Advantages And Disadvantages Of Filing For Divorce On No...

. What are the relative advantages of filing for divorce on no-fault grounds? Are there any situations, which would justify fault-based divorce, even though the procedure for obtaining a divorce on no-fault grounds might be cheaper or easier? A no-fault grounds divorce means that no one is alleging that anyone has done anything wrong in the marriage, but rather that the couple desire to terminate their marriage because of an irretrievable brake down of the marriage. No-fault divorce grounds do not require anyone to allege any of the traditional grounds for divorce: adultery, physical or mental cruelty, abandonment or desertion, imprisonment, insanity, and drug or alcohol addiction. Fault of one party is irreverent. No-fault divorce†¦show more content†¦Such an agreement gives the judge a better understanding of the marriage, and allows the judge to render a Just and right judgment based on what the parties have agreed upon, as long as that agreement is conscionable and fair to the parties. A fault- based divorce may be justifiable in certain circumstances such as for religious or philosophical reasons, or in an abusive relationship. There is not waiting period for a fault ground divorce therefore a spouse who is facing an abusive situation could file for a fault divorce without having to prove that the parties have been living apart for a specific amount of time. Another justifiable reason would be for abandonment/desertion. If a spouse has left and has not been heard from for quite some time, and have not supported the family, it would be beneficial for the abandoned spouse to file for a fault-based divorce to dissolve the marriage and move one with his/her life. If the spouse who has left has marital property, the abandoned spouse may be able to have access to that property, if they succeeding on the grounds of abandonment. Likewise, a husband or wife whose spouse have been convicted of a felon and has been sentence may be justifiable in filing a fault- base divorce. 2. Your client, Kevin, comes to your office seeking a divorce, and he is enraged and sick because his wife, Kim, has been unfaithful to him for the 3rd time in their five year marriage. After a thorough intake interview, you determine that Kevin

An Intimate View Of Imagery Of Langston Hughes Dream...

An Intimate View of the Imagery in Langston Hughes’ â€Å"Dream Deferred† America is built on a dream, the idea that anyone has the opportunity for prosperity, success, and an upward social mobility when they work hard. This dream is a siren call to America’s shores for millions of people from across the world looking to forge a better life. Unfortunately, this dream seems to elude Blacks in America. The elusiveness of this dream is not because Blacks do not want to succeed or have the hunger to achieve their goals but because extraneous forces often causes it to be out of reach and ultimately deferred. But â€Å"What happens to a dream deferred?† in Langston Hughes’ seminal poem â€Å"Dream Deferred† the use of vivid imagery shows the regret, sadness, and the danger of forgotten dreams. The beauty of a dream is unrivaled; a dream can snatch 13 colonies from under the tyrannical thumb of a Queen or rouse millions of people to descend on the National Mall to hear a reverend from Atlanta speak of equality. Dreams are succulent lik e a grape but what happens when unattended? â€Å"Does it dry up like a raisin in the sun?† This image elicits regret, a once inviting fruit is now dried, withered, and less appealing. The sun (outside influences) have taken away what made the grape beautiful and replaced that attractiveness with a vison of what could have been. Though that raisin can still provide sustenance, just as a janitor still provides for their family, the janitor’s dream of becoming an artist

Kaoru Ishikawa Free Essays

Kaoru Ishikawa was born in Tokyo Japan in 1939. He earned his Engineering degree in applied chemistry from the University of Tokyo. After Graduating from college he was a navel technical officer until 1941. We will write a custom essay sample on Kaoru Ishikawa or any similar topic only for you Order Now He worked at the Nissian Liquid Fuel Company until 1947 and then began his educational vocation at the University of Tokyo. In 1978 he became Musashi Institute of Technology President (Kaoru Ishikawa, 2008). Ishikawa came to be known as the â€Å"father of the Quality revolution† to the people of Japan. When he was a professor at Tokyo University he realized the importance of the quality control methods that were introduced to his country by W. E Deming and J. R Juarn. He applied those methods to work with his country’s industries. Ishikawa developed the â€Å"quality circles†, the cause and effect diagram, and the importance of the seven quality tools. In addition, he wrote several books that explained statistics to the nonspecialist which one was the Guide to Quality Control. Another book he wrote was how to Operate QC Circle Activities which is based on quality circles. Quality circles are a method used to improve quality. Quality circles were developed in Japan in 1962 by Kaoru Ishikawa. A quality circle is a volunteer group of employees from the same work area who meet together to discuss work place improvement (Quality Circles, 2008). Quality circles were first used at the Nippon Telegraph and Cable Company in 1962 (â€Å"Death of Professor,† 1989). Ishikawa had only intended his methods of quality circles to be used for Japan but it has now spread to more than 50 countries. With the development of Ishikawa’s cause and effect diagram management leaders made large advancements in quality improvement ( Kaoru Ishikawa: One Step, 2011). With this new diagram users can see all of the possible causes of a result and find the process of imperfections ( Kaoru Ishikawa: One Step, 2011). The cause and effect diagram can easily be used by non- specialist to analyze and solve problems. Dr. E. W Deming used this diagram to teach Total Quality Control in Japan. Another name for Ishikawa’s cause and effect diagram is the Ishikawa or fishbone diagram. Ishikawa showed the importance of the seven Quality tools which are control chart, run chart, histogram scatter diagram, Pareto chart and flow chart. Ishikawa also expanded on Deming’s four steps into six steps which are determine goals and targets, determine methods of reaching goals, engage in education and training, implement work, check the effects of implementation, and take appropriate action ( Kaoru Ishikawa: One Step, 2011). Ishikawa also wrote and was the editor of many books. He wrote Guide to Quality control in 1968, as well as What Is Total Quality Control in 1981. He was the editor of QC circle Koryo in 1970, and How to operate QC Circle activates in 1971. Ishikawa has been credited with Japan’s quality achievements and has received many awards such as the Deming prize, and the blue ribbon medal which was given to him by the Japanese government. His work has changed how people perceive quality management and many of his methods and books are still used to this day by large and small businesses. Bibliography http://www.skymark.com/resources/leaders/ishikawa.asp http://www.vectorstudy.com/management_theories/quality_circles.htm How to cite Kaoru Ishikawa, Essay examples

