspending an employees alternative work schedule when workload requirements, temporary duty, or training preclude participation (h) informing employees as soon as practicable of any modifications in work schedule (i) making a concerted effort to schedule office meetings during core hours; and (j) to ensure monitoring and supervision in establishing work hours, prohibit abuses and take corrective measures if abuses occur. Employees Responsibilities The responsibilities of the employees on the introduction of flexitime as pointed out in the PRB Report 2003 are as follows: (a)complying with all procedural requirement regarding certification of time and attendance and work schedules to which they are assigned; (b)communicating and seeking mutual agreement with the supervisor on work schedules; and maintaining records of daily time and attendance in accordance with office procedures. Advantages of Flexitime There are many advantages resulting from the introduction of flexitime. And it is beneficial to employees, employers and management. The advantages of flexitime from a point of view of management: Improvement in productivity With the implementation of flexitime it is felt that absenteeism and turnover are reduced, and job satisfaction is improved in an organisation. Flexitime is also associated with increased productivity and morale and reduced absenteeism. Overtime The need for overtime is not felt as employees can manage busy and slack periods. Management can also do a saving on item of overtime. Moreover, completion of lengthy work assignments can be completed without resorting to overtime . Efficiency Flexitime can help employees to combine their work and personal responsibilities, and can help workflow to be managed more efficiently. (a) domestic matters can be dealt with in employees own time (b) details of employees time keeping is readily available ( c) the existence of a scheme can act as a positive tool in recruitment The advantages of flexitime from employee perspective: Reduces stress and fatigue It relieves officers of their stress and help them to better manage the balance between work commitments, family responsibilities and lifestyle choices to the advantages of the services. It helps employees to better cope with both the work and the household and child care responsibilities. It also makes travelling easier out of peak hours. Greater staff morale and job satisfaction Flexitime promotes happiness Employees perceive that flexible work schedule brings them joy (Atkinson and Hall,2010). They are also able to vary working time thus enjoying time-autonomy which positively influence performance. This autonomy acts as motivator to job satisfaction. There is also a team spirit and morale is high. Reduces delayed arrival caused by traffic congestion Flexitime allows you to schedule your travel and time to avoid congestion More in control of their workloads and manage a better balance between personal life and work Allows bank time ( accrued flex balance hours) to be used for leisure/ personal activities. Increased opportunity to fit other commitments and activities in with work, and make better use of their free time. Personal matters therefore can be sorted without having to take time off. Todays workforce increasingly consists of women and workers in alternative family structures such as single headed and dual earner families. Faced with more pressing demands from both the workplace and home these employees often divide time between these two competing interest. Among those likely to benefit to greater workplace flexibility are prime working age women, women household heads, and employees in two earner families. Advantages from Employer Perspective Flexitime takes away the easy audit of who is punctual and who is not. It makes the employee accountable for his own timekeeping and makes rigid timekeeping by the supervisor unimportant. It shifts focus of management from monitoring of attendances to productivity of the employee. It leads to joint accountability of workers and management . Absenteeism is reduced and in many cases the need for overtime is not felt. Retention of employees who seek flexible work arrangement (Nadler et al, 2010) Workers feel more responsible to the organisation and an atmosphere of partnership between employer and employee develops. Although flexitime is the most popular way of varying daily hours it has its limitations, and is not suitable for all job roles and workplaces, and other flexible options may provide better solutions. Flexitime works best, as with all alternative working patterns, as part of a package of options available to help employees balance their work and personal lives and the organisation meet its business objectives. However, this system has brought some difficulties in the work practice. The main disadvantages resulting from flexitime are: Perceived loss of management control Extra hours of supervision may be required There is potential for abuse of the flexible work periods Greater co-ordination of working arrangements is required to maintain cover Cover is lessened due to additional time off under flexi leave Staff who cannot be afforded flexible working hours experience resentment Cost of implementing control systems/equipment Additional work for personnel/supervisory staff e.g. inputting time credits for leave and adjustments, recording of flexi leave To what extent the introduction of flexitime can be successful in reality for Mauritius is still a question of big debate. Proper planning is very important. Although the Pay Research Bureau has recommended its implementation but what has been done and what is being done is still under consideration. From the literature review it is seen that all researches which have been conducted in this field there are varying views from different authors. Some have brought forward many advantages and others have noticed many drawbacks. Some employees have derived much satisfaction while others have experienced much frustration especially due to the long hours culture which has developed. Likewise some employers have seen major improvements in the quality of work while others are still sceptical as to the success of this strategy. Some are also fearful that it would lead to anarchy in production and that the costs of implementation would exceed the benefits. Through this paper we will try to anal yse a general perception of flexitime in the Mauritian public sector and will it be really successful in our context taking into consideration all the constraints.

