NYC HOMELESS POLICY Research Paper Example | Topics and Well Written Essays - 750 words

NYC HOMELESS POLICY - Research Paper Example Main reasons and causes for homelessness as written by many reports and studies include; poverty (that is caused by many factors like unemployment), war, abuse by the government or people with power, lack of affordable housing among others. This paper will focus on the temporary shelter policy for New York Homeless people. There has been a lot of criticism and debate on the temporary shelters policy for some time now. The coalition for the homeless says that the mayor’s tact relies on short-term emergency interventions, at the expense of long term federally funded options like housing programs that have had promising results in the past. During an interview with WCBS 880’s reporter Paul Murnane, the coalition’s executive director, Mary Brosnahan said, â€Å"sadly this year, the state for the homeless in New York City has never been worse, today for the first time in New York history, we have 50,000 sleeping each night in our shelter system and that includes over 21,000 homeless kids†. The Homeless Service Commissioner Seth Diamond said the numbers of the homeless entering the system are falling. On the same issue, the mayor, Bloomberg on his part said â€Å"that the coalition is not a reputable organization. He blamed the increase in the number of homeless in the shelters on Albany and Washington. ... The temporary shelters are better than nothing at. This is because they keep the homeless people off the street as the shelters are located in designated areas. Because of this reason, they need to be maintained until a more permanent solution can be found. This can be done in a number of ways one being identifying the fakes from the genuine homeless people. According to a report in the New York Times, more than one out of four families in shelters, 28 percent, include at least one employed adult, city figures show, and 16 percent of single adults in shelters hold jobs. This means that the City of New York is paying to run shelters for people who are employed. If this continues, there will be an overflow of people in the shelters leading to disease outbreak, congestion and worse living conditions. The mayor’s administration should stop this exploitation by the people able to rent cheap housing for themselves; so that they can have an accurate number of the city’s homele ss for effective planning and maintenance. It would also be difficult to maintain the shelters because of the increasing number of the homeless population. This refers to the homeless families that have been living in shelters for years and have increased the number of children in their families. This means that they will require more tents to fit the number of people in the family for privacy and a little bit of comfort. The maintenance money will also have to increase because there are more mouths to feed than the original number. The children of the homeless are more often than not faced with the same fate as their parents and part from growing up in shelters, they end up living in them when they grow up thus the shelter dilemma becomes a vicious cycle. Poverty is another

The Primal Teen Essay Example for Free

The Primal Teen Essay The purpose of Barbara Strauch’s book, The Primal Teen: What the New Discoveries About the Teenage Brain Tell Us About Our Kids, is to describe the new scientific findings regarding the teen brain in order to help bewildered parents, teachers and other members of society to understand the irrational behavior of teenagers.   The book fulfills its purpose by relating this experience of bewilderment to scientific discoveries that reveal that teenagers are truly not at fault; rather, it is the teen brain that is going through changes that were not understood in the past. As a matter of fact, the scientific discoveries discussed in the book happen to be its main strength.   This is because readers cannot refute the scientific discoveries, even as parents who have misunderstood their teenage kids and believed them to be difficult may change their opinions about their kids after reading the book.   Moreover, the book describes various experiences of parents that the readers, who are parents, may easily relate to. By discussing the scientific discoveries in relation to the parents’ experiences, the book allows parents of teenage kids to easily change their misconceptions about their kids.   If The Primal Teen had described scientific findings about the teen brain without relating them to real experiences of parents, perhaps most parents without a scientific background would have shunned the contents of the book altogether.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   But, The Primal Teen does not just help the parents of teenagers thus.   In point of fact, it helps all readers to understand the topics more fully by relating scientific findings to real life experiences.   All adults are cognizant of the typical relationships between parents and teenagers.   Still, the book reminds them of these relationships, for example, by relating the experience of a mother whose thirteen year old son refused to obey the rule at the school dance. The boy seemed to refuse to understand the consequences of his behavior.   But, Strauch explains that the boy was truly not at fault, given that the prefrontal cortex of the teen brain is under development.   It is the prefrontal cortex that allows individuals to know the consequences of their actions and helps them to plan ahead.   This is the reason why the parents of the thirteen year old should have understood that their kid simply could not help doing what he did.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   I would definitely recommend the book to parents of teenagers who mistakenly believe that their teenage kids are complete adults even though they are not.   Even adults who have experienced disturbing teenage years should be asked to read the book.   I am certainly better off by having read the book.   It helps me to understand my own teenage experiences.   I have made plenty of irrational decisions during teenage years.   Furthermore, I have experienced conflicts in my relationships because of my own irrational behavior during teenage years. The Primal Teen helps me to forgive myself.   What is more, it helps me to forgive the friends I had in my teenage years for their irrational behavior.   I remember taking their behavior very seriously at the time.   The Primal Teen is very helpful because it allows the reader to understand that teenagers are kids even if their bodies are those of adults.

