Strategies that Motivate Students Connected to Proverbs

Strategies that Motivate Students Connected to Proverbs A proverb is A proverb is a short, pithy statement of a general truth, one that condenses common experience into memorable form. Although proverbs are cultural statements, marking a particular time and place for their origin, they reflect the universal human experience. For example, proverbs are found in literature, as in Shakespeares Romeo and Juliet â€Å"He that is strucken blind cannot forgetThe precious treasure of his eyesight lost† (I.i) This proverb means that a man who loses his eyesight-or anything else of value- can never forget the importance of what has been lost. Another example, from  Aesop Fables  by Aesop: We should make sure that our own house is in order before we give advice to others. This proverb means we should act upon our own words, before advising others to do the same. Motivating students with Proverbs There are multiple ways to use proverbs in the 7-12 grade classroom. They can be used to inspire or to motivate students; they can be used as cautionary wisdom. As proverbs have all developed in some human experience, students and educators may recognize how these messages from the past can help inform their own experiences. Posting these proverbs around the classroom can bring about discussions in class as to their meaning and how these Old World sayings still are relevant today. Proverbs can also support motivational strategies that teachers may want to use  in the classroom. Here are eight (8) approaches to motivate students that can be implemented in any content area.  Each of these approaches is matched with supporting proverb(s) and the proverbs culture of origin, and links will connect educators to that proverb online. #1. ​​Model enthusiasm An educators enthusiasm about a specific discipline that is evident in each lesson is powerful and contagious for all students. Educators have the power to  raise students’ curiosity, even when students are not initially interested in the material. Educators should share why they first became interested in a subject,  how they  discovered their passion, and how they understand their desire to teach to share this passion. In other words, educators must model their motivation. â€Å"Wherever you go, go with all your heart.  (Confucius) Practice what you preach. (Bible) Once out of the throat it spreads over the world.(Hindu Proverb) #2. Provide relevance and choice: Making content relevant is critical to motivating students.  Students need to be shown or to establish a personal connection to the material taught in class. This personal connection may be emotional  or appeal to their background knowledge. No  matter how disinteresting a subjects content may seem, once students have determined that the content is worth knowing, the content will engage them.Allowing students to make choices increases their engagement. Giving students choice builds their capacity for responsibility and commitment. Offering choice communicates an educators respect for students’ needs and preferences. Choices also can help prevent disruptive behaviors.Without relevance and choice, students may disengage and lose the motivation to try. The road to the head lies through the heart.  (American Proverb) Let your nature be known and expressed.  (Huron Proverb) He is a fool who does not consider his own interests. (Maltese Proverb) Self interest will neither cheat nor lie, for that is the string in the nose that governs the creature.(American Proverb) #3. Praise student efforts: Everyone likes genuine praise, and educators can capitalize on this universal human desire for praise with their students. Praise is a powerful motivational strategy when it is part of constructive  feedback. Constructive feedback is nonjudgmental and acknowledges quality in order to stimulate advancement. Educators should stress opportunities that students can take to improve, and any negative comments must be associated with the product, not the student.   Praise youth and it will prosper. (Irish Proverb) As with children, there is no taking  away of what has been rightly given. (Plato) Do one thing at time, with supreme excellence.  (NASA) #4. Teach flexibility and adaptation Educators need to try to develop a students mental flexibility, or the ability to shift attention in response to changes in the environment. Modeling flexibility when things go wrong in the classroom, especially with technology, sends a powerful message to students. Coaching students to know when to let go of one idea to consider another can help each student meet success.   Its an ill plan that cannot be changed. (Latin Proverb) A reed before the wind lives on while mighty oaks do fall.   (Aesop) Sometimes you have to throw yourself into the fire to escape from the smoke  (Greek Proverb) Times change, and we with them. (Latin Proverb) #5. Provide opportunities that allow for failure Students operate in a culture that is risk-adverse; a culture where failure is not an option. However, research shows that failure is a powerful instructional strategy. Mistakes can be expected as a part of the application and experimentation taxonomy and allowing age-appropriate mistakes can increase confidence and problem solving skills.  Educators need to  embrace the concept that learning is a messy process and use mistakes as part of a discovery process in order to engage students.  Educators also need to provide safe spaces or structured environments for students to take intellectual risks to minimize some mistakes. Allowing for mistakes can give students the satisfaction  of reasoning through a problem and discovering the underlying principle on their own. Experience is the best teacher. (Greek Proverb) The harder you fall, the higher you bounce.  (Chinese Proverb) Men learn little from success, but much from failure.  (Arab Proverb)   Failure is not falling down but refusing to get up. (Chinese Proverb) Failing to plan is planning to fail  (English Proverb) #6.  Value student work Give students the chance to succeed. High standards for student work are fine, but it is important to make those standards clear and give students a chance to discover and meet them.   A man is judged by his work. (Kurdish Proverb) The achievement of all work is practice.  (Welsh Proverb) Remember that the only place where success  comes before work is in a dictionary. (American Proverb) #7. Teach stamina and perseverance Recent research on how the brain works confirms that the brains plasticity means that stamina and perseverance can be learned. Strategies for teaching stamina include repetition and sequencing activities with  increasing difficulty that offer a continual but reasonable challenge. Pray to God but continue to row to the shore.(Russian Proverb) It does not matter how slowly you go so long as you do not stop.  (Confucius) There is no Royal Road to learning.  (Euclid) Though the centipede has one of its legs broken, this does not affect its movement.  (Burmese Proverb) A habit is first a wanderer, then a guest, and finally the boss. (Hungarian Proverb) #8. Track improvement through reflection Students need to track their own leaning through ongoing reflection.  Whatever form the reflection takes, students need the opportunity to make sense of their learning experiences. They need to understand what choices they made, how their work changed, and what helped them learn to track their improvement Self-knowledge is the beginning of self-improvement.(Spanish Proverb) Nothing succeeds like success (French Proverb) Praise the bridge that carried you over. (English Proverb) No one can be an expected to be an expert at something before they have got the chance to practice it.  (Finnish Proverb) In conclusion: Although proverbs were born from Old World thinking, they still reflect the human experience of our students in the 21st Century. Sharing these proverbs with students can be part of making them feel connected, beyond time and place, to others. The messages of proverbs can help students better understand the reasons for the instructional strategies in place that can motivate them towards success.

