Should the Egyptian Revolution Have Happened Research Paper

Organizational studies Essay Example

Authoritative examinations Essay The principle characters in this film are James p. Tarnish and Mike Waxworks as the laborers at the Monster Inc. Another key characters are Henry J. Watermelon the Company Chairman, Randall Bogs the collaborator, Number 001 the Chief Of Children Detection Agency (CAD) and Boobs as the kids. For the most part, Monster Inc. Is seen as a force sourcing organization with focus to create vitality source the greatest number possible they have a motto Mime alarm since we give it a second thought. They have startling entryways as a creation entryways and quantities of profoundly expertise and expert alarm groups. It is expected that Monster Inc. Is the sole electrical vitality supplier for Monstrosities utilizing kids dreadful shout as a source. The source is gathered and save in the vitality bank as yellow jug can. Enormities is populated with beast being and the movies demonstrated that the association between beast world and human world is the youngsters. The strategy to unnerve the kids isn't simple as it see in light of the fact that from the earliest starting point the beast accept that kids are harmful and contacting them would be deadly. Beast Inc has an instructional hub to produces the unique startling group that can go into the unman world and alarm the youngsters viably without physical touch to their body or any of their assets. How the Monster Inc does reflect as an association? What components of association that would we be able to explain from the film? Organization Theory Monster Inc as a business association, they utilize beast to accomplish the objective, and they unite the beast and the sources to deliver the arrangements of the requirements. Beast Inc has a pioneer to deal with the association. We will compose a custom article test on Organizational examinations explicitly for you for just $16.38 $13.9/page Request now We will compose a custom exposition test on Organizational examinations explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer We will compose a custom paper test on Organizational examinations explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer The organization in the film is an enormous force organization. Much the same as any manufacturing plant, representatives pack in to begin work and bundle out toward the finish of he day. Representatives and administrators are isolated in the chain of command of the association. In the Organizational hypothesis, investigation of the hierarchical conduct with the conditions, Monster Inc fit in the Resource Dependence Theory. Asset Dependence Theory is a hypothesis of association that looks to clarify hierarchical and between authoritative conduct as far as those basic assets which an association must have so as to endure and work. As an open-frameworks hypothesis, the asset reliance contention recommends that a given association will react to and get subject to hose associations or elements in its condition that control assets which are both basic to its tasks and over which it has constrained control. From the Movie, Monster Inc. Have three outside conditions that they have to adjust in their association, the populace, CAD and the youngsters. The creation of the intensity of the shouting kids adds to the endurance of Monster Inc. They have basic capable to give every day needs of the beast world, without Monster Inc. The beast world will have tragic conditions. So they have the commitment to keep up their reconsiders so as to maintain a strategic distance from that circumstance. Separated of that they need to conformed to the guidelines that no physical contact with the human world. Beast Inc. Organization Organizations has been structured adjusting to those conditions. On the off chance that any of the factor changes, Monster Inc. Additionally need to change. Their mishap with one of the situations is that their lone wellspring of vitality has developed; the youngsters are getting hard to unnerve and Monster Inc. Executive found that the circumstance is basic. This is the place Henry and Randall covertly discover elective intends to remove kids shout forcibly. Their need activity is a response of the scarcer assets and the approach set by the CAD. There is no perception that demonstrates Monster Inc. Gain Research and Development division that can improve the innovation of intensity extraction. All unintentionally, they discovered other elective asset to secure the force source, which are by extricating youngsters giggle that are multiple times more grounded than their shout. Frightening procedure isn't required any longer and method making the youngsters giggle is the best aptitude. Additionally there are no damages of physical contact with the human. Toward the end Monster Inc. Have hanged and may advance into better associations which the assets are different at this point. Organization Structure @ Company System Monster Inc. Authoritative structure is planned in pecking order organized. First there is qualification between the laborers what may be called overseers like the CEO and COO and the preparation administrator. This shows there are a chain of command of administrators and laborers in the organization. Second the initiative is appeared on faculty level when Mike and Sully go out their approach to spare the organization and the kid structure obliteration. They reveal outrage in the association that goes as far as possible up to the CEO. Their fundamental parts in the association is the Scarecrows, they have quantities of frightening group working every day delivering the force asset. The terrifying group involve the scarcer and partner. The startling group on the Scarecrows in organized in level line gives mass result every day. It is expected that the record office, showcasing office and preparing division are at a similar level organized where they are immediate connect to the administrator. Computer aided design isn't a piece of the organization, however CAD may not important in future in their operational after finds that there is no poisonous impact by the kids if contact. Organization Strategy Monster Inc cultivates great picture and a dependable force organization to the impression of the general population in their ad. Significantly after the uncover of the embarrassment, Monster Inc they have advanced new worldview of intensity sourcing where before the finish of the film, the organization is back operating at a profit and a positive light when they change from shouts to giggling as the best practice for fueling their reality, During the film we see TV plugs for the organization with its trademark and labeling. We additionally observe magazine spreads and ads with corporate picture messages. They constantly improve people of make power where the scarcer contend each other to be the high score alarm pioneer. Through their work and through the preparation program, the association is attempting to improve their endeavors to make power for the city. Going to snickers at long last, rather than shouts, is truly TTS. Corporate culture Monster Inc presents corporate culture that appeared in the daily practice of the laborers. Workers of various occupation types mingle together in the lounge and in the passages. Laborers connections have made a culture which is the laborers exercises, the organization history in the intranet and the manner in which the blunders admire Sully and Mike and the CEO, who utilizes a mobile around kind of the executives style. Morose is a saint of the organization since he has been the lead scarcer for a considerable length of time. Different representatives admire him for guidance. The organization esteems wellbeing and quality work. This is appeared through the showcase of safe days and high creation of the scarcer. Ceremonies and customs are additionally there through the methodology that are utilized and fortified by the representatives. End It appears that in this film, Monster Inc the main organization that serves people in general for power asset. Without Monster Inc, the interruption of intensity apply may unavoidable, and this is inadmissible conditions. As a Company in the Movie, pretty much, hardly any authoritative exercises can be removed as model for learning purposes. Organization is by all accounts saw as exemplary administration however hardware and innovation may change the administration hypothesis into logical administration in the wake of discovering the chuckling is the best alternatives for power source. Organization technique must have far vision to ensure there will be no disturbance of asset.

Evolution Essay Samples - What Do They Really Mean?

Evolution Essay Samples - What Do They Really Mean?Evolution essay samples, a personal reflection for exams or one to write by yourself can be found at your local bookstore. Also available is Internet based collections. Look into these options because they can provide you with an 'out of the box' perspective that may not have been accessible in a more traditional situation.Evolution essay samples may be an obvious choice if you are a native English speaker and would like to bring your natural writing ability to bear on the many types of material required by the test. You can also try to use the examples to assist in improving your writing skills. You should be aware however that this format is not appropriate for all types of situations and therefore may not be the best option for all purposes.Evolution essay samples are geared towards a fairly specific type of essay and can give you a solid foundation on which to begin when developing your own writing skills. The example sentences w ill not necessarily be the same lengths and there will likely be only two or three sentences per the example, this means that you will need to adjust your own writing style to match the format. Once you have gotten comfortable with the test format, you can then develop a system for creating essays to use for tests outside of the evolution format.As a quick side note, it is very common to find that there are alternate materials that can be used as test taking references or examples as well as a number of excellent alternatives. Additionally, there are sample discussions and solutions for each subject that can be found online at websites specializing in this type of resource. The issue is that the evolution format is usually the most effective way to improve your writing.Many high school and college students find that the evolutionary format can be both difficult and boring, however it is always a little bit easier to start writing when one's eyes are already on the prize. This proces s can be modified as needed and you do not have to have a master's degree in English to write an effective essay. It can also benefit students who struggle with their grammar and spelling or who find it difficult to come up with a question to ask during discussions.As mentioned, there are a number of resources available on the internet to use as evolution essay samples and you can typically find these sites through your own search engine. This can be extremely helpful for many people, as it allows them to not only find answers to their questions but also allows them to learn about the format from a variety of sources. It is very easy to become distracted while reading these and there is no reason to feel that one has to be taught the rules of grammar or how to word their own essay before they are ready to use it.Evolution essay samples can also be found in a variety of places including periodicals, websites, and books. You can also get sample materials from a teacher, counselor, or guidance counselor if you are using the curriculum specifically designed for this purpose. One should always ask their teacher to review and edit any material that they plan to use.As you can see, using example sentences as part of your evolution essay samples can greatly increase your chances of success. However, as mentioned before, do not forget that the entire purpose of the entire process is to determine what your strengths and weaknesses are and then tailor your approach to them. Do not let a few examples and essay samples deter you from learning your strengths and weaknesses because you can certainly find a variety of other study materials and methods that will allow you to improve your writing.