Analysis Of Experience Organizational Change Management Essay

Analysis Of Experience Organizational Change Management Essay Todays organizations are facing a continually changing world, unpredictable and fast-paced environment that require constant restudying to change. For an organization to be successful in this modern world it is ultimately for organization to regularly evaluate the need for them to change to stay up to date. Organizational change enables a company to strive to stay competitive and profitable. In 2006, Seagate Technology (NASDAQ: STX) had acquired Maxtor Corporation; Maxtor was an American manufacturer of computer conventional disk drives and the third largest in the world prior to acquisition. In 2008, some commentators argue that Solid-state drive (SSD) challenge may give threat to Seagate steady as a worlds largest manufacturer of conventional disk drives. Organizations likely to be struggling to survive if fail to meet the challenges and demands of both the external and internal environment factors. Today environment is erratic and does not stand still, so organizations cannot assu me that the future is stagnant, there is a need for organizations to continuously review their vision, strategies, technologies and goals based on changing environment and technological. As Charles Darwin quotes that It is not the strongest of the species that survives, nor the most intelligent that survives. It is the one that is the most adaptable to change. Jai B. P. Sinha (2008: 352) states that there is two-dimensional view of organizational change, where organizational change can be triggering by external and internal factors, either unplanned or planned. The unplanned change is usually reacting to ad hoc measures that company does not anticipate and it may cause distraction to operation. For examples, change of government policy, critical incidents due to lacking of skills, unscheduled tools maintenance due to lacking of preventive measurement, and missing standard operating procedures. The planned change is usually change of organization business plans and organization restructuring, such as offer competitive pricing in the market, redesign or align roles and responsibilities to improve productivity and employees morale. The effective outcome of unplanned and planned change both can be effective and ineffective; basically it depends on how efficient of the strategic plans that put into practical effect. There are many external triggers for organizational change. For example, in 2011, Europe solar industry sees hurt and affected with legal environment factor when UK government announced plans to introduce a cut to the Feed-In Tariff scheme (FIT) for large solar energy enterprises. Such legal constraints may have serious negative impact on an industry and would hurt organization budget and react unintentional, such as cease some of its operations and will cost jobs lost and low morale. Globalization is another key external factor in the world economy and could be a good or bad for organization. Globalization has brought in new opportunities to developing countries or third world countries. For example, international companies in Asia have big advantages with better government subsidies and lower labor costs. In order for developed countries companies to stay competitive they must be consistently review their strategic plans so be more innovative than overseas competitors, such as real locate their manufacturing business to overseas countries. Likewise, new technological advances make present company struggle to stay competitive. Nokia Corp profit has been suffered badly due to lacks of new technology or model to challenge smart phone, such as Apple iPhone and Samsung Galaxy. An organization has to continuously research and develop new technology in order having ability to challenge the threat from competitors and demanding customers. Internal triggers are the factors happening within the organization itself. For example, workplace abuse or high stress employees can lead to low morale and low performance; it will affect the productivity, staff turnover, or legal issue. For example, in 2012, China Company Foxconn Technology has reported several suicides cases at its factories in southern china, which is a major supplier to Apple, Dell and Hewlett-Packard. Some commentators revealed that the issue may due to poor management policies that workers have force to keep up with the machines speed and not allowed to talk to each other in the workshop. Therefore, it is an obligation that organization has to response to the incident and investigates to identify what are the factors caused the incident. Organization must decide and implement a strategic change to resolve the incident and prevent from reoccurring. Also the change has to include the plan how to calm, raise employees morale and motivate employees. Huczynski and Buchanan (2010: 565-566) discussed that one way to distinguish type of change is to consider how deeply they penetrate the organization. However it does not mean that all change must be deep change to be a good change. The depths of organization intervention are surface, shallow, penetrating, deep, and transformation. The surface or fine tuning is an appropriate to minor issue, where the deep change is appropriate when dealing with major change. For example, in 2009, the deep change will be appropriates for Chartered Semiconductor Company when the company acquired by the main stockholder of Global Foundries Inc, and it required to change to align and transform their corporate mission, vision and values. Kurt Lewin (1985) change theory contains three stage model of change, unfreezing->moving->refreezing. Based on Kurt Lewin unfreezing model, it can be comprehend that organization has to be aware to the changing world and willing to accept change when get trigger. The second step, moving, it is the period to identify appropriate strategic planning and ability to influence to implement the change. The third step, refreezing, it is a step to settle down the change and stabilization of behavior, and then get ready for next change. There is a potential failure to the change if the change does not settle down soon enough in the refreezing period, because the impact to human behavior may be considered risky if stabilization of behavior unable to execute promptly. Also, the ability for continuous of the change would be depends on how fast or how effective the organization to settle down the change, where the change must be accepted and practiced consistently by members of organization. Pennington Change Model (2006) suggests that proposed changes can be placed along two scales: radical incremental and core peripheral. Plotting the character of a proposed change along these scales can provide a sense of how difficult the introduction of any particular initiative might be and how much disturbance to the status quo it might generate. Radical