US Steel Tariffs Essay Example | Topics and Well Written Essays - 2250 words

US Steel Tariffs - Essay Example In 2001, US Steel lost $62 per every domestically produced ton. US Steel, the largest American producer, now that LTV, National Steel, and Bethlehem Steel went bust. US Steel Kosice made a profit of $55 per ton. USSK plans to purchase still mills in the Czech Republic as well. To remedy the situation and the strengthening the domestic steel sector by decreasing imports of cheaper steel and therefore shielding domestic steel producers from foreign competition. The US argued that under the World Trade Organization agreements safeguard measures are acceptable if the domestic industry is severely harmed by the cheaper imports and if these measures are limited to a timeframe of less than four years. The government hopes the industry will take advantage of the break to modernize and become more efficient. The history of the industry, however, sheds doubt on the industry's ability to overcome past inefficiencies (Abboushi, 2006). In March 2002, Bush imposed tariffs of up to 30 percent in th e first year of the new regime on $8 billion of steel imports, mainly from Europe, South Korea, and Japan. This is about one tenth of the global market. The tariffs were scheduled to decline to 24 percent in the second year and 18 percent in the third. Both Europe and Japan are challenging these measures in the WTO (Vaknin, 2004). The optimal tariff maximizes welfare of a large trading country that acts like a monopoly in trade. It is based on the naive assumption that trading partners do not retaliate. It is arguing that US could gain from a tariff if its trading partners do not retaliate. Economists are not arguing that US should restrict imports for this reason. Maximize U[y1 + z1,y2 + z2], subject to F(y1,y2,L,K) = 0. Figure 1 Use Steel trade indifference curves. z2 Optimal Tariff: to = 1/(* - 1), where * = - (z*1/p*1)(p*1/ z*1) is the price elasticity of foreign import demand. For the above reasons, on June 5, 2001, President Bush announced his optimal tariff comprehensive initiative to address the challenges facing the U.S. steel industry. But The American Institute for International Steel (AIIS) opposes the tariffs. Steel distributors largely support President G.W. Bush's decision to impose the tariffs because they expect it to stabilize the market for their suppliers and help financially-struggling mills regain liquidity. Can Protectionist measures ever be justified on economic grounds There is a classic case to suicidal protectionism of the recent steel quarrel between the USA and the EU. American steel producers ended up imposing quotas and tariffs on manufacturers they have only recently purchased in central and Eastern Europe (Vaknin, 2004). This argument has never been used by protectionists. The administration has backtracked. It promised to consider more than 1000 requests to exclude up to $1 billion in steel imports from the tariffs. The gaffe-prone then US Treasury Secretary, Paul O'Neill, said that this is done in order to reduce the "shrillness" of the conversation. More likely, it is aimed to prevent the emergence of an anti-American trade coalition (Vaknin, 2004). U.S. trade policy has been facing widespread criticism around the world. The economic devastation suffered in the United States resulting from the tragedy could be ameliorated by resurgence in the U.S. steel industry. Significant indications of the crisis began to emerge