History of Roads in America and First Federal Highway

Transportation innovations boomed in the 19th century, including  steamships, canals, and  railroads. But it was the popularity of the bicycle that would spark a revolution in transportation in the 20th century and lead to the need for paved roads and the interstate highway system. The Office of Road Inquiry (ORI) within the Department of Agriculture was established in 1893, headed by Civil War hero General Roy Stone. It had a budget of $10,000 to promote new rural road development, which at that time were mostly dirt roads. Bicycle Mechanics Lead the Transportation Revolution In 1893 in Springfield, Massachusetts,  bicycle mechanics Charles and Frank Duryea built the first gasoline-powered motor wagon to be operated in the United States.They formed the first company to manufacture and sell gasoline-powered vehicles, although they sold very few. Meanwhile, two other bicycle mechanics, brothers Wilbur and Orville Wright, launched the aviation revolution with their first flight in December, 1903. The Model T Ford Pressures Road Development Henry Ford  debuted the low-priced, mass-produced Model T Ford in 1908. Now that an automobile was within reach for many more Americans, it created more desire for better roads. Rural voters lobbied for paved roads with the slogan, Get the farmers out of the mud! Federal-Aid Road Act of 1916 created the Federal-Aid Highway Program. This funded state highway agencies so they could make road improvements. However, World War I intervened and was a higher priority, sending road improvements to the back burner. Building Two-Lane Interstate Highways The Federal Highway Act of 1921 transformed the ORI into the Bureau of Public Roads. It now provided funding for a system of paved two-lane interstate highways to be built by state  highway agencies. These road projects got an infusion of labor during the 1930s with Depression-era job-creation programs. Military Needs Spur Development of the Interstate Highway System Entry into World War II swung the focus to building roads where the military needed them. This may have contributed to neglect that left many other roads inadequate for the traffic and in disrepair after the war. In 1944, President Franklin D. Roosevelt had signed legislation authorizing a network of rural and urban express highways called the National System of Interstate Highways. That sounded ambitious, but it was unfunded. It was only after President Dwight D. Eisenhower signed the Federal-Aid Highway Act of 1956 that the Interstate program got under way. U.S. Department of Transportation Established The Interstate Highway System employed highway engineers for decades was a massive public works project and achievement. However, it was not without new concerns about how these highways affected the environment, city development, and the ability to provide public mass transit. These concerns were part of the mission created by the establishment of the U.S. Department of Transportation (DOT) in 1966. BPR was renamed the Federal Highway Administration (FHWA) under this new department in April  1967. The Interstate System became a reality through the next two decades, opening 99 percent of the designated 42,800 miles of the Dwight D. Eisenhower National System of Interstate and Defense Highways. Source: Information provided by the United States Department of Transportation—Federal Highway Administration.

New Deal Research Paper - 2622 Words

Vibhav Kollu Honors English III December 21, 2010 The New Deal’s Lasting Effect on Society â€Å"I pledge you, I pledge myself, to a new deal for the American people,† President Franklin Delano Roosevelt said after winning his party’s nomination in 1932 (A New Deal for Americans). The 1930s was a time of great economic depression; in response the New Deal was FDR’s plan for America’s recovery. By 1933, when FDR took office, one in four Americans was unemployed. Furthermore, there was widespread hunger, malnutrition, overcrowding, and poor health. The New Deal was made to combat these tragic conditions and it did so through the means of welfare and government intervention. Indeed, the New Deal was a radical change to the way America had†¦show more content†¦This progressive act officially set up a national minimum wage, set up a forty hour work week, guaranteed time-and-a-half for overtime, and prohibited oppressive child labor (Friedrich). These acts dramatically improved labor conditions. A clear improvement in labor could be seen from before to after the New Deal labor reform. Americans, during the 1930s, clearly needed help. Too many were unemployed, struggling, starving, and/or homeless. One of the biggest legacies of the New Deal is that it combated unemployment with jobs in infrastructure. Many agencies and programs were set up to help increase America’s infrastructure and provide many needy people with jobs. One of those organizations was the Works Progress Administration. Incredibly, the WPA employed an average of 2.1 million people annually for a total of almost 8 million people. It had become largest New Deal program and required almost 11 billion dollars to fund it (Friedrich). The WPA was made with one goal in mind: to get people back to work so they can get money in their pockets to survive. The WPA built highways, airfields, public buildings, and did rural rehabilitation such as planting trees. In total, it had built around 110,000 public buildi ngs, 600 airports, 500,000 miles of roads, and 100,000 bridges (â€Å"New Deal†). Like the WPA, the Civilian Conservation Corps, had been created to provide jobs, but it was mainly for younger Americans. This program had employed and put 3Show MoreRelatedThe Nuclear Of The Iran Nuclear Deal929 Words   |  4 Pageswe noticed that though they are presenting the same information of the Iran nuclear deal, but they seem to tell it in separate ways. The articles come from two American papers (one Liberal, Washington Post, and one Conservative, Washington Times), a British newspaper (The Guardian), and an Iranian paper (the Tehran Times). 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Contract Law Payment of Consideration

