Art of Picasso essays

Art of Picasso essays It takes a long time to become young -Pablo Picasso Picasso was not only an extremely influential artist but was also politically active. He lived to be 92 years old and his life grew to be incredibly famous. He stood apart from the crowd, standing by his own political views even if they were not the norm at the time. Picasso was also a free thinker with his artwork. He had a unique style and due to this, he became the first artist to have fame during his lifetime. Picasso was born in 1881, Malaga, Spain. His parents Don Jose Ruiz and Dona Maria Lopez named him Pablo Ruiz Picasso. Pablo Picasso was baptized at the Iglesia de Santiago. Picasso was declared a delicate child due to an illness that affected his kidneys in the time between 1881-1890. He was sent to a private school where he never gained a full grasp of the alphabet or arithmetic. During this time he began to draw and paint under his fathers tuition. He overcomes his delicate description and enters secondary school and social activities with enthusiasm. He also shows this enthusiasm with his artwork. During the blue period (1901-1903) Picassos paintings focused mainly on the color blue. This particular color is effective in conveying a somber tone. The reason for picking blue, a depressing tone, was the suicide of Picassos' friend Casagemas. The blue period work is quite sentimental, but we must keep in mind that Picasso was still a teen, away from home for the first time, living in very poor conditions in Barcelona. Why blue dominated Picassos paintings during this time period remains unexplained. Possible influences could be photographs with a blush tinge popular at the time, poetry that stressed the color of blue in its imagery, or the paintings of French artists such as Eugene Carriere or Claude Monlet who based many of their paintings on color. Another explanat...

Career Guide How to Become an Office Clerk

Career Guide How to Become an Office Clerk When you see office clerks on TV or in movies, they’re often overworked, apathetic workers who hassle a main character, setting up laughs or conflict. In reality, office clerks are skilled administrators who keep an office organized and humming along. They have stellar organizational skills, and a versatile collection of administrative know-how that makes them indispensable players in any office. This is also one of the most popular jobs in the U.S., with more than 2.9 million office clerks working across the country.The Role of an Office ClerkBasically, office clerks do what needs to be done in an office, administratively. Their duties might include any of the following:Answer phonesFile records and manage filing systemsReview data for accuracyEnter data into databases or other systemsMaintain customer or client accountsSort mailMake copiesProcess payments or perform basic bookkeepingEnsure office compliance with rules or regulationsThe job varies according to industry as wel l- for example, a medical file clerk’s day-to-day would likely be very different from a file clerk in a law firm or a large corporation. There may be industry-specific administrative duties in addition to these general responsibilities.The BenefitsA job or career as an office clerk makes you a very adaptable employee, with a skill set you can carry with you to any number of industries. It’s also a very stable career path, because offices will always need skilled, organized people to handle daily administration.The QualificationsOffice clerks can usually get started with a high school degree or an associate’s degree. There is no specific training or certification program for office clerks. Clerks are typically hired based on experience and/or skills rather than specific educational milestones.Office clerks should have strong skills in the following areas:Organization. Keeping everything straight and moving forward is a major part of the job description.Communicat ion. Office clerks are often a liaison between different parts of an office, making sure that information and processes are running efficiently. This means you should be able to communicate clearly and effectively with a variety of different people.Customer service. This is a service position, often dealing with direct requests inside the company or external customer interactions, so it’s important to have a strong, patient customer service game face.Attention to detail. Office clerks may be processing sensitive information or just lots of it, so it’s crucial to be able to spot inconsistencies, and ensure that everything is correct and accurate.Computer skills. Forty years ago, an office clerk would have been deeply knowledgeable about hard copy filing systems, recordkeeping, and the like. Now, an office clerk has to be up on all the technology used to manage the storage and flow of information in a company. That can be anything from standard paper files to apps to dat abases. You don’t have to be a hacker-level computer genius, but knowing how to use the most important tech for your particular industry or company is key. Knowing the technology can also make you an even more valuable member of the team as companies look for ways to streamline their staff and operations.The SalaryFor general office clerks, the median salary is $30,580 per year (or $14.70 per hour), per the U.S. Bureau of Labor Statistics. The pay can vary depending on the industry (specialized file clerks might earn more, for example), level of experience, and type of company.The OutlookThe good news about being an office clerk is that this is a pretty evergreen job. How companies manage their information and offices may change and adapt with the times, but there will always be the need for qualified people to perform these tasks. The U.S. Bureau of Labor Statistics predicts that growth will be steady, if slightly slower than average: 3% growth by 2024. But again, the skills you use as an office clerk are excellent baseline skills that you can take to a variety of different fields, even if office clerking isn’t necessarily your long-range plan.

Warfarin Vs dabigatran Essay Example | Topics and Well Written Essays - 1250 words

Warfarin Vs dabigatran - Essay Example Any discrepancy in diet mediated intensity of vitamin K, directly influences the efficacy and dose dependency of Warfarin for the patient. It is essential to determine appropriate therapeutic dosages on individual basis by means of standardized clotting test (international normalized ratio [INR]). Although, Warfarin potentially diminishes the risk of stroke in AF patients by ~ 68%, patient compliance with treatment (time in therapeutic range [TTR]) is a noteworthy predicament because of the essential periodic supervision of dose efficacy and the risk of major bleeding events (Ezekowitz, 2007). On the contrary, Dabigatran does not entail labor and time intensive monitoring and therefore expected to provide enhanced patient compliance over Warfarin. Atrial fibrillation is asymptomatic and generally not life-threatening. It augments the risk of stroke as well as systemic embolisms as the upper chambers of the heart begin to beat irregularly, impairing the efficiency of blood flow. Sympt oms found to be associated encompass rapid heart rate, palpitation, shortness of breath, dizziness, faint or fatigue. Reduced flow of blood results in blood pooling in the heart chambers which may culminate into clot formation. When such clots enter the brain it results in stroke, it is therefore essential for physicians to prescribe anticoagulants to prevent formation of clots. The prevalence of AF in the United States display augmentation from 10% for individuals above 80 (Centers for Disease Control and Prevention [CDC], 2003). Deaths associated to AF affect 1 in 4000 cases per year, of these, 84% cases are reported to be above 75. Warfarin was drug of choice for past decades as an effective oral anticoagulant to prevent and treat thromboembolism. Over the years researchers were constantly trying to relieve patients from troubles related to diet and drug interactions. Three randomized, controlled trials are available on the safety and efficacy of Dabigatran, they are summarized b elow- Atrial fibrillation patients frequently suffer from coronary artery disease, which is the focus of a Dabigatran phase II clinical trial, to establish its safety in combination with aspirin (Ezekowitz et al., 2007). Three Dabigatran doses (50, 150, and 300 mg) were administered twice daily to patients for 12 weeks, unaided or in combination with 81 or 325 mg aspirin, thereby generating nine experimental groups. The patients treated with Warfarin (INR = 2.0-3.0) were used as a control. The primary outcome of concern was bleeding events encompassing major (6% increase, p < 0.02) or all sorts of bleeding events (26% increase, p = 0.0003), that was reported in patients treated with 300 mg Dabigatran twice a day along with aspirin. On the other hand, 50 mg Dabigatran was less likely to cause bleeding as compared to other conditions (15% increase vs. 300 mg p = 0.0002; 11% increase vs. 150 mg p = 0.01; 11% increase vs. Warfarin, p = 0.044). On the contrary, two embolisms reported in the study were from the cases taking 50 mg Dabigatran twice daily, unaided or accompanied by 81 mg aspirin. On the other hand result indicates that 50 mg Dabigatran, with or without 81 mg aspirin, does not accomplish successful shielding against stroke or systemic embolisms. This possibility was sustained by finding