Leadership for Quality & Safety in Healthcare-Samples for Students

Question: Discuss about the Leadership for Quality and Safety in Healthcare. Answer: Quality Healthcare, TQM and CQI The quest to promote the quality of health-care services in all the levels of health-care delivery system has become a predominant goal of the health-care professionals, international, national as well as local policy developers. The Institute of Medicine has called all the healthcare organizations to revive and re-new their focuses on promoting the quality- as well as safety- of client care in all the healthcare systems. AHRQ (2012) states that the quality in healthcare means the degree to which the healthcare services which are rendered to an individual, family or community, increases the chance of getting expected healthcare outcomes that is in accordance with existing professional knowledge. Australia stands high in providing a quality healthcare to majority of countrys population and puts constant effort in promoting the performance of its health care sectors (AIHW, 2017). Even, the Australian framework of National health-performance has kept quality healthcare as its main indic ator to evaluate healthcare performance. Total quality management (TQM) also termed as continuous quality- improvement (CQI) functions to promote healthcare by identifying problems, framing, implementing and evaluating corrective action as well as to determine its effectiveness (NCCHC, 2017). Most of the healthcare centers implements TQM to minimize costs promote efficiency and render high quality-care. TQM and CQI are composed of various elements as philosophical, structural and health- care specific elements. The philosophical aspects include strategic emphasis on vision/ objectives, consumer emphasis on client/ care-taker satisfactions with healthcare outcomes, healthcare system evaluation, evidence- related care analysis, implementer involvement, tracing problems and framing solution to promote healthcare system performance, optimizing healthcare delivery, greater emphasis on organizational- learning. The structural aspects include emphasis on developing health-teams, framing quality managerial structure (quality counci l), statistical analysis, consumer satisfaction, bench marking and redesigning process (McLaughlin, 2012). The specific aspects comprise quality-related research studies, emphasis on evidence-related practice, clinical governance and quality data analysis. NSQHS standards The Australians Commission on safety- and quality in healthcare (ACSQHC) has proposed the NSQHS standards in 2012 after consultation, jurisdiction collaboration, technical persons and stakeholder (healthcare professionals and clients). These standards are the crucial components of the Australians healthcare services safety- and quality- accreditation scheme. The main aim of these NSQHS standards is to protect the individuals from harm as well as to promote the quality- of- healthcare service provision. They also provides a quality- assurance mechanism to evaluate whether the appropriate health-care systems are in place and also to determine whether minimum standards of quality- and safety- are met with a quality- improvement framework that guides the health-care services to realize developmental goals. NSQHS standards include: 1). Appropriate Governance to evaluate safety- and quality- in healthcare systems which comprises the quality-assurance framework for healthcare systems (NSQHS, 2012). 2). Adequate partnering with patients which includes the strategies to develop a person- centered healthcare system that comprises persons in framing the quality- healthcare. 3). Appropriate prevention with control of healthcare acquired infections that describes strategies to prevent infection in patients (in the healthcare system) and in managing infections appropriately to reduce its consequences (Duguid, 2011). 4). Drug safety which includes the strategies to analyze the appropriateness of physicians prescription, administration or dispense of proper medicine to the patients. 5). Clear identification of patient and procedural matching which comprises of strategies to clearly identify the patient and match him/her with appropriate management. 6). Proper clinical handing-over which includes s trategies to promote adequate communication between healthcare staffs during the patients transfer. 7). Blood- and blood- products that comprises strategies to promote safe, effective and appropriate administration of blood- and blood- products. 8). Prevent and treat pressure sore that includes measures to minimize the risk of developing pressure sores. 9). Recognize and respond to clinical emergencies in acute emergency healthcare centers (NSQHS, 2012). 10). Preventing patient falls as well as harm caused by falls by following strategies to minimize fall incidence. Patients safety Safety in healthcare The patient forms the core element in a hospital/ community treatment. The entire health care organization strives to diagnose and treat the patients by varied levels of professions ranging from front-office, clinicians, nurses, radiologists, pharmacists to bottom- level workers. Patients safety directly reflects on the quality of an organization as patients safety is considered as basic patients need. Douglas (2012) states that health care which is rendered in a safe manner and within a safe environment is an essential need for a patients well-being. The term Patient safety means preventing any form of harm to the clients. Preventing harm refers to keeping the clients free from any injuries as accidental or preventable injuries which occur due to any medical treatment (AHRQ, 2012). The harm may lead to temporary and/or permanent effect on the physical or emotional functions and bodily structure. Therefore, a quality health care system should minimize and/or prevent medical errors as patient falls, prescription errors, administrative errors, accidents, etc and learn from clinical-errors that has occurred and should develop a culture- of- safety in hospital by engaging all the health- team members, organizational managers along with patients. Most countries have started framing quality frameworks based on the report of IOM (2011) (AHRQ, 2017). The Australian Government has framed NSQHS standards to promote quality in its health care system. Thus, patient safety is the corner-stone of a higher quality health care. TheNational health- performance committeeof Australia has stated that the safetyin health care system involves avoiding as well as reducing any acceptable limit of actual or potential risk/ harm from a health care organization or the hospital-internal environment, where the care is provided. The previous Australians council for safety- and quality- in healthcare has given that quality in healthcare is an extent to which the actual/ potential harm along with un- expected results are minimized and/or avoided (AIHW, 2017). Hence, patients safety and safety of any health care system is the basis for achieving quality in a healthcare system. Clinical Leaders role in Quality- Improvement Quality improvement process is an organized process which involves periodic assessment and evaluation of the healthcare services provided to the patients to improve the healthcare practices (curative or preventive) as well as quality of patients care. As the primary responsibility of the clinical leaders are assessing and evaluating the patient care, the clinical leaders should be responsible for improvement of quality in healthcare. This is supported by Francis (2013) that establishing an appropriate clinical- leadership is most important to promote quality in a healthcare setting.Recent research studies states that inter-disciplinary team cooperation along with clinical- leadership is needed to enhance healthcare quality and client safety.A report suggests that ward- nurse manager positions should be re-evaluated and redesigned to promote them as efficient clinical leaders in the healthcare sector (Francis, 2013). This is also supported by a study which states that at-least 70% of the ward- nurse managers time should be utilized for clinical duties and remaining 30% should be spent for managerial and administrative functions. One of the important elements of quality- improvement involves adequate monitoring of higher-risk, higher-volume and/or problem-related healthcare elements. The clinical leaders should understand these elements and methods to handle it (Desveaux, 2012). The main duty of clinical- leaders is to evaluate the healthcare service and involve all the healthcare team members in the reform process to promote quality improvement in healthcare setting (Daly, 2014, McNamara, 2011). Parand (2014) states that the clinical- leaders should involve all the healthcare team members to enhance good integration and implementation of quality- based changes. Every clinical leader should pose personal qualities that reflect positive attitude towards healthcare profession; improves courage and solve quality healthcare issues (Jackson, 2013, Pepin, 2011). The clinical- leaders should have right combination of clinical-acumen with organizational awareness, build strong relationship with other healthcare team members, lead complex change, enhance inter-professional collaboration, inspire the team and support innovative ideas (Papa,2013). Clinical governance and Clinical leadership Both clinical governance and clinical leadership are crucial for promoting quality in healthcare organizations. They should work under a common vision, mission, values and objectives to achieve quality goals. The clinical governance is nothing but the managing bodies of the organization as board directors, executive, clinicians, staff-nurses, etc who share their role responsibility in enhancing quality health care (Daly, 2014). They strive constantly to provide quality health care, reduce harms and enable environment of excellence to the patients. On the other hand, clinical leadership flows as hierarchy from clinicians, nurses to third level workers. Clinicians make primary decisions to evaluate the quality- of healthcare and also have technical knowledge to frame strategic plans for various healthcare delivery patterns (Daly, 2014). Though both clinical governance and clinical leadership strives to achieve quality care and patient safety, clinical governance is a framework and process through which a healthcare organization drives continuous- quality improvement in all the aspects of healthcare. It engages clinical-leaders and team members in quality improvement programs whereas in clinical leadership, the clinical- leaders will direct and control the team members by their actions. The responsibility of the clinical governance bodies involves improving productivity, placing orders, maintaining stability and managing the organization based on the goals while the responsibility of the clinical- leaders involves framing innovative ideas, possessing role-model excellence with strong communication skills, ability to collaborate and provide best clinical-outcomes with health-team and clients (Fealy, 2011, Papa,2013). In clinical- governance, the managing bodies will coordinate the functions of all the employees from top-level to bottom level organization with a common goal of achieving quality excellence in the hospital whereas in clinical- leadership, the leaders will influence the team members to work under common quality goals. They will establish a common objective and will develop a hospital environment with professionals who can completely involve in attaining the organizations mission. The leaders should assess, plan and evaluate the healthcare quality performance and working of quality team. In terms of quality, clinical-governance should develop and implement healthcare services which are designed to reduce clinical errors (Jeffs, 2012) whereas clinical-leaders should perform various functions that are associated with system performance, attaining health-reforming goals and healthcare system efficiency (MacPhee, 2013). References AHRQ. (2012). Agency for Healthcare Research and Quality: U.S. Department of Health Human Services. Retrieved from https://www.ahrq.gov/professionals/quality-patient-safety/quality-resources/tools/chtoolbx/understand/index.html AHRQ. (2017). Leadership Role in Improving Safety: U.S. Department of Health Human Services. Retrieved from https://psnet.ahrq.gov/primers/primer/32/organizational-leadership-and-its-role-in-improving-safetyAIHW. (2017). Safety and quality of health care: Australian Institute of Health and Welfare- Australian Government. Retrieved from https://www.aihw.gov.au/safety-and-quality-of-health-care/Daly, J et al. (2014). The importance of clinical leadership in the hospital setting: Journal of Healthcare Leadership. 6: 75-83. Retrieved from https://doi.org/10.2147/JHL.S46161 Desveaux, L et al. (2012). Exploring the concept of leadership from the perspective of physical therapists in Canada:Physiother Can. 64(4):367375. Douglas, C. (2012). Potter and Perrys Fundamentals of Nursing- Australian version. Missouri: Elsevier Duguid, M Cruickshank, M. (2011). Antimicrobial Stewardship in Australian Hospitals. Sydney: ACSHQC Fealy, G et al. (2011). Barriers to clinical leadership development: findings from a national survey:J Clin Nurs. 20:20232032. Francis, R. (2013). Report of the Mid Staffordshire NHS Trust Public Inquiry-Executive Summary. London, UK: The Stationary Office. Retrieved from https://www.midstaffspublicinquiry.com/sites/default/files/report/Executive%20summary.pdf IOB-Institute of Medicine, (2011). Committee on the Robert Wood Johnson Foundation Initiative on the Future of Nursing:The future of nursing: Leading change, advancing health. Washington, DC: National Academies Press. Jackson, D et al. (2013). Understanding avoidant leadership in health care: findings from a secondary analysis of two qualitative studies:J Nurs Manag. 21(3):572580. Jeffs, L. P., Lingard, L., Berta, W. Baker, G. R. (2012). Catching and correcting near misses: the collective vigilance and individual accountability trade-off: Journal of Inter-professional Care. 26(2): 121-26. MacPhee, M et al. (2013). Global health care leadership development: trends to consider:J Healthcare Leadership: 2129. McLaughlin, C.P. (2012). Implementing Continuous Quality Improvement in Health Care: A Global Casebook. Sudbury, MA: Jones and Bartlett learning McNamara, M et al. (2011). Boundary matters: clinical leadership and the distinctive disciplinary contribution of nursing to multidisciplinary care:J Clin Nurs. 20(2324):35023512. NCCHC. (2017). Continuous quality improvement: National Commission on correctional Health care. https://www.ncchc.org/spotlight-on-the-standards-24-1 NSQHS. (2012). National Safety and Quality Health Service Standards: Australians Commission on Safety Quality in health-care. Retrieved from https://www.safetyandquality.gov.au/wp-content/uploads/2011/09/NSQHS-Standards-Sept-2012.pdf Papa,A. M. (2013). EMPSF: The Role of Nurse Leaders in Quality and Patient Safety: Patient safety and quality health care. Retrieved from https://www.psqh.com/analysis/the-role-of-nurse-leaders-in-quality-and-patient-safety/ Parand, A. (2014).The role of hospital managers in quality and patient safety. Retrieved from https://www.ncbi.nlm.nih.gov NCBI Literature PubMed Central (PMC) Pepin, J et al. (2013). A cognitive learning model of clinical nursing leadership:Nurse Educ Today. 31:268273.