Question: Discuss about the Report for Contract Law of Payment of Consideration. Answer: Issue: Based on the facts, the issue that takes place here is, whether an enforceable agreement exists with the giving of Lotus Super 7 or not? Relevant Rule: For existence of valid contract between the parties, it is important that the element of consideration is present (Durrant, 2013). A contract that does not fulfill the requirement of consideration, the contract is deemed to void. Consideration means payment of the price by the promisee to the promisor in return of service or fulfillment of the promise made between them. Gratuitous promises are not enforceable in the court of law (Garg, 2014). Thus, promise that is made without the involvement of consideration is not enforceable and it is simply considered a Nudum pactum (McKendrick, 2014). Roscorla v.Thomas is a famous case law in relation to payment of consideration. This case took place in the year 1842 wherein Thomas bought a horse on the promise that it shall be a well behaved and a mannered horse (Hillman, 2012). However, later it was noted by Thomas that the horse was ferocious by nature. The contract that existed between Roscorla and Thomas was not an enforceable contract as there was lack of consideration between the parties to the contract (Puil Weele, 2014). Application: In the given case study, the contract that existed between Jane and Jack is not enforceable as there is lack of consideration and can only be considered as a gratuitous promise between them. Conclusion: Hence, due to lack of consideration the contract can be declared as unenforceable. b: Issue: Based on the facts, the issue that takes place here is whether the contract that existed between Jane and Jack is enforceable or not? Relevant Rule: For a contract to be legally valid, it is important that the valid requisites be fulfilled such as offer, acceptance, competency, consideration and absence of undue influence or coercion. Additionally, intention of creating a legal relationship should also be present (Landa, 2014). If the mentioned requisites are fulfilled appropriately, a contract can be deemed as valid and enforceable in the court of law. Application: In the given case study, the contract that existed between Jane and Jack is enforceable and legally binding on both the parties to the contract. In this case, Jane is the offeror and Jack is the offeree. Jack accepts the offer that is made to him by Jane. Hence, the legal formality of offer and acceptance is completed at this stage of the contract. Additionally, the contract that existed between Jane and Jack involves presence of 25000 dollars as consideration, which Jack has to pay to Jane. This means that the legal formality of presence of consideration to make a contract valid is also completed between them. Conclusion: Thus, all the necessary requites of a valid contract existed between Jack and Jane making the contract enforceable. C: Issue: Based on the facts, the issue that takes place here is, whether the consideration offered is sufficient or not? Relevant Rule: The law of contract imposes no restriction on the parties to the contract in association to consideration of contract, as long as the consideration is sufficient. The promisor does the calculation of the feasible amount of consideration, as he is the one who will receive the amount of consideration in exchange of some service or product (Ayres Schwartz, 2014). The offeree does not have the authority to quantify the amount of consideration. However, he may be allowed to bargain with the price as long the consideration is sufficient (Niu, 2015). In the year 1959, Lord Somervell decided a famous in relation to sufficiency of consideration. In the case of Chappel v. Nestle, He opined that a peppercorn could be considered as a valid consideration as it is valuable and if the promisor has measured the same (Andrews, 2016). As already stated, if the consideration is a stipulation of the promisor or the offeror that it shall be considered as valid unless the stipulation is not against law. However, it is important that the consideration is in existence and holds some value in the eyes of law. A good consideration should not be illusionary in nature (Chen-Wishart, 2012). Application: In the given case study, it can be held that the consideration offered by Jane was valid and valuable in the eyes of law even if less than the market value of the car. Conclusion: Since Jane, being the offeror herself calculated the amount of the car the consideration can be regarded as valuable and sufficient. Part B: Facts: A shipbuilder formed an agreement with the builder to build a tanker for North Ocean Tankers. The consideration of the contract was decided in US dollars and did not have any conditions of currency changes. While the project was in its halfway, the price of currency of the United States devalued by 10 percent. The shipbuilder demanded for extra 3 million dollars or it would stop work. The buyer agreed to pay the excess the amount until nine months of delivery. Issue: Based on the facts, the issue that takes place here is, whether the buyer would be successful in the claim for the amount that has been obtained in excess by North Ocean Tankers or not? Relevant Rule: According to the common law, consideration is regarded as a special element that should be considered for formation of contract. In the case of Universe Tankships Inc. of Monrovia v International Transport Workers Federation, it was held that plaintiffs could recover the amount that is paid by them as that time the defendant was giving unreasonable threat that they would not release the ship if the amount were not paid to them reasonably. The plaintiffs paid the price to the defendants at that moment, however later on they filed a suit against the defendants for recovery of the amount that was paid (Reid, 2015). In the landmark case of Williams v Roffey Bros Nicholls (Contractors) Ltd, a contract existed between the principal contractor and the sub contractor for doing work related to carpentry. The initial consideration of the contract was 20,000 pounds, however, on a later date it was seen that the price was underestimated. The principal contractor got worried as to whether the work that he allotted to the sub contractor would be completed within the stipulated time or not. The principal contractor was afraid of the penalty that he might have to pay due to delay in the work of the sub contractor. Consequently, the principal contractor paid about 10,300 pounds to the sub contractor. However, later the amount was not paid to the principal contractor by the sub contractor. The principal contractor filed a suit against the sub contractor for recovery of the amount that was paid to him in excess of the original contract amount. The Court held that the sub contractor liable for payment of the e xtra amount as the contract that was entered between them was in lieu of the payment that he had stipulated (Houh, 2014). Likewise, in the case of the Universe Senitel, a ship that would operate in Liberia became black listed by the trade association. Resultantly, no tug boats were accessible so the ship could not said and thus it followed devastating results. The trade union forced for payment of their wellbeing fund as a stipulation to eliminate the name from the blacklist. The proprietor of the ship paid the money to the Union but then the plaintiff won the case for recovery of the money as the case involved influence under the doctrine of economic duress (Durrant, 2013). Application of law: In the given case study, since there was a likelihood that the North Ocean Tankers might suffer a loss if the shipbuilder refused to complete the building of the tanker hence the doctrine of consideration can be invoked in this case. It would be regarded that there are two contracts in existence, one that was an initial contract having original terms and conditions between the shipbuilder and the North Ocean Tankers and the second contract that was to pay the lack of funds for completion of the allotted work. Thus, the doctrine of consideration shall be applicable. In the case of Universe Tankship, there was presence of economic duress. Likewise, in the given case study as well there is presence of economic duress. Economic duress means using threat to cause damage to a persons financial interest. The doctrine of economic duress first evolved in the case of the Siboen. It was held by the Privy Council in this case that the use of economic duress shall make a contract void and the doc trine of consideration in the given case shall not become active. Conclusion: Similarly, in the given case study, as well, the use of economic duress was involved and thus the second contract was not valid allowing the shipbuilder to recover the amount that he paid in excess (Garg, 2014). References: Andrews, N. (2016). Sources and General Principles of English Contract Law. InArbitration and Contract Law(pp. 165-175). Springer International Publishing. Ayres, I., Schwartz, A. (2014). No-Reading Problem in Consumer Contract Law, The.Stan. L. Rev.,66, 545. Chen-Wishart, M. (2012).Contract law. Oxford University Press. Durrant, C. W. (2013). To benefit or not to benefit: mutually induced consideration as a test for the legality of unpaid internships.University of Pennsylvania Law Review,162(169). Garg, V. K. (2014). Doctrine of privity of contract and privity of consideration in India and British contaxt. Hillman, R. A. (2012).The richness of contract law: An analysis and critique of contemporary theories of contract law(Vol. 28). Springer Science Business Media. Houh, E. (2014). Sketches of a Redemptive Theory of Contract Law.Hastings LJ,66, 951. Landa, J. T. (2014). A theory of the ethnically homogeneous middleman group: an institutional alternative to contract law (with an Afterword).Handbook of East Asian Entrepreneurship, 82. McKendrick, E. (2014).Contract law: text, cases, and materials. Oxford University Press (UK). Niu, Z. (2015). The law of damages in Chinese contract law: A comparative study of damages calculation in Chinese law, English law and the CISG, with empirical results from Chinese practice. Puil, J. V. D., Weele, A. V. (2014). Contract Law and Tort Law. InInternational Contracting: Contract Management in Complex Construction Projects(pp. 285-292). Reid, D. (2015). Wim Decock, THEOLOGIANS AND CONTRACT LAW: THE MORAL TRANSFORMATION OF THE IUS COMMUNE (CA. 1500-1650) Leiden: Brill (www. brill. com/lhl), 2013. xvi+ 724 pp. ISBN 9789004232846. 179.00.Edinburgh Law Review,19(1), 155-157.

Plc nike shoes free essay sample

Nikes idea of producing their shoes was to let their costumers design and personalize their own pair of shoes. There are three main parts of athletic shoes including Nike brand shoes. The midsole, the outsole and the top part of the shoe known as the upper. The materials for the upper part of the shoe vary on the design of the shoe. The midsole is generally made out of a combination of materials. Some of these materials include polyurethane, Phylon, Phylite (which is a combination of Phylon and rubber) and EVA, a flexible, foam-like material. The shoelaces are made of cotton. The rubber-like products are put into molds to fit the form of the shoe. The softer products are sewn together to form the final product Nike shoes usually last about one year or so. Depending on the person, the shoes could have a greater lifespan or a shorter lifespan. We will write a custom essay sample on Plc nike shoes or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Materials acquisition Nike shoe laces are made from cotton, a â€Å"raw material† or plant directly from the earth. The cotton provides a soft material for the laces. The ends of the laces are bonded by plastic, which is produced by oil or petroleum. Their logo on their shoes is also made of plastic (petroleum). Nike shoes mainly have rubber as their sole. The rubber is mainly made from special types of trees including rubber trees. The sap from the rubber trees is rubber, waiting to be made into a solid form. Once made into the rubber, it is applied to the shoe. A large number of Nike shoes use Velcro. The Velcro is made of nylon, cotton and polyester. Some of these materials are earth-based materials. Materials processing The cotton being used to produce the shoelaces is woven. The little strands of cotton are woven together creating the shoelace itself. The petroleum is melted into plastic. The melting produces CO2 emissions into the air, which gets trapped in the earth’s atmosphere. After it is melted, it is put into molds of the Nike logo and is sent to dry. After it is dried, it is applied to the shoes. The production of their shoes can be altered depending on the type of shoe. Manufacturing Once the Nike products are developed. Then, they are then attached to make the shoe. Nike shoes are produced in many countries: China USA Indonesia India Taiwan Thailand Pakistan Vietnam Philippines Malaysia Packaging Nike shoes are packaged in cardboard boxes called shoeboxes. Depending on a persons shoe size; there can be more packaging then usual or less packaging than usual. The cardboard used to make the box is compressed paper. It is 100% recycled cardboard, reused from other shoes. The cardboard can be recycled. Distribution The shoes are distributed to Nike stores all around the world by semis, planes, and boats. Use Nike shoes are mainly used for running. But, they have a wide variety of shoe categories: Cleats Basketball Shoes Regular Running Shoes Regular Shoes (mainly for style) Reuse/recycle Recycling or re-manufacturing products into something new. (Reduces the amount of raw materials that have to be used in the manufacturing process and usually saves energy). Recycling can save old things and reuse them and turn them into a brand new item. Some tennis shoes have been recycled and turned into basketball courts. Nike encourages people to recycle the shoebox they are given, which is made out of cardboard. Recycling includes: Plastic, plastic bottles, cans, glass, etc. Disposal When Nike are disposed they usually end up in landfills. Sometimes the shoes are donated to less fortunate people or turned into hand-me-downs.