Laos Essay Example | Topics and Well Written Essays - 2000 words

Laos - Essay Example The theory rejects the notion that values and principles of any ideology will be the guiding principles of national policies. Laos is a small landlocked state in South East Asia which has been under the rule of a socialist and communist oriented regime since the 1970s. The country has been isolated as it pursued social, political, economic, and diplomatic policies which were in line with the objectives and interests of the Union of Soviet Socialist Republics. Vietnam and USSR were the main allies of the country which pushed forward the communist takeover of the country following the withdrawal of American forces from Vietnam during the 1970s. The collapse of the Soviet Union and Communist bloc led to wide ranging consequences for Laos. It has been trying to reorient and refocus its system in order to survive. This paper uses the theory of Realism to evaluate the strength and weakness of Laos within the international political system. It also analyzes the main policies of the country using the concepts of Realism. It also makes recommendations which can help benefit the country in improving its economic, political, diplomatic, and social conditions. Laos is a small landlocked country which is surrounded by powerful countries like China and Vietnam. During the colonial age the country came under French occupation where it was governed like a protectorate. The 1970s witnessed the supremacy and domination of the communist insurgents which overthrew the monarchy (Hiebert, 175). The country is a socialist country ruled by a single party which is the Lao People’s Revolutionary Party. The Politburo creates the policies of the government. A constitution was created in the early 1990s which gave the ruling party special powers and roles in the political system of the country. Other political parties were strictly banned in the country while the press is also regulated and controlled by the government. A small insurgency is also prevalent against

Philosophy of Management Essay Example | Topics and Well Written Essays - 250 words

Philosophy of Management - Essay Example Having gained their consent, she took the campaign to other levels. Moved by her determination to improve the health of our nation, my manager took practical steps to convince the people as well as the government. She arranged public visits to the hospitals to show them children that have acquired the genetic diseases. My manager was righteous in her cause. She wanted to reduce the number of children with genetically acquired diseases. She was offered bribery by various agencies to convince her to abandon her plans of making the testing before marriage a law, but she refused all of them. She is self-less, and worked for a greater cause than becoming rich herself. Concluding, a manager has to be intelligent, practical and righteous in order to succeed. Since my manager had all these qualities, she became successful in her campaign and after the meeting with the King, testing before marriage was made a law in the Kingdom of Saudi

Selected Personal Hygienic Measures Health And Social Care Essay

Selected Personal Hygienic Measures Health And Social Care Essay Hygiene is an old concept related to medicine as well as to personal and professional care practices related to most aspects of living, although it is most often wrongly associated with cleanliness. In medicine, hygiene practices are employed as preventive measures to reduce the incidence and spreading of disease. Other uses of the term appear in phrases including body hygiene, dental hygiene, mental hygiene used in connection with public health. The term hygiene is derived from hygienic, the Greek goddess of health, cleanliness and sanitation. Hygiene is also the name of the branch of science that deals with the promotion and prevention of health, also called hygienic. Oral hygiene is the practice of keeping the mouth and teeth clean to practice dental problems and bad breath. Teeths cleaning is the removal of dental plaque and tartar from teeth to prevent cavities, gingivitis and gum disease causes at least one-third of adult tooth loss. Good oral hygiene essential for preventing tartar build up which causes the problems mentioned above. This was done by carefully and frequently brush and the use of dental floss to prevent accumulation of plaque on the teeth. Hand washing for hand hygiene is the act o cleaning the hands with or without the use of water or another liquid or soap, for the purpose of removing soil, dirt and micro-organisms. The hygiene behavior has been shown to cut the number of child deaths from diarrhea and from pneumonia. Kinder garden which is otherwise called as the term childrens garden is a type of education which is given for small children. Through this method children attained some basic skills. The children between the ages of 2 and 7 years are usually attending the kinder garden. Good personal hygiene is essential in reducing the risk of infection from pathogenic microorganisms mainly by limiting person-to-person contamination. NEED FOR THE STUDY Personal hygiene is very important because no one likes to a person who stinks and is dirty. So, whoever you are and whatever you go to remember, wash your hands before you eat and your feet before you sleep. Threadworms are a fairly common occurrence especially in children and can cause more distress for the parent of the child than the actual person whom has the complaints. It can be prevented by making sure that everyone in the household abilities by some basic hygienic rules like wash the hands after using the toilet every time, wash hands before eating, educate the children on the importance of hygiene. Teaching correct and acceptable hygiene principles is vital to achieve lifelong habits of prevention and spread of illness and infections, but also to maintain a suitable appearance an avoid offending others. Allow youngsters to attempt to clean their own teeth even if they need cleaning afterwards, they will enjoy the responsibility. Give encouragement to maintain their own hygiene and will carry this knowledge with them through life. (W.Pope, et.al., 1996). Diarrhea is a serious global public health problem, particularly in low- income middle income countries. The WHO estimate that over 3 million episodes occur each year, with many people dying, especially children aged, 5 years in low middle income countries. Persistent diarrhea also contribute to malnutrition, reduce resistance to infections sometimes impaired growth development. The organisms causing diarrhea can be transmitted from infected faeces to people through food water, person to person conduct, or direct conduct. Hand washing after defecation handling faeces before preparing eating food can reduce the risk of diarrhea. ( Ehiri JE, Meremikwumm critchley JA Hand washing for preventing diarrhea Cochrane Database of systemic reviews 2008). Good oral hygiene is very much useful and essential for young children. Hence the children must be taught regarding practicing oral hygienic measures. Hand washing is very much important is prevention of infection in young children as well as for the adult. The researcher personally felt from the experience on seeing the children that an effort may be reverse the life style habits of improper personal hygiene to manage infection and reduce the incidence of dental carries, diarrhea. So the researcher is interested to conduct this study which may mutually benefit the children and also the society. STATEMENT OF THE PROBLEM A study to assess the effectiveness of kinder garden method of teaching on selected personal hygienic measures in terms of practice among students in a selected school at Salem. OBJECTIVES To develop and validate the kinder garden method of teaching regarding selected personal hygienic measures. To assess and compare the mean pre-test and mean post test practice score on selected personal hygienic measures among samples. To find the association between the pre-test practice of selected personal hygienic measures among samples and their selected demographic variables (gender, area, siblings). HYPOTHESES: (Level of significance at p H1: The mean post-test practice score on hand washing technique will be higher than the mean pre-test practice score among samples. H2: The mean post-test practice score on brushing technique will be higher than the mean pre-test practice score among samples. H3: There will be significant association between the pre-test practice score on hand washing technique among samples and their selected demographic variables (gender, area, siblings). H4: There will be significant association between the pre-test practice score on brushing technique among samples and their selected demographic variables (gender, area, siblings). OPPERATIONAL DEFINITONS 1. Effectiveness: It refers to the change in the level of practice of Upper kinder garden school children regarding selected personal hygienic measures. a) Practice on selected personal hygienic Measures: It includes oral hygiene Hand hygiene. The oral hygiene includes the following aspects like brushing, Gargling general aspects and the hand hygiene means Nail cutting, Hand washing. The practice score is classified as, if the practice level is 75%- graded as adequate. 2. Kinder garden method of teaching on selected personal hygienic measures: It means teaching the children by adapting different methods like Rhymes, Pictures, and Demonstration with models. Through this method the importances and various aspects of hand washing technique and brushing technique taught to the kinder garden children. 3. Students: It refers to the child of both genders between the age group of 4-6 years studying upper kinder garden in selected schools at Salem. 4. Demographic Variables: Gender: Boy and Girl children. Area: Urban and Rural. Siblings: One, Two. Brushing teeth per day: Once, Twice ASSUMPTIONS The child may have inadequate practice regarding selected personal hygienic measures. Kinder garden method of teaching may be an effective tool for creating awareness on practice of personal hygienic measures. ETHICAL CONSIDERATIONS Permission obtained from the administrative authority of all the selected private school Salem. All information was kept confidential and used only for the present study. DELIMITATION The study was delimited to only selected private school at Salem. Data collection period was delimited to 6 weeks. Evaluation of effectiveness of selected hygiene measures is in term of practice. SUMMARY This chapter dealt with the introduction, need for the study, statement of the problem, objectives of the study, research hypotheses, operational definitions, assumptions, delimitations, and ethical considerations.