Management development techniques Small businesses

Table of Contents Abstract Introduction Strategies used by Small Businesses Advantages of Management Development Disadvantages of Management Development Techniques Conclusion References Abstract Management development is a very essential aspect in today’s corporate world given the increase in competition and the need for quality products and services. The paper looks at various management development strategies that can be applied by small businesses in their quest to ensure that the highest productivity is attained.Advertising We will write a custom research paper sample on Management development techniques: Small businesses specifically for you for only $16.05 $11/page Learn More Moreover, advantages and disadvantages of various strategies are outlined because these are very essential when choosing which strategy to use. The paper specifically focuses on small businesses, which are mostly faced with a lot of challenges when deciding on a pro per plan of action to be implemented. Besides explaining management development techniques available for small businesses, the paper provides factors that should be considered before agreeing which development strategy to adopt. Introduction Every organization aims at attaining the highest standards in the market. This involves continuously upgrading the processes used to run day-to-day activities of a firm. Systems have to be advanced to keep abreast of the constantly changing customer demand. Similarly, technology needs to be updated to ensure that most current innovations are in place at any given time. Moreover, employees need to be often trained in order to advance their skills and enrich their knowledge so that maximum output can be achieved from them. However, much as all this needs to be done, it should be noted that management is very vital in determining performance of a given firm. It is the role of management to ensure that everything is as it should be. Consequently, ma nagement development is crucial in ensuring that organization is able to advance. It is important to note that there are several management development techniques that can be applied, especially for small businesses. Strategies used by Small Businesses Need for training differs from one organization to another. As a result, strategies of training will be different. Moreover, different people will have different needs which will require different modes of training. Consequently, there are several approaches that are used by various business organizations. These strategies vary from simple and cheap ones to complex and somehow expensive methods (Pearn, 2003).Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Among the most common training techniques used in small businesses is leadership training. This often involves introduction of lessons about management of employees. Members of the staff who are well conversant with management can be given the mandate of training other employees. However, it has been proved through research that the programs where a third party handles the process of training are more effective. Leadership training strategies can be divided into generic and focused strategies. On the one hand, generic leadership training strategies train on all managerial duties that one can handle without concentration on any specific area. On the other hand, focused training strategies refer to strategies where an individual is trained only on his or her sphere of duties (Gallucci, Lare, Yoon Boatright, 2010). This means that an individual trained to become a human resource manager will be taught only on the aspects of human resource management. It is important to note that focused training strategies are very effective as compared to generic strategies given the fact that focused strategies are exhaustive. Additionally, small businesses can choose some ma nagers to train the others in the given areas. The strategy known as a peer training is effective when the individuals chosen as trainers have enough experience in their area of specialization. The managers that are undergoing training are given the opportunity to learn while they are working and thus gain firsthand information. Additionally, the strategy gives learners the opportunity of asking questions and applying the answers they get immediately, which makes the points permanent (Norman, 2013). It should be noted that not every individual can become a trainer in an organization. Consequently, trainers should be only those people who have explicitly shown their interest and willingness of sharing their experience with the others. The training programs should be developed by the trainers in collaboration with the human resource department and departmental managers to ensure that time allocation does not interfere with the activities of the firm.Advertising We will write a cu stom research paper sample on Management development techniques: Small businesses specifically for you for only $16.05 $11/page Learn More Managers have the ability to influence employees to stay with a company or quit. If a manager handles his or her staff members in a bad way, employees will become dissatisfied with the firm and thus quit to search for employment elsewhere. In this regard, every business, irrespective of its size, will have to train its managers on how to handle their juniors. This includes the correct way of communication as well as the acceptable code of conduct. As a result, behavior training is very crucial for management development. Behavior training strategies may include enhancement of sensitivity of managers as well as creation of awareness on sexual harassment. To make the strategy more effective, Gray (2004) suggests that the program should include possible effects if the manager behaves otherwise. Arguably, financial constraint is the key factor that limits how far a small business can go in regard to the management development. While there are some very effective strategies that can highly increase output of a business, if implemented, they are mostly expensive and out of reach for many small businesses. Managers can, therefore, be encouraged to individually increase their knowledge by their own initiative (Haan, 2004). This can be achieved by coming up with a program where any kind of educational course is subsidized. This will encourage not only managers but also other employees to enhance their skills. On the other hand, a company can come up with a library which will contain the books addressing issues related to career development as well as personal development. Self-managed learning process is also very effective when it comes to management development in small businesses. There are several approaches used in self-managed learning. Firstly, people can use seminars and conferences where they share knowledge and ideas. In the process of exchanging ideas, people end up learning new things. Moreover, this approach increases confidence and public presentation skills. Another approach is the use of social networks. These platforms allow people to engage in exchanging ideas, which leads to knowledge sharing. As a matter of fact, this does not necessarily have to be done in accordance with any schedule and is thus enjoyable to all the parties.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Additionally, the internet has many resources that can be used to learn. Consequently, an individual can decide to read materials regarding the subject of interest (Haan, 2004). Consequently, people can gain a lot of crucial information that can be positively used in an organization. Furthermore, learners may decide to use different approaches of studying available. The first one is a deep approach where a learner tries to understand new ideas on his/her own and put them into practice in a real life work situation. This approach is very effective because it ensures maximum retention of ideas gained. Self-managed learning also applies the surface approach of learning. In this approach, the learners only concentrate on the required areas of learning. This is meant to ensure that learners are not overburdened with reading what will not be of use to them (Norman, 2013). SML also concentrates on required issues only because individuals aim at enhancing specific skills. This approach is r eferred to as a strategic approach. Human beings should work hard to increase their income by any percentage. Consequently, people will improve their performance if they know that by doing so they will gain material benefit. Small business can come up with a rewarding system where the best managers are rewarded. This will encourage managers to join training programs where they will improve their skills. While managers will be developing their skills aiming at material benefit that come with that, output of the firm in general will also be improving (Konczak, Stelly Trusty, 2000). It should however be noted that rewards given should meet the desires of managers aimed. Otherwise, the rewarding system will not be able to meet its intended goals. In order to achieve the desired behavior in an organization, role-playing strategy can be applied. Under this strategy, the trainer conducts him or herself in the required manner when in different situations. This is carried out in order to en sure that learners get the firsthand information of what is expected of them. This strategy involves setting up of different circumstances which a manager can come across and then displaying the expected code of conduct (Harrison, 2005). Besides providing a practical example of the situations that one can find him or herself in, this strategy provides trainers with the opportunity of assessing whether the trainees have understood. Notably, the most common mode of development is undertaking courses related to ones career. Therefore, management development can also be attained through attending various course both short and long term. In this regard, small businesses can choose to send some managers to training at given periods of time. Conversely, the business can come up with a program where managers are given study leaves so that they can take various courses that will improve their performance. These courses may be fulltime or part time depending on the intensity of the course and time available. This strategy is beneficial because it provides the managers with ample time to learn in a class environment thus making them more serious on what they learn. It should also be noted that since there is documented results regarding performance, it is possible to know which area one is best at. However, care should be taken to ensure that the courses taken are relevant to the job description of an individual (Resnick, 2010). Another beneficial strategy that can be applied by small businesses is executive education. This could be general courses touching on managerial roles or customized programs that take into consideration the special needs of the business. Executive education is offered by various academic institutions and is meant for business executives as well as business managers. It is important to note that executive education is very valuable because it takes into consideration current business environment and technological changes when coming up with the co urse outline. As a result, the strategy is highly influential in enhancing the ability of managers to attend to their duties (Konczak, Stelly Trusty, 2000). Lately, customized executive education has gained popularity given the fact that it is able to deal with problems that are unique to each business. Furthermore, executive education focuses on improving specific skills that are necessary for the proper functioning of any business. It should be noted here that courses offered by executive education range from simple courses to more complex ones. Advantages of Management Development Management development is very vital for any organization be it a small business or a multinational company. Each business entity needs to advance its operations in all the aspects, thus, management is a very crucial ingredient in successful firm’s operation. To begin with, management development helps a company to ensure that it integrates technological advancements at the right time. This invo lves equipping the managers with up-to-date skills and techniques which are very crucial in ensuring that the business remains relevant especially given the issue of globalization. Moreover, management development techniques enable a firm to come up with the most applicable methods of aligning people with processes for maximum output (Pearn, 2003). Similarly, management development is essential in ensuring that the most recent and highly efficient methods of production are applied in any business, thus increasing its output. Besides, management development is very crucial in enhancing ability of managers to execute their duties efficiently and increasing their awareness of the most effective leadership style. Arguably, the most important benefit of management development is that it increases sensitivity of managers. Consequently, it enables managers to timely know when something is going wrong in the business and implement necessary actions. Moreover, it enables managers to understa nd the need to give their juniors the opportunity to make their careers and improve their knowledge. Managers also learn techniques of managing different teams of people, as it is quite crucial in their job description. Disadvantages of Management Development Techniques It should, however, be noted that management training strategies have various drawbacks. Sometimes, some strategies are very expensive to maintain and can be out of scope for many small businesses. Moreover, other strategies are very comprehensive and require long period of time to be accomplished. Unfortunately, small businesses might not be able to keep managers out of work for that long. Furthermore, other strategies, for example, those that require individual initiative might not be effective since many people may not be willing to follow them. Peer training lacks innovativeness and leads to replication of ideas. In this regard, it is incapable of bringing on board new skills to meet changes and advancement in th e corporate world (Harrison, 2005). Conclusion Management development is a requirement that any business organization cannot do without. Given the dynamics in the business world, companies need to continuously train their staff so that they can be able to keep up with the change in demand. Small businesses need specifically not only to keep abreast of technological advancement, but also meet the demand. This can be achieved through proper management of people given that they form the core of any business. In this regard, businesses need to consider management development techniques that fit their needs and implement them. However, in choosing the strategy to use various factors including time, cost and specific needs of the business should be put into consideration. References Gallucci, C., Lare, M. D., Yoon, I. H. Boatright, B. (2010). Instructional Coaching: Building Theory about the Role and Organizational Support for Professional Learning. American Educational research Journal, 47(4), 919-963. Gray, C. (2004). Management Development In European Small and Medium Enterprises. Advances in Developing Human Resources, 6(4), 451-469. Haan, E. D. (2004). Learning with Colleagues: An Action Guide for Peer Consultation. Basingstoke: Palgrave Macmillan. Harrison, R. (2005). Learning and Development. London: CIPD Publishing. Konczak, L. J., Stelly, D. J. Trusty, M. L. (2000). Defining and Measuring Empowering Leader Behaviors: Development of an Upward Feedback Instrument. Educational and Psychological Measurement, 60(2), 301-313. Norman, G. (2013). Learner Managed Learning: Practice, Theory and Policy. London: Routledge. Pearn, M. (2003). Individually Differences and Development in Organizations. Hoboken: John Willey Sons. Resnick, L. B. (2010). Nested Learning Systems for the Thinking Curriculum. Educational Researcher, 39(3), 183-197. This research paper on Management development techniques: Small businesses was written and submitted by user Carley Russo to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Organizational Behaviour Concepts