Free Essays on Gonoreha

Gonorrhea Gonorrhea, also called â€Å"the clap,† is the most commonly reported sexually transmitted disease in the United States, with 1.5 million cases occurring per year. Ninety percent of infections occur in people under 30, with 15-19 year olds reporting the highest infection rates. Gonorrhea is caused by the bacteria Neisseria gonorrhoeae, which infects the mucus membrane of the urethra and genital tract. It can be spread through sexual contact and condoms provide protection against the disease but its not 100 percent effective. An infected woman who is pregnant may give the infection to her infant as the baby passes through the birth canal during delivery. Approximately eighty percent of women and ten percent of men with gonorrhea show no symptoms. If symptoms to occur the happen 2-8 days after transmission. Symptoms experienced by men include a painful urination and a fluid discharge. Women may experience a discharge, painful urination, bleeding, or lower abdominal pain. Ampicillin, amoxicillin, or some type of penicillin used to be recommended for the treatment of gonorrhea. Regardless of what drug is prescribed, it is important that the patient take the full course of medication and that he or she return to the doctor's office or clinic for follow-up. All sex partners of a person with gonorrhea should be tested and treated appropriately even if they do not have symptoms of infection. If gonorrhea is not treated, the bacteria can spread to the bloodstream and infect the joints, heart valves, or the brain. The most common consequence of gonorrhea, however, is PID, a serious infection of the female reproductive organs, that occurs in an estimated 1 million American women each year. PID can scar or damage cells lining the fallopian tubes, resulting in infertility in as many as 10 percent of women affected. Because gonorrhea is highly contagious and yet may cause no symptoms, all men and women who have sexual... Free Essays on Gonoreha Free Essays on Gonoreha Gonorrhea Gonorrhea, also called â€Å"the clap,† is the most commonly reported sexually transmitted disease in the United States, with 1.5 million cases occurring per year. Ninety percent of infections occur in people under 30, with 15-19 year olds reporting the highest infection rates. Gonorrhea is caused by the bacteria Neisseria gonorrhoeae, which infects the mucus membrane of the urethra and genital tract. It can be spread through sexual contact and condoms provide protection against the disease but its not 100 percent effective. An infected woman who is pregnant may give the infection to her infant as the baby passes through the birth canal during delivery. Approximately eighty percent of women and ten percent of men with gonorrhea show no symptoms. If symptoms to occur the happen 2-8 days after transmission. Symptoms experienced by men include a painful urination and a fluid discharge. Women may experience a discharge, painful urination, bleeding, or lower abdominal pain. Ampicillin, amoxicillin, or some type of penicillin used to be recommended for the treatment of gonorrhea. Regardless of what drug is prescribed, it is important that the patient take the full course of medication and that he or she return to the doctor's office or clinic for follow-up. All sex partners of a person with gonorrhea should be tested and treated appropriately even if they do not have symptoms of infection. If gonorrhea is not treated, the bacteria can spread to the bloodstream and infect the joints, heart valves, or the brain. The most common consequence of gonorrhea, however, is PID, a serious infection of the female reproductive organs, that occurs in an estimated 1 million American women each year. PID can scar or damage cells lining the fallopian tubes, resulting in infertility in as many as 10 percent of women affected. Because gonorrhea is highly contagious and yet may cause no symptoms, all men and women who have sexual...

The Grassland Biome Habitat

The Grassland Biome Habitat The grassland biome includes terrestrial habitats that are dominated by grasses and have relatively few large trees or shrubs. There are three main types of grasslands- temperate grasslands, tropical grasslands (also known as savannas), and steppe grasslands. Sufficient Rainfall Most grasslands experience a dry season and a rainy season. During the dry season, grasslands can be susceptible to fires which often start as a result of lightning strikes. The annual rainfall in a grassland habitat is greater than the annual rainfall that occurs in desert habitats. Grasslands receive sufficient rainfall to support the growth of grasses and other plants, but not enough to support the growth of significant numbers of trees. The soils of grasslands also limit the vegetation structure that grows in them. In general, grassland soils are too shallow and dry to support tree growth. Variety of Wildlife Grasslands support a variety of wildlife including reptiles, mammals, amphibians, birds and many types of invertebrates. The dry grasslands of Africa are among the most ecologically diverse of all grasslands and support populations of animals such as giraffes, zebras, lions, hyenas, rhinoceroses, and elephants. The grasslands of Australia provide habitat for kangaroos, mice, snakes, and a variety of birds. The grasslands of North America and Europe support wolves, wild turkeys, coyotes, Canada geese, cranes, bison, bobcats, and eagles. Some common plant species that occur in North American grasslands include buffalo grass, asters, coneflowers, clover, goldenrods, and wild indigos. Key Characteristics The following are the key characteristics of the grassland biome: Vegetation structure that is dominated by grassesSemi-arid climateRainfall and soils not sufficient to support significant tree growthMost common at mid-latitudes and near the interiors of continentsGrasslands are often exploited for agricultural use Classification The grassland biome is classified within the following habitat hierarchy: Biomes of the World Grassland Biome The grassland biome is divided into the following habitats: Temperate grasslands - Temperate grasslands are habitats that are dominated by grasses and have lack trees and large shrubs. Temperate grasslands include tall-grass prairies which are wet and humid and short-grass prairies which are dry and experience hot summers and cold winters. The soil of temperate grasslands has an upper layer that is nutrient-rich. Seasonal droughts are often accompanied by fires that prevent trees and shrubs from growing.Tropical grasslands - Tropical grasslands are grasslands that are located near the equator. They have warmer, wetter climates than temperate grasslands and experience more pronounced seasonal droughts. Tropical grasslands are dominated by grasses but also have some scattered trees. The soil of tropical grasslands are very porous and drain rapidly. Tropical grasslands occur in Africa, India, Australia, Nepal, and South America.Steppe grasslands - Steppe grasslands are dry grasslands that border on semi-arid deserts. The grasses found in steppe grasslands is much shorter than that of temperate and tropical grasslands. Steppe grasslands lack trees except along the banks of rivers and streams. Animals of the Grassland Biome Some of the animals that inhabit the grassland biome include: African elephant (Loxodonta africana) - African elephants have a large head, large ears, and a long muscular trunk. The two front incisors of African elephants grow into large tusks that curve forward.Lions (Panthera leo) - Lions are the largest of all African cats. Lions inhabit the savannas of Africa and the Gir Forest in northwest India.Spotted hyena (Crocuta crocuta) - Spotted hyenas inhabit the grasslands, savannas, and semi-deserts of sub-Saharan Africa. Their population densities are highest in the Serengeti, a vast plains ecosystem that stretches from northern Tanzania to southwestern Kenya.American bison (Bison bison) - Millions of bison used to roam North Americas grasslands, boreal regions, and scrublands but the relentless slaughter of bison for meat, hides, and sport drove the species to the brink of extinction.

ORGANIZATIONAL CHANGE PLAN Assignment Example | Topics and Well Written Essays - 500 words

ORGANIZATIONAL CHANGE PLAN - Assignment Example In evaluating the implementation of a new project or delivery method in an organization, what would be the critical data sources you would use to measure the financial outcomes? In evaluating the implementation of a new project or delivery method in an organization, the best critical data sources one would use to measure the financial outcomes are the balance sheet and income statement, especially in the health care organization. Steven Berger (2007) theorizes the financial analyst can compare the variance between the financial statements indicated as prior to the implementation of the new project or delivery in an organization and the financial statemetns indicated as after the implementation of the new project or delivery in an organization. For example, the financial analyst will determine if the health care organisaton’s sales had increased after the implementation of a new project or delivery method by comparing such sales with the sales generated before the implementatio n of the new project or delivery method. An increase in the sales will indicate the change was beneficial to the health care organization.

Functional organizations are described by organizational charts Essay

Functional organizations are described by organizational charts. Explain why a temporary organization such as a project can benefit from using an organizational chart - Essay Example lpful where projects involve various departments and participants who have to coordinate their work or when they are required to report to a person from a different department. Some projects involve working with new faces and one has to learn to recognize these new faces for better efficiency under these circumstances, an organizational chart comes in handy because it not only has the faces of the participants of the project but also their names and their different roles not to mention it provides a constant reference point. An organizational structure helps in better management of resources and personnel by preventing duplication of roles and capacities moreover, it helps reduce the work load of managers and supervisors as it shows the number of people they have to supervise and the various departments that have to report to them. If the project is to take a considerable length of time, an organizational chart is used by project participants to see their promotion options and the vacancies that surround them. This way they don’t have to miss out of opportunities that they can easily take advantage