Energy Consumption Essay -- Renewable Energy Essays Papers

Energy Consumption Continuing expansion of the world population results in increasing demands for energy to support human existence. I will concentrate on countries that use a lot of energy from fossil fuels, as well as examine countries that are increasingly becoming dependent on alternative forms of energy, such as nuclear energy and hydroelectricity, and others including geothermal and solar energy. The fossil fuels I am going to examine are coal, natural gas, and oil. Within the sector of oil, I will specifically show the demand for petroleum imports. I will also concentrate on renewable energies, such as nuclear energy, hydroelectricity, geothermal, and solar energy consumption. Some forms of energy are rapidly depleting, such as oil, coal, and natural gas, and if countries do not increasingly diversify their reliance upon fossil fuels, there will be economic tragedies in the near future. Recognizing this problem, countries around the world are relying more and more on renewable energies, not only for the economic benefits, but also for the environmental benefits which resul t in healthier living conditions for all human beings. Coal is a fossil fuel that poses serious threats to our environment, including greenhouse gases, acid rain, and air pollutants. It has the lowest consumption rate among all fossil fuels. Among all countries, Japan had the highest consumption rate of over 150 million tonnes of oil equivalent (Mt’s). This country accounts for one forth of the world’s total coal imports, which reached 659 Mt’s (Key World Energy). Countries need to focus on alternative renewable sources of energy so they can become more self reliant. This is important because economies are so susceptible to price fluctuations, an... ...asteful way most of us use energy. So, if you want to do something personally to save the planet, think about what kind of car you own and how you use it. Works Cited 1. Academic. OFFSTATS. 22 January 2004. Key World Energy Statistics 2003. 2. Academic. OFFSTATS. 31 January 2004. International Renewables Information. 3. Academic. OFFSTATS. 31 January 2004. Statistical Review of World Energy 2003. 4. â€Å"Million Tonnes of Oil Equivalent.† 1 February 2004. 5. â€Å"Petroleum Products.† 1 Frebraury 2004. 6. Renewables in Global Energy Supply. 22 January 2004.

