A Wall of Exclusion Can Palestine Survive Essay - 2292 Words

The continuous struggle of land between the Israelis and Palestinians has been a controversy that has depicted onto the international community for years. Many states now recognize Palestine as an independent state, yet not all the actors seem to agree, specifically the United Nations including the United States and the United Kingdom. The regions that are primarily under dispute include the West Bank along the Jordan border and the Gaza Strip. East Jerusalem is also included in this dispute, however Israel refers to this region as a unified Jerusalem, which is essentially part of the capital of the state. The battles for these regions have been one for centuries. The British Mandate for Palestine was first established in 1922 after†¦show more content†¦Without accomplishing these three tasks Palestine will fail as an independent state and never receive the legitimacy as a state from the international community. The Border arrangements that currently exist bleed the nation of water, exports and travel. The current water supply is continuing to diminish. The fence has taken away over 50 important wells to the community of Palestine. Approximately 3,880,000 cubic meters of water per well has been removed from usage. â€Å"The impact on the water supplies to the areas around the Apartheid Wall is a serious concern. A number of water wells will be lost to communities near the Apartheid Wall. † Israel was able to use geographic advantages that it acquired as a consequence of the â€Å"unilateral disengagement,† which essentially choked Gaza into full submission. This was aided when the victory of Hamas in the January 2006 elections and the subsequent financial and political blockade initiated against the Palestinians by the United States, European Union, and Arab states. The primary reason for such a drastic fence to separate the two territories was based off security issues. Between the increase of terrorist activities and suicide bombers impacting the Israeli communities, andShow MoreRelatedOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 Pages(the collapse of the Soviet Union, the reunification of Germany, the surge of globalization from the mid-1990s) and afterward (9/11, or the global recession of 2008) when one could quite plausibly argue that a new era had begun. A compelling case can be made for viewing the decades of the global scramble for colonies after 1870 as a predictable culmination of the long nineteenth century, which was ushered in by the industrial and political revolutions of the late 1700s. But at the same time,

Public School Funding Is Unfair And Unequal - 1374 Words

Introduction Public school funding is unfair and unequal in most states. However, more concerning is out of the 49 million children in public schools, students living in poverty are affected the most. There are wide disparities in the amount spent on public education across the country, from a high of $18,507 per pupil in New York, to a low of $6,369 in Idaho (Baker, Sciarra, Farrie, 2015). The question that all stakeholders should be asking is school funding fair? What is fair school funding? Fair funding is a state finance system that ensures equal educational opportunity by providing a sufficient level of funding distributed to districts within the state to account for additional needs generated by student poverty (Baker et al., 2015). To begin with, the governor works with state agency to develop the budget. This budget will tell the state how much will be spent on education, how it will be distributed throughout the districts, and what the money will need to be spent on such as programs and services. At the moment some schools throughout the country spend nearly three times ore per student than others. As seen New York and Idaho. Fair funding would ensure equality of educational opportunities for all children, regardless of background, family income, where they live, or where they attend school. Equal opportunity means that all children and all schools have access to the resources and services needed to provide them with the opportunity to learn (Baker,Show MoreRelatedThe Education System Of The United States Fair1591 Words   |  7 Pagesa racist and unequal era. In this article Nieto talks about how many people believes that unequal and unfair treatment was over since the civil rights movement, but this is far from true. People that lives in low income communities are struggling the most in the education system of the United States. Schools here have been segregated in different ways. For example, people living in low income communities are forced to send their children to a schools in their area. Public schools are funded basedRead MoreStill Separate, Still Unequal: America’s Educational Apartheid767 Words   |  4 PagesThe School System: a Joyless Experience? In his essay â€Å"Still Separate, Still Unequal: America’s Educational Apartheid,† Jonathan Kozol brings our attention to the apparent growing trend of racial segregation within America’s urban and inner-city schools (309-310). Kozol provides several supporting factors to his claim stemming from his research and observations of different school environments, its teachers and students, and personal conversations with those teachers and students. As we firstRead MoreExecutive Summary : Funding For Education1543 Words   |  7 PagesExecutive Summary: Funding for Education Introduction In 1836 Texans listed the failure of the Mexican government to provide education as one of their grievances in the Texas Declaration of Independence from Mexico (Texas Education Agency). Since the founding of Texas, education has been an extremely important part of the state government. According to Texas Politics Today, Article 7, Section 1 of the Texas Constitution states that a â€Å"general diffusion of knowledge being essential to the preservationRead MoreProblems Within Education Today s Education Essay1728 Words   |  7 Pagesgraduate college make up twenty percent of the unemployment rate, compared to the forty percent of the unemployment rate in people with less than a high school degree. Another issue facing education is the inequality of schools and school districts. School districts with a lower socioeconomic status must spend more money on things like maintaining the school. Thus, leaving less money to spend on bettering the education of the children, which in turn leads to higher rates of drop outs, and lower rates ofRead MoreAll Over But The Shoutin By Rick Bragg1985 Words   |  8 Pagesextensive education? In Illinois, education funding has been an ongoing problem. Funding for schools is based on the property taxes where the schools are located, causing those who live in lower socioeconomic areas to receive less educational funding. This is unfair because children who live in lower socioeconomic areas are not able to receive the same opportunities and benefits that are acquired when a quality education is obtained. This is why educational funding in Illinois should be distributed evenlyRead MoreThe Issue Of School Finance1213 Words   |  5 PagesSchool finance has been a contentious issue around the country due to the amount of money that is required to provide a public education to all children. Exacerbating the issue is the fact that there is no uniformity across each state because the federal government does not have any clause withi n the U.S. Constitution that requires a funding of public education. Providing education is simply relegated to each state under the 10th amendment (Russo, 2016). Ohio State Constitution Article VI: â€Å"The GeneralRead MoreSavage Inequalities Essay1514 Words   |  7 Pagesstate of East St. Louis. He describes in horrific detail, the condition that many school children from grades K-12 are forced to learn in. East St. Louis is one of the worst ghettos in Illinois, and Kozol goes into great detail about the multitude of problems facing the city and more importantly, the school children living there. The economy is too weak to pay for any type of necessity for the schools. Therefore, the school system is compromised. There is absolutely no money for proper supplies, teachersRead MoreRacial Segregation And The Educational Institution964 Words   |  4 Pagesgender – albeit in varying degrees. Race is a perpetuated inequality in the educational institution because of deeply rooted class boundaries (Roy, lecture 10). Even without legal segregation in schools, spatial segregation is a structural problem in American society that continues to perpetuate unequal opportunities in a vicious cycle (Massey Denton 5). Gender, which at one point faced great inequalities, no longer deals with the same perpetuated problems in education because it separated itselfRead MoreEssay On Gender Inequality1127 Words   |  5 Pagesnot always race and gender that creates inequality; sometimes it’s money that creates the issue. Not just from past evidence, but from present evidence as well, America shows signs of inequality by the way people are taught different at different schools and also by the often occurring shootings, riots, and police brutality incidents happening on a national scale. Although people are treated unequally in most situations and places, America is still equal in some situations. Those things just goRead MoreRacial Inequality And The And Out Of The Classroom1519 Words   |  7 Pagesdetermining factor in a student’s ability to access quality education. In The United States of America, race directly affects school factors such as policy, funding, and curriculum. Schools affected by location, such as the inner city, and high poverty rates are usually connected to a community that is populated with minority groups. In contrast, studies have shown that public schools in residential areas, where the white majority populates the area, usually have more resources than their inner city counterparts

