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.