change is generally is a dramatic change and require employees to move far apart or react very differently to a change. However incremental change does not necessary is better that radical change in term of resistance of change. It is still depends how well of organization mitigating resistance and encouraging people. Organizations have always met with resistance to change because human naturally tend to resist change. Huczynski and Buchanan (2010: 567) discussed that the Elizabeth Kubler-Ross (1969) model has addresses human reaction associated with change. The five stages in the Kubler-Ross coping cycle are denial, anger, bargaining, depression, and acceptance. The five sets of emotional may not all experience by employee throughout the change process. However by understanding the response of people during change, organization will be better ready to promote the change. Huczynski and Buchanan also discussed the Yerkes-Dodson law, which first observed by Robert M. Yerkes and John D. Dodson (1908). The Yerkes-Dodson law argues that human performance increases with arousal or stress increases, however it sees an inverted U-shaped function between arousal and performance. A certain amount of arousal can be a good motivator toward change such as employees may work and learn better with little pressur e. However too little arousal has a sluggish affect too and performance will be slow. When arousal reach an optimal level, the individual will has a hyperactive affect such as overloaded and exhausted and performance will start to drop. How organization response to resistance is very important, such as by force could increase resistance and turnover. The degree of readiness, understanding, commitment and compromise by employees can help to accelerate the change process. According to Huczynski and Buchanan (2010: 567), Arthur Bedeian (1980) has states there are four reasons that certain people resist change are parochial self-interest (concerned), Misunderstanding, Low tolerance to change, and Different assessments of the situation. To manage or overcome the resistance to change, Kotter and Schlesinger (2008) have identify 6 methods for dealing with resistance of change. The methods are Education and commitment, Participation and involvement, Facilitation and support, Negotiation and agreement, Manipulation and co-optation, and Implicit and explicit coercion. These 6 methods have their own advantages and disadvantages, however this is a model that organization can use as guidance, and apply it wisely on right situation to prevent or minimize resistance to change in organizations. Jai B. P. Sinha (2008: 354) discussed that culture plays an important role in organizational change processes. Huczynski and Buchanan highlight that Edgar Schein (1985) model sees culture as a three levels: Surface manifestations (the visible aspects of an organizations culture: object and behaviors that can be seen, heard and felt), Values and beliefs (strategies, goals and philosophies), and Basic assumptions (unconscious, taken for granted beliefs, thoughts and perceptions). It is a challenge for culture change to support organizational change, such as what are the best approaches to change people belief and corporate values so that can align with both internal and external factors that resulting from organizational change. Additional, organizational climate and culture are go hand in hand. The culture and climate are both important aspects to organization and have the strong impact during organizational change. Organization change must be always focusing to seek balance between culture and climate throughout the change process. It is very difficult to implement and sustain the organizational change without a properly strategies to manage the climate. The reason is because climate or individual psychological climate such as attitudes, behavior and feelings in the organization are easier to be affected, especially during transformation change that affect organizational mission and strategy. However with a right strategic planning, thorough assessment of organizational human behavior, and the consistent commitment of organizational from both shareholders and top management, so the change may accomplishable and sustainable. For example, Micron Semiconductor Inc had open and respect climates: Managers in op en and respect climates are often look more pleasant and easier to work with, hence it will be much better performance that the managers in closed and contempt climates. With strong culture and right values, everyone in the organization will be having the common perspective in mind and working toward a common goal. As Frances Hesselbein quotes that, Culture does not change because we desire to change it. Culture changes when the organization is transformed; the culture reflects the realities of people working together every day. There are really no specific model is the best for organizational change. Organization should proactive continuously learning to identify better ways of develop the innovative strategic planning for driving effective change in organizations by the team members. The successful implementation of organizational change will be depends on how well the ability of leaders or management in choosing the right strategic planning, and implement it ethically. Although change in today fast-paced world is often essential to keep up, however managing organizational change requires skill. Organizational change can be sabotaged if key members refuse to align with the new strategies, because resistance to change is a natural human phenomenon. Hence, all members of organization have to involve and be aligned with the change process, and then integrate their efforts to the organizational change towards the achievement of ultimate organizational goal. The consistent commitment from both senior management and employees are the main key for organization change to succeed. As Jai B. P. Sinha (2008: 369) say that although changes are inevitable and only those who adjust with them survive, effective organizations plan changes for improving individual and organizational performance and well-being of the employees. ASSIGNMENT 1: REFERENCES/BIBLIOGRAPHY Bradford University School of Management, 2005, 2006, 2007, 2008, 2009, 20010, 2011, 2012. Managing People (MP) Study Book. David A. Buchanan and AndrzeJ A. Huczynski, Organizational Behavior. 7 Editions. 1985, 2010. Jai B. P. Sinha, Culture and Organizational Behavior, First Published in 2008 by SAGE Publications India Pvt Ltd. Jeff Dooley, A holw-Person/Systemic Approach to organization Change Management, copyright 1998. Retrieved on July 1, 2012, from http://www.well.com/user/dooley/change.pdf Michael W. Durant, Durant, CCE, CPA. Managing Organ0izational Change. 