Tiger Mum Free Essays

In recent year, a book â€Å"Battle Hymn of a Tiger Mom† written by Amy Chu have arouse public attention. It evoked general public’s vivid discussion about choose the Chinese or Western parenting way. Tiger Mom is denote to the aggressive moms, albeit originally it referred to Chinese mothers, since those parents succeed in raising extraordinary academic achievers’ children. We will write a custom essay sample on Tiger Mum or any similar topic only for you Order Now Tiger mum boost her offspring to be the best. She put all the effort to her son or daughter. Taking Amy Chu as an example, she is a typically â€Å"tiger mum†. She has two daughters who both are outstanding at academic and instruments. Chu (2011) claim that the main reason of her daughters having various achievements as she choosing Chinese parenting ways to raise her offspring. However, Chinese parenting way also exist several drawbacks. A Tiger mum does not equal a better future of child Firstly, the most obvious disadvantage is damaging the child’s self-esteem. In Chinese parenting, parent tends to employ punishment than admiring. For instance, when the children got B at examination, Western family will give the child a lot of encourage and tolerance . On the other hand, Chinese family will penalize her sons or daughters, as they think the child must not work hard enough. Those parents may shame their child or call them useless or garbage (Chua, 2011). It would directly affect children psychological growth. If children always take punishment without praise or appreciation, they would have low self-esteem. They will not have motivation to improve because their parent have ridiculously high standard. Whenever they do a great job, they also think that is their responsibility. The more conflict and less cohesion in a teen’s family, the more likely they were to have poor mental health. † (Pappas, 2012, Para 5). Finally, the children not only do not have high achievement but also low self-identification. Secondly, another shortcoming of tiger mum’s parenting way is restricting the teenager own critical thinking and creativity. Those adolescent only follow their parent order and desire from their young generation. Due to the parent ponder the younger are not mature enough to decide a right path (Peg Streep, 2009). Hence, their parents would arrange a very dense schedule for their children to observe. As time goes by, the juvenile will become as a machine or robot because they do not have critical thinking and creativity in their daily. They are not allow to choose their own choices. Everything must obey by their tiger parents. As a result, their children could not individually determine and propose new ideas. When they growth up, they cannot easily be promoted to higher position as they not well-equipped in this area. Moreover, it is no exaggeration to issue that the adolescent who raising by Chinese parenting is lacking social skills, those adolescent have required fulfilling the schedule designed by their parent’s. According to Amy Chu (2011), she has very strict parenting to raise her daughter. She does not permit her daughters to have their liberal leisure time to watch television or play computer games, even does not allow them to participate in redundant extracurricular activities instead of playing violin or piano. Her daughter can hardly to meet their friends and play together. Also, she commands her offspring to maintain outstanding academic result. Every test and examination grade is greater than A. Those children do not have any spare time to chat and play with friends. They cannot practice their social skills such as conversation skills, social perception skills and emotional control skills. It is vital for them to work in the future as it could affect the relationship between you and your supervisor or colleague (Lee, 2000). It is truthfully to say that without social skills would not have a great prospect Tiger mum expect their children to have great academic result to enter famous college. Nevertheless, in Tiger mum parenting way cause the children to become low self-esteem, stereotyped and lack of social skills. In the child grow up period, it is very important for them to cultivate these vital factors. In current years, Andy Leung, a Chinese University Of Hong Kong master had an outstanding academic result, but he was absolutely failed in his social skill. He also cannot find a job after interview more than 200 times. It proof that Tiger mum’s parenting way does not mean that the children can have brightened future. Parents have responsibilities that are unique to parenthood, providing guidance and discipline for their teenagers. But they also gave a responsibility to respect their teens and treat them as persons having equal human worth and dignity. As the old saying goes that â€Å"all children are ifted†, parents should give more support and encourage for their offspring instead of pushing highly expectation on their child. It only makes the case worse and worse. It is a golden opportunity for parents to think twice how to up bring their child is the best. Reference List: â€Å"Battle Hymn of a Tiger Mom† ,Amy Chu, Penguin Press, 2011 â€Å"Nurturing Succes s: Successful women of color and their daughters†, Essie E. Lee, 2000 â€Å"Mean Mothers†, Peg Streep, 2009 â€Å"Study: ‘Tiger Parenting’ Tough on Kids†, Stephanie Pappas, 2012 http://www. livescience. com/18023-tiger-parenting-tough-kids. html How to cite Tiger Mum, Papers Tiger Mum Free Essays In recent year, a book â€Å"Battle Hymn of a Tiger Mom† written by Amy Chu have arouse public attention. It evoked general public’s vivid discussion about choose the Chinese or Western parenting way. Tiger Mom is denote to the aggressive moms, albeit originally it referred to Chinese mothers, since those parents succeed in raising extraordinary academic achievers’ children. We will write a custom essay sample on Tiger Mum or any similar topic only for you Order Now Tiger mum boost her offspring to be the best. She put all the effort to her son or daughter. Taking Amy Chu as an example, she is a typically â€Å"tiger mum†. She has two daughters who both are outstanding at academic and instruments. Chu (2011) claim that the main reason of her daughters having various achievements as she choosing Chinese parenting ways to raise her offspring. However, Chinese parenting way also exist several drawbacks. A Tiger mum does not equal a better future of child Firstly, the most obvious disadvantage is damaging the child’s self-esteem. In Chinese parenting, parent tends to employ punishment than admiring. For instance, when the children got B at examination, Western family will give the child a lot of encourage and tolerance . On the other hand, Chinese family will penalize her sons or daughters, as they think the child must not work hard enough. Those parents may shame their child or call them useless or garbage (Chua, 2011). It would directly affect children psychological growth. If children always take punishment without praise or appreciation, they would have low self-esteem. They will not have motivation to improve because their parent have ridiculously high standard. Whenever they do a great job, they also think that is their responsibility. The more conflict and less cohesion in a teen’s family, the more likely they were to have poor mental health. † (Pappas, 2012, Para 5). Finally, the children not only do not have high achievement but also low self-identification. Secondly, another shortcoming of tiger mum’s parenting way is restricting the teenager own critical thinking and creativity. Those adolescent only follow their parent order and desire from their young generation. Due to the parent ponder the younger are not mature enough to decide a right path (Peg Streep, 2009). Hence, their parents would arrange a very dense schedule for their children to observe. As time goes by, the juvenile will become as a machine or robot because they do not have critical thinking and creativity in their daily. They are not allow to choose their own choices. Everything must obey by their tiger parents. As a result, their children could not individually determine and propose new ideas. When they growth up, they cannot easily be promoted to higher position as they not well-equipped in this area. Moreover, it is no exaggeration to issue that the adolescent who raising by Chinese parenting is lacking social skills, those adolescent have required fulfilling the schedule designed by their parent’s. According to Amy Chu (2011), she has very strict parenting to raise her daughter. She does not permit her daughters to have their liberal leisure time to watch television or play computer games, even does not allow them to participate in redundant extracurricular activities instead of playing violin or piano. Her daughter can hardly to meet their friends and play together. Also, she commands her offspring to maintain outstanding academic result. Every test and examination grade is greater than A. Those children do not have any spare time to chat and play with friends. They cannot practice their social skills such as conversation skills, social perception skills and emotional control skills. It is vital for them to work in the future as it could affect the relationship between you and your supervisor or colleague (Lee, 2000). It is truthfully to say that without social skills would not have a great prospect Tiger mum expect their children to have great academic result to enter famous college. Nevertheless, in Tiger mum parenting way cause the children to become low self-esteem, stereotyped and lack of social skills. In the child grow up period, it is very important for them to cultivate these vital factors. In current years, Andy Leung, a Chinese University Of Hong Kong master had an outstanding academic result, but he was absolutely failed in his social skill. He also cannot find a job after interview more than 200 times. It proof that Tiger mum’s parenting way does not mean that the children can have brightened future. Parents have responsibilities that are unique to parenthood, providing guidance and discipline for their teenagers. But they also gave a responsibility to respect their teens and treat them as persons having equal human worth and dignity. As the old saying goes that â€Å"all children are ifted†, parents should give more support and encourage for their offspring instead of pushing highly expectation on their child. It only makes the case worse and worse. It is a golden opportunity for parents to think twice how to up bring their child is the best. Reference List: â€Å"Battle Hymn of a Tiger Mom† ,Amy Chu, Penguin Press, 2011 â€Å"Nurturing Succes s: Successful women of color and their daughters†, Essie E. Lee, 2000 â€Å"Mean Mothers†, Peg Streep, 2009 â€Å"Study: ‘Tiger Parenting’ Tough on Kids†, Stephanie Pappas, 2012 http://www. livescience. com/18023-tiger-parenting-tough-kids. html How to cite Tiger Mum, Essay examples