Organizational Behaviour Concepts Introduction The main or major purpose of this research is to help students determine various concepts relating to organizational behavior in the leadership field. In addition, it will help them develop and extend their ability to critically apply the concepts gained so far in the real life situations, especially when they work in different work places. It is equally necessary for students and various scholars to learn such skills of leadership because commonly, they are faced with new challenges especially in work places.Advertising We will write a custom essay sample on Organizational Behaviour Concepts specifically for you for only $16.05 $11/page Learn More Having learned these skills, they can professionally tackle different situations which leaders face each and every day. Such situations include meeting customers and clients, workmates and most importantly, their seniors in organization at personal levels. In the end, this will result in improved perf ormance in the organization. In my adventure from college, I happened to visit Brookside Dairy Limited Company in Nairobi city in Kenya. The companys main goal is to raise the living standards of the population sector and also improve the lives of most of the small scale farmers in the region. The history of dairy industry in Kenya began in the year 1992. It was then when the first dairy cows were brought by European settlers. The first creamery had been founded in Naivasha which later opened several other branches in different parts of the country. The Brookside firm in Nairobi happens to be one of the branches that were founded at that time. I managed to meet Elisha Chumo, one of the managers in the industry together with the Daily Field Extension team. She suggested various ways in which they embraced help to farmers so as to increase milk production. The approaches advanced by her are the following. First, it is necessary to ensure that there is an available market to provide wi th milk. It means that customers should be assured of constant and available market for milk. In this regard, strong linkages are built with the customers since they are the potential shareholders in the cooperative. The entire Brookside Company is currently in partnership with over eight hundred thousand small-scale dairy farmers. They sell their milk throughout East Africa, Common Market for Eastern and Southern Africa (COMESA) and even in the Middle East. Second, the cooperation should organize seminars. This is done to ensure the education of the parties involved in order to allow the farmers to be aware of new ways to increase milk production. In addition, the industry organizes regular seminars in the field training, meetings which are held countrywide to educate the workers on animal health, feeding, disease control, among others. These all are central points in animal husbandry.Advertising Looking for essay on business economics? Let's see if we can help you! Get yo ur first paper with 15% OFF Learn More The third point is to offer credit and loan facilities. Brookside Daily has negotiated with Kenya Commercial Bank to provide loans to its potential shareholders at very low interest rates. This should encourage them to invest more into the dairy cooperative so as to expand their business in a long run. The company also offers its suppliers prompt payments for the milk delivered. It also has a grass root of many milk collection centers and cooling facilities which are well established with little wastage, such as the Oleguruone cooling plant, which supports over ten thousand farmers. Community development is another contribution of Brookside Daily Limited Company to the society. It pays the community back through supporting many communal projects aimed at improving living standards of people, such as repairing roads, cattle dips and church buildings. The company also employs farmers who are interested in joining the industry. For instance, the organization is not only a committed partner but also a faithful one ready to become a world class company through developing the mutual relationships with both the customers and the other parties involved. For my survey on the Nairobi Milk Processing Limited, I have discussed some burning issues in the industry with Chumo who has helped me come up with various characteristics of true leaders. The interview with Chumo took around five hours. The qualities of good leadership which I determined during the interview are consistent with the contingency theories. Contingency theories are classes of behavioral theories which are considered to be depended on both internal and external situations as they require the leader to meet the situation in order to develop a successful leadership behavior (Nelson Cooper, 2007, p. 426). Woodward (1958, p. 57) argues that the contingency theories come up with generalizations concerning structures which are associated with good use of d ifferent terminologies. Morgan (2007, p. 243) describes ideas that underlie contingency. He says that there are no better ways of organizing companies since they have open systems which require close management to balance their work. Moreover, to meet internal needs, the management should focus on achieving various organizational goals and several types of organizations that are required in different environments.Advertising We will write a custom essay sample on Organizational Behaviour Concepts specifically for you for only $16.05 $11/page Learn More In regard to Northouse (2004, p. 218), the model represents the relationship between style and favorableness of situation provided by leader-member relationship, high degree of task structure, and high leaders position obtained through right authority. On the same note, Lawrence Lorsch (1967, p. 113), describe contingency theory as the best way to organize corporation. The main idea of this theory is based o n the nature of environment in which organizations operate. Their ideas are also in line with ideas of people like Woodward (1965, p. 68) and Thompson (1967, p 89). After my interrogation with Chumo, I came up with the following theories which support the contingency theories. They helped me come up with the qualities of good leadership. They include; great man theory, trait theory, contingency theory, situational theory, behavioral theory, participative theory, management theory and relationship theory. These theories are discussed below. Great man Theory The theory suggests that good leaders are born and not made consequently the leadership skills are inherent. The theory portrays heroic, mythic and destined qualities hence the name of a great man. It is characterized by qualities such as having good member relations and task structure. For instance, one considers whether we have more than one solution to a problem or absorbing the problem. In this regard, the leader’s posi tion power is to punish the group members accordingly. The more the power the leader has, the more favorable the situation is (Caroselli, 2000, p. 140). He also talks about leader orientation which should be more than seventy three percent. Leaders should use their good relations with the group so as to ensure that the obligations are met. On the other hand, if workers tend to underperform, managers should try to seek approvals from the senior supervisors and thereby control the situation. They should also reduce anxiety and tension among the group members and know how they control challenging situations to make them perform better (Darzi, 2008, p. 290). They are task oriented in the sense that they get the work assigned seriouslyo and pay little attention to personal relations through the moderate control situations, high control situations and also in low control situations. Fielder therefore found that the contingency leadership skills are build upon the orientation of a leader a nd favorableness of the situation. Friedman’s theory was also supplemented by Abraham Lincoln and Julius Caesar who also supported the argument that good leaders are born and not made.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This theory became very famous in the nineteenth century. According to Chandler (1962, p. 148), effective leaders are those gifted with divine inspiration and the right traits. However, Mintzberg (1967, p. 202) argued that leaders are society products and differ in respect to the society they live in. He quoted that: One must admit that the genesis of a great man depends on the long series of complex influences and that they have produced the race where that person lives and appears, the social state into which the race has grown slowly so that before that fellow remarks on the society, the society alone must make him (Mintzberg (1967, p. 202) Trait Theories and the Path theory This theory assumes that people inherit some traits from other people that make them suited to leadership. The theory draws a relationship between behavioral and personal characteristics that are innate to all leaders. In the scientific study, leadership emphasizes leadership effectiveness. The principles beh ind the trait theory was that, potential leaders are born rather molded and hence this assumption led to the name â€Å"great man theory† together with all ideas behind this theory. Many leadership studies based on this theoretical framework were conducted in the nineteen thirties, nineteen forties through the nineteen fifties (Darzi, 2008, p. 103). These studies focused on the relationship between individual traits and measures of effective leadership. Physical, social and mental features such as height, personality and intelligence respectively, were all empirical variables of research. However, Stogdill (1948, p. 243) concludes that current research by then had not emphasized enough on the utility of the trait approach. On the other hand, the Path-Goal theory suggests that, followers should be encouraged by leaders so as to achieve identified goals. It points out that effective leaders should be able to guide and motivate their followers if at all they are to achieve their goals (Francis Yammarino, 2009, p. 222). The path-goal theory assumes that followers are capable of attaining their goals that are high performance and desired results, if at all their leaders focus on motivating them in their daily assignments. Contingency Theories Woodward (1965, p. 267), focuses on some given variables that are related to the environment and they can determine a particular style of leadership that is most suitable at a particular time. Ideally, no leadership skill is suitable in all situations. Therefore, leadership styles, qualities of followers and other aspects of the organization are what determines how successful a leader can be. Contingency theories became famous in the late nineteen sixties and nineteen seventies. Among the commonly known contingency theories are situational leadership theory, the Vroom-Yetton-Jago decision-making model of leadership, Fiedlers contingency theory, path-goal theory and the Fiedlers contingency theory. The situational leader ship theory was the first one to clarify on how situational factors and effective leadership are related. â€Å"In this theory, favorability of the situation determines the effectiveness of task and person-oriented leader behavior† (Leadership Theories and Studies 2012). In his research Fiedler argues that given both extremes of situations, task-oriented leaders will be more effective. However, the person-oriented leaders were considered to have much effective potential in moderate situations. It follows that leader behavior should minimize or remove obstacles for junior workers’ goals accomplishment, encourage them and motivate them and in turn improve their performance. Situational leadership theory was criticize from both, methodological and theoretical perspectives. Despite these criticisms, it is still the most preferred contingency theory of leadership. This is because it offers meaningful views on the relationship between leadership styles and subordinate abilit y. Situational Theories These theories explain how leaders make the best decisions while considering all aspects that surround them. They therefore employ certain styles for better decision making. Situational theory suggests that leadership advocates for more than one style and it is task oriented. Most importantly, leaders who hold the leadership styles to maturity are the most successful. Francis Yammarino (2009, p. 267), characterized situation theory by telling that the leader explains the roles of the individual or group by giving directions on how, where, what, why and when a certain task will be done. Selling, in this case a leader gives guidance by first communications before giving socio-emotional support. This allows and influences both independent individuals and those on group levels to buying the ideas of the leader. (Caroselli, 2000, p. 162); Participating, here decision-making is shared on aspects of how the task is accomplished and the leader provides less task beha viors; Delegating, this is whereby the leader remains in decision making process but the process and responsibility are all up to individuals or group members; Problem recognition, this is the extent to which individuals recognize problems when facing them. According to Grunig Hunt (1984, p. 149), people do not stop thinking about situations until they realize what exactly is supposed to be done to improve the situation and lastly, constraint recognition, it is the extent to which individuals examine their behaviors while considering the limiting factors usually those that are beyond their control. Others include, level of involvement, information seeking and information processing (Kumar, 2001, p. 89) Behavioral Theories This is rooted in behaviorism and suggests that good leaders are made and not born. The theory focuses on actions of leaders and not on the mental qualifications. Therefore, through teaching and observation, one can learn to be a good leader. In the earlier ninete en fifties, due to disenchantment the focus changed to behavioral traits of leadership (Reddy, 2004, p. 93). Following the studies that took place in the late nineteen forties and nineteen fifties, the following were taken into account: consideration and initiating structure were the two factors to be considered most in determining the leadership skills. It concurs with principles of trait theory in that combining the natural aspect of leaders and what they seem to integrate with what they encompass in every aspects of leadership. The major appeal of behavioral theory assumes that if we have the leadership knowledge, and then it will be possible to teach others (Maurik 2001, p. 199 Northouse, 2004, p. 158). Ivan Pavlov also includes the following theories: aggression Biological Theory verses Behaviorist and spiritual energy, its promotional aspects include Individualized Consideration Intellectual Stimulation, Inspirational Motivation and Idealized Influence Participate Theories a nd Relationship Theories Good leadership is one that puts into practice other leadership styles. This makes other group members feel more relevant and get committed to decision making process. In this theory of participation, leaders should accommodate other peoples’ views. Transformational theories which are also referred to as relationship theories focus on the relationship between followers and their leaders. They inspire and motivate people on importance of good work through helping them. These leaders are not only concerned with group members but also, the individual members to meet their obligations. Fulop Linstead (1998, p. 98), consider the following concepts in management learning and knowledge which are also related to good leadership skills that should be possessed by a leader. Some of them include gender management and control. They suggest that a qualified leader should consider both men and women in their workplaces so that each of them is given an equal opport unity when it comes to promotion and work allocation. In addition, management should treat different cultures with equal weights; management sustainability, the power of politics in an organization, organizational control, management ethnicity as proposed by Robin Stanley Snell (1945, p 130). This is the management learning and knowledge strategies alternatively the core concepts in management. Management theories and servant leadership theories They are also referred to as transactional theories and their main emphasis is on the role and importance of organization, supervision and group performance. Employees are reprimanded or rewarded in respect to their performance in the organization. The servant theory suggests that leaders should put themselves in their servants shoes in order for them to have a vivid anticipation of what they expect of their followers. The theory of servant leadership therefore plays a critical role in leadership circles. However, it is hard to explain the t heory because of a number of values that a good leader should posses. Transformational leadership theory In the nineteenth seventies, a number of leadership theories emerged. The theories emphasised on the significance of charisma in effective leadership. In addition, they explain how leaders can handle challenging tasks facing their organization that is by forming successful company against incredible challenges. The theories also focus on the significance of leaders stirring subordinates appreciation, enthusiasm, and unquestioned allegiance through articulating a lucid and persuasive vision (Reddy, 2004, p. 107). Moreover, the theory describes that leadership is the process through which one connect with others which results into an increased motivation and morality from both followers and leaders (Wolinski 2010). It is connected to the theory of charismatic leadership that postulates that leaders with unique qualities such as extroversion, confidence and clearly stated values are the most suitable for motivating followers (Wolinski 2010). The main aspect of the transformational leadership so far is that the leader should address the needs of the followers so as to help them achieve their desired results. Servant Leadership Theories These theories in their philosophy argue that leaders should be servants. First of all, they should put their interests behind those of their followers, customers and even the community at large in order to realise effectiveness of their leadership (Beyrem, 1998, p. 216). Some of their features include stewardship, empathy and commitment. Secondly, we have the management processes which include motivation and learning in that workers must be trained so that they are aware of any changes within the organization to discover new ways of doing things by continuously being taken to the field and organizing for motivational talks at given set interval, leadership and learning in that a good leader keeps on learning each and every new d ay on various issues such as mistakes committed by workers so as to avoid them next time they are faced with similar challenges (Stogdill, 1948, p. 145), formation of management teams to lead other people from below, management of conflict and negotiation as per Stephen Linstead, Jonathan Gosling, Liz Fulop, Anne-Marie Greene and David S. Richards, formation of management change as per Alison Pullen, decision making in organization, management strategically by Bobby Baneriee, Michael Brone and Stephen Linsted and also forming the inter-organizational networking to help the leader assess their performance through either within and outside the organization. It is from the above theories together with the study of Brookside Company that I came up with the following leadership skills. Vision: Leaders should have a vision and at the same time have a different perspective on how they view things. Secondly, being wise; being wise is knowing something about everything unlike knowing everyth ing about something therefore, for one to be a good leader, he/she should make critical decisions at the right time within the organization. This knowledge is crucial for any organization to succeed. Thirdly, is being passionate in nature. Leaders should be passionate people in the sense that they see where and what they are obsessed with. Such thing could be project in the business, sports or a hobby. This in turn helps them to remain focused in any decision and when dealing with delicate operations. Fourthly, is to have compassion for their supporters and employees by having great coaching and development skills. In addition to this, leaders should also know people who care about them. In this regard, they therefore cease to be selfish and diversify their thinking. In addition, leaders should be charismatic. Good leaders are like traps who charm followers and tend them close because of their personable characters. They are also quick in networking especially building relationships and ensuring high performance. Such fellows have the X-factor characteristic. Moreover, good leaders should communicate. Finally, leaders need to be good communicators and motivators who can inspire their followers when addressing them. Good leaders should also be persistent. This means they are supposed to be determined in making up to their goals. They should understand that reaching up to their goals would be hard but they persist until they get what they desire. Intelligence is another characteristic of a good leader. Good leaders mean what they speak and promise. They are also regarded as people who keep their promises and avoid unconvincing others. People find them reliable, trustworthy and other go as far as making them their role models. A good leader should also be daring. Winston Churchill argues that, courage is the critical feature among all other aspects that lie in an organization. Good leaders chase after their dreams without despair. Despite that fears are real; dar ing leaders should face them regardless of their challenges. Lastly, good leaders should be disciplined and have control in regard to their goals. When others lose control, good leaders should focus on disciplining their minds to keep them on track regardless of what they are facing. Conclusion Considering the company’s performance from the time it started up to date, I can comfortably conclude that surely a leader with such skills will automatically succeed in terms of leadership and performance. Chumo, one of the senior managers of Brookside Company developed these skills through learning and practice. It is these skills that Chumo and other managers in the company posses that make the company perform outstandingly well. Moreover, it is in line with the contingency theories of a good leadership. Through having all the above discussed characteristics of good leadership, the entire organization could perform better while workers being at piece, having good communication strat egy so as to enhance even departmental help and coordination (Perrow, 1967, p. 293). Working without being pressurized people will be able to complete the tasks given in time and therefore efficiency in service, produce delivery (Darzi, 2008, p. 123). Regarding the Milk production in Nairobi, all the above characteristics and theories w include: great man theory trait theory, contingency theories situational theory, behavioural theory participate theories management theory, relationship theory transformational leadership theory servant leadership all are well and effectively applied and that clearly gives the evidence of the outstanding performance of the Brookside Limited Company. In most theories, leadership is taken to be a benchmark in several ways which include the following: a combination of traits, personality characteristics or leadership as a process. In many theories, there exists a belief that leadership is determined by a group of followers towards the realization of obj ectives of the organization. In my opinion, leadership is averse and a complex process as opposed to what currently writers write that oversimplifies that process. References Beyrem, FL 1998, Managerial Concepts, Gardner Publishers, New York. Caroselli, M (2000, Leadership Skills for Managers, McGraw-Hill, Professional Florida. Chandler Jr., AD 1962, Strategy and structure: Chapters in the history of the American industrial enterprise, MIT Press, Cambridge, MA. Darzi, NA 2008, Organisational Behaviour, Atlantic Publisher, New Delhi. Francis J Yammarino, FD 2009, Multi-Level Issues in Organizational Behavior and Leadership, Emerald Group Publishing, Illnois. Kumar, RM 2001, Organisational Behaviour, Anmol Publications, New Delhi. Lawrence, PR Lorsch, JW 1967, Organization and Environment: Managing Differentiation and Integration, Harvard University, Boston, MA. Maurik, JV 2001, Writers on Leadership, Penguin, London. Mintzberg, H 1979, The Structuring of Organizations, Prentice-Ha ll, Englewood Cliffs, NJ, USA. Morgan, G 2007, Images of organization, Sage Thousand, Oaks. Nelson, DL Cooper, CL 2007, Positive Organizational Behavior, Sage, London. Northouse, PG 2004. Leadership: Theory and practice, 3rd edn, Sage, London. Perrow, Ch 1967, A Framework for the Comparative Analysis of Organizations, American Sociological Review, vol. 32, no. 2, pp.194–208. Reddy, JP 2004, Organisational behaviour, A.P.H. Publishing Corporation, New Delhi. Leadership Theories and Studies 2012, in Advameg (ed.), Reference for Business: Encyclopedia of Small Business. Web. Stogdill, R 1948, Behavioural Leadership Skills, Adventure Works Press, Chicago. Thompson, D 1967, Organizations in Action, McGraw-Hill, New York. Wolinski, S 2010, Leadership Theories. Web. Woodward, H 1958, Management and Technology, Her Majesty’s Stationary Office, London. Woodward, J 1965, Industrial organization: Theory and practice, Oxford University Press, New York.

Literature Support Research Paper Example | Topics and Well Written Essays - 750 words

Literature Support - Research Paper Example On the other hand secondary research approach is used in gathering existing data and information from secondary information materials on the topic under investigation. The primary methods of data collection will employ questionnaires and interviews as the most effective tools of data collection. Through interviews, patients who are prescribed to medical regimens will be asked questions by the investigator with a view of determining the behaviors which determine whether they adhere to their medical regimens or not. Questionnaires on the other hand will be used to give patients sufficient time and privacy of answering various questions that are designed to investigate the behaviors which define their behaviors towards adherence to medical regimens. Inclusion criteria for the primary research will involve selection of a sample from individuals who are under a prescribed medical regimen. Therefore patients with heart conditions, diabetes and chronic diseases will be included in the inves tigations. Moreover the inclusion criteria will be focused at ensuring that there is diversity among respondents. This means that individuals from various social economic backgrounds, nationality, culture and race will be included in the research. ... This is due to the fact that heart conditions are common among adults. Secondary research methodology will target information databases. Credible sources of information among these databases will be included. This means that it is only relevant databases that would be included in the investigation. Databases with medical journals such as Ebsco and PubMed will be targeted in the collection of secondary data on the topic. In order to ensure credibility, research based and peer reviewed articles will be included in the search. Moreover, the secondary search for information will be facilitated by the use of keywords that are related to the research topic. Therefore the keywords that will be included in the secondary search include adherence, non-adherence, behavior, medical regimen and factors. Irrelevant materials will be excluded during the secondary search. The number of studies that will be conducted will involve case studies on conditions that require medical regimens for effective management and care. These include heart conditions, diabetes, cancer and HIV/AIDs. Therefore patients who are under prescribed medical regimen for the management of these four conditions will be included by the investigator as case studies. Summary of Research Studies Griffith, R. (2008). Improving patients' adherence to medical regimens. Practice Nurse, 31(4), 21-26. This article is a comprehensive research based information source which is wide in scope including the causes of patient non-adherence to medical regimens and ways in which adherence can be improved among these patients. The article is therefore credible and relevant to the research topic. The various