1999. Retrieved on July 1, 2012, from http://www.crfonline.org/orc/pdf/ref4.pdf Charles Darwin quotes. Retrieved July 1, 2012, from http://www.brainyquote.com/quotes/authors/c/charles_darwin.html Running Head: Organizational Change. Retrieved July 1, 2012, from http:///www.advanceessays.com/samples/Organizational_Change.pdf JISC InfoNet, Change Management. Retrieved July 1, 2012, from http://www.jiscinfonet.ac.uk/infokits/change-management/printable-version.pdf Sam Kogan, Gen3 Partners, October 10, 2006. How IT companies can stay competitive in a global market. Retrieved July 1, 2012, from http://www.zdnet.com/news/how-it-companies-can-stay-competitive-in-a-global-market/149830 20 Awesome Quotes on Change Management. Retrieved July 1, 2012, from http://www.torbenrick.eu/blog/change-management/20-awesome-quotes-on-change-management/ Michael Birnbaum and Anthony Faiola, Published: March 19. Solar industry faces subsidy cuts in Europe. Retrieved July 1, 2012, from http://www.washingtonpost.com/world/solar-industry-faces-subsidy-cuts-in-europe/2012/03/10/gIQArkbXLS_story.html Chandrasekaran Balakrishnan, Impact of Globalisation on Developing Countries and India. Retrieved July 1, 2012, from http://economics.about.com/od/globalizationtrade/l/aaglobalization.htm By Malcolm Moore in Shanghai, 27 May 2010. Inside Foxconns suicide factory Retrieved July 1, 2012, from http://www.telegraph.co.uk/finance/china-business/7773011/A-look-inside-the-Foxconn-suicide-factory.html ASSIGNMENT 2: ESSAY QUESTION Why have managers and researchers been so interested in leadership theories to develop effective work performance? Today, a lot of managers and researchers have gone into searching the perfect leadership solution and ideas to achieve organization effectiveness. Many different leadership theories have emerged; some of the popularly adopted leadership theories have evolved over time and have developed their own lines of thoughts and debates endlessly. The leadership theories may have understood and differentially by managers and researchers. And leaders applied these adopted leadership theories as guidance and generate new ideas to strive for their organizational effectiveness in today fast-pace environment. Huczynski and Buchanan (2010: 596) state that Leadership appears to be a critical determinant of organizational effectiveness. Yuki (2002: 7) defines that leadership as Leadership is the process of influencing others to understand and agree what needs to be done and how to can be done effectively, and the process of facilitating individual and collective efforts to accomplish the shared objecti ve. The preceding two arguments may reach an understanding that leadership in organizations is a critical process of influencing and facilitating others to develop effective work performance. The benchmark to measure how well the effective work performance may depends on how well the ability of leaders understand the adopted leadership theories as the conceptual template to demonstrate in actual life and business situations. The clearer a leader can comprehend or perceive it the more effective leader can get into the act. Hence we can argue that the better theory and models enables leader to act more effectively to develop effective work performance. Is boss or manager a leader? Huczynski and Buchanan (2010: 598) discussed that Warren Bennis and Burt Nanus (1985, P.21) observed that managers do things right, while leaders do the right thing. John Kotters (1990) contrast different functions between leaders and managers, such as Leader establish direction and aligning people, where Manager plans and budget, and Organizing and staffing. Managers have the authority and power in organization to do certain tasks but it does not simply mean the manager is a leader. Some leaders may not have any formal authority but have the ability to influence the behavior of group of people to achieve goal. Individuals can learn to lead and develop their leadership. Jai B. P. Sinha (2008: 354) discussed that Whether managers are developed into leaders depends first of all their own efforts to rise above their routine functions, expand their roles, and cultivate beliefs, dispositions, skills, and styles that make them stand out from others around them. Organizations also play a facilitating role by creating conditions and devising mechanisms transcend their managerial roles. There are many leadership theories that individuals or managers can stick at for learning and developing leadership skills. Apparently, managers interested in leadership theories to develop into leaders and ability to develop effective work performance. Theories of leadership tend to serve a guideline for organization to apply all factors and components of effective leadership into a framework and establishing a culture. Early leadership theories tend to focus upon the trait approach, style approach and contingency approach, where characteristics and behaviors affects leadership; the later new leadership theories tend to focus upon the organizational vision, transactional, transformational, role of followers, the contextual nature of leadership. Each leadership theories provides a personal models or concepts that given management a direction, however each theories does has their own advantages and problems. The next few paragraphs will provide more insight look of some typical theories of leadership: Great man theory, Trait theory, Style theory, Contingency theory, Transactional leader, and Transformational leader. In 19th century, the Great man theory was a popular idea which identifies leaders are born and not made. Great leaders will arise when there is a great need. Huczynski and Buchanan (2010: 599) explained that the theory as Great Man are born leaders, and emerge to take power, regardless of the social, organizational or history context. It can be said that history leaders were male and primary focus on man only, and great man are born with destined to lead. Next similar theory of leadership is a Trait theory. The Trait theory is the ideas which identify leaders are the people born with inherited leadership characteristic or traits that make these people suited to become leader. According to Huczynski and Buchanan (2010: 599), Ralph Stoghill (1948, 1974) had reviewed hundreds of trait studies. Some of his typical characteristics list are strong drive for responsibilities, focus on completing the task, vigor and persistence in pursuit of goals, venturesomeness and originally in problem-solving, drive to exercise initiative in social setting, self-confidence, sense of personal identity, willingness to accept consequences of decisions and actions, readiness to absorb interpersonal stress, willingness to tolerate frustration and delay, ability to influence the behavior of others. However researchers argue that the research did not find a consistent set of leadership traits, those attributes could not be determined, and do not appear to be un ique to leaders. Later Shaw and Fraser (1976, 1978) identified the following skills as a traits leader: ability (intelligence, relevant knowledge, and verbal facility), sociability (participation, cooperativeness, popularity, motivation (initiative and persistence). Some commentators argue that this theory remains gender issues in leadership and a person without trait or some of the traits are not possible for him to be a leader. The Trait theory was abandoned after researchers switched attention to leadership behavior patterns. After the Trait theory, Style or Behavioral style theory has emerged and most commentators considered that this is a big jump from Trait theory. Researchers identified that Style theory is a theory look at what a leader actually do, the traits and the leadership capabilities and qualities are not inherited. It assumes that leaders are not born; leadership behavior and capability can be learned hence leaders can be made through training. Successful leadership is definable and learnable. Huczynski and Buchanan (2010: 606) discussed that in 1940s to early of 1950s, Survey Research Center in Michigan with Katz et al had identified two dimensions of leadership: employee-centered behavior and job-centered behavior. The style of leadership based on employee-centered behavior is focusing on relationship and employee needs. The leadership has a concern of people as priority, which always strives to solve the problems of followers, concerns the needs of followers, and development of followers. The style of leadership based on job-centered behavior is focusing on getting the job done. The leadership put the priority on achievement and meeting goals. In 1953a to 1951, Bureau of Business Research at Ohio State University also identified two types of leaderships behavior which are consideration and initiating structure. The style of leadership based on consideration behavior is focusing on relationships and needs oriented. The leadership allows followers to share ideas and make decisions together. The style of leadership based on initiating structure is focusing on job-centered, which structure tasks and assign works, and expect follower to follow instruction to act accordingly. However there are some concerns raised against Style theories, such as how well leader can fix to the given style of leadership behavior, and what if a person unwilling or unable to learn the given behavior. As Thompson and McHugh (2002) states that others have recognized that situational, environmen t and contextual factors all potentially influence and effectiveness of different leadership. Huczynski and Buchanan (2010: 610) identified that Contingency theory of leadership of Fred Fiedler (1967) as a perspective which argues that leader must adjust their style in a manner consistent with aspects of the context. This is a model describes the leadership effectiveness is depends on relationship between leader behavior or style and the favorable of the situation. The favorable of the situation can be influenced by three key factors, which are the degree of relationship and trust between leader and team members, the degree of task structure, and the positional power of leader. The theory can promote better relationships between leaders and workers. The theory also can help leader to familiar and not confuse with the tasks structure, hence achieve better effectiveness. Theoretically this theory judge the leader performance is depends on their abilities, not by gender or person background. However some commentators argue this theory is often fails when tested in real-life situ ation. And the approach should identify a leader not just by positional power, but should evaluate the person leadership competencies to deal with bad situation. Also this theory is difficult to assess the three key factors and not really identify the need of team members. In the late twentieth century, new leaderships have emerged. The new leader focuses on the key role of heroic, powerful, visionary, and charismatic. Huczynski and Buchanan (2010: 617) defined that New leader an inspirational visionary, concerned with building shared senses of purpose and mission, creating a culture in which everyone is aligned with the organizations goals and is skilled and empowered to achieve them. Later the new leadership was distinguished by McGregor Burns (1978) between transactional leader and transformational leader. Huczynski and Buchanan (2010: 618) suggest that Transactional leader a leader who treats relationships with followers in terms of an exchange, giving followers what they want in return for what the leader desires, following prescribed tasks to pursue established goals. This theory basically is a model that business agreement or exchange made between an employee and an organization or leader, where completion of tasks through reward or penalty. The benefits of this theory are people are easier to motivate through rewards or penalty. Also organization has the full authority, control and commitment from employee once employee agrees with the agreement. However this theory will limit the people development because people never has chance to learn to think because they are just require to follow instruction as per agreement. This leadership model may create a stressful work environment because upper level leaders hard to identify lower level leaders to help in managing people or tasks. So me commentators see that this leadership is unable to promote or creating an innovation culture within organization that encourage employees participation and contribution for improving organization effectiveness. Transformational leadership is an effective charismatic leadership theory. Huczynski and Buchanan (2010: 618) suggest that Transformation leader a leader who treats relationships with followers in terms of motivation and commitment, influencing and inspiring followers to give more than mere compliance to improve organizational performance. This leadership theory will improve organizational behavior and changing organizational climate. Hence people tend to improve effectiveness through self motivation and commitment to their work and organization. However this theory is highly depends on the ability of the organization leaders to influence, motivate and inspire people. There are numbers of leadership theories describe the processes of how a leader developed, influence, motivate, and empower people. Leaders have the flexibility in identifying right theories for them or their organization. These leadership theories and leadership principles are evolving over time. Undoubtedly, Leadership theories and strategic planning are going to enhance leaders capabilities to achieve organization effectiveness. However what happens if the theories or ideas are confuse or not effective at particular situation? Will the theories operate and suitable to organization culture? Will the committed theories fail to return expected outcome? Will the theories cause misunderstanding and impact to the operation or organization? How clear do we know the models? How accurate do we see the direction and outcome? This is a general rule that we must learn to get the concept of theories right first and then put into practical effect. This is a lifelong process that leader should c ontinuously learning and provide high level of commitment to understand leadership theories clearer so be more control and more effective of the outcome. Potentially leaders may cause fears and critical impacts if they are confuse or ambiguous about their action and outcome, especially leaders with great power. As Peter Parker quotes in his spider-man stories that With great power comes great responsibility. ASSIGNMENT 2: REFERENCES/BIBLIOGRAPHY Bradford University School of Management, 2005, 2006, 2007, 2008, 2009, 20010, 2011, 2012. Managing People (MP) Study Book. David A. Buchanan and AndrzeJ A. Huczynski, Organizational Behavior. 