Management and Leadership Models Essay

As Regional Director for Happy Face Frozen Foods (HFFF), I hold a great responsibility to meet sales projection levels at each of my sales districts. Hitting goal is not just a numbers game- it’s a task of managing people within the culture of the organization. My ultimate goal for District IV and district manager Tony’s performance deficiency is to diagnosis issues and problem areas. Multiple management/leadership models and concepts are needed in order to shift this district to become profitable and successful. PERFORMANCE MODEL Skills, Abilities, Traits Tony appears to have a lack of effort, despite being young, aggressive, talkative, appears to be intelligent, and was a top sales representative. I questioned his work ethic capabilities, but the Myer Briggs Type Indicator says we are polar personality opposites as he is an ISTJ and I am an ENFP. In general, his type explains why his apparent lack of effort is actually  his â€Å"introverted† and â€Å"sensing† personality; Tony self-reflects, works alone, thinks before acting, keeps energy inside, is hard to read, and verbalizes well though out ideas, concern for present and practical matters, likes things to be precise and clear, and wants step-by-step approaches. I had promoted him despite of his tendencies towards coercion and party reputation, which seemed to be a lack of cooperation skills and professionalism. Again, his type explains these traits of Tony’s â€Å"thinking† and â€Å"judging† personality; he finds it easy to be firm-minded and give criticism, brief, concise and impersonal, uses pros and cons lists, doesn’t like surprises, resist or does not notice change, and wants advanced warning. As a top manager his thinking process is great for following rules and procedures, but as a leader of his district he needs to improve all traits involving interaction with people. In order to compliment Tony’s personality traits with my own, I must reduce perceptual errors with a self-understanding of how our opposing traits interact. Tony’s sensing type needs intuitive types at work to see possibilities, deal with complex issues, explain other intuitives, and spark innovation. His thinking type needs intuitive types at work to persuade, smooth feathers, teach and coach, and anticipate reactions. Tony has several of the Kirkpatrick and Locke Leadership Traits to facilitate success, which include drive, self-confidence, cognitive ability, and knowledge of the business, but Tony’s sales team is hesitant to discuss his performance as a manager. A person does not become a leader by virtue of the possession of some combination of traits; therefore, with proper action Tony can transform those traits toward becoming a successful leader. Tony has three factor categories of leadership to accomplish, which include managing skills, vision, and implementation. I can provide Tony with specific guidelines for goals, objectives, and situations so he will have the managing skills for decision-making and problem solving. To improve his vision of the company, I can train him in the importance of the Big Five personality traits to become extraverted, conscientious, open, less neurotic, and agreeable. I can teach Tony how to apply the MBTI types among  his subordinates and myself, so he can properly implement his vision to the team through team building, motivation, and training. His efforts will increase their trust in his abilities and be more likely to give proper feedback in the future. Role Perceptions Inappropriate behavior concerns in Tony’s district arise from sexual harassment complaints, unwanted nicknames, mixture of work and personal relationships, and name calling shows that action for ethical conduct is lacking. Because Tony is involved in some of the unethical action, a quick response is needed at the management and subordinate level. Nielson’s guidelines for changing unethical organizational behaviors are not easy, but start with an intervention strategy implemented by corporate guidelines and myself. Caution should be used as I could be misled on details, and do not want to damage relationships and hurt the organization unnecessarily. The advantage of leading an ethical change increases incremental performance, but must include Tony in the process of establishing ethical rules and procedures in order to implement long-term. Rallying others to agree for the good of the organization takes consensus building through patience and relationship building, and can happen with ability and courage. Tony perceives his abilities for his own â€Å"book of business† as a successful sales person to be a major part of his job requirement. As a superior, my perception of his skills and traits lack the ability to manage his people, and his personal success makes me doubt his capabilities even more as he ignores his job requirements to train and coach his sales team, especially the two brand new employees. Tony needs to understand the importance of socialization practices, and appreciate the problem of transitioning a new employee. To prepare Tony in the training of his team, helpful mechanisms to utilize change are found in the elements of Schein’s organization socialization, which include basic goals, preferred means the goals are to be attained, basic responsibilities of the members, behavior patterns required for effective performance, and a set of rules to maintaining identity and integrity. New entrant should have multiple sources, whether official literature,  examples set by Tony and other employees, direct instruction, rewards and punishment system, and experimenting with new values and behavior. Success of socializing techniques depends on the initial entry of the organization and what Tony does to keep them. He must build commitment and loyalty early in the socialization process by investing time and effort into the new members, and since the two new hires have already been introduced to a laissez-faire style of management, Tony’s efforts need to be well prepared. Establishing socialization is included through training opportunities to Tony to train his sales team, giving Tony a formal role definition and the guidelines to defining his subordinates roles (which he will appreciate as an ISTJ), giving Tony a performance appraisal and future personal goals to improve, and to coach Tony the norms of a successful manager. The Determinant of Person Perception describes Tony’s situation as an ineffective leader based on the perception of his subordinates, which is influenced from the mixture of Tony’s and the subordinate’s characteristics. His ineffective leadership mixed with the subordinates lack of direction has created an Organizational Citizenship Behavior that allows discretionary behaviors based on personal choice within the workforce; several of the current norms that are being utilized and promoted under Tony’s supervision include tardiness, teasing, competitiveness, ignorance of complaints and concerns, inclusion of personal life and work, and individuality. These structureless norms and values are dangerous to the well being of Tony’s district as he does not understand his role as a leader to structure right and wrong norms, pivotal norms and values should be made clear in order to survive. The norms and values that should be implemented include trust, honesty, integrity, empathy, respect, teamwork, separation of life from professional work, and the total changes should keep 60-70% of operations stable in order to keep the organization running smoothly. The Simple Change Process has three phases to implement desired norms and values; the Unfreezing Phase includes immediate action between myself and Tony to establish how he wants the team to operate, create rules and procedures to follow, and to reprimand actions that are breaking current rules. The Moving Phase includes actions  for Tony to model new norms, train and educate the rest of the team, and provide incentives for following the new behaviors. The final process in the Refreezing Phase involves more rewards systems, standardization, and implementation of the new structures. Even if the perception of Tony’s lack of effort is a symptom of his set characteristic traits, I also need to understand as his supervisor the Self-Concept Theory of Motivation. The idea that humans are self-expressive, motivated to maintain and enhance self-esteem and self-worth, self-concepts are composed in part of identities, and this behavior isn’t always related to clear expectations or to immediate or specific goals. Tony is no different and also holds inner motivations that are not easily seen, I need to get to know him better before the districts sales meeting next month to understand his motives and actions. His current performance has demonstrated low results for the higher expectations I demand; if Tony does not have some expectation to work for, meeting my expectations is difficult and is a lose-lose situation. To give Tony direction, we can practice the Goal Theory to link Tony to specific and challenging goals with appropriate feedback for Tony to know ho w much effort to contribute in order to achieve increased task performance, and to understand what expectations to meet. Any theory or concept Tony learns can be applied to relationships with his subordinates, but will be difficult to implement with the current presence of Learned Helplessness. Tony has set such high expectations for performance and punished employees both by disregarding and berating employees publicly; his employees have become passive from repeat failures and will most likely remain passive even after changes are made. Organizationally Induced Helplessness is evident as the attribution to failure leads to behavioral influences, and Tony’s subordinate, Britni, is clearly suffering from substance abuse and practices it in the workplace openly. Because the negative environment has forced employees to shut down mentally, the operation of Self-Fulfilling Prophecy is not in effect here as Tony places high expectations, and they are not performing better because of these expectations. The factor missing in order to for the prophecy to work in Tony’s environment is more input from Tony to teach his subordinates to  reach the expectations he sets. To stop influencing negative behavior and start influencing positive attributions, organizational goals need to be easier to obtain and set clearly by Tony, because subordinates who stopped trying have already decided goals are impossible to reach such as the case with Melanie who was forced to structure her sales route by herself. Minimizing OIH can be done through multiple strategies: immunization that sets specific levels of success can begin with the new norms and values that will be set through the Simple Change Process, rewarding those who follow quickly. Attribution Training will direct failure away from internal fault and toward external conditions, and Ego Defense will develop attributes so if Tony continues to berate his employees, they will learn to not let it threaten their self-esteem. Performance Goals Tony punishes Big Ron’s performance for not getting the product out ahead of schedule is an example of Tony’s need for the Goal-Setting Concept, which assigns employees a specific task, quota, performance standard, or deadline. The use of punishment to affect behavior has negative consequences of modifying an employees behavior, such as a short-term effect, resentment of the punisher, negative aftereffects, doesn’t reinforce desired heavier, and creates an atmosphere of fear. Tony may punish too soon because of lack of training on my part, not aware of alternatives, looking for quick solutions, personal gratification, out of frustration, or believe it is the best way to change behavior. The misunderstanding of the product schedule time between Big Ron and Tony is directly attributed to miscommunication and a lack of goals. Big Ron perceives his goals to be only within the processing plant, Tony communicates his goals to be overseeing Big Ron’s operations and delivering the product. A helpful mechanism would for both to work together as a team and manage by objectives from each side. Tony and Big Ron need to use Participative Goal Setting and set specific and difficult goals together to lead to higher performance and relationship building. Merely telling Big Ron to â€Å"do his best† and to be supportive would be sufficient, but the best gain  comes from a set standard. They can also hold Management By Objectives â€Å"assignment† sessions to discuss what each side’s efforts will include. If Big Ron knows why Tony wants the products early, he can then communicate that status knowing Tony really needs that information. If Tony knows why Big Ron can’t get the products out sooner, he can then exert efforts to help Big Ron. When the task is done, a final performance appraisal feedback session will give each side a chance to voice actions that worked, need changing for future projects, and to give constructive feedback for the other person. This will build a climate of trust, and shows an acceptance of goal failure. Based on head quality control engineer Daniella’s visit with the sales force informal leader Bill Gates, is uninvolved with his job at HFFF with multiple side interests. Bill needs to get involved, and since he is in a leadership position can be given roles to support the sales force and himself by taking their performance under his accountability. If workers have a chance to participate in setting goals, they will be more committed to attaining those goals. If larger goals are broken down into short-term goals, workers will receive more frequent feedback about goal accomplishment and, thus, strive harder to meet those goals. A list of good goals similar to what Bill can make could include setting specific short and long term sales goal quotas, to create friendly competitions within the sales team, for individuals to talk to a certain number of clients or make a certain number of presentations, to meet with each sales rep individually to hear progress reports, and many more. The SMARTFIC model is a good checklist to prepare Bill to present Tony a plan of action within the sales force team. To start, Bill rates himself on scale of 1-5 on each goal setting area: specific, measurable, attainable, realistic/rewarded, timely, feedback, integrated/intermediate, and challenging/clear. He can keep or change the specificity or attainability of each goal based on the scale results, and once the goals are presented and approved by Tony, Bill can implement among the team. Intrinsic and Extrinsic Rewards Along with Bill’s goal setting for the sales team, rewarding Bill and team members based on bonuses and commission compensation will motivate the implementation to be successful. Tony could also be motivated to perform better if he was given a bonus for getting positive evaluations, as a demonstrator at a recent training program recently evaluated him negatively. To pinpoint the best reward system for Tony, I can use the Modifying On-The-Job Behavior concept to first identify target behavior, such as his need for procedure. The second step is to perform an Antecedent, Behavior, and Consequence (ABC) functional analysis to identify Tony’s trigger for needing procedure and when he uses this behavior. The third step arranges antecedents by removing obstacles, providing opportunities, appropriately scheduled consequences, such as unexpected events that cannot be controlled or sporadic behavior from others. The fourth and final