A Philosophical Examination of Language Essay -- Phylosophy

A Philosophical Examination of Language "Philosophy is language idling." —Ludwig Wittgenstein    Language and philosophy have an intimate connection to one another; without a philosophical examination of the meanings and structure of language, we cannot easily ascertain the objective truth of the statements we make, nor can we usefully discuss abstract concepts. The philosophy of language seeks to understand the concepts expressed by language and to find a system by which it can effectively and accurately do so. This is more difficult than it appears at first; philosophers are looking for a theory of language which avoids the minute errors of meaning and usage which occur in all discussions of abstract concepts and which tend to lead those discussions into complicated dead-ends. Since so much of philosophy is currently concerned with the linguistic representation of reality, the bond between the philosophical and the linguistic is growing stronger. Philosophers can only write syntax for the languages they want to use in expressing theory with some knowledge of linguistics; and linguists can use philosophical principles to solve problems of meaning and syntax (Moravcsik 89). This strong link can be exploited to the advantage of both sides. In recent history philosophers have struggled with the question of precision in language and have sought to construct a system under which meanings can be discussed without danger of falling into circular or metaphysical traps. Two major approaches to this question have arisen in scientific circles of the twentieth century. Logical empiricism, also known as logical positivism, seeks to produce a language which consists of symbols combined precisely in accordance with sp... ...ohns Hopkins P, 1969. Katz, Jerrold J. The Philosophy of Language. New York: Harper & Row, 1966. Malcolm, Norman. Nothing is Hidden: Wittgenstein's Criticism of his Early Thought. Oxford: Basil Blackwell, 1986. Moravcsik, J.M.E. Understanding Language: A Study of Theories in Linguistics and in Philosophy. The Hague: Mouton, 1975. Qadir, C.A. Logical Positivism. Lahore: Ripon P, 1965. Quine, Willard van Orman. "Two Dogmas of Empiricism." Readings in the Philosophy of Language. Eds. Jay F. Rosenberg & Charles Travis. Englewood Cliffs: Prentice Hall, 1971. Rahim, Syed Ataur. Logical Positivism and Metaphysics. Hussainabad/Karachi: Rahim P, 1990. Sengupta, Kalyan Kumar. Language and Philosophy. Bombay: Allied P, 1969. Stevens, Allan. On Belief. [Online] Available http://www.duke.edu/~kellogg/Classes/Mentation/Issue1/stevens.htm, December 16, 1997.

Management and Leadership

For this report I will describe how Effective Communication is key within management. Effective communication between a manager and team is important as a manager’s job is 90% communication. Effective communication is really important within a team as it plays a part in the everyday running of a setting; effective communication helps to establish clear expectations for employees and with parents.Effective communication also gives staff members clear expectations which will convey how their performance will impact the setting, for example when a manager is briefing a team they need to be prepared, be clear, they should keep it simple and be vivid and natural. Effective communication helps managers build strong relationships within the team and parents. Effective organizational communication skills will help with team work and the ability for the employees at all levels to work together to achieve goals within the setting and also to help to achieve company goals, Effective comm unication is essential to the success of any organization.There are various skills needed for good management, some skills are learned others are instilled as part of that’s persons nature; employees respond more enthusiastically to a leader they feel confident in. On a more basic level an effective manager in an early years setting needs to ensure good lines of communication are open between themselves and the members of their team, is capable of creating an atmosphere that is comfortable, i. e. a family atmosphere’ builds trust in the team, maintains confidentiality, represent the views of the team, find out what motivates the team and be supportive. An effective manager in an early years setting also needs to be approachable, involve staff so they can arrive at joint decisions in the welfare of the children in their care, delegate tasks to staff and allow them to decide how to achieve them which in turn will give the team members a feeling of empowerment, enabling t hem to set their own objectives and achieve them.Teamwork within any setting is paramount; within in my own setting I find that communication is key , myself and the manager will meet and discuss the team on a daily basis as each member of staff are at different development stages within the setting. As a deputy manager my ability to manage the team to achieve organisational goals and objectives is analysed by being reflective as a manager as well as being supportive of the individuals, I consider myself to be a positive role model in encouraging the individuals of my team to continue their professional evelopment in a bid to keep them motivated and keep their knowledge up to date. As I myself continually embark on further education this in turn gives my team the incentive to do so themselves. Everyone in my setting is undertaking some form of professional development for example level 2’s are training towards level 3 and level 3’s towards a degree. As stated by June S ullivan (2003) ‘it is important for a manger to develop a trusting relationship with all members of the team.Successful teams will thrive on mutual trust, so it is vital to establish this early on by delegation, open conduct and communication and a free exchange of ideas’ page 11 Developing individuals as well as the team is an important fact to consider as the setting achieves effectiveness with the individuals that are part of a team where the setting is aware of the individual’s different learning styles and personalities.The team is empowered to effectively manage quality in our setting to meet the children’s and their family needs which is ultimately the settings goals and objectives. This is done through giving the team responsibility for certain aspects of the day to day running of the setting for example each member of the team has a specific area within the setting which they own and develop and each team member is a key person for a number of ind ividual children which gives them the opportunity to develop relationships with children and their families children to meet their needs.Teamwork is also essential within in the setting as we have children that have different level of needs these needs range from speech and language, dietary requirements and we also meet with external agencies to help families that need extra support. Finding out what motivates the team is a useful tool to acquire a manger needs to beware of what makes individual staff members tick.The opportunities for on-going training of themselves and staff is also a motivator if the team members see the manager embarking on professional development this in turn will encourage and enthuse the individuals to embark on future professional development for themselves. A good manager and leader willin still their own values within the team and introduce newcomers to these values, however a manager should be open to new and innovated ideas that a new team member could bring into the setting.Everyone should be encouraged to participate in contributing their ideas, values and opinions within staff meetings and informal discussions to ensure the element of management power is removed, which in turn will make parents feel comfortable about their children’s welfare as good lines of communication will open from all angles.The difference between a leader and a manager is defined in the following text ‘managers do things right’ whilst leaders do the right thing’ there is a fine line between the kind of approach that is necessary in an early years environment and in my opinion, leadership is the approach we need to adopt as managers in an early years setting as managers require the co-operation of their team members.Leadership involves getting the best out of people and remembering everyone has something to offer, strong leaders should be in a position of inspiring people, building confidence and supporting colleagues to achiev e their full potential. Managers should also be aware that’s individuals have different learning styles; cognitive psychologist Howard Gardner (1985) identified seven styles of learning which apply to adults as well as children, the main ways in which we learn as individuals are visually, kinesthetically and through auditory means.Leadership in an a early years setting requires the manager to have personal qualities such as being kind, warm and friendly, patient, sympathetic and nurturing, knowledgeable, logical and assertive and be prepared to become a mentor who guides the staff. There is clear evidence of the relationship between how staff are managed and how they perform, the deeper the commitment of the staff to their organisations, the better their performance will be, it is essential that a manger leads by example. The manager must be able to build and lead the team and cope with the day to day management issues.The manager must also act as the public face of the nurse ry (Jameson and Watson, 1988) Team development requires both strong leadership from the manager and commitment from team members; a good team is made up from individuals who are valued, managers need to analyse how they can involve their teams in the process and look and find ways to motivate them, as a manger you need to be open to ideas but should also look at the strengths and weakness off individual team members and what works best for them as each member has different strengths and weakness and as a manger you should work on this with them and get the team involved in helping each other develop by offering support and guidance as it helps to build effective teams.Also a good relationship with your team will ensure that they form good relationships with the children and their parents and are enthusiastic about new challenges, have confidence to make improvements to the practice when needed. The team is developed with in house training, staff meetings, appraisals to name a few ex amples, however in my opinion emotional intelligence and communication is key to achieving these goals, by focussing on the needs of the team and giving direction which supports and challenges, we will be developing a culture of openness, mutual respect and honesty within the team working towards achieving the goals and objectives of the setting.Teams are encouraged in staff meetings to be reflective and build on their reflections, by being reflective they can observe how they could handle situations more effectively to promote even more effective practice and feel empowered as a team because they are making their own decisions alongside each other as well as individually. Developing teams is key to achieving tasks in the workplace and an essential skill for a manager to possess as a manager I endeavour to ensure I have a clear purpose and display a positive image to engage in mutual trust and respect between my team and myself to achieve the settings goals and objectives. Also a le vel of commitment is important to a team, it is also essential that there is good communication with in the team in order that it can be effective.The team is aware of their roles and responsibilities and are encouraged to communicate effectively, make decisions, manage change and be reflective in practice and engage in sustained shared thinking within the setting. As a deputy manager my management style is slightly autocratic where I make the decisions myself and I find I take on all the responsibly of trying to do everything myself, I only ask my colleagues to do a task for me when I find I don’t have the time to do it, it has taken me a while to realize that this not good for me or my team and I have decided to change my approach and involve my team more in the decision making and delegating tasks so I hope this will instil a sense of responsibility within the team.While writing this report I did an exercise set out for based on Belbin team roles inventory where you score yourself and see what type of team worker you are, my highest score was in team worker where it describes that a team worker is sociable, rather mild, sensitive, co-operative. My second highest score was shaper where it describes that a shaper can be highly strung, thrives on pressure and challenging and my third was completer finisher where it describes that a completer finisher is orderly, conscientious and anxious. After doing this task I took time to reflect and I am all of the above and more, I do get anxious and can be highly strung and am rather sensitive, these are things I need to work on when I am leading my team.I also found that to be an effective manager in an early years setting it requires a leadership style that is collaborative and to be supportive of colleagues. For this report I had to make an action plan for myself to develop my own management skills and how I would action these I took in to account the Belbin task and I reflected on how I manage my team on a day to day basis and how I could work better with my own manager to improve my skills. (See Appendix A) I hope this will be a positive move and am hoping it will make the working environment a better place for all. Being a leader involves getting the best out of people and seeing what strengths that they possess and supporting them in their development needs. Management and Leadership Management is defined and built on constructive theories by well known Management Gurus such as Peter F.Drucker, and many other emerging or contemporary management writers.   Management theory is always researched, tested and after successful results, is implemented in organizations which is why,   management is also called management science.   Leadership carries a separate identity that works beyond the capacity of management,   whereas management carries leadership qualities. Leadership is somewhat authoritative having followers to its side, whereas management maintains subordinates who listen to management by virtue of being holding a higher position either in job or in some other capacity belonging to an organisation. Managers think in soft skills whereas leaders are at time prove radical and even dictatorial, who believe firmly and ratify whether or not pre-emptive to be true.  Ã‚   Managers possess all kind of potential abilities, skills, academic theories of management, work experience which shapes managers into a diplomatic,   situation-oriented individuals to act according to the breeze of atmosphere in an organization and to that effect, manager takes swing to that side. This does not mean that managers are very clever or uncomfortable individuals, whereas the position of manager is such that it requires certain to-be-dealt-with situations and this does not necessarily lower the image of a manager to act unethically as the matters are to be resolved in an apt manner.   A manager takes a short-term decision whereas a leader takes a long-term decision.   Well known quote â€Å"Managers do things right, while leaders do the right things†Ã‚   which gives a fact that managers are required to follow company’s policy, while leaders form policies. Manager   paves the way for creation of goodwill, loyalty, ethics, motivation, skill development, training for subordinates to learn, get trained and adhere to the company rules. Manager exercises almost every management tool to bring a situation to the order whereas leader has followers whether it is a hardship or an easy way, people easily get carried away by the intentions of a leader which may hold good or bad according to the scenario, time and period.   Many a times leaders too have to face contradictions, criticisms, negative results until the realities are proved and for checking veracity,   essential ingredient is time and investigation. Leader is always chosen among a few whereas a manager is selected among many and both the positions carry diversified activities. Leaders always expect to listen and obey whereas managers explain both the negative and positive impact to the people, and instruct to undertake the necessary step for producing positive results to the benefit of organization.   Manager never acts on personal interest, whereas a leader has no limitations either in personal conduct or in view of others, a complete detailed discussion is made about the total issue,   and stay committed to the demands that are to be met with. Manager keeps an account of every step of system of working which means, every move in an organization is known to a manager in an organization. This provides another fact that a manager knows how to handle people, organization behavior, culture and systems of working areas. If both the positions of manager or leader are compared at a greater length,   manager always practice certain limitations and may not possess adequate courage to take initiative step in decision making whereas once a leader identifies a situation, with the motive of solving a situation, takes a bold step and brings the entire organisation to order in spite of knowing the fact that organization does not permit to act beyond certain limitations and in such occasions, the role of a leader is identified who acts with wisdom and knowledge. Manager may not fit to be a leader, whereas a leader can always fit into the role of manager with the fact that, leader in the disguise of manager can get on and manage people in an efficient manner and it is here important for the organization to check whether a leader is producing positive results or negative results.   This is because, managers are expected to produce positive results only whereas leaders may or may not prove to fit in every organization and this has to be verified.   Building or gaining faith among people is one of the important aspect either for management or for leadership. A manager is always transactional whereas a leader is transformational.   Manager works for attractive pay package whereas for a leader   monetary benefit is only a means to a make living. Managers,   when subordinates act in a dominant manner to much disliking,   may find some unethical way to terminate subordinates from organization by eavesdropping or by spreading rumors or any other kind of uncivilized elements of management. A good manager is very difficult to find when most of the companies are looking for good managers.   