7 Editions. 1985, 2010. Jai B. P. Sinha, Culture and Organizational Behavior, First Published in 2008 by SAGE Publications India Pvt Ltd. Omkar Phatak, Pros and Cons of Leadership Theories. 6/20/2012. Retrieved July 04, 2012, from http://www.buzzle.com/articles/leadership-theories-pros-and-cons.html Right Management Inc. Organizational Effectiveness, 2010. Retrieved July 04, 2012, from http://right.com/thought-leadership/research/organizational-effectiveness-discovering-how-to-make-it-happen.pdf Bolden R. Gosling, J. Marturano, A. and Dennison, P. A review of Leadership Theory and Competency Frameworks, June 2003. Retrieved July 04, 2012, from http://centres.exeter.ac.uk/cls/documents/mgmt_standards.pdf Wikipedia, the free encyclopedia. Leadership. Retrieved July 04, 2012, from http://en.wikipedia.org/wiki/Leadership#Theories The High and the Mighty. Shelton, Ken. Leadership Excellence29. 5 (May 2012): 2. http://search.proquest.com.ezproxy.brad.ac.uk/docview/1018673389/137BDADA9D5486776E9/2?accountid=17193 Successful Leaders. Halvorson, Heidi Grant. Leadership Excellence29. 5 (May 2012): 6. http://search.proquest.com.ezproxy.brad.ac.uk/docview/1018673393/fulltext/137BDADA9D5486776E9/6?accountid=17193 Real Leaders. Fretwell, Peter. Leadership Excellence29. 5 (May 2012): 8. http://search.proquest.com.ezproxy.brad.ac.uk/docview/1018673589/fulltext/137BDADA9D5486776E9/8?accountid=17193

Adolecsent Depression Essay -- Suicide Teenagers Depressed Disorder Es

Adolecsent Depression The suicide rate for adolescents has increased more than 200% over the last decade. Recent studies have shown that greater than 20% of adolescents in the general population have emotional problems and one-third of adolescents attending psychiatric clinics suffer from depression. The majority of teenage depressions can be managed successfully by the primary care physician with the support of the family, says Maurice Blackman MB, FRCPC. Depression has been considered to be the major psychiatric disease of the 20th century, affecting approximately eight million people in North America. Adults with psychiatric illness are 20 times more likely to die from accidents or suicide than adults without psychiatric disorder.[1] Major depression, including bipolar affective disorder, often appears for the first time during the teenage years, and early recognition of these conditions will have profound effects on later morbidity and mortality. Is depression in adolescents a significant problem? The suicide rate for adolescents has increased more than 200% over the last decade.[2] Adolescent suicide is now responsible for more deaths in youths aged 15 to 19 than cardiovascular disease or cancer. Recent studies have shown that greater than 20% of adolescents in the general population have emotional problems and one-third of adolescents attending psychiatric clinics suffer from depression.[3] Despite this, depression in this age group is greatly underdiagnosed, leading to serious difficulties in school, work and personal adjustment which often continue into adulthood. Why is depression in this age group often missed? Adolescence is a time of emotional turmoil, mood lability, gloomy introspection, great drama and heightened sensitivity. It is a time of rebellion and behavioral experimentation. The physician's challenge is to identify depressive symptomatology which may be superimposed on the backdrop of a more transient, but expected, developmental storm. Diagnosis, therefore, must rely not only on a formal clinical interview but on information provided by collaterals, including parents, teachers and community advisors. The patient's premorbid personality must be taken into account, as well as any obvious or subtle stress or trauma that may have preceded the clinical state. The therapeutic alliance is very important since the ad... ... should the patient be referred to a psychiatrist specializing in adolescents? Referral should be considered under a number of circumstances. If the physician cannot engage in conversation with the teenager because of the patient's resistance or the physician's own insecurity about dealing with this age group, then referral is suggested. This is particularly important if the depression is judged to be severe or if there have been some suicidal concerns. Referral should also be considered if the patient's condition does not improve in the expected time or if there is any deterioration or worsening of the depression despite adequate treatment. It should be stressed that the majority of teenage depressions can be managed successfully by the primary care physician with the support of the family. Works Cited: 1. Murphy, JM, Monson, RR, Olivier, DC, et al: Affective disorders and mortality: A general population study. Arch Gen Psychiatry 44:470, 1987. 2. Hodgma, CH, McAnarny, ER: Adolescent depression and suicide: Rising problems. Hosp Pract 127(4):73,1992. 3. Kovaks, M: Affective disorders in children and adolescents. Am J Psychol 44(2):209,1989

Parenting In Pride and Prejudice Essay