step evaluates the results to find how to imple ment more procedure-based structure within Tony’s environment and utilize his best behaviors. This analysis also needs to be implemented by Tony onto his employees so they see that he appreciates their well being and can develop trust with him on other issues. Hertzberg’s Motivation Theory says if there is job dissatisfaction, the hygiene factors must be addressed before motivating employees. Tony’s team holds many hygiene factors in their workforce situation, including inappropriate subordinate work and personal relationships initiated by Tony, personal life issues addressed at work with Britni and Bill, poor supervisor relations among everyone, laissez-faire work conditions, and a lack of organization policy. Once they work through the hygiene factors, Tony can then motivate his team by setting goals for achievement, recognizing their achievements and efforts, giving them responsibilities, and chances for growth to contribute to their job satisfaction. The better the team is satisfied, the better job they can all provide. Tony created tension in his district when he hired his college buddies based on their personal relationship, and will have to overcome judgment and the tension by making his sale rep friends work hard to e arn their keep. In order to do so, Tony needs a standardized set of job dimensions and outcomes to give them, as outlined in the Job Characteristics Model. This concept gives core job  dimensions that can include skill variety, task identity, and significance to specify the sales reps various duties ranked by importance, levels of autonomy to make informed and unforced decisions on their own, and proper feedback in the form of evaluations from other subordinates or myself, instead of Tony because of their personal relationship. These dimensions lead to critical psychological states that provide experienced meaningfulness of the sales reps work, responsibility for their own works outcomes, and knowledge of their actual results. The process finally leads to personal and work outcomes that result in high internal work motivation that produces quality work performance and satisfaction, and proves their worth of working with the other subordinates while holding respect for Tony despite his initial favo ritism. Melanie complains that nobody, especially Tony, listens to her concerns, and is frustrated with the competitive and inefficient environment. While she may just be a complainer, Tony can quickly implement One Minute Praising to praise Melanie immediately when she should be appreciated, be specific about her finding an inefficiency in the training programs, share feelings of how her ideas could impact the team, and encourage her to find ways to make training programs more productive. This could help Melanie to not feel so ignored, especially if she is praised for something that is obviously a concern for her. When she begins to be more positive, her negativity will change in front of other employees and they wont ignore her as much. Tony can easily use this on all employees and voice his support for positivity to encourage the concepts use amongst the subordinates. If Melanie continues her complaining and negativity, Tony can use the One Minute Reprimanding to reprimand the complaining immediately, be specific about what she has said, share feelings of how the complaining affects the team, and remind her how good of a person she still is. The concept assists Melanie to realize how her complaining affects her coworkers, and will end the behavior. Tony needs to fix his working relationship with Big Ron quickly in order to address the possible ecoli breakout issue that Big Ron had on the health inspector visit. Not only is the health risk an ethical issue concerning consumers, Big Ron’s action plan to blackmail the inspector is an alarming  example of a lack of internal procedures. To address both of these issues and to prepare for future situations, Tony needs a Contingency Plan to manage risk that could have catastrophic consequences. Contingency Strategies are a result of the contingency plan and are devised for a specific situation where things could go wrong, although they cannot predict future outcomes. Tony’s strategies need to include procedures for situations that can happen within the management office, at the warehouses, and other facilities and need to include the managers at each location for input of specific internal details. These strategies prepare the organization or the person for anything that could happen in future and are back up plans that support the organization when the actual plan fails. For positive reinforcement for the behavior to increase, Tony must apply the strategy AND reward for something desirable or pleasant. The reward need to be individual-based in order to encourage employees to act ethically and receive personal recognition for their actions. Tony’s intricate involvement in Britni’s personal dating life and his friends looking for a good time is an example of negative reinforcement within the workplace. This involvement and his personal relationship with human resource manager, Margaret, are behaviors that need to be eliminated. I need to use the Coaching and Reinforcement Concept to tell Tony what to do to cease his involvement, show him how to change through role-play practice, then let him try to implement within the situations. I’ll observe his performance, and either praise his progress or redirect if it fails. A weakness in Tony’s relationship with his subordinates is a major issue in the balance of work performance. If the subordinates do not respond to Tony and he makes no initiative to manage his people, the district is at risk of failing and ruining sales figures. To create a trusting and open work environment, the PRICE System from Putting the One Minute Manager to Work says to pinpoint the performance area of interest, such as the subordinate/management relationship, then record and measure the current performance level on a graph. We must involve everyone to agree on  performance goals and strategies for coaching and evaluation, with extravert personalities on the team in charge of coaching, observing performance, and reporting to Tony to manage consequences. Tony and the team must then evaluate, track performance progress, and determine future strategies. The results of successful implementation of this system will strengthen the relationships between Tony and his subordin ates and eliminate the â€Å"fear† that is prevalent throughout the organization. Human resource specialist, Mary Ann, is enthusiastic about work-family balance and schedules of reinforcement concepts, but Daniella tuned her out during a recent visit. If employees and reporting superiors dismiss constructive ideas, the company may miss out on great progress opportunities and the employees who value change. The Reinforcement Appropriate Behaviors concept encourages hard working employees; if workers receive immediate reinforcement for their hard work, they will work harder than if their reinforcement is delayed. Frequent reinforcement of positive behavior and infrequent reinforcement of negative behavior results in higher performance. Workers will work harder if their reinforcements for work are somewhat random in either a variable interval or ratio. Mary Ann’s interest in Performance Model theories can be rewarded in the future based on this concept through praise and the responsibility to help host internal training sessions if we specifically provide her the proper way to relate them to her workforce. Her success could lead to creating reward programs and working with Tony to think of reward opportunities. Kerr’s Common Management Reward Follies says we hope for long-term growth, teamwork, challenging objectives, restructuring, and commitment to total quality, but we often reward quarterly earnings, individual effort, making the numbers, adding staff, and less than quality. Relatedly, Tony is reluctant to take charge of the sales team, but from afar demands higher levels of productivity. Tony is seeking simple quantifiable standards to measure but some aspects are highly visible and most aren’t, so a lacking view of performance factors and results doesn’t help break out of old ways of thinking. Since current rewards systems hardly exist, Tony must explore what types of behavior are currently being rewarded to positively reinforce  desired behavior. Equity Model The disturbing story of a possible kickback program involving sales manager, Jeff Daniels, and his stress related behavior is symptoms of the Equity Theory and Justice: The Concept of Fairness says Jeff must believe his is being treated fairly or his motivation will wane. Employees must evaluate their inputs in relation to their outcomes as compared to the inputs and outcomes of others to determine fairness, and inputs of employees on the job include enthusiasm, knowledge, innovation, and skills, while outputs include salary, satisfaction, recognition, and training opportunities. If the outputs of Jeff’s efforts are not equal to his inputs, he will find a way to make that mental equation balanced. If balancing to him means receiving under-the-table funds and lashing out on others as a consequence of a work-stress overload, then his promotion to International Protocol Specialist will only reward his unethical behavior and actions. Although the action of Mary Ann and Nelson arriving late to meeting with Danielle seems minor, this action sends the message that other business etiquettes are not important and will not represent the company at its best. The Reinforcement and Rewards concept says part of Tony’s job is to direct the behaviors of employees by providing appropriate rewards to reinforce the desired behaviors that lead to organizational effectiveness and success. Reinforcement stimuli Tony could incorporate for not only tardiness, but other common courtesies, include attendance awards and office-wide recognition, employee of the month awards with reasons attached to the award, and spontaneous cash awards for sighted acts of kindness. Effort-Reward Probability Although the ultimate Performance goals are nowhere near to be reached, there are good opportunities to reward good effort. The Effort-Reward Probability concept produces effort and follows Vroom in that abilities and traits can also multiply to determine performance. Examples have been provided with other models, but Steve Stricker aka â€Å"Mr. Insensitivity† deserves credit for his enthusiasm and attempt to correct a bad situation in the most efficient way possible. While his handling of the situation was not  the most desired, he still holds my respect enough to want him to supervise Tony’s district. The more good efforts we can multiply with good rewards, the better the performance the organization will gain. Satisfaction and V = Valence The majority of Tony’s workforce chooses to remain silent about most incidents that happen at work because the consequences of speaking up are higher. The Valence outcome of the Expectancy Theory model needs to be changed the most for this team as their value of rewards based on their needs and goals are low. The current valence level that I provide Tony, and Tony provides his subordinates can be rated a â€Å"0† as indifferent to the outcome of rewards, which is very much my fault for not encouraging a reward system to my own subordinate and setting the right example. I can start from my own practices to implement a rewards system specifically for Tony, and various programs for him to relay down to his team. COMMUNICATIONS Tony needs to improve his communication with subordinates in order to convey and receive information, gain acceptance for his ideas, maintain relationships with coworkers, establish trust, keep people involved in a project, to produce action or change. The change should include the climate of the workplace, as it is defensive, in the sense of the amount of control and superiority that is exerted from Tony’s competitive nature. In order to create a supportive climate, while allowing a friendlier competitive environment, Tony needs to encourage equality among the team and to practice empathy. He will also appear more reasonable if he learns to admit when he doesn’t know an answer, admits when he is wrong, and asks for help. When Tony ignores his employee’s requests for help and suggestions, his unrelated and tangential responses levels of listening serve as punishment to his employees for speaking. To display listening in the workplace, Tony must stop talking, show he wants to listen, empathize, go easy with arguments and criticisms, and again stop talking. He will encourage future interactions when he develops their trust. To practice the three elements of trust, Tony needs to show an inclination towards charity through  benevolence, practice integrity through a consistency of actions, values, methods, measures, principles, expectations, and outcomes. In ethics, integrity is regarded as the honesty of one’s actions and the ability to lead his team. To develop trust, he must demonstrate concern for others well-being and needs, be willing to see other peoples point of view, correspond between his words and deeds, and not be afraid to show emotion. When Tony received negative feedback from the recent training program, he most likely felt embarrassed and defensive. Tony needs effective feedback, he will not listen to the training program if we assume he should know what to do, evaluative, late, negative only, and punishing in the face of others at the program. In order for him to learn, it needs to be descriptive, specific, timely, and positive with the negative, and he needs to listen, check, clarify, and ask the feedback of others. There will be situations in the future similar to the miscommunication with Big Ron that will frustrate Tony, but he needs to make himself clear even if he is upset by managing from the HEART to convey his message to others: to be heard and understood, if disagreed with to not be made wrong, to be acknowledged for good, to look for right intentions, and to be told the truth with compassion. If he can correctly convey this message throughout a disagreement, relationships will be saved and solutions can be found. Tony should also remember to listen; two ears, one tongue, DM’s who don’t listen have less information for making sound decisions. Gibbs describes communication as a people process. The more supportive a climate is, the less defensive a person has read into distortion and can respond productively. A supportive climates in Tony’s relation with Big Ron can include descriptions of updates at the facility, problem orientation to seek mutual solutions to get products out early, with no hidden agenda from fear of reprimand, empathy for each other’s position, equality in interaction, and provisionalism of always seeking new information outside of personal knowledge. LEADERSHIP Traits Approach My perceptual distortion of Tony’s capabilities can be further discussed through Leadership Traits, which can describe Tony’s drive, personalized leadership motivation to be in charge, honesty and integrity, self-confidence, cognitive ability, and knowledge of the business. These are great leadership traits to have, but he needs to apply them in order to be an effective manager. The fatal flaws of leaders who derail, which also apply to Tony’s traits, include insensitivity of others, aloof and arrogant, overly ambitious and managing, and inability to adapt to situations. Fortunately Tony’s fatal flaws can be improved with the Emotional Intelligence at Work concept, which highlights Tony finding self-awareness through assessing his current position, self-regulation to determine whether he seems trustworthy, holds integrity, and is openness to change). Tony does hold motivation for a strong drive to achieve, but can improve on optimism organizational commitment in management. Empathy is his biggest weakness and can improve on expertise in building and retaining talent and being sensitive to others, and his efforts to build social skills in his effectiveness in leading change, persuasiveness, and expertise in building and leading teams will ultimately change his workforce to trust his judgment and commit to the organization. Another trait-based approach for improving skills is the Three-Skill Approach, which suggests Tony’s effective administration to depend on three basic personal skills: technical knowledge about work and specialization, human ability to work with people, and conceptual ability to work with ideas and concepts. Tony’s knowledge of the company is very strong as he was a top sales rep and can work with set concepts that use step-by-step approaches. When Tony improves his ability to work with ideas and people, he will increase the effectiveness of his leadership. Power Approach Tony has an element of fear within his relationship with subordinates, and Big Ron was treated so meanly because of a miscommunication. The Power Approach explains good sources of power are legitimate and reward, but bad sources of power that Tony is guilty of include coercive and charismatic. According to Yukl and Taber, Tony identifies as an authority power and  effective leaders are expert and referent. Subordinates will comply with his orders, but do not accept his goals, although he is in position to get possible commitment, and just as easily to get possible resistance. Tony can enhance his authority power by making polite requests, not demands, requests made in clear and simple language, checking to make sure subordinate understand and giving reason for the request if necessary, and following up to verify they have complied. Overall to appear more personable and less powerful, Tony needs compassion. People don’t care how much you know until they know how much you care, top power tools that Tony’s subordinates will respond to are patience, gentleness, teachableness, acceptance, kindness, openness, consistency, and integrity, which all are in line with compassion. Situational Leadership Model Situational Leadership says it’s not so much what you are, as what you do. I find many things to change of Tony’s relations with his subordinates, when my own leading of his development is lacking, and my leadership style should combine directive and supportive behaviors. I can institute directive behavior by clearly telling Tony what, how, where, and when to do something, then closely supervising their performance. I can increase supportive behavior by engaging in two-way communication on a more frequent basis, listening to his concerns, providing support and encouragement, facilitating the interaction, and involving him strongly in decision-making. I need to give Tony more Directing as a manager and leader, even through he only needed Delegating as a salesman. Tony, in turn, needs to apply the same concept of Directing to many of his new salesman and Coaching for the rest of the employees. Understanding the effectiveness of situational leadership and communicating thi s understanding with Tony will enhance our relationships at all levels, and reduce the perception of Tony lacking training duties. Effective leaders are those who can recognize what employees need and then adapt their own style to meet those needs. Path Goal Theory Tony is lacking in leadership behaviors according to the Path Goal Theory in  helping subordinates to shape their tasks. The idea is to define goals, clarify path, remove obstacles, and provide support, and Tony is achievement oriented based on the leadership behaviors as he challenges subordinates to perform work at the highest level possible, a high standard of excellence. To help subordinates meet Tony’s standards, he needs to provide guidance of how to obtain excellence. Leaders Member Exchange Theory Tony should form an individualized working relationship with each of his subordinates, and the exchanges in content and process should be dyadic with unique characteristics. High quality leader-member exchanges produced less employee turnover, and exchanges can be in-group or out-group. Tony has created a tight in-group from hiring his college friends as salesmen, but still doesn’t hold the qualities of a true in-group that has mutual trust, respect, liking, and reciprocal influence. Out-groups are based on job a description, which is the relationship Tony holds with his team, and even I hold with him as a superior. Tony is in Phase 1 Stranger, the phase in leadership making that is directed toward self-interest rather than toward the good of the group; roles with the team are scripted, influences are one way from Tony to subordinates, exchanges are low quality, and interests are for self. Transformational Leadership and The Leadership Challenge Tony’s aggressive leadership style is unwanted by many of his subordinates, the Leadership Challenge can help him implement carry out significant changes, which include to challenge the process, inspire a shared vision and enlisting others, enable others to act to foster collaboration and strengthen others, model the way and set the example and encourage the heart by recognizing individual contribution and celebrate accomplishments. Tony is currently a Laissez-Faire Leadership style, hands-off, let-things-ride approach that gives little effort to help followers satisfy their needs. Out of the four I’s he is most lacking â€Å"individualized consideration† to provide a supportive climate, listen carefully, and act as coaches. If Tony adopts any of the transactional leadership factors to perform a better job, the Contingent Reward to obtain agreements from followers on what must be done and what the payoffs will be. Servant Leadership One of the biggest struggles Tony will have is in following Servant Leadership by putting followers first, supporting personal development, honesty, treating fairly, share power, and enabling others. The antecedent conditions are strong as the culture, leader attributes, and follower receptivity to wanting a leader. The core of the process is weakest in conceptualizing the organization, emotional healing in sensitivity to others, putting followers first, helping followers grow, behaving ethically, empowering, and creating community value. The outcomes cannot happen until the core of the process is successful, but include follower growth and performance, organizational performance, and societal impact. Tony can improve with training in empathy, compassion, and listening. Once his team sees his efforts to be a better person, they will respect his position better. CONFLICT Conflict will always be part of an organization, whether to be avoided as described by the traditional view or necessary for a group to perform effectively as described by the interactionist view. Because Tony and I will be making many changes to the organization and our personalities differ so much, we should practice integrative bargaining through goals by expanding the pie so both parties are satisfied, motivation with win-win solutions, focus by showing interest, interests being congruent, information sharing being high, and the duration of the relationship being long term. Tony has been a Shark in terms of conflict: he is forceful towards his subordinates to achieve his goals at all costs, and overpowers others to win conflicts. He needs to become more of a Fox, and be more concerned with goals and the relationship, willing to give up something for the common good, and resolve conflict by finding middle ground. To use the Problem Solving Approach to Conflict Resolution between Tony and I’s interactions, we must identify the problem, set a goal or objective, generate and evaluate solutions, and create an action plan. Because Tony most likely does not want to deal with the personal relationship issues within the organization, especially since he is directly  involved, the Hill’s Model for Team Leadership is an easy tool to aid leadership problem solving and to clarify its complex nature. My leadership decision is to take action for the task needs of the group and intervene for the internal task force. My next action will managing the conflicts of interest, external alliances of corporate human resources, and to receive the desired outcome of team satisfactory for future development. PERCEPTION In my expectations from hiring I did not take into account the function of Tony’s personality and the management environment he would work in, especially since his MBTI traits are ISTJ and I am ENFP. The Halo Effect is in full swing on my part as I held a cognitive bias in the judgment of Tony’s character, which influenced my overall impression of him. Tony’s perception is also flawed in using projection as a defensive mechanism to place his own actions on other people, such as the late shipment of product onto Big Ron, and the failing sales numbers onto his salesmen. He has used projection to improve his own self-image and have a reason for failures. When Tony teases Chris, he sends a very strong message to his subordinates, as it is in verbal form, a face-to-face channel, toward immediate subordinates, it’s a high channel richness that is allowing multiple cues from Tony’s words, and tone of voice which strengthens the message of his unintended te asing. When Melanie complains about the long training classes, she is dealing with Primacy Effects, as the listener is more likely to start off paying attention then drift off when the subject gets boring or the listener is internally processing data. Our company does not want ineffective training sessions, therefore if we want information to stand out in a person’s mind we must use it at the beginning of a conversation or a written list and not let it get lost in the middle. Repeating messages consecutively several times through messages after the training sessions will embed it in their minds. When Tony ignores Melanie’s complaints, he believes in Theory Y but leaves her be. He lacks empathy for this situation, a perceptual error that can be reduced with conscious empathizing for her feelings. When Tony is given backhanded compliments for helping Britni get dates, she has received an area of self-consciousness of her ability to date. To reduce perceptual errors in this situation, self-acceptance involves self-understanding, a realistic, albeit subjective, awareness of her strengths and weaknesses, she can then feel about herself that she is of â€Å"unique worth†. When Tony misunderstood Big Ron, he became defensive from constructive criticism, and sometimes when actions or motives for the action are questioned, it is best to just explain. Interpersonal attributions happen when the causes of the events involve two or more individuals, and it is likely that one will always want to present oneself in the most positive light in interpersonal attributions, which is what Tony did. Tony creates perceptual defense in being angry instead of remaining neutral. Tony should communicate his needs and practice better listening skills so the miscommunication doesn’t happen again. TEAM PERFORMANCE: Meeting in Orlando Before the team meeting, I want to spend quality time with Tony and let him know what my concerns are and the pros and cons to the issues. I want to hear his side and be able to work together on some misconceptions since we are in direct rank and contact with each other. I need to keep him on my team if he is going to follow any changes I want to make. At the team meeting I plan to merely observe the group in their natural state, then as I am included, congratulate the team on aspects of the meeting that went well and motivate them based on those positives. Topics of improving performance, ethics, and setting goals, and making plans for future collaboration. Nothing can be completely fixed within this one meeting, but is a start for positive change. The golf game is where I will begin to gather more details of the group’s dysfunctions and look for contradictions in what Tony and other members have relayed to me. The biggest aspect of team functioning I want to discuss with the golfing group a and improve are relational of the ethical concerns and team dynamics. Any process I decide will involve teams of people, so I will be able to rally subordinates to work with Tony and I through this  rapport-building game. Already, I see the reasons for team failures to occur from degrading employees, inequities in reward system, an aggressive leadership style, a weak team leadership, and a fear of the leader. I expect particular behaviors from the Role Nomination Form to be lacking which include task-oriented behavior like initiating activity, seeking/giving information and opinions, elaborating, testing workability, and group-oriented behavior such as encouraging, expressing group feelings, harmonizing, gate-keeping, and setting standards, and what may occur from these lacking behaviors which include anti-group behavior such as resistance, recognition seekers, dominators, and avoiders. Janis says groupthink happens when members of decision-making groups become motivated to avoid being too harsh in their judgments of the leaders or their colleagues ideas. Some Groupthink symptoms are present in this situation, including members who have doubts or differing points of view seek to avoid deviating from what appears to be group consensus by keeping silent about misgivings and even minimizing to themselves the importance of their doubts, and there’s an illusion of unanimity- if someone doesn’t speak, it’s assumed they are in full accord. Tony could be leading his subordinates in groupthink by constantly voicing his beliefs and reprimanding anyone who opposes or wants to report higher than him. Victims avoid deviating, and keep silent about their misgivings and even minimize to themselves the importance of their doubts. To fix this issue, the leader should assign he role of critical evaluator to each member to air objections and doubt, adopt impartial stances in the beginning, monitoring group size by splitting up into smaller teams, then coming back together with results, and appointing a devil’s advocate to always look at the other side of things. Effective teams have adequate resources, effective leadership, climate of trust, a performance evaluation, and reward system that reflect team contributions. The team effectiveness model for this group needs leadership structure and a climate of trust, a composition of allocating roles and finding abilities of members, and a process that has specific goals and  common purposes. Overall, every model and concept discussed for this situation has a solution that can be used to address problems when I attend the monthly directors meeting with Tony. The most important aspect of all these concepts is being able to apply them within myself in my relationship with Tony, as he is my partner to making his district profitable. Open communication, trust, and mutual problem solving with his team should help me land the international assignment and leave Tony skilled and ready to continue great performance after I am gone.

Portraiture and the Conversation Piece essays

Portraiture and the Conversation Piece essays Much painting had been done in England by a handful of native artists well into the eighteenth century, although it was foreign artists that had dominated the market for paintings. British artists could not form a style that was original and one they could call their own, thus they were seldom admired. In the early eighteenth century British aristocrats usually employed foreign artists to do their portraits. It was not until William Hogarth, local artwork would be noticed. He promoted distinct British traditions to his artwork and became the first native artist to be known on an international scale. He paved the way for future artists that would come to follow him. By the mid-eighteenth century it became fashionable to have paintings done by British artists, instead of foreign painters. It was not only popular, it showed that the owner of the painting had taste. Hogarth was not only noted for his portraiture, but was responsible for popularising a new form of portraiture cal led the conversion piece. The conversation piece was a step back from the formal portraiture, but gained widespread interest all over England. In this essay I would like to examine the two forms of artwork that were most popular during the eighteenth century, portraiture and the conversation piece. To observe the two forms a bit closer I will compare two pieces by a well-known British painter, Thomas Gainsborough, one of a portraiture and one of a conversation piece. Lets begin by taking a closer look at portraiture. What is portraiture? According to Websters Dictionary, a portrait can be defined as the likeness of a person, painted, drawn or engraved; commonly, a representation of the human face painted from real life. What this is saying is that portraitures are paintings or drawings of the human figure. During the eighteenth century only the upper class could have their portraits done by the most prestigious artists, these were usual...