Organisational leadership Essay Example | Topics and Well Written Essays - 1750 words

Organisational leadership - Essay Example The culture of leadership for many organizations has been that of isolated leadership, where the leaders are completely isolated from the team of the employees and other subordinates that they lead, interacting with them only through issuing orders on the tasks that such subordinates should undertake, and how they should be undertaken. However, while leadership requires being firm so as to realize the objectives set by any given organization, the isolation of leaders from their team does not serve to enable the organizations to enhance their performance, but to drag the pace at which search objectives are met (Bass & Riggio, 2006 p12). Therefore, the argument advanced by Henry Mintzberg is agreeable, and thus this discussion seeks to affirm this argument, through applying the concepts of two leadership and management theories, as well as enlisting the backing of two empirical case studies, to finally arrive at a well informed conclusion regarding the suitability of the argument advan ced by Henry Mintzberg. ... e employees with respect, dignity and rewards their efforts with good compensation, the organization is sure to receive commitment, loyalty and high productivity from the employees (Lester & Kickul, 2001 p17). The essence of the psychological contracts theory is that; it espouses a further mutual relationship between the employer and the employee, in a further manner than is stipulated in the employment contract. The principles of the psychological contract are not based on the written agreement between the employee and the employer, but rather based on the expectations of the rights, rewards and responsibilities owed to each party in the employment contract outside of what is defined in the contractual agreement. Therefore it is conclusively appropriate to say that the psychological contracts theory espoused a situation where the relationship between the employer and the employee will be based on a more humanitarian ground, as opposed to well written and defined rules of engagement (House, 1971 p322). Therefore, the psychological contract theory represents the notion that there ought to be relationships, trust and understanding between the employee and the employer, outside of the tangible paper document, that should vary from one employee to the other. The congruence of the psychological contract theory and the argument advanced by Mintzberg, stems from the fact that Mintzberg argues that open minded management approach is the most suitable for an organization to reach great levels of achievement, through supporting the initiatives developed by the employees and further providing direction, at the expense of setting the direction for the employee’s proposed project (Mintzberg, 2004 n.p). According to Mintzberg, allowing for the flexibility where the management of

Statistics Project Example | Topics and Well Written Essays - 1000 words

Statistics Project Example Therefore, financial status and depression are critical factors in determining well-being of individual hence appropriate measures to the report. The frequency histogram shows an almost normally distributed curve. However, the explicit results show a negatively skewed distribution. The frequency for males is more than that of the female gender. This shows that more males suffer from post-traumatic stress disorder as compared to male. The number of people that experience from post-traumatic disorder-from the sample-are 230. Out of the 230, 130 are males while 100 are females as per the histogram. The distribution of subjective class identification closely matches the normal curve. This shows that 68% of the observations fall within one standard deviation of the mean 2.39. On the other hand, 99.7% of the observations fall within 3 standard deviation of the mean. The normal Q-Q plots also confirms the normal distribution of the subjective class identification. The confidence interval for Posttraumatic Stress Disorder is 12.35 and 14.73 for lower bound and upper bound respectively. This means that we are 95% confident that the true mean of Posttraumatic Stress Disorder is between 12.35 and 14.74. The corresponding ÃŽ ±=0.05. When testing for normality, the normality table and the normal Q-Q plots become important as the numerical and graphical methods respectively. The normality table represents the result for Shapiro-Wilk Test and the Kolmogorov-Smirnov Test. In this case, we will use Shapiro-Wilk Test because the data is less than 2000. The sig. value (0.000) of the Shapiro-Wilk Test is less than 0.05 hence the data is not normally distributed. The data significantly deviate from a normal distribution. We have also used the Q-Q plot to determine normality graphically. The data points stray from the line in a non-linear fashion hence the data is not normally distributed. To correct the distribution of age of the respondents, I have