The novel Pride and Prejudice involves many topics and symbolizes different aspects of life and behavior of people. In this essay I am going to analyze and discuss the theme of parenthood. I will only comment on the characters that are parents or come over as parents, namely, Mr. Bennet, Mrs. Bennet, Mr. Gardiner, Mrs. Gardiner and Lady Catherine De Bourgh. The last character mentioned may not come over as a parent but she acts like one. To begin with, I will start talking about the Bennet family. If we look at the Bennets with modern eyes, we could say that their behavior towards their daughters is very different from how parents get along with their children nowadays. In modern society parents do not marry of their children, we could see this as old fashioned. But in the 19th century the wealthy families wanted that their descendants married other wealthy families in order to save their property. The happiness and feelings of the children did not matter to the parents as we can see in Pride and Prejudice. Mr. Bennet loves his family but he detaches from them in order not to get involved with their lives. He gets on really well with Elizabeth because they both are the most intelligent members of the Bennet family. But as the novel evolves he turns into a father that is weak and in critical moments he fails his family. For instance, he fails his family when Lydia runs off with Wickham. [†¦] â€Å"My dear Mr. Bennet,† said his lady to him one day, â€Å"have you heard that Netherfield Park is let at last?† Mr. Bennet replied that he had not. â€Å"But it is,† returned she; â€Å"for Mrs. Long has just been here, and she told me all about it.† Mr. Bennet made no answer. â€Å"Do not you want to know who has taken it?† cried his wife impatiently. â€Å"You want to tell me, and I have no objection to hearing it.† [†¦] (Jane Austen, Pride and Prejudice, Volume I, Chapter I, page 5) In this short extract of the novel Pride and Prejudice a lot is shown about Mr. Bennet and his wife. In the first six lines it is seen that Mr. Bennet does not care that someone has come to live to Netherfield Park. Instead his wife insists on telling him everything she knows about it. Mr. Bennet, to me, does not care and in a way teases his wife by being so uninterested. He knows that this behavior makes his wife very nervous but the last line takes all the tension away. You expect a huge quarrel but instead you read this line and, at least I was, a little bit astonished because I did not expect that answer, reality from him. Going back to the topic of parenting this extract is quite interesting. It shows that Mr. Bennet is passive about everything that has to do with his daughters but, on the other hand, Mrs. Bennet wants to know everything that is going on because she wants to marry off her daughters to a wealthy gentleman. She can only think of that. She does not care at all about the feeling of her daughters. [†¦] â€Å"Dining out,† said Mrs. Bennet, â€Å"that is very unlucky.† â€Å"Can I have the carriage,† said Jane. â€Å"No, my dear, you had better go on horseback, because it seems likely to rain; and then you must stay all night.† â€Å"That would be a good scheme,† said Elizabeth, â€Å"if you were sure that they would not offer to send her home.† â€Å"Oh! But the gentleman will have Mr. Bingley’s chaise to go to Meryton; and Hursts have no horses theirs.† â€Å"I much rather go in the coach.† â€Å"But, my dear, your father cannot spare the horses, I am sure. They are wanted in the farm, Mr. Bennet, are they not?† (Jane Austen, Pride and Prejudice, Volume I, Chapter 7, page 31) Here we can see the clear interest of Mrs. Bennet towards Jane, the oldest daughter. She wants her daughter to go to the lunch and to stay over there because it probably will rain. Even though there is a chance that Jane gets ill, Mrs. Bennet insists on Jane going over to the lunch. This behavior shows the readers that she cares about her daughter but, she only wants to be sure that the property and everything that they posses will not end up with Mr. Bennet’s cousin. Mrs. Bennet continues to behave in this way during whole the novel. At no point, the reader can see affection from Mrs. Bennet towards her daughters. Certainly, we can see no motherly behavior; she never gets involved with the daily chores of the house or with the personal hygiene of her daughters. Something that mothers nowadays do a lot, getting involved with her children’s life. Mr. and Mrs. Gardiner are very different from Mr. and Mrs. Bennet. The Gardiners do care about the feeling of their children. In this case they get along very well with Jane and Elizabeth and help them with the struggle they have with Bingley and Darcy. We can see that Mrs. Gardiner cares for her nieces because she does things to protect the girls, so as to prevent them to do certain things they might regret in the future. She protects them as a mother should do, she gives them advice, and she listens to the girls. Mrs. Gardiner is the opposite of Mrs. Bennet. The former involves more in the lives of the girls and guides them through it while the latter just wants that her daughters to marry some rich man in order not to lose their possessions they have at Longbourn. In the next extract the readers can see what kind of a woman Mrs. Gardiner is: [†¦] Her aunt assured her that she was; and Elizabeth having thanked her for the kindness of her hinds, they parted; a wonderful instance of advice being given on such a point, without being resented. [†¦] (Austen, Volume II, Chapter III, page 143) Austen describes Mr. Gardiner in the following way: â€Å"Mr. Gardiner was a sensible, gentlemanlike man, greatly superior to his sister as well by nature as education.†(Austen, Volume II, Chapter 2, page 137) Although Mr. Gardiner does not appear much in the novel he is present every time his carrying wife appears. Frankly, every time Mrs. Gardiner appears I imagine that her husband is involved in the conversation and thought of his wife. Lady Catherine De Bourgh is Darcy’s aunt and she does not want that some girl, especially not with lower social wealth marries her nephew. Lady De Bourgh is a very wealthy woman and with this she thinks that she has to tell other people how, why and when they should do things or not. When she finds out that Elizabeth is very fond of Darcy she asks Elizabeth many questions; on the one hand, to let Elizabeth know that she is more intelligent and from a higher social class; on the other hand, to maybe scare Elizabeth off. If we analyze this behavior taking in consideration parenthood, we could say that she is protective and cares about her family. After all, the reader knows who and what kind of woman she is and that all those questions are just for personal interest and not to help her nephew Darcy. To conclude, I would like to say that many different manners of being a parent appear in the novel. We have seen the Bennet family, the Gardiner family and Lady Catherine De Bourgh. We could say that the Mr. and Mrs. Bennet are cold people; they do not care about the feelings of their children and they only care about their reputation and social wealth. On the other hand the Gardiners are protective towards the Bennet girls. They try to help them by giving them advice and to talk to other people to find out in what situation the girls are putting themselves into. Last but not least, Lady Catherine De Bourgh. She is from a wealthy social class and does everything she can so that no one with a lower social wealth comes into her family. Finally she has to accept that Elizabeth and Darcy get married. In the end I could say that different types of parenthood appear in the novel. To me, parents should get involved in the life of their children, to protect them and prevent them of making mistakes they will regret. Being a good parent involves being there for your children and not to act in your personal interest. The only family that is honest, to me, is the Gardiner family.