A Story About Wwf :: essays research papers

"Welcome everybody to 'Raw IS War'! Tonight's main event is Sting verses Shawn Michaels for the WWF World Heavyweight Championship. Before we begin, here is a little information on the challenger, Sting," announced Vince McCann."He hails from Death Valley, California. At 7 feet tall and over 300 pounds, he is the biggest wrestler in the WWF. He is the 'Man from the dark side'," Jim Ross stated."Ladies and Gentlemen..... here is your challenger........ Sting!"The crowd cheers as Sting walks down the ramp. He is stopped at the bottom of the ramp to be interviewed by Gene Oakerland. "Sting, if I can ask you one question. Why do you want the title so badly?" " Well Gene, ever since I was a child, the championship belt has been held by disrespecting degenerates. I feel it's time for a real champion get the belt. That is why I'm here, I'm the people's cham....." Before sting could finish his sentence he is attacked by HHH. HHH's partner distracted the referee long enough for him to deliver the devastating 'Piledriver'. With Sting's head exposed, HHH drops to the ground and drives Sting's exposed head on the cement floor. The force was enough to break his neck. Sting was knocked out from the force of the impact. When he awoke, he was in an ambulance."Where am I? Somebody please tell me where I am," Sting pleaded. The paramedic treated him to calm down. "I can't move! I can't move" he would say.It took about half an hour to Sharp Hospital. Two doctors were waiting for him when he arrived. The immediately took him to the operating room. It was here that Sting found out that he had suffered a broken spine. The doctor ordered an experimental operation. It was a highly dangerous operation. One mess up could kill the superstar. It took five hours to complete the difficult operation. Sting was wheeled into his private room.To make him feel more at home, the room was decorated with WWF merchandise. When Sting woke up, he had a sharp pain in his neck. The doctor gave him some medicine to help. It worked a little bit. About three hours after he woke up, a doctor came in and told him that he probably never be able to wrestle again. Sting heart sunk. He didn't want to hear that. It was about seven in the morning when Sting went to sleep.

Cold War - The Changing Relationship of the Superpowers :: American America History

Cold War - The Changing Relationship of the Superpowers The United States and Soviet Union, the single most important rivalry of the twentieth century, started as a partnership. This irony was caused by the fact that the Germans were taking over Europe, which forced them in this relationship. Once Hitler was eliminated and Berlin destroyed, the tensions began rising. These two nations had completely opposite ideologies from the economic system to the political system. The changing relationship has evolved from a forced partnership, a possible world war and now finally a steadying friendship. The entire world was watching as the Cold War went from moments of dà ©tente, to hours at the brink of world war three. The Germans and the Russian had an alliance at the beginning of the war but Hitler turned on the Soviets. This caused the Soviets to join the British and American side and led the advance on Germany from two fronts. The German war machine kept this alliance at bay only for so long before the two nations destroyed Berlin. The Soviets were already keeping control of all that was east of Germany, and this was causing the United States great anxiety due to the fact that communism was spreading. A great sense of relief came to the United States as the Nuclear Age began with the Manhattan Project and the Bombing of Japan. Stalin was now afraid that the United States would one-day force capitalist ideas upon Mother Russia, until the most intriguing aspect of the cold war came along, spies. A great change came when in the early 1950's the Soviets started testing their own nuclear weapon. The United States could not understand how they had their own nuclear weapon so quickly; the answer today is so simple the plans were stolen. All aspects of life for the United States and the Soviets were to beat each other. Tensions stayed high in the Olympics, the space race, ICBM's, the Korean and Vietnam wars. The highest point of tension during the entire Cold War was the Cuban Missile Crisis. Up until this point the Soviet sphere of influence did not reach into the Western Hemisphere except for the spies. Castro had now changed this paradigm, allowing Soviet missiles to be set-up in Cuba. This is the point at which most people believed we were closest to a total Nuclear War. The real protection from this possible total war was known as MAD.