Behaviorism. Neo Behaviorism and Gestalt Psychology

Behaviorism. Neo Behaviorism and Gestalt Psychology John B. Watson (1878 1958) was known as the father of behaviorism. Watson did not believe that the definition of psychology was the science of the mind. He believed that psychology should be viewed as a purely objective experimental branch of natural science and that the goal of the psychologist is not to understand the mind but to understand behavior. (Wozniak, 1997) Watsons studied behavioristic psychology in neonates at the Phipps Psychiatric Clinic in Baltimore. Hothersall stated that Watson found that there were three main classes of emotional responses that were distinguishable in human neonates: fear, rage, and love. These emotions were elicited by a set of certain stimuli. (Hothersall, 2004, pp. 471 472) Watson also conducted experiment and believed that children should be kept on a very strict schedule. He believed that children should not be hugged, kissed, and that they should be treated as little adults. (Wozniak, 1997) Watson began research with a child named Albert wh o was a child of one of the nurses in the Hospital. Albert was chosen because of his temperament. Watson wanted to study conditioning behavior of fear in a child. He wanted to see if a child could be conditioned to fear, the reconditioned to resolve tat same fear. (Hothersall, 2004, p. 472) Watsons behavior conditioning of fear was a success and was a widely known research project. He had now proved that fear can be acquired through conditioning and that most fear was probably acquired through a constant exposure. (Hothersall, 2004, p. 474) Albert was removed from the program by his mother before he could be reconditioned to not fear the animals that he were conditioned to fear. Eventually, Watson discovered a new subject whose fears were actually similar to little Alberts fears. Watson and his assistant Jones began to use conditioning methods on Peter to cure him of his fears. (Hothersall, 2004, p. 477) Peters conditioning went from fear to indifference to him being fond of rabbits . Watson kept in touch with Peter and his family and Peter remained found of rabbits for quite some time after the direct conditioning had finished. (Hothersall, 2004, p. 478) After Watsons forced resignation from Johns Hopkins Department of Psychology, he went to work in advertising. Because he understood advertising from a psychologist view, he was able to apply his behaviorist psychology to advertising and use behaviorism to sell products. He was able to use demographics surveys to target consumers. Watson was a very successful advertiser and was also the first to use radio effectively for advertising. (Hothersall, 2004, pp. 476 477) Watson was a very successful advertiser but was never able to return to academics which was his love. 2. Compare and Contrast the Little Albert and Peter case studies. Watsons study of children led him to the two case studies of fear in children. Watsons research with children began at the Henry Phipps Psychiatric Clinic in Baltimore in 1916. Adolf Meyer was sympathetic to Watsons behaviorism and allowed him to set up a research laboratory at the clinic where he studied child development. At Phipps he studied more than 500 infants. He studied their reflexes and emotional reactions. He believed that the newborns had a number of reflexes but only 3 main classes of emotional responses: fear, rage, and love. (Hothersall, 2004, p. 471) Watson experimented with a normal developing baby at an invalid hospital whose mother was a nurse at the hospital. Watson wanted to see if he could condition the child to elicit a fear response. First he began to create a fear in the child by striking a pole with a hammer until the child became afraid of the sound. Once Little Albert was afraid of the sound, Watson paired the sound to an animal that Little Albert was not afraid of. Whenever Little Albert would reach for the animal, the experimenter would strike the pole with the hammer. At first, little Albert would pull away from the animal. By the third attempt to pair the animal with the sound, Little Albert would cry. Once he elicited the responses that Watson was hoping for, Watson would then begin to introduce more animals to see if Little Alberts fear would cross over from animal to the other. The experimenter would now introduce other animals and objects to Little Albert. Watson received the results that he was looking for. Although Little Albert never finished the study, the Little Albert study is extremely important in psychology. The research conducted on Little Albert had a tremendous effect on the world. Watsons research and experiments continue to influence psychology and therapy. (Little Albert, 2009) Because Little Albert didnt complete the study, Watson was left without a subject and without the result he was looking for in order to show that people can also be conditioned to not fear. The case of Peter made it possible for the experiment to continue where Dr. Watson had left off. First Watson would have to condition Peter to not fear a stimulus. Once the fear of the stimuli was gone, he would have to test to see if the resolution of the fear of that stimulus had transferred to his fear of other stimuli. (Green, 2001) Peter was overly afraid of a white rat which transferred to a white rabbit, a fur coat, a feather, and cotton wool. Te begin unconditioning Peter, he was shown a white rat. When he was shown the rat while sitting in the crib, he begins to cry. Afterwards, Peter was sat in a chair as he watched one of the experimenters handle the rat without fear. Peter was then gradually exposed to a white rabbit. Tolerance began with stage A bringing the rabbit into the room in a cage to stage F being free in the room to stage Q nibbling on Peters fingers. These degrees of toleration were represented in stages i n which the improvement or tolerance occurred. Some things that the stages did not show was the set-backs that Peter experienced such as a sudden change or fear of the rabbit again or the longer time it would take to reach the next stage. (Green, 2001) Watson and Jones research and experiments with Peter found that the most effective method for overcoming fear was direct conditioning to that fear. (Hothersall, 2004, p. 477) 3. What are the major tenants of Gestalt psychology as developed by Wertheimer, Kohler, and Koffka? How do their ideas oppose those of Watsons Behaviorism? Initially the three founders of Gestalt (meaning shape or form) Psychology, Max Wertheimer, Kurt Koffka, and Wolfgang Kohler were all German Psychologist whose interest included perception, learning, problem solving, and cognition. (Hothersall, 2004, p. 207) Max Wertheimer (1880 1943) was a young Jewish boy whose parents sent him to study at a Catholic Gymnasium. They also taught him Hebrew and the Torah while at home. His parents bought him the collective works of Baruch Spinoza, a philosopher. He attended the University of Prague where he studied law. He became interested in Psychology and studied under Stumpf at the University of Berlin. He received his Doctorial degree under Kulpe at the University of Wurzburg. (Hothersall, 2004, p. 208) Kurt Koffka (1886 1941) was born in Berlin and attended the University of Berlin and earned his PhD in 1909. Koffka had studied movement phenomena under Stumpf at the University of Berlin. (Green, 2000) Wolfgang Kohler (1887 1967) was born in Reval and earned his PhD in 1909 at the University of Berlin under Stumpf. (Hothersall, 2004, p. 209) As Rallman stated, Gestalt is the German word for form, and as it applied in Gestalt psychology it means unified whole or configuration. The essential point of gestalt is that in perception the whole is different from the sum of its parts. (Rallman, 2010) Wertheimer, Kohler, and Koffka began working together after Wertheimer consulted with Professor Schumann of the Psychological Institute at the University of Frankfurt about some questions that he had. Wertheimer wanted to know where movement came from. His work with Kohler and Koffka led to phi phenomenon and the 4 principles of Gestalt Theory (Holistic Thinking, Phenomenological Basis, Methodology, and Isomorphism). (Hothersall, 2004, p. 209) Gestalt Psychology differed from Behaviorism because behaviorism was founded on the ideas that people can change their behaviors. Its basis is that the person can control the mind and their behavior. Gestalt psychology grew out of perceptual theories and its basis is looks at the human mind an d behavior as a whole. (Hothersall, 2004, pp. 209-211) The basis of Gestalt Theory is that the form is always a constant. No matter how the sensation or surroundings change, the form remains constant. (Hothersall, 2004, pp. 207 208) 4. Outline the major ideas of the Neo-Behaviorists: Tolman, Guthrie, Hull, and Skinner. Edward Chace Tolman (1886 1959) was a Psychologist born in Massachusetts and the brother of a famous Physicist. Tolman received his Bachelors from MIT, but didnt want to feel like he was following in his brothers footsteps. He changed universities to Harvard University where he studied Philosophy and Psychology. He received his PhD in Psychology in 1915. (Hothersall, 2004, pp. 487-488) Tolmans theory of Neo-behaviorism is rooted in Gestalt psychology and Behaviorism. Edwin Ray Guthrie (1886 1959) was an American Philosopher and Behaviorist Psychologist. Guthrie showed academic talent even as a young boy. Guthrie was a mathematics major at the University of Nebraska and received his Masters and PhD in Philosophy. (Hothersall, 2004, p 496) Guthries most important contribution to psychology was his theory of learning or what he called his point of view or his rudiments of a system of learning. (Hothersall, 2004, p. 498) In his book, The Psychology of Learning, he stated that the principle of contiguity in similar words: a combination of stimuli which has accompanied a movement will on its recurrence tend to be followed by that movement. (Hothersall, 2004, p 499-500) Guthries work played an important part in understanding all the processes that take place as people develop the knowledge and develop the skills which help them to interact successfully with the environment and with the people around them. (Hothersall, 2004, p. 499) Clark Leonard Hull (1884 1952) attended a one room school where he took all of the courses and taught there for a year. As a child he had a strong need to succeed. Because of his need to succeed, he spent long hours working and studying. (Hothersall, 2004, p. 504) After taking a one year break due a typhoid infection, Hull entered the Alma College studying mining engineering. After his second year at Alma College, he has a severe attack of poliomyelitis which left one of his legs paralyzed. Because of his paralysis, Hull would not be able to have a successful career as a mining engineer and decided to study either religion or psychology. (Hothersall, 2004, pp. 504-505) Hull graduated from the University of Michigan with a BA degree and a year later he entered the University of Wisconsin where he was assigned as a research assistant to Joseph Jastrow. (Hothersall, 2004, p. 505) While Hulls work on aptitude and hypnosis was important, his attempt to develop a comprehensive behavior sy stem was his most important contribution. (Hothersall, 2004, p. 506) His work was cited in the American Journal of Experimental Psychology more than any other Psychologist from 1949 1952. Hulls contributions were recognized by his colleagues and he attained the presidency of the American Psychological Association as well as being elected to the National Academy of Sciences in 1936. (Hothersall, 2004, p. 513) Burrhus Frederic Skinner (1904 1990) attended Hamilton College in Upstate New York and aspired to be a writer. After graduating, he set-up a study and spent a year trying to write. At the end of the year, he concluded that he had nothing to write and begin a new career. Skinner purchased Watsons books on Behaviorism. After Skinner read Pavlovs book, he decided that his future was in psychology. (Hothersall, 2004, p. 515) He invented the operant conditioning chamber and developed his own philosophy of science. Skinners radical behaviorism sought to understand reinforcement on behaviors. (Hothersall, 2004, pp. 517 519) To Skinner, reinforcement is integral in the shaping of a persons behavior. Skinners radical behaviorism and operant conditioning is used in child rearing, teaching, and business now. (Hothersall, 2004, pp. 524 528)

Lord Of The Flies :: essays research papers

Lord of the Flies   Ã‚  Ã‚  Ã‚  Ã‚  I The Characters...   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Ralph - Ralph is one of the older kids stranded on the island, one with a natural leadership quality about him. He is one of the stronger, if not the strongest of the boys; 12 year old with common sense to help him get along on his own; unfortunately, common sense doesn’t fly too well with small children. Ralph is stuck between what is considered fun, and what needs to get done in order to have peace on the island. Not a position many would like to be in, but as he was chosen leader, he has the respect of most of the kids on the island.   Ã‚  Ã‚  Ã‚  Ã‚  Piggy - Piggy is an eager, chubby kid, who likes to poke his nose where it doesn’t belong. Piggy is the only one on the island that wears glasses to aid his vision, and seems to be a character easily disliked because of his babyish personality. Although he is one of the most rational and logical thinkers, his ideas are seldom heeded, mainly because of his persistent whining. Piggy has asthma, and this makes it difficult for him to work. Ralph, being the first to meet Piggy, became his guardian, and protector from the other children’s cruelty on the island.   Ã‚  Ã‚  Ã‚  Ã‚  Jack - Jack Merridew is a singer, head of the choir, and has an intimidating appearance and way of talk. Jack is jealous, and when Ralph is elected Chief, Jack forms a bit of hatred in his heart, not revealing it even unto himself until time passes. He is head hunter, and likes fun more than work, and eventually wins the favor of the children, claiming Ralph as a coward, and a person who just dreams about being rescued. II The Conflict...   Ã‚  Ã‚  Ã‚  Ã‚  The main conflict in Lord of the Flies is that a fairly large group of boys have been stranded on an island in the Pacific with no adults around to lead and guide them. They do set up a leadership consisting of a chief, and then workers who carry out the chiefs orders. This works great for about a week, but soon the children tire of the work, and do not realize the long term consequences involved with not having necessities like shelter and a signal fire, and before long, fun rebels against common sense, turning the island into chaos. Eventually there is a war, the hunters against the worker/dreamers.