Definition of a princess or anything else Essay

Definition of a princess or anything else - Essay Example d person just because you haven’t ever had to earn a living and even if you would have then all you would’ve done is, buy the entire Macy’s clothes collection just because to get an opportunity to look down on everybody else...’’ While it is true that I enjoy manicures, pedicures and saloon hair treatments once every forty days but it doesn’t make me a spoiled spendthrift or even a snob and it is also true that I work at the local Hospital as a certified Nurses Assistant where I’m dedicated to taking care of my patients, my patients regard me as a friendly Nurses Assistant. I am a person that enjoys helping out people in every possible way. I would do almost anything to make the lives of others better. I enjoy working for the betterment of the health care profession and that is the reason, why I have been doing it for the past twenty years and I work hard and put my best foot forward to accomplish the best for my patients. Due to my love and kindness for mankind, I’m sure that I would help anybody regardless of caste, creed and color. Therefore, I’m a kind hearted and a hard working person and not a spoiled snob. I’m from a small North Dakota town, and I made my way to Grand Forks after graduating from high school, and in order to feed my family and to save money for college I had to become a conservative person. I was earning more than any girl my age and was not only supporting my family but also saving money for college. Later I continued my education to pursue a career as a Licensed Practical Nurse. This means that I have the patience and heart to take care of other people other than myself. It also means that I have the will to devote my life for the betterment of others. For me, my patients come first and this is very different from the idea of a snob, therefore I’m hardly a cold hearted person who looks down on others. Another reason, why people usually stereotype me is because of my aristocratic looks and ice blonde hair. My good

Advertising to the other Essay Example | Topics and Well Written Essays - 1000 words

Advertising to the other - Essay Example Fleishman –Hilliard Company concentrated on reaching out to potential customers in Canada, North America and globally. The potential customers mainly comprised environmental groups, oil-retailing companies and all-level institutions and companies that use energy. The objectives of an ad should reflect the intention of the marketing of the product. It is imperative for any advertising firm to consider the objectives of an ad before making any piece of advertisement (Williams, 2012). The Fleishman-Hilliard firm ads campaign sought to achieve different objectives. The primary objective of the ads is to promote the oil sands and Canada’s natural resource sector globally. The campaign ads incorporate this objective by using the ads to raise public awareness about the products made by the Canadian oil sands. The ads also aim at ensuring a fact-based dialogue about Canada being a responsible supplier of oil and other resources. The ad campaign aims at exploring online platform where customers can find information about Canadian oil sands. Finally, the ad campaign aims at portraying Canada as a competent and trustworthy neighbor in terms of industrial partnerships and acting responsibly. Advertising techniques are the ways in which advertising agents use to attract and engage minds of the target market and public. When made to be creative and captivating, they serve as very strong communication tools. Importance and relevance of a particular technique rests on its ability to trigger emotion and attract attention (Williams, 2012). Fleishman-Hilliard Company employed different techniques in its advertising Canadian Oil sands. These techniques included claims, repetition, bandwagon, association, and patriotism. An effective advertisement tends to imply or make claims about the unique capabilities of a particular product. The ads achieve this by concentrating on specific aspects of the