Project Management Toolsets of Project Management †Free samples

Question: Discuss about the Project Management Toolsets for Usage of Project Management. Answer: The Toolsets described by Project Managers and their Benefits and Limitations Risk Management This toolset consists of items that tend to form a coherent group and they all are directly related to the risk management. It proves to be beneficial in identifying the risks, ranking the risks and then planning the strategies to either avoid the risk or mitigate the risks identified (Besner Hobbs, 2006). However it is a complex process of assigning the responsibility for high ranked risk to a risk owner and then representing the risk information on the graph for analysis. Basic Project Management Software Functionalities This toolset is intended towards meeting the specific needs and the functionalities are grouped into two forms. One form involves the basic functions whereas the other form involves the advanced functions. The project management software used for monitoring the schedule and task scheduling do not require much support from the organization and so they can be used independently by the practitioners. However it also involves some complexities like the project management software used for scheduling the resources is complex and requires organizational support. Advanced Project Management Software Functionalities The items incorporated in this toolset are more difficult to use since it demands organizational initiative to implement a system in order to support such functionalities (Blomquist et al., 2010). However, once an organization implements the system to use any one of functionalities, the addition of other functionalities become easy. Multiproject Management This toolset involves the items that are capable of managing multiple projects at the same time. However the use of this toolset mainly depends upon the resources that are available to the organization. Databases This toolset demand a technological infrastructure and thus requires high support from the organization (Bani Ali et al., 2008). However if the organization successfully implements the database system, it becomes easy for the organization to use the infrastructure for different needs. Initial Planning This is most widely toolset since it involves activities that are carried out during the initial plan of the project. It is a complex process that needs to be accomplished efficiently since a single mistake in this phase can drive the project out of track. Bidding and fixed price contracts This toolset is mainly centered upon contract administration in general and fixed price contracts in particular. However it is also the fact that the items incorporated in these toolset posses the highest variance in terms of usage. Business case definition This facilitates the project sponsor in securing the necessary support and the resources from the top level of the organization (Dai et al., 2004). The tools and techniques incorporated in this set exhibits moderate level of use. Business benefits measures This toolset emphasizes upon the financial metrics of valuating the project. However it mainly emphasizes upon the medium term post evaluation of the success of the project rather than short term efficiency. Baseline change management This toolset puts forward the fact that the change management mainly depends upon the baseline identification and it should be related to the initial approved plan (Besner Hobbs, 2008). Network planning average This is among the least used toolset. However in comparison to the initial planning toolset, it involves the tools that are time related, mathematical and analytical in nature. Financial evaluation This toolset is effective in cases where costs and revenues involved in the project are readily measured. However in case of projects where the benefits are less easily measured, this toolset cannot be used. Team management This toolset is used extensively but it does not put forward the importance of the human role in project management and the impact of the human on the projects (Collins, 2011). Variable price contract The administration of this toolset requires careful specification of the requirements and also requires close monitoring of the performance. Again, the cost plus contracts are to some extent more common in project management but it also re quires close monitoring of the performance. Project closure This toolset facilitates in analyzing the satisfaction of the client once the project has been completed and it also facilitates in analyzing the quality achieved. Monitoring progress This is the most fundamental function of the project management and this toolset consists of the tools that are most extensively used in almost all the contexts while monitoring the progress of the project. Project analysis This toolset facilitates in analyzing the undertaken project to identify its success or failure and it is also the fact that each element of this toolset can be looked upon as a toolset in itself (Maylor, 2010). Cost estimation It facilitates in analyzing the cost involved in the project and the tools involved are easy to use. Quality This facilitates in analyzing the whether the project that has been completed has met the quality standards or not. Project Management Toolsets employed While working as a project manager in my current organization, I was in charge of a the project to successfully implement the ERP software for functional departments like the inventory, finance and HR department with a limited budget and limited time without hampering the other operations within the organization (Mehta, 2007). Thus while accomplishing the project, it emphasized upon employing various tool sets as follows: Initial Planning This facilitated me in planning the entire project i.e. the team to be formed, the resources required and the blueprint of the project. Risk Management This facilitated in analyzing and identifying the potential risks that I might encounter while accomplishing the project and thus plan the strategies accordingly. Team management This facilitated me forming the required team that included the project manager, SAP consultants, database administrator, SAP GUI designer, SAP consultants and the members from the functional departments and thus leading the team efficiently. Network planning average This facilitated me in planning the activities that need to be accomplished (Besner Hobbs, 2006). Financial evaluation This facilitated in setting the budget for the undertaken project (Patel, 2008). Project closure It facilitated in analyzing the satiation level on the part of the project stakeholders through survey. Quality It facilitated analyzing the whether the project accomplished meet the specific quality standards and requirements or not. Toolsets helpful in Managing Global Projects The toolsets that are helpful in managing global projects include the following: Initial planning Business case definition Team management Financial evaluation Toolset that have been used in Project Management Initial Planning Toolset The initial planning toolset mainly consists of the following items: Kick-off meeting Milestone planning Scope statement Work breakdown structure Project charter Responsibility assignment matrix Communication plan As per the article by Benser and Hobbs, (2008), the items involved in this toolset have high level of usage in the project management and the average level of use of the toolset is the highest among all the toolsets. So this toolset can be compared to the Swiss Army knife of planning and this is mainly because of the fact that it emphasize upon integrating the scope, time, communication and the responsibility planning tools that are most common in the initial phase of project planning. The project charter facilitates the project manager with the authority to conduct the project. It tends to integrate the several outputs of the other tools of the present set. Categorization or Classification of the Initial Planning Toolset The initial planning toolset can be categorized into different activities that include: Kick-off meeting It facilitates in discussing the entire project with the top management of the organization and the team members and then agree upon the budget and time frame together with the specific requirements and the quality standards. Milestone Planning The milestone planning proves to be beneficial in setting short term goals which facilitates in assessing the progress of the project (Bani Ali et al., 2008). Scope statement This facilitates in setting and determining the project goals, the deliverables, the deadlines and the costs involved. Work breakdown structure It facilitates in dividing the entire project into set of activities i.e. setting the activities that need to be carried out efficiently for the successful completion of the undertaken project. Project charter This facilitates the project manager with the authority of conducting the project (Niebecker et al., 2008). Responsibility assignment matrix This proves to be beneficial in assigning the team members with their respective responsibilities. Communication plan This facilitates in determining the line of authority within the project team for effective communication. The above classification of the toolset facilitates in meeting the specific requirements of the project so that the goals and objectives can be achieved successfully. Benefits and Limitations of Initial Planning Toolset The initial planning toolset facilitates in laying down the foundation i.e. the base of the project. Again it facilitates in discussing the analyzing the specific need of the orgaznaition and putting forward the solution that initiates the need to undertake the project (Papke-Shields et al., 2010). As for example, in case of above mentioned ERP implementation project, the situation that was identified was the organization used to invest a huge cost in managing and stocking its inventory and it also failed in delivering the right products to the right place at the right time leading to business loss. Thus in order to manage this problem, the toolset was used to propose the ETP project. It also facilitates in setting the project objectives as in this case some of the objectives were to deliver high quality products to the consumers on time, to minimize the cost involved in inventory management and etc. and this keeps the team focused. It facilitates in defining the scope of the project that proves to be beneficial in reducing the anxiety and uncertainty on the part of the employees and thus reduces the resistance to change (Thamhain, 2007). On the other hand in case of limitations, it can be said that it is a complex process and involves time and effort from both the team members and the management of the organization. Efficiency and expertise is required since even a single mistake in planning the project might lead to undesirable outcomes. Strategy to overcome the limitation In order to overcome the limitation of the initial planning toolset i.e. the requirement of the expertise and efficiency, the management and the project team should emphasize upon conducting meetings to discuss the various aspects of the project. As in case of ERP implementation, I emphasized upon conducting regular meetings with the management to understand their specific requirements together with involving the team members so that they also become aware of what is required. The communication need to be effective so that there does not exist any uncertainty or confusion and t he team members should be encouraged to take active participation in the decision making process and put their feedbacks since it would lead to the development of innovative ways to accomplish the project objectives (Pinto Slevin, 2006). References Bani Ali, A. S., Anbari, F. T., Money, W. H. (2008). Impact of organizational and project factors on acceptance and usage of project management software and perceived project success. Project Management Journal, 39(2), 533. doi: 10.1002/pmj.20041 Besner, C., Hobbs, B. (2006). The perceived value and potential contribution of project management practices to project success. Project Management Journal, 37(3), 3749. Besner, C., Hobbs, B. (2008). Discriminating contexts and project management best practices on innovative and noninnovative projects. Project Management Journal, 39(S1), S123S134. doi: 10.1002/pmj.20064 Blomquist, T., Hllgren, M., Nilsson, A., Sderholm, A. (2010). Project-as-practice: In search of project management research that matters. Project Management Journal, 41(1), 516. doi: 10.1002/pmj.20141 Collins, R. (2011).Project management. New York: Nova Science Publishers. Dai, C. X., Wells, W. G. (2004). An exploration of project management office features and their relationship to project performance. International Journal of Project Management, 22(7), 523532. Maylor, H. (2010).Project management. Harlow, England: Financial Times Prentice Hall. Mehta, R. (2007).Project management. Jaipur: Aavishkar Publishers. Niebecker, K., Earger, D., Kubitza, K. (2008). Improving cross-company project management performance with a collaborative project scorecard. International Journal of Managing Projects in Business, 1(3), 368386. Papke-Shields, K. E., Beise, C., Quan, J. (2010). Do project managers practice what they preach, and does it matter to project success? International Journal of Project Management, 28(7), 650662. doi: 10.1016/j.ijproman.2009.11.002 Patel, V. (2008).Project management. Jaipur, India: Oxford Book Co. Pinto, J. K., Slevin, D. P. (2006). Critical factors in successful project management. IEEE Transactions of Engineering Management, 34(1), 2227. Thamhain, H. J. (2007). Integrating project management tools with the project team. Paper presented at the 29th Annual PMI Seminars and Symposium, Long Beach, CA.

Choosing Language Flashcard

Choosing Language

prison essays

prison essays Today American correction facilities experience a crisis of epic proportions. United States prisons and jails house inmates in record numbers with no relief. This situation leads many to suggest that overcrowding in prisons constitutes an important issue facing American correction reform today. One way to deal with overcrowded prisons is to enforce the death penalty. According to David Davis, infliction of the death penalty for certain secular crimes, such as murder and robbery, associates historically with the rise of the modern state (23). He also states, in England the death penalty was rationally defended as a means for protecting the kings peace (23). Capital punishment dates back to 1787, where tactics were used such as decapitation, firing squads, and hangings. Just recently death penalties were carried out by means of electrocution and lethal injection. Enforcing capital punishment ensures a means of reducing recidivism for those who commit heinous crimes. Heinous cr imes that consist of proven murders, terrorist situations, and rape deserve the death penalty. Increasing capital punishment promotes the reform of prisons by reducing recidivism, increasing deterrence, and decreasing prison population. Overcrowded prisons constitutes a major problem for American correction facilities today. Capital punishment relieves the problem of overcrowded prisons. The Orange County register reports, the U.S. prison population increased by 100,000 inmates in 1997, to more than 1.7 million in twelve months (15). In the year 1975, when the death penalty was deceased, crime rates skyrocketed (Orange County Register 15). High-populated prisons present health problems also. AIDS constitutes one major health problem in prisons today. According to Lynn Goodnight, rape is a potential effect of overcrowding (56). Inmates that dont practice safe sex cost the penal system millions a year in doctor bills. ...

Several authors have conceptualized change as a planned, sequential Essay

Several authors have conceptualized change as a planned, sequential process. What are the strengths and the limitations of these - Essay Example Technology has made it necessary for organizations to embrace change a great deal. The planned and sequential change has its own strengths and limitations. Types of organizational change Irgens, E. J., 2009. Institutional Bridging: Change Projects as Creators and Carriers of Knowledge. Knowledge Management Research & Practice, 7(2), pp.162-171 According to Irgens (2009, p.168), there are various types of change that can occur in an organization. There is the mission change, which occurs when an organization changes its goals. This is driven by the market trends and the current technological advancements. The strategic changes mainly focus on the fundamental key issues of the strategic planning of the organization. Operational changes may also occur and they result into a transition of the manner in which organizational tasks and operations are carried out. This type of change also includes structural changes. Technological change is another critical aspect in any organization. It inc ludes the change of the technological infrastructure, such as the software, hardware, other technological resources including the personnel and anything related to technology. Furthermore, the change in organizational culture is a significant element in any organization. ... International Journal of Operations & Production Management, 23 (5/6), p. 546. According to Bamford & Forrester (2003, p.546), by carrying out change in a sequential and planned process, the following benefits can be obtained. First and foremost, it leads to an effective communication which ensures that all the stakeholders and the departments in an organization are effectively informed of the reasons for change and why it is important for them as individuals and the organization at large. This leads to a successful implementation of the changes that are to be conducted whether operational, strategic, cultural, and technological among others. The models also ensure that effective education, training, and upgrading schemes are devised. This is very important especially when the process is effectively and efficiently planned as it makes the staff ready and prepared to take up the change. With the necessary training and development of skills among all the stakeholders, readiness to take up the process is cultivated among them. Moreover, when the change is conducted in a planned and sequential manner, the resistance from employees is countered. If this change is abrupt, it is certain that there would be a lot of resistance coming from employees. Its sequential and planned approach alleviates the organization from this dilemma. Besides, it alleviates fears that come with it. Quite often, change is associated with fear. People want to remain the way they are. They are happy and contented as they are. Abrupt changes can mean substantial amount of fear in an organization. As such, conducting it in a planned and sequential manner is welcome and highly appropriate for any organization. Pavlak, A., 2004. Project Troubleshooting: Tiger Teams for Reactive Risk

Strategic Alliances in the Airline Industry Essay

Strategic Alliances in the Airline Industry - Essay Example Most researchers have argued that (e.g. Cummins & Xie 2007) firms with relatively high returns on equity, capital and larger market shares are more likely to be acquirers, while those with low return on equity and financially vulnerable firms are more likely to be targets. In finance, it is a common practice to view mergers and acquisitions as manifestations of the market for corporate control. Much of foreign direct investments usually take the form of mergers and acquisition and according to Reis & Head (2005), two-third of FDI that took place between the periods of 1987-2001 was in the form of mergers and acquisition. With their relative advantage of capital, technology, and managerial resources that would otherwise not be available to the host country or other domestic firms, FDIs are often seen as monopoly because of their economic, technology and managerial advantage they posses. Subsequently, host countries enjoy these benefits and costs that otherwise is unavailable to domestic firm. Against this background, this paper seeks to provide an answer to the following research questions What has been the nature of strategic alliances at the airline industry How strategic Allainces in the airline industry does affect Human resource Management issues What are the potential benefits and costs associated with strategic alliances in the airline industry Are strategic alliances in the airline industry worth the trouble 1.1.2 Research Purpose and Objectives This paper is aimed at reviewing strategic alliances in the airline industry, the reasons or motives behind their pursuance and the human resource management issues that firms may face. It starts by reviewing strategic alliances and then proceeds to drawing a line between them. Other objectives will include To analyse and evaluate potential costs and benefits associated with strategic alliances at the airline industry. To find out and states the various ways through which strategic alliances at the airlines industry affect human resource management issues. The research will also seek to understand if strategic alliances at the airlines industry are worth the trouble. 1.1.3 Importance and Rational of Study Going through previous research within the area I realised, resources mastery and understanding of research subject area are necessary for writing a good research paper. I also came to realise through examination of what others have written on merger and acquisition, little or nothing has been said on the impact of mergers on human resource ma

Jack Finney's Time and Again Essay Example | Topics and Well Written Essays - 1000 words

Jack Finney's Time and Again - Essay Example The novel itself contains pictures and drawings that show buildings and monuments of 1882 New York City, thus, making it an interesting read for the reader. This paper analyzes Finney’s description of life in past and present, with a personal reflection at the end. The novel portrays that life was much simpler in 1882 New York City. The reader comes to know that Si, through an arrangement of self-hypnosis and well managed environmental control, travels into the past. Everything seems so simple, but the events occurring are quite disturbing, with Pickering as the antagonist. The photographs and drawings of that era show that Si finds it very appealing as compared to the present era. According to Si, â€Å"The faces are different† (Finney). This is a statement that encompasses every change that the period between past and present has seen. Si observes a lot of farming on Manhattan. The Dakota and Museum of Natural History are standing alone without any hurly burly renovat ions. The arm of the Statue of Liberty is resting on itself in the Madison Square. Si is enchanted with the simplicity of the fashionable Ladies’ Mile of Broadway. He enjoys the jingling of the sleigh bells in Central Park. There are no vehicles, no automobiles, no planes, and no computers. The food is much better. Finney, through his character Si, shows much attraction toward the era of 1880s, when there was no hustle bustle of modern technologies and nuclear developments. Finney is not very glad with the anarchy of the 1960s, where he experiences that everything is falling apart. Si brings Julia to 1960s, where she is surprised to see how many changes time has brought to history and to the world. Si tells her how vulnerable everything has become, and there are many places where common law-abiding citizens cannot even dare to go. â€Å"A group of young Negroes was walking toward Lex, so I didn’t hang around to encounter them and explain how fond I’d always bee n of Martin Luther King† (Finney), which is the statement that portrays fear that inculcates itself into the hearts and minds of all common men. Si tells Julia about the anarchy and chaos that has changed time into a poisonous mayhem, where past seems like an alien phase. To Finney, 1880s era is very calm and soothing; and, through the character of Si, he assures that he would have very comfortably lived in that era where everyone had a special place in society, not like the complicate era of 1960s. However, there are some aspects of 1880s which Finney is not at all happy about. He thinks that that era was void of proper healthcare, as, for example, doctors did not have the concept of antibiotics. Smallpox was common. Poverty, corruption, and vicious brutality were there. Finney writes: On the streets of the eighties I saw human misery, as you see it today; and depravity, hopelessness, and greed; and in the faces of small boys on the streets I saw the premature hardness you se e now in the faces of boys from Harlem. But there was also an excitement in the streets of New York in 1882 that is gone. These lines are a complete depiction of what Finney thinks is better about 1880s, and what he think is bad. I believe that Finney has very correctly portrayed the pictures of past and present in his novel. Time has changed, but has brought with it so much advancement that has benefitted the world in many ways. I believe that both the past and the present have their plus and