Griswold v Connecticut essays

Griswold v Connecticut essays Griswold v. Connecticut appealed to the Supreme Court on errors of the state court of Connecticut. This case deals with the right to prescribe the use of birth control to a married female. This action is found unconstitutional under the state laws, but this law invades a persons rights under the constitution. Here the problem evolves and must be decided upon in the courts. The appellant Griswold is an Executive Director of the Planned Parenthood League of Connecticut (Janosik, 1035). Appellant Buxton is a licensed physician and a professor at Yale Medical School who served as Medical Director for the League at its center in New Haven. This center was opened for ten days in November of 1961, until the appellants were arrested (Rice, 187). The appellants were tried in the state court and decided that the state laws contradicted several rights in the constitution. The two Connecticut laws state: Any person who uses any drug, medical article or instrument for the purpose of preventing conception shall be fined not less than fifty dollars or imprisoned not less than sixty days nor more than one year or both be fined and imprisoned (Rice, 187). Any person who resist, abets, counsels, causes, hires, or commands another to commit any offense may be prosecuted and punished as if he were the principal offender (Rice, 188). In the Connecticut court decision, the appellants were found guilty as accessories and fined one hundred dollars each, against the claim that the accessory ordinance as applied, violated several amendments. The Connecticut statues forbidding use of contraceptives violates the right of birth control to married persons which is guaranteed through the Bill of Rights in the Constitution for American citizens (Rice, 188). The appellants are guaranteed fundamental rights through the Constitution to prescribe birth control to married people if they are involved in a legal relationsh...

Critical Thinking Essays (762 words) - Bariatrics, Obesity

Critical Thinking Essays (762 words) - Bariatrics, Obesity Critical Thinking It is in our nature, much of our thinking is, distorted, partial, uninformed or down-right prejudice if it were left to itself (The Critical Thinking Community, 2009). We all think daily since our daily activities require us to decide on what we need to do, where to go, routes to take and what to wear. Those are the things that on a daily basis that requires minimal thinking. There are times we will encounter situations or problem that will require us to do some critical thinking. Critical thinking is that model of thinking- about any subject, content or problem- in which thinkers improve the quality of his or her thinking by skillful analyzing, assessing, and reconstructing it (Paul & Elder, 2006). To be a well- cultivated thinker, you need to raise vital questions and problems, gather and assess relevant information come to be well-reasoned conclusion and solution, think open-mindedly, and to communicate effectively with others in figuring out solutions to complex problems (Paul & Elder, 2006) I dont do a lot of critical thinking in the field that I currently work in but my personal life is a different story. A year and half ago, I struggled with my weight tremendously, trying to find ways to lose weight and nothing worked. After talking to a friend who had been put on the weight loss drug phentermine and how good it was working for her, I decided to talk to my doctor about it. I went to the doctors, not able to see my normal family physician, I saw another doctor who went over the different weight loss options such as gastric bi-pas surgery, which makes changes to your digestive system to help you lose weight by limiting how much you can eat or by reducing the absorption of nutrients, or both. (Gastric bypass surgery). The doctor went over some of the risk that included excessive bleeding, infection, adverse reactions to anesthesia, and leaks in your gastrointestinal system, gallstones, bowel obstruction, malnutrition, vomiting, and ulcers (Gastric bypass surgery), but my BMI (body mass index) was not high enough for my insurance to consider the surgery to be paid for and I did not think that I should be a candidate for that surgery because I did consider myself to be that much overweight. I mentioned to my doctor the phentermine drug, this is tablet indicated as a short-term adjunct in a regimen of weight reduction based on exercise, behavioral modification and calorie restriction in the management of exogenous obesity for patients with an initial body mass of 30 to 27 (Phentermine) and how I want like to try it, but the doctor said why wouldnt you just gain a few more pounds to increase your BMI so that you could have the gastric bi-pas surgery? The doctor proceeded to give me the some of the side effects of the drug including, chest pain, dizziness, fast, irregular, pounding, or racing heartbeat or pulse, dry mouth, sleeplessness, and difficulty having bowel movements (Phentermine Side Effects). After he said that I opted to wait and talk to my normal family physician and take into consideration both options that I was given either to gain more weight to have the surgery that I personally did not think I needed and taking a big risk of something going wrong or to just take a pill a day that would give me the energy and give me a bit more control over my appetite. I decided to just start on the phentermine and see what happens with that first, before even thinking about any drastic surgeries. I went back to see my normal family physician and after having the necessary blood work done, he gave me the prescription and two months later I was down 25 pounds. I got the results that I was looking for and without having to go under the knife. Using critical thinking allowed me to research all the information I needed and gave me all the options available before making my decision. It allowed me to take many things into consideration and to make a decision that was best. When making important decisions, such as the one I had made, its better to review