Managers in all sectors take things for granted and never bother to care for people until some kind of benefit in return is made. Managers are very calculative although the position of a manager is quite appealing and rewarding to an organization, organizations commit mistakes by being unfair to good managers which must be reinstated here that good managers can never be replaced and experienced good mangers who hold a considerable tenure in an organization may prove beneficial to organizations. For any reason, manager or a leader, it is good to continuously keep progress in all aspects of an organization, i.e. relationship with subordinates and senior management, organizational clients, customers in order to keep a transparency of all the matters that come to the desk of manager or leader, as transparency removes all disputes, conflicts and solves many hurdles in an organization. Learning to say NO is one of best principles in an organization, with the fact that every individual carries certain limited strength beyond which one cannot act and if a manager or leader learns to say YES for every issue, the work cannot be delegated to others and in this manner, completion of tasks or projects are completed in a slow process.   Delegation of authority, responsibility, trust in other people’s work, a belief in the work of efficient employees,   are some of the essential elements for organizational growth to expand in terms of work and organizational culture.   Providing adequate training,   motivation, performance evaluation, rewards, incentives are some of the best techniques to retain employees which are very understood by a good manager. Conclusion Dale Carnegie in â€Å"How to make friends and influence people† quotes â€Å"when you have a lemon, make a lemonade†Ã‚   which states that understand that one can never change the world and it is good to change oneself according to the environment or atmosphere one is put up with.   If a manager runs a hare race, tortoise wins like a leader and this must be remembered always in every principle that acting in an apt manner is essential irrespective of the situation one is in while adhering to all the principalities of an organization. Conclusively, management and leadership can never be contradicted with and must go interdependently applying the qualities of manager or leader wherever required and this must be verified with. References The difference between management and leadership Leadership vs management Accessed 31 October, 2007 http://changingminds.org/disciplines/leadership/articles/manager_leader.htm    Management and Leadership For this report I will describe how Effective Communication is key within management. Effective communication between a manager and team is important as a manager’s job is 90% communication. Effective communication is really important within a team as it plays a part in the everyday running of a setting; effective communication helps to establish clear expectations for employees and with parents.Effective communication also gives staff members clear expectations which will convey how their performance will impact the setting, for example when a manager is briefing a team they need to be prepared, be clear, they should keep it simple and be vivid and natural. Effective communication helps managers build strong relationships within the team and parents. Effective organizational communication skills will help with team work and the ability for the employees at all levels to work together to achieve goals within the setting and also to help to achieve company goals, Effective comm unication is essential to the success of any organization.There are various skills needed for good management, some skills are learned others are instilled as part of that’s persons nature; employees respond more enthusiastically to a leader they feel confident in. On a more basic level an effective manager in an early years setting needs to ensure good lines of communication are open between themselves and the members of their team, is capable of creating an atmosphere that is comfortable, i. e. a family atmosphere’ builds trust in the team, maintains confidentiality, represent the views of the team, find out what motivates the team and be supportive. An effective manager in an early years setting also needs to be approachable, involve staff so they can arrive at joint decisions in the welfare of the children in their care, delegate tasks to staff and allow them to decide how to achieve them which in turn will give the team members a feeling of empowerment, enabling t hem to set their own objectives and achieve them.Teamwork within any setting is paramount; within in my own setting I find that communication is key , myself and the manager will meet and discuss the team on a daily basis as each member of staff are at different development stages within the setting. As a deputy manager my ability to manage the team to achieve organisational goals and objectives is analysed by being reflective as a manager as well as being supportive of the individuals, I consider myself to be a positive role model in encouraging the individuals of my team to continue their professional evelopment in a bid to keep them motivated and keep their knowledge up to date. As I myself continually embark on further education this in turn gives my team the incentive to do so themselves. Everyone in my setting is undertaking some form of professional development for example level 2’s are training towards level 3 and level 3’s towards a degree. As stated by June S ullivan (2003) ‘it is important for a manger to develop a trusting relationship with all members of the team.Successful teams will thrive on mutual trust, so it is vital to establish this early on by delegation, open conduct and communication and a free exchange of ideas’ page 11 Developing individuals as well as the team is an important fact to consider as the setting achieves effectiveness with the individuals that are part of a team where the setting is aware of the individual’s different learning styles and personalities.The team is empowered to effectively manage quality in our setting to meet the children’s and their family needs which is ultimately the settings goals and objectives. This is done through giving the team responsibility for certain aspects of the day to day running of the setting for example each member of the team has a specific area within the setting which they own and develop and each team member is a key person for a number of ind ividual children which gives them the opportunity to develop relationships with children and their families children to meet their needs.Teamwork is also essential within in the setting as we have children that have different level of needs these needs range from speech and language, dietary requirements and we also meet with external agencies to help families that need extra support. Finding out what motivates the team is a useful tool to acquire a manger needs to beware of what makes individual staff members tick.The opportunities for on-going training of themselves and staff is also a motivator if the team members see the manager embarking on professional development this in turn will encourage and enthuse the individuals to embark on future professional development for themselves. A good manager and leader willin still their own values within the team and introduce newcomers to these values, however a manager should be open to new and innovated ideas that a new team member could bring into the setting.Everyone should be encouraged to participate in contributing their ideas, values and opinions within staff meetings and informal discussions to ensure the element of management power is removed, which in turn will make parents feel comfortable about their children’s welfare as good lines of communication will open from all angles.The difference between a leader and a manager is defined in the following text ‘managers do things right’ whilst leaders do the right thing’ there is a fine line between the kind of approach that is necessary in an early years environment and in my opinion, leadership is the approach we need to adopt as managers in an early years setting as managers require the co-operation of their team members.Leadership involves getting the best out of people and remembering everyone has something to offer, strong leaders should be in a position of inspiring people, building confidence and supporting colleagues to achiev e their full potential. Managers should also be aware that’s individuals have different learning styles; cognitive psychologist Howard Gardner (1985) identified seven styles of learning which apply to adults as well as children, the main ways in which we learn as individuals are visually, kinesthetically and through auditory means.Leadership in an a early years setting requires the manager to have personal qualities such as being kind, warm and friendly, patient, sympathetic and nurturing, knowledgeable, logical and assertive and be prepared to become a mentor who guides the staff. There is clear evidence of the relationship between how staff are managed and how they perform, the deeper the commitment of the staff to their organisations, the better their performance will be, it is essential that a manger leads by example. The manager must be able to build and lead the team and cope with the day to day management issues.The manager must also act as the public face of the nurse ry (Jameson and Watson, 1988) Team development requires both strong leadership from the manager and commitment from team members; a good team is made up from individuals who are valued, managers need to analyse how they can involve their teams in the process and look and find ways to motivate them, as a manger you need to be open to ideas but should also look at the strengths and weakness off individual team members and what works best for them as each member has different strengths and weakness and as a manger you should work on this with them and get the team involved in helping each other develop by offering support and guidance as it helps to build effective teams.Also a good relationship with your team will ensure that they form good relationships with the children and their parents and are enthusiastic about new challenges, have confidence to make improvements to the practice when needed. The team is developed with in house training, staff meetings, appraisals to name a few ex amples, however in my opinion emotional intelligence and communication is key to achieving these goals, by focussing on the needs of the team and giving direction which supports and challenges, we will be developing a culture of openness, mutual respect and honesty within the team working towards achieving the goals and objectives of the setting.Teams are encouraged in staff meetings to be reflective and build on their reflections, by being reflective they can observe how they could handle situations more effectively to promote even more effective practice and feel empowered as a team because they are making their own decisions alongside each other as well as individually. Developing teams is key to achieving tasks in the workplace and an essential skill for a manager to possess as a manager I endeavour to ensure I have a clear purpose and display a positive image to engage in mutual trust and respect between my team and myself to achieve the settings goals and objectives. Also a le vel of commitment is important to a team, it is also essential that there is good communication with in the team in order that it can be effective.The team is aware of their roles and responsibilities and are encouraged to communicate effectively, make decisions, manage change and be reflective in practice and engage in sustained shared thinking within the setting. As a deputy manager my management style is slightly autocratic where I make the decisions myself and I find I take on all the responsibly of trying to do everything myself, I only ask my colleagues to do a task for me when I find I don’t have the time to do it, it has taken me a while to realize that this not good for me or my team and I have decided to change my approach and involve my team more in the decision making and delegating tasks so I hope this will instil a sense of responsibility within the team.While writing this report I did an exercise set out for based on Belbin team roles inventory where you score yourself and see what type of team worker you are, my highest score was in team worker where it describes that a team worker is sociable, rather mild, sensitive, co-operative. My second highest score was shaper where it describes that a shaper can be highly strung, thrives on pressure and challenging and my third was completer finisher where it describes that a completer finisher is orderly, conscientious and anxious. After doing this task I took time to reflect and I am all of the above and more, I do get anxious and can be highly strung and am rather sensitive, these are things I need to work on when I am leading my team.I also found that to be an effective manager in an early years setting it requires a leadership style that is collaborative and to be supportive of colleagues. For this report I had to make an action plan for myself to develop my own management skills and how I would action these I took in to account the Belbin task and I reflected on how I manage my team on a day to day basis and how I could work better with my own manager to improve my skills. (See Appendix A) I hope this will be a positive move and am hoping it will make the working environment a better place for all. Being a leader involves getting the best out of people and seeing what strengths that they possess and supporting them in their development needs. Management and Leadership Management is defined and built on constructive theories by well known Management Gurus such as Peter F.Drucker, and many other emerging or contemporary management writers.   Management theory is always researched, tested and after successful results, is implemented in organizations which is why,   management is also called management science.   Leadership carries a separate identity that works beyond the capacity of management,   whereas management carries leadership qualities. Leadership is somewhat authoritative having followers to its side, whereas management maintains subordinates who listen to management by virtue of being holding a higher position either in job or in some other capacity belonging to an organisation. Managers think in soft skills whereas leaders are at time prove radical and even dictatorial, who believe firmly and ratify whether or not pre-emptive to be true.  Ã‚   Managers possess all kind of potential abilities, skills, academic theories of management, work experience which shapes managers into a diplomatic,   situation-oriented individuals to act according to the breeze of atmosphere in an organization and to that effect, manager takes swing to that side. This does not mean that managers are very clever or uncomfortable individuals, whereas the position of manager is such that it requires certain to-be-dealt-with situations and this does not necessarily lower the image of a manager to act unethically as the matters are to be resolved in an apt manner.   A manager takes a short-term decision whereas a leader takes a long-term decision.   Well known quote â€Å"Managers do things right, while leaders do the right things†Ã‚   which gives a fact that managers are required to follow company’s policy, while leaders form policies. Manager   paves the way for creation of goodwill, loyalty, ethics, motivation, skill development, training for subordinates to learn, get trained and adhere to the company rules. Manager exercises almost every management tool to bring a situation to the order whereas leader has followers whether it is a hardship or an easy way, people easily get carried away by the intentions of a leader which may hold good or bad according to the scenario, time and period.   