How to Break and Conquer Your Worst Work Habits

How to Break and Conquer Your Worst Work Habits Bad habits. Everyone has at least one. Staying up too late, eating packaged ramen  too often, or canceling plans at the last minute- everyone is guilty of a self or social faux pas, probably regularly. It stands to reason that if no one is perfect in his or her personal life, that same person has some flaws in their professional life as well. However, while personal idiosyncrasies might just cause eye rolls from significant others or minor disagreements with friends, bad habits at work can lead to dings in your professional reputation, or even damage to your career progress. Let’s look at some of the most problematic habits that people tend to develop at work, potentially endangering everything from productivity to the job itself, and strategies for overcoming them.Chronic LatenessIt was the subway. Traffic. A freak earthquake. Whatever the reason was today, it doesn’t change the fact that you were late. Everyone has commute issues sometimes, but regular lateness is a problem. It suggests you don’t have the discipline to show up on time, or that you don’t care enough to be on time (even if that’s not the case).The solution: Adjust your routine. If you hit your snooze button three times, set your original alarm earlier. If your daily Starbucks stop makes you late, either bring your coffee or adjust your schedule. Look at your daily routines, and identify what you can change, and what you can move around to make sure getting to work on time is your priority.ProcrastinationYou may be able to get everything done at the last minute (flashbacks to writing those final papers at 4 a.m. the night before they were due), but if you do that at work regularly, you could be impacting your coworkers. If someone’s waiting on you to do something, and you wait until the last second to do it/send it, you’re putting that person at a disadvantage. Again, stuff happens, but if this becomes a pattern, it undermines your colleaguesâ⠂¬â„¢ trust in you and your ability to work toward shared goals.The solution: Set timelines, with check-in points and smaller goals throughout, so that you’re not doing everything at once at the end, in a panic.Lyingâ€Å"I never got that email!† â€Å"Oh, I thought Smith was supposed to be handling that?† Or there are more serious ones, like throwing someone else under the bus when a problem or mistake was your fault. Whatever the lies are (little white lies or more serious ones), they can have major consequences for your job and your career. At the very least, you don’t want a reputation as a liar. At worst, you could be severely disciplined or fired for lying.The solution: Be honest. If you didn’t get something done on time, own up to that, as well as why, and what you’re doing to make sure it gets done. If you made a mistake, admit it and come up with a plan on how to avoid that next time.Being Openly NegativeThere’s honesty, and then there’s being Debbie Downer. If you’re always griping and sniping, you risk getting a reputation as someone who’s difficult to work with.The solution: Find the positive. Sometimes things will just suck. In times like those, don’t start venting to the nearest coworker, or sit at your desk muttering curses under your breath. You can vent outside work to loved ones, your dog, your therapist- anyone who’s not on the job with you.Talking SmackThis one is related to being negative. If your coworkers think you’re just going to say nasty things about them behind their backs because you never have anything nice to say, why would they trust you?The solution: Resist your inner Mean Girl (and that goes for non-girls as well), and don’t say anything about anyone that you wouldn’t want repeated to their face. In email or office instant messaging, don’t write anything you wouldn’t want broadcasted to the entire company.Chro nic MultitaskingOn its face, this one seems like it would be a good thing- you’re such an efficient employee that you’re doing four things at once! However, it means you’re doing four things at once, and are giving each one a quarter (or less) of your attention. This is especially problematic if you’re multitasking while talking or meeting with others. They can tell you’re not really paying attention, and if you miss a necessary detail because you’re too busy replying to an email while talking to your coworker, that can have consequences.The solution: Set aside specific times for specific tasks, especially ones that require in-person conversations or face time.Losing Your TemperBeing professional means handling disappointments or problems with a degree of calm. If you yell, scream, or otherwise show rage at work, that can very quickly earn you a reputation as a hothead that no one wants to deal with, for fear of risking the Red Rage. Temper tantrums are never acceptable for adults in a work environment, no matter how calm and productive you feel after you’ve unburdened yourself and the rage has subsided.The solution: Find ways to channel that anger into temporary zen, so you can move on with your day and deal with the anger later, in a more appropriate way out of work. Try learning some meditation techniques that you can reach for when you feel the anger bubbling up in your brain.Lousy CommunicationIf you have poor grammar or bad email etiquette, it undermines how people see you. People may think you’re uneducated, less intelligent than you are, or uncaring about how you come off to others.The solution: If written communication is a weak point, brush up on some of the most common grammar issues you’re likely to encounter in a professional environment. If appropriateness is your issue, make sure not to use swears or slang at work.LazinessIf you’re shifting (or shirking) responsibilities becau se you don’t want the aggravation or want something easier while someone else does the heavy lifting, people notice. They’ll either think you’re incapable of accomplishing tasks, or that you just don’t care.The solution: Make the effort to go above and beyond. Offer to help people with tasks (assuming you’re not ignoring your own in the meantime). Take initiative to develop new responsibilities, and/or talk to your boss to see what else you can be doing to expand your role.Being Inconsiderate of OthersThis one is especially problematic in crowded or open plan workplaces. My office has an open plan sea of cubicles, and that makes it a minefield for poor or obnoxious office behavior. Things like being loud, eating strong-smelling food, or leaving messes everywhere you go fall into this category. Will you get fired for this kind of transgression? Not likely. Will it make your colleagues like you less and damage your rep? Quite possibly.The solution: W henever you find yourself having a phone conversation in a public place, ask yourself, â€Å"would this annoy me?† In fact, â€Å"would this annoy me?† is a good rule of thumb in general. It’s important to keep in mind that work behavior is public behavior.Not Being a Good Team MemberChances are you don’t work in a vacuum, and work as part of a team in some capacity. If you shun others as much as possible, and try to handle everything without input from others, that makes it easy to dismiss your contributions. It also amplifies any problems or mistakes- if you plow ahead on your own without input from other stakeholders, that puts the onus on you to succeed, or else.The solution: Go out of your way to initiate conversations with coworkers, whether it’s social (work appropriate) small talk or related to specific work responsibilities. If a task or project has a number of people involved, go out of your way to ask for their input, or at least make su re they know what you’re working on.Over-promisingLike the hypermultitasking, this one likely comes from a desire to be a good, productive employee. But if you say you are going to get something done at a certain time, you need to make good on your promises. If you don’t, then it undermines your reliability and trustworthiness- two of the most important workplace currencies.The solution: Set realistic priorities. If you originally said something could be done by Tuesday but now it’s looking like there’s no way it’ll be done by Thursday, be up front about that. If you’re struggling with something and it’s slowing you down, talk with your boss to prioritize tasks so you can manage expectations. If you need help, ask for it. Better organization and planning up front can also help you set more realistic timelines and help ensure that you get done what you say you’re going to do.If any of these sound uncomfortably familiar to you (I ’m definitely guilty of at least one of these), all is not lost- you’re not automatically going to end up fired and shunned for your sins. Like Ebenezer Scrooge after his revelation, it’s not too late. You can still change that future!Be conscious of what you’re doing wrong. A little extra mindfulness goes a long way.Be adaptable/open to change. According to career coach and consultant Lisa Lahey, â€Å"immunity to change† is a sure way to ensure that your bad habits don’t improve (best case scenario) or end up derailing your goals and career (worst case scenario).Understand how your bad work habits are sabotaging you. If your bad habit is your temper, which of your goals could you achieve faster/better if you didn’t fly off the handle? If you’re always late, what are the consequences? If you don’t have a handle on how your bad habits are actually affecting your job, it will be very difficult to clean them up and start t urning them around.Identifying these bad work habits is a great first step; making sure that you’re actively working on them (or at least minimizing them) is harder, but is the more rewarding task. None of us will ever be perfect, at home or at work, but the more work you put into overcoming these bad habits now, the better your professional rep and job satisfaction will be in the long run.

Service Dominant Logic and Future Marketing Essay

Service Dominant Logic and Future Marketing - Essay Example The service-dominant logic of marketing Service-dominant logic is a highly successful marketing approach that elucidates that the traditional products-oriented approach for marketing needs to be replaced by a service-dominant one. At the very heart of service-dominant logic is the concept that the customer doesn’t want or expect a product, but the service that the product offers to him. It has emerged to be a new paradigm shift in marketing approach as it emphasizes the necessity to interact with customers to provide the service and also that customer is not the ‘consumer of value’ but a ‘co-creator of values’ (Ardagna, Mecella and Yang, 2009, p. 654). The major difference between the two approaches is that the traditional approach gives greater emphasis on tangible resources whereas service-dominant logic gives emphasis on intangible resources. Ballantyne and Varey (2008) found that customers appraised the value of goods they purchase in use. While c ustomers buy certain products, the exchange value determination is provisional upon later experience of customers about the goods. Customers determine the value in terms of how and what they value-in-use of the goods. According to the traditional product-oriented marketing approach, marketers offer products in different size, volume, features, configuration, benefits etc and that the customers appraise the value of goods purely in terms of goods in these different attributes. Vargo and Lusch (2004) stressed that goods are service appliances because customers find values when goods are in-use and therefore service is the dominant logic for marketing. The logic behind service-dominant logic of marketin

Analyze inputs of UPS Essay Example | Topics and Well Written Essays - 1250 words

Analyze inputs of UPS - Essay Example category known as: (1) environment; (2) resources; (3) organizational history; and (4) strategy will be provided followed by discussing the reasons why these inputs are considered the most critical. Eventually, the impact of the identified inputs towards the organization including the any forms of potential problems that are significantly associated with insuring the availability of the identified inputs will be tackled. Prior to conclusion, several ways in which the identified inputs interact with each other will be explained in details. Given that UPS serves the world market, the most critical environmental input is the customers. Given that UPS is offer its services around the world, the company needs to have a large-based of regular customers to enable the company to compensate with its daily operational expenses associated with the need to establish several offices around the world, investments on its official website and other mode of global communication including the employment of approximately 240,000 full- and part-time employees around the world (UPS b) among others. Back in 1990s, UPS was able to gather as much as 1 million regular customers (UPS c). Under the category of resources, the most critical input in the case of UPS is the investment on information and communication technology (ICT). With the use of ICT which includes UPS official website and the use of handheld Delivery Information Acquisition Devices (DIAD) (UPS c), it is easier to manage, operate, and keep track of its daily business transactions such as the shipment and delivery schedules around the world on a real-time basis. The company will also have a way to maintain the company’s relationship with its existing customers. Basically, the use of efficient ICT enables the company to deliver competitive services to each of its customers. In the absence of having reliable ICT, UPS will have trouble managing and keeping track of all business transactions. The company may also end up