How leaders enlist and enable others to act

How leaders enlist and enable others to act Leadership is a relationship between those who aspire to lead and those who choose to follow (Kouzes et al., 2007). Leaders must master the dynamics of this relationship. They must learn how to mobilize others to want to struggle for shared aspirations. This means that leaders need to acquire the understanding, skills, and experience to collaborate successfully. Within this context, leaders move away from being the sole decision maker to involving others such as staff, and community members in the decision making process. I have looked deeply into the leader-constituent relationship. Through case analyses, books and journal articles, I have discovered that leaders at all levels follow rather similar paths as they guide others along pioneering journeys. By these studies, I was able to identify one of the most important practices common to most leadership achievements that is enabling others to act. This practice has stood the test of time, and it is available to anyone, in any organization or situation, who accepts the leadership challenge. This essay discusses the broader study that focused on collaboration in order to contextualize and highlight the findings related to the affective elements of collaborative leadership. The essay examines how the leader supports collaboration in their organisation to enlist and enable others to act and analyses the emotional competencies involved in. Finally, consideration is given to how leaders might be supported in the development and acquisition of the key skills required for affective leadership in their organisation. This essay also highlights the data related to how the leaders support collaboration. It specifically describes the perceptions that leaders and other stakeholders had regarding the role of the leader in fostering collaboration. The essay includes the description of behaviours exhibited by leaders and perceived by participants in the study as supporting collaboration. The purpose of the essay is to analyse these collaborative behaviours in terms of their emotional component. It is important to note that the goal of this study was not to examine emotional competencies of leadership. Data related to the affective domain of leaders work emerged as significant findings of the research question. Enlist others in a common vision by appealing to shared aspirations Motivation is what drives individuals to work in the way they do to fulfill goals, needs or expectations. These are numerous, varied and changing. (Bush, T. et al, p237) People can imagine an exciting, highly attractive future for their organization. Leaders may be driven by their clear image of possibility and what their organization could become. In this case, leaders passionately believe that they can make a difference. They create the way that no one else has ever produced. They uplift peoples spirits with an ennobling perspective about why they should strive to be better than they are today. This means that to create an organised movement as well as significant change, leaders need to enlist others. They also must appeal a shared aspiration because people will not follow until the vision is accepted as their own. Leaders must speak others language to enlist them in a vision. Leaders not only understand peoples needs but also have their interests at heart when they are to sign up for journeys into the future. Leaders breathe life into visions through vivid language and an effective style. Their own enthusiasm and excitement are contagious and spread from the leader to constituents. Their belief in and enthusiasm for the vision are the sparks that ignite the flame of inspiration. (Kouzes et al. 2007, p. 16-18) Breath life into your vision and align your dream with the peoples dream According to Kouzes et al. (2007) and Hallinger et al. (2002), people desire to do something that can make a profound difference to the future of their families, friends, and communities and their life as well. Therefore, leaders not only show the directions and set the standards but also effectively communicate a vision. Visions are about our strong desire such as ideals, hopes, dreams and aspirations to achieve something great. In communicating shared visions, leaders need to make them meaningful by awakening dreams, breathing life into them, and arousing the belief that they can get extraordinary things done before bringing these visions into the conversation. In order to make their visions become true, leaders need to keep people focused and excited about the meaning and significance of their work. Leaders have to animate the vision and make manifest the purpose so that others can see it, hear it and feel it. It is not leaders dream alone but is the peoples vision. Hall (2002) shows that they need to show how their individual and collective efforts could make a positive difference and make sure that each team member could repeat the vision not just by rote but also from the heart. This would enable them to realize these aspirations and make all people have the power within themselves to accomplish whatever they desire. Expand your communication and expressiveness skills to animate the vision Kouzes et al. (2007), Shriberg et al. (2005), Green (2000) and Ginsberg et al. (2003) show that to enlist others and arouse them to go decisively forward, leaders not only appeal to their ideas, animate the vision and breathe life into it but also help them understand how their own interests and dreams are aligned with the vision. The constituents will become internally motivated to commit their individual energies to its realisation if leaders recognise that their enthusiasm and expressiveness are indispensable factors in their efforts to generate commitment in their constituents. People always desire to work more effectively and find out the fastest way to achieve their common goals but it will be very difficult if the visions are not images in their mind. Therefore, to enlist others and inspire a shared vision, leaders must be able to paint word pictures that best portray the meaning of their vision and that others get a natural mental image of what things will be like in the future. To find the ways of giving expression to their collective hopes for the future, leaders face some challenges. Firstly, extraordinary things are often very difficult to get for leaders and their constituents. They may be dispirited while facing these difficulties. In this situation, leaders must recognise that their constituents look for them to demonstrate an enthusiastic and genuine belief in their capacity and supply the means to achieve and express optimism for the future to remain passionate despite obstacles. These mean that their vital tasks are to foster team spirit, breed optimism, promote resilience as well as renew faith and confidence. Thus, leaders must look the situation at the bright side and keep hope alive. They must strengthen their constituents belief that lifes struggle will produce a more promising future. (Kouzes et al. 2007, p. 147) Secondly, in mobilizing people to struggle for shared aspirations, their intensive enthusiasm is required to generate. Consequently, leaders are responsible for the energy of authentic excitement in their organization. They need to add more emotion by using all means of verbal and nonverbal expression to their words and their behavior to communicate with their constituents because it really makes their messages to be more memorable. In addition, the prerequisite to enlisting others in a shared vision is genuineness. The first place to look before taking to others about the vision of the future is in your heart (Kouzes et al., 2007, p. 151). If the vision is not leaders or they do not believe in what they are saying, it will be very difficult for them to enlist the others. As Staler (2005) point out, people identified specific communicative behaviours that the leader demonstrates which can support collaboration in the organisation. However, they felt that listening and openness are particularly important in providing support. Inherently, such behaviour is emotional work. Openness is related to the honest sharing and disclosure of information, both personal and professional. Similarly, Kouzes and Posner (1999) indicate that in order to become fully trusted, we must be open. Furthermore, when the leader takes the risk of being open, others are more likely to take a similar risk, thereby building interpersonal trust. The ability of the leader to foster such a safe environment, to promote and exemplify such a learning model is, in part, an emotional capacity. Foster collaboration by building trust and facilitating relationships In todays virtual organisations, cooperation can not be restricted to a small group of loyalists. It must include peers, managers, customers and clients, supplies, citizens. All those have a stake in the vision. (Kouzes et al., 2007, p. 20). Leaders have to know that to produce the good results people must feel a sense of personal power and ownership. Instead of the command and the control techniques of traditional management, the new effective way to enable others to act is to make people feel strong, capable, and committed by giving the power away. Show trust to build trust Need for trust working together, as Mayer, R. C. (1995) said, often involves interdependence, and people must therefore depend on others in various ways to accomplish their personal and organisational goals. The development of mutual trust provides one mechanism for enabling employees to work together more effectively. The emergence of self-directed teams and a reliance on empowered workers greatly increase the importance of the concept of trust (Golembiewski McConkie, 1975; Larson LaFasto, 1989). In the use of self-directed teams, trust must take the place of supervision because direct observation of employees becomes impractical. Further, a clear understanding of trust and its causes can facilitate cohesion and collaboration between people by building trust through means other than interpersonal similarity. According to Kouzes et al. (2007) and Grint (2003), trust must be at the heart of collaboration. Leaders have to be trust others if they want others to trust them. They can not lead without trust. Therefore, to create a climate of trust, leaders need to be the first to trust by being the first to open up, to show vulnerability and to let go of control. Self-confident and self-disclosure are also required to build interpersonal trust. Moreover, Dinham (2007) point out that leaders must understand that besides sharing information and resources to foster collaboration they need to care for others needs and interests that play a key ingredient to build the team around common purpose and mutual respect. They understand that mutual respect is what sustains extraordinary efforts. If leadership is built on trust and confidence, people will take risks to make changes and movements alive. Leaders have the most significant impact on their organisation, promote cooperative goals and build trust by engaging in frequent conversation. It is impossible for leaders to take their people or their organisation to the next level without meaningful, frequent, and consistent communication. Huber (2002) reveal that a collaborative environment leads to greater satisfaction of individuals within the organisation, and therefore enhances their performance. Yet a collaborative environment does not just emerge because one declares there will now be collaboration. It takes a great deal of trust and respect for this type of synergy to occur. A leader builds this trust by asking and utilizing others input, considering alternative perspectives, allowing others to make decisions, and communicating, communicating, communicating. When employees feel that they are trusted, they will become trustworthy. On the contrary, when individuals feel that they are not trusted, they will exhibit behaviors creating a toxic environment. In the book the Leadership Challenge, Kouzes and Posner point out that trust is the most significant predictor of individuals satisfaction with their organisation. Highly effective leaders recognise that it is not important for them to be right, but rather to listen, take advice, lose arguments, and in some cases follow. Through these behaviors trust is built and performance is maximized. Get people interacting to facilitate relationship The most genuine way to demonstrate your care and interest in others is to engage them in conversation. Frequent conversations build trust while learning about anothers values, interests, concerns, and desires. People do not perform at their greatest levels when in isolation. Shribersg et al. (2005) argue that it is important that an organization provides opportunities to interact whether it is though social events, common meeting spaces, or regular staff meetings. Some leaders may see frequent social opportunities as wasteful or non-productive; the reality is an organization cannot develop shared priorities or reach common goals if there are not opportunities to interact both personally and professionally. In addition, Kouzes and Posner (2007) and Shriberg et al. (2005) showed that a sense of interdependent community in which everyone coordinate their efforts and need the others to be successful is one of the most crucial components to cooperation and collaboration. To bind others into cooperative efforts, a specific reason for being together must be provided by sharing and developing cooperative goals. It is also necessary for leaders to establish and keep the norms of reciprocity and fairness in their mind to improve relationship and decrease stress while working together. While people keeping the common goal in their mind, leaders need to help them to understand that they can not achieve the group outcomes unless they all play successfully their individual parts. People need to know that the long-term benefits of common group are more significant than the short-term benefits of working alone. There are many things that no one can gain on their own, but they can easily accomplish by working together. Moreover, Kouzes et al. (2007) pointed out that: group goals, reciprocity, and promoting joint efforts are all essential for collaboration to occur, but what is critical is positive face-to-face interaction. Nowadays, with the great help from technology people have many ways to connect with the others such as the emails, instant messages, and video conferences. However, the most effective interaction to build trust and promote teamwork is face-to-face conversation frequently. Durable and regular interactions between people make them always remember about how they have treated and have been treated by others. This helps them to have positive feelings on the rest of their group, which may be a solid foundation for success. Some people claim that face-to-face connection takes considerable amount of time, but despite this disadvantage, leaders need to make it one of their leadership imperatives because of the effectiveness it brings to them. Strengthen others by increasing self-determination and developing competence To allow people to feel more powerful and ultimately be more productive, it is critical to increase their ability to influence. This may be done through increasing their signature authority, reducing unnecessary approval steps, eliminating rules when possible, and assigning non-routine jobs. Unfortunately, in many organizations employees are charged with tremendous amounts of responsibility yet are not able to influence their environment to efficiently and effectively get the job done well. Employees must feel that they have the freedom to move around freely and maneuver resources necessary to accomplish an assigned task. (Jill Tomac) Creating a climate in which people are involved and feel important is at the heart of strengthening others. Leaders must make sure that everyone involve in all the group work. They need to listen to the opinions of others carefully and then help them to build up their capabilities as well as update their own information and perspective. When people are trusted and have more discretion, more authority, and more information, they are much more likely to use their energies to produce extraordinary results. (Kouzes et al., p. 21) Moreover, one key to success is that in order to gain respect leaders must also show respect for others. Jill Tomac shows that leaders are those individuals who are not widely known; they have very little interest in placing themselves in the forefront but are quite happy having their successors in the spotlight. In effect, these leaders create stars all around them, allowing others the glory. As a result, each member of the organization is performing at his/her maximum potential and bringing the organisation to new levels of achievement. Leaders recognise the importance of empowering others, through sharing information and assigning responsibility while enforcing accountability. A leaders ability to understand and appreciate others perspectives can be the critical distinguishing factor between a success and failure. Leaders who prefer to work by themselves and do not engage or believe in those around them have great difficulty achieving their goals. They have a tendency to share power and provide choice; allowing others the latitude to make choices and take responsibility. Of course, i t is valuable to provide the expectations, parameters, direction, and skill building needed to be successful. However, beyond that people must feel that they have the respect and trust of their superiors to get the job done. Effective leaders use their power in service to others through strengthening and supporting them. In effect, leaders turn subordinates into leaders themselves enabling people to consider variables, make choices, and act on their own initiative. As Kouzes and Posner state Leaders strengthen others when they give their power away, when they make it possible for constituents to exercise choice and discretion, when they develop competence to excel, when they assign critical tasks, and when they offer visible support. Increase individual accountability to enhance self-determination To help people increase accountability and then enhance self-determination, leaders need to act by following a scientific process. Firstly, as Riley et al. (2003) said, people can not finish their work as their group desire and can not make a difference if they have no freedom of choice about what they do as well as the way that they think fit. Thus, leaders need to help them to recognise their abilities and assign them to roles that they are comfortable by listening to their ideas and suggestions. By this way, every group member can bring value to the whole team and be responsible for their work Secondly, leaders must design work proactively to allow others discretion and choice. It means that people must have the latitude in decisions what they desire and believe should be done in their own creative and flexible ways. By this way, leaders can empower and strengthen others to do their best. Thirdly, personal accountability is a critical factor of collaboration. It seems to be a contradiction between cooperation and personal accountability as some peoples opinions. They argue that they will take less responsibility for their action while working collectively because others do their parts of work for them. Although they have a point in thinking that, their opinions are not true. This is because the team do not accept the slackers unless they increase their own responsibility. People are forced powerfully to do well by the expectations of the rest of their group. Therefore, by promoting collaboration, leaders simultaneously increase individual accountability. (Kouzes et al. 2007). Offer training support to develop competence Leithwood et al. (2003) indicate that when increasing the authority and influence a person has within the organization, it is critical for people to develop the needed skills and knowledge to perform effectively. It is foolish to ask people to begin making decisions or take actions that they have never been assigned before without preparing them to be successful. Through training, coaching, and mentoring staff, they will not only increase their abilities but also their interest and dedication to their work. (Jill Tomac) Valuing people means not only listening to what they have to say or contribute, but taking their input and using it to solve problems or make decisions. To value the contribution of other people, the leader supports the collaborative process by focusing on the interdependent nature of their work (Staler, 2005). However, as noted by Beatty (2000a), and the studies of Blase and Blase (2000), leaders may feel concerned about losing control while letting go of control. Therefore, they need to understand about shared responsibility. Advocacy for collaboration includes the promotion of beliefs, goals, and information about the value of collaboration. A principal advocates for collaboration by conveying the ongoing visible endorsement of, and participation, in collaborative activities (Leonard and Leonard 2001). As previously mentioned, when principals model collaboration they build credibility, because their actions are consistent with their words or they do what they say they will do. However, to set an example, principals need to be clear about their values and beliefs; they must know what they stand for. According to Kouzes and Posner (1999) thats the say part. Advocacy then might take the form of conveying information on the attributes and goals of collaboration or describing the decision making model for implementation. People say that the leaders advocacy for collaboration helps to support the process are in accordance with Gerbers view (1991: 48), that effective advocacy puts collaboration on the launching pad for take-off in the school. Goleman (1998) introduced the term emotional competency to describe learned, job-related capabilities or skills that individuals develop based upon their emotional intelligence. As Goleman (1995) identified, five domains of emotional intelligence are self-awareness, managing emotions, motivating oneself, empathy, and adeptness in relationships. People agreed that in collaboration, workplace skills related to emotional intelligence are required leadership competencies. Staler (2005) show that to understand others, leaders need to actively listen to their ideas and sympathise with their feelings, perspectives and concerns. In other word, the artful skill of understanding another persons perspective depends upon a communication skill such as emotional competencies. Emotional self-awareness that is also identified to relate to competencies is a crucial skills in collaboration. According to Goleman (1998), people who know their emotions engage in accurate self-assessment, and have a strong sense of their own self-worth. Having the courage to speak out is an emotional competency based on self-confidence. The development of self-awareness meant discovering their own voice and coming to their own sense of power. It also means that in a collaborative situation people need to recognise the strengths that they bring to the group (Slater, 2005). In addition, Options, latitude, and accountability fuel peoples sense of power and control over their lives. Yet as necessary as enhancing self-determination is, it is insufficient. Without the knowledge, skills, information, and resources to do a job expertly, without feeling competent to skillfully execute the choices that it requires, people feel overwhelmed and disable. (Kouzes et al. 2007). Without education, training and coaching to develop their skills, people may not know how to exercise their knowledge to operate their critical tasks because they are scared of making mistake. Therefore, leaders not only increase the latitude and discretion of their constituents but they also need to raise expenditures on training. This means that the group members need be understood and then to receive training in both basic and expert skills and problem-solving techniques. These investments will develop peoples competences and foster their confidence. They may be more qualified, more capable and more effective in taking their part of common work. Basing on understanding how the contextual factors of others jobs perform to designed their works to help them know what is expected of them is another important way that leaders can strengthen their constituents. Thus, leaders must to: provide sufficient training and technical support so that people can complete their assignments successfully. Enrich their responsibilities so that they experience variety in their task assignments and opportunities to make meaningful decisions about how their work gets accomplished. Create occasions for them to network with others in the organisation. Involve them in programmes, meetings, and decisions that have a direct impact on their job performance. (Kouzes et al. 2007, p. 264) Conduct coaching conversations to foster self-confidence As Kouzes et al. (2007) said, without adequate self-confident, people can not convince to take challenges. They will feel powerless to make choices and to face opposition because they do not believe in their skills as well as they are not sure to make decisions. The lack of self-confident also leads to the lack of self-determination. Therefore, fostering the confidence for people to accomplish their tasks is critical in the process of strengthening others. Similarly, Gold (1998) and Northouse (2010) point out that leaders must take a careful look at what people are doing and communicate to them that they can be successful if they persevere in their works. It is true that by helping people learn from their skills and experiences, leaders act as coaches. If coaching occurs regularly, people will become more capable because of being encouraged to broaden their skills and experiences. Jill Tomac indicates that to foster self-confidence, leaders create stars all around them. Rather than shine the spotlight on themselves, they sing the praises of others. Effective leaders need to find out what others doing well, then thank them for their contribution, and finally sharing it with others. CONCLUSION Evidences in this essay reveal the need for leaders to enlist and enable others to act in the process of collaboration. To this end, leaders need appropriate professional development of the fundamental abilities that are required in facilitating groups, reaching consensus as well as team building. In this way, leaders must develop new skills, behaviours, and essential knowledge. Firstly, to enlist others, leaders breathe life in to the shared vision that is meaningful to them. They make people feel proud to be a part of extraordinary common work. Secondly, to foster collaboration, leaders must create a climate of trust and facilitate effective relationship by getting people interacting. They must develop cooperative goals to make senses of collective purpose. Thirdly, to strengthen others, leaders have to extend power and responsibility to them. They develop others competence and confidence as well as enhance self- determination by offer training and coaching support. Accordingly, this essay has explored a crucial practice of leaders that is to enable others to act, in which collaboration is the central component. Understanding and managing the emotional aspects of the collaborative process is a challenge for leaders who wish to work in collaborative ways. The success of collaborative reform efforts and the improvement of organization performance rely on the leaders skilful implementation of the collaborative process. Consequently, further studies that examine the emotions of leadership would enhance our understanding of how leaders competencies in the affective domain can be used to build the capacity for leading in the modern time.

The Message in The Prince :: Machiavelli Prince

The Message in The Prince The Prince, written by Niccolo Machiavelli, is one of the first examinations of politics and science from a purely scientific and rational perspective. Machiavelli theorizes that the state is only created if the people cooperate and work to maintain it. The state is also one of man?s greatest endeavors, and the state takes precedence over everything else. The state should be one?s primary focus, and maintaining the sovereignty of the state one?s most vital concern. The state is founded on the power of its military. Therefore, a strong military is vital to maintaining the state. Machiavelli believes that men respect power, but they will take advantage of kindness. He believes that when given the opportunity one must destroy completely, because if one does not he will certainly be destroyed. The prince should lead the military, and he has to be intelligent. An effective politician can make quick and intelligent choices about the problems that constantly arise before him. He must also h ave virtue, which means he is strong, confident, talented, as well as smart. A prince cannot be uncertain, because uncertainty is a sign of weakness.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Fortune controls half of human?s actions, and man?s will controls the other half. Virtue is the best defense for fortune, and virtue must be used in order to keep fortune in check. The prince must take advantage of situations based solely on if it is best for the state. He should choose his decisions based on contemporary and historical examples. A prince cannot consider whether his acts are moral or immoral, and he instead must act in an unbiased manner for the state. Also, it does not matter how the state achieves its goals, as long as these goals are achieved.   Finally, regardless of the personal morality involved, the prince should be praised if he does good for the state and berated if he hurts the state. Machiavelli?s principles have widespread influence, and they are quite similar to some of Thomas Hobbes ideas in Leviathan.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Machiavelli has a very low opinion of the people throughout history.   In general, he feels that men are "ungrateful, fickle, liars, and deceivers." "They shun danger and are greedy for profit; while you treat them well, they are yours. They would shed their blood for you ? but when you are in danger they turn against you." Machiavelli basically has little respect for the people, and he feels as though they have not earned much either.