Many a times leaders too have to face contradictions, criticisms, negative results until the realities are proved and for checking veracity,   essential ingredient is time and investigation. Leader is always chosen among a few whereas a manager is selected among many and both the positions carry diversified activities. Leaders always expect to listen and obey whereas managers explain both the negative and positive impact to the people, and instruct to undertake the necessary step for producing positive results to the benefit of organization.   Manager never acts on personal interest, whereas a leader has no limitations either in personal conduct or in view of others, a complete detailed discussion is made about the total issue,   and stay committed to the demands that are to be met with. Manager keeps an account of every step of system of working which means, every move in an organization is known to a manager in an organization. This provides another fact that a manager knows how to handle people, organization behavior, culture and systems of working areas. If both the positions of manager or leader are compared at a greater length,   manager always practice certain limitations and may not possess adequate courage to take initiative step in decision making whereas once a leader identifies a situation, with the motive of solving a situation, takes a bold step and brings the entire organisation to order in spite of knowing the fact that organization does not permit to act beyond certain limitations and in such occasions, the role of a leader is identified who acts with wisdom and knowledge. Manager may not fit to be a leader, whereas a leader can always fit into the role of manager with the fact that, leader in the disguise of manager can get on and manage people in an efficient manner and it is here important for the organization to check whether a leader is producing positive results or negative results.   This is because, managers are expected to produce positive results only whereas leaders may or may not prove to fit in every organization and this has to be verified.   Building or gaining faith among people is one of the important aspect either for management or for leadership. A manager is always transactional whereas a leader is transformational.   Manager works for attractive pay package whereas for a leader   monetary benefit is only a means to a make living. Managers,   when subordinates act in a dominant manner to much disliking,   may find some unethical way to terminate subordinates from organization by eavesdropping or by spreading rumors or any other kind of uncivilized elements of management. A good manager is very difficult to find when most of the companies are looking for good managers.   Managers in all sectors take things for granted and never bother to care for people until some kind of benefit in return is made. Managers are very calculative although the position of a manager is quite appealing and rewarding to an organization, organizations commit mistakes by being unfair to good managers which must be reinstated here that good managers can never be replaced and experienced good mangers who hold a considerable tenure in an organization may prove beneficial to organizations. For any reason, manager or a leader, it is good to continuously keep progress in all aspects of an organization, i.e. relationship with subordinates and senior management, organizational clients, customers in order to keep a transparency of all the matters that come to the desk of manager or leader, as transparency removes all disputes, conflicts and solves many hurdles in an organization. Learning to say NO is one of best principles in an organization, with the fact that every individual carries certain limited strength beyond which one cannot act and if a manager or leader learns to say YES for every issue, the work cannot be delegated to others and in this manner, completion of tasks or projects are completed in a slow process.   Delegation of authority, responsibility, trust in other people’s work, a belief in the work of efficient employees,   are some of the essential elements for organizational growth to expand in terms of work and organizational culture.   Providing adequate training,   motivation, performance evaluation, rewards, incentives are some of the best techniques to retain employees which are very understood by a good manager. Conclusion Dale Carnegie in â€Å"How to make friends and influence people† quotes â€Å"when you have a lemon, make a lemonade†Ã‚   which states that understand that one can never change the world and it is good to change oneself according to the environment or atmosphere one is put up with.   If a manager runs a hare race, tortoise wins like a leader and this must be remembered always in every principle that acting in an apt manner is essential irrespective of the situation one is in while adhering to all the principalities of an organization. Conclusively, management and leadership can never be contradicted with and must go interdependently applying the qualities of manager or leader wherever required and this must be verified with. References The difference between management and leadership Leadership vs management Accessed 31 October, 2007 http://changingminds.org/disciplines/leadership/articles/manager_leader.htm    Management and Leadership For this report I will describe how Effective Communication is key within management. Effective communication between a manager and team is important as a manager’s job is 90% communication. Effective communication is really important within a team as it plays a part in the everyday running of a setting; effective communication helps to establish clear expectations for employees and with parents.Effective communication also gives staff members clear expectations which will convey how their performance will impact the setting, for example when a manager is briefing a team they need to be prepared, be clear, they should keep it simple and be vivid and natural. Effective communication helps managers build strong relationships within the team and parents. Effective organizational communication skills will help with team work and the ability for the employees at all levels to work together to achieve goals within the setting and also to help to achieve company goals, Effective comm unication is essential to the success of any organization.There are various skills needed for good management, some skills are learned others are instilled as part of that’s persons nature; employees respond more enthusiastically to a leader they feel confident in. On a more basic level an effective manager in an early years setting needs to ensure good lines of communication are open between themselves and the members of their team, is capable of creating an atmosphere that is comfortable, i. e. a family atmosphere’ builds trust in the team, maintains confidentiality, represent the views of the team, find out what motivates the team and be supportive. An effective manager in an early years setting also needs to be approachable, involve staff so they can arrive at joint decisions in the welfare of the children in their care, delegate tasks to staff and allow them to decide how to achieve them which in turn will give the team members a feeling of empowerment, enabling t hem to set their own objectives and achieve them.Teamwork within any setting is paramount; within in my own setting I find that communication is key , myself and the manager will meet and discuss the team on a daily basis as each member of staff are at different development stages within the setting. As a deputy manager my ability to manage the team to achieve organisational goals and objectives is analysed by being reflective as a manager as well as being supportive of the individuals, I consider myself to be a positive role model in encouraging the individuals of my team to continue their professional evelopment in a bid to keep them motivated and keep their knowledge up to date. As I myself continually embark on further education this in turn gives my team the incentive to do so themselves. Everyone in my setting is undertaking some form of professional development for example level 2’s are training towards level 3 and level 3’s towards a degree. As stated by June S ullivan (2003) ‘it is important for a manger to develop a trusting relationship with all members of the team.Successful teams will thrive on mutual trust, so it is vital to establish this early on by delegation, open conduct and communication and a free exchange of ideas’ page 11 Developing individuals as well as the team is an important fact to consider as the setting achieves effectiveness with the individuals that are part of a team where the setting is aware of the individual’s different learning styles and personalities.The team is empowered to effectively manage quality in our setting to meet the children’s and their family needs which is ultimately the settings goals and objectives. This is done through giving the team responsibility for certain aspects of the day to day running of the setting for example each member of the team has a specific area within the setting which they own and develop and each team member is a key person for a number of ind ividual children which gives them the opportunity to develop relationships with children and their families children to meet their needs.Teamwork is also essential within in the setting as we have children that have different level of needs these needs range from speech and language, dietary requirements and we also meet with external agencies to help families that need extra support. Finding out what motivates the team is a useful tool to acquire a manger needs to beware of what makes individual staff members tick.The opportunities for on-going training of themselves and staff is also a motivator if the team members see the manager embarking on professional development this in turn will encourage and enthuse the individuals to embark on future professional development for themselves. A good manager and leader willin still their own values within the team and introduce newcomers to these values, however a manager should be open to new and innovated ideas that a new team member could bring into the setting.Everyone should be encouraged to participate in contributing their ideas, values and opinions within staff meetings and informal discussions to ensure the element of management power is removed, which in turn will make parents feel comfortable about their children’s welfare as good lines of communication will open from all angles.The difference between a leader and a manager is defined in the following text ‘managers do things right’ whilst leaders do the right thing’ there is a fine line between the kind of approach that is necessary in an early years environment and in my opinion, leadership is the approach we need to adopt as managers in an early years setting as managers require the co-operation of their team members.Leadership involves getting the best out of people and remembering everyone has something to offer, strong leaders should be in a position of inspiring people, building confidence and supporting colleagues to achiev e their full potential. Managers should also be aware that’s individuals have different learning styles; cognitive psychologist Howard Gardner (1985) identified seven styles of learning which apply to adults as well as children, the main ways in which we learn as individuals are visually, kinesthetically and through auditory means.Leadership in an a early years setting requires the manager to have personal qualities such as being kind, warm and friendly, patient, sympathetic and nurturing, knowledgeable, logical and assertive and be prepared to become a mentor who guides the staff. There is clear evidence of the relationship between how staff are managed and how they perform, the deeper the commitment of the staff to their organisations, the better their performance will be, it is essential that a manger leads by example. The manager must be able to build and lead the team and cope with the day to day management issues.The manager must also act as the public face of the nurse ry (Jameson and Watson, 1988) Team development requires both strong leadership from the manager and commitment from team members; a good team is made up from individuals who are valued, managers need to analyse how they can involve their teams in the process and look and find ways to motivate them, as a manger you need to be open to ideas but should also look at the strengths and weakness off individual team members and what works best for them as each member has different strengths and weakness and as a manger you should work on this with them and get the team involved in helping each other develop by offering support and guidance as it helps to build effective teams.Also a good relationship with your team will ensure that they form good relationships with the children and their parents and are enthusiastic about new challenges, have confidence to make improvements to the practice when needed. The team is developed with in house training, staff meetings, appraisals to name a few ex amples, however in my opinion emotional intelligence and communication is key to achieving these goals, by focussing on the needs of the team and giving direction which supports and challenges, we will be developing a culture of openness, mutual respect and honesty within the team working towards achieving the goals and objectives of the setting.Teams are encouraged in staff meetings to be reflective and build on their reflections, by being reflective they can observe how they could handle situations more effectively to promote even more effective practice and feel empowered as a team because they are making their own decisions alongside each other as well as individually. Developing teams is key to achieving tasks in the workplace and an essential skill for a manager to possess as a manager I endeavour to ensure I have a clear purpose and display a positive image to engage in mutual trust and respect between my team and myself to achieve the settings goals and objectives. Also a le vel of commitment is important to a team, it is also essential that there is good communication with in the team in order that it can be effective.The team is aware of their roles and responsibilities and are encouraged to communicate effectively, make decisions, manage change and be reflective in practice and engage in sustained shared thinking within the setting. As a deputy manager my management style is slightly autocratic where I make the decisions myself and I find I take on all the responsibly of trying to do everything myself, I only ask my colleagues to do a task for me when I find I don’t have the time to do it, it has taken me a while to realize that this not good for me or my team and I have decided to change my approach and involve my team more in the decision making and delegating tasks so I hope this will instil a sense of responsibility within the team.While writing this report I did an exercise set out for based on Belbin team roles inventory where you score yourself and see what type of team worker you are, my highest score was in team worker where it describes that a team worker is sociable, rather mild, sensitive, co-operative. My second highest score was shaper where it describes that a shaper can be highly strung, thrives on pressure and challenging and my third was completer finisher where it describes that a completer finisher is orderly, conscientious and anxious. After doing this task I took time to reflect and I am all of the above and more, I do get anxious and can be highly strung and am rather sensitive, these are things I need to work on when I am leading my team.I also found that to be an effective manager in an early years setting it requires a leadership style that is collaborative and to be supportive of colleagues. For this report I had to make an action plan for myself to develop my own management skills and how I would action these I took in to account the Belbin task and I reflected on how I manage my team on a day to day basis and how I could work better with my own manager to improve my skills. (See Appendix A) I hope this will be a positive move and am hoping it will make the working environment a better place for all. Being a leader involves getting the best out of people and seeing what strengths that they possess and supporting them in their development needs.