About Leadership In Sport And Leisure Sport Essay

About Leadership In Sport And Leisure Sport Essay Do not forget that you are required to keep a copy of all of your submitted work. I certify that this assignment is my own work and that all sources of information have been acknowledged. This report critically analyses the role of leadership to managing people in sport and leisure organisations. It uses critical thinking methods to demonstrate the definition of leadership, the human resource management in sport leisure organisation, the difference between management and leadership and some key theories of leadership. Finally, it analyses to analysis a case studies through one practical sports organisation as example. The purpose is to make logical recommendations for improving the fitness club management ideas to build a strong cohesion and loyalty of staff ranks high. The Definition of Leadership Leadership was defined by Parry (1996: 2) who stated that â€Å"Leadership is the presentation by a person of some identifiable goal or vision or future state that people can desire; and the generation of a willingness within those people to follow the leader along a socially responsible and mutually beneficial course of action, toward thatgoal.† This concept of leadership seemed ambiguous; it did not emphasis the effectiveness of leadership and major characteristics. Leadership probably means having a long term vision and to stimulate the people follow he or she to achieve their common goal for the companys future development. Strange and Munford (2002) believed that the direct leadership comes from the personal charismatic leadership; this could be the best way to influence and motivate people. Therefore, Wunderer and Grunwald (1980: 232) defined â€Å"leadership as a goal-oriented and social impact to fulfill common tasks in a structured work environment.† Because of many kinds of notions about leadership, it always led to confusion between leadership and management. As far as this point is concerned, the following essay will research the role of leadership in an essential position in the management environment. Simultaneously, it will evaluate the process of human resource management. Human Resource Management Human Resource Management system plays a significant role in a company or organization. It directly impacts on this organizations strategic implementation in each step and controls the speed of development with their competitors in the same sphere. Heathfield (2010) proposed that â€Å"Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.† Moreover, in the past in USA, HRM concentrated on the human relations in the enterprise management and employees relations in the working environment; Due to industrial psychology, it applies consolidated systems and strategies commonly, HRM was also considered as personnel management (PM) in the UK (Chadwick and Beech, 2004). According to the above statements, it was obviously seen that a manager was set in a core position in the HRM system. The mangers main responsibility was to deal with issues related to people, such as recruitment, to choose who the most appropriate person for this vacancy is. As Taylor et al (2008) said the HRM system was the first level of administration in people management system, while encouraging more organizational activities. How can we evaluate the organization owns a good HRM system or not? It focuses on the Strategic Human Resource Management (SHRM) system. Operational effectiveness and strategic positioning were two fundamental methods to support the organization in outperforming their rivals in an industry (Porter, 1979). These two points could stimulate the organization have to perform better activities than other competitors and create some unique advantages in the same industry. However, Taylor et al (2008:128) commented that â€Å"a focused strategy requires a competitive position based on cost leadership or differentiation†. Wright and McMahon (1992: 295) gave a definition of SHRM as, â€Å"the pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals†. The purpose of SHRM was to choose the best appropriate candidate take part in their own organization whilst increase the organization marketing segment in the industry. Sport organization was a good example, each sport clubs would like to attract a famous coach or athlete, like in National Basketball Association (NBA). There was no doubt that NBA draft was the best opportunity to provide for each team to choose a potential player in every year. However, in the practice of organization, SHRM system did not only focus on some basic HRM skills, but also extended the range of relevant management techniques, for instance, high-commitment work system, the process of recruitment, leadership philosophy and the development of process of the organization (Taylor et al, 2008). In brief, the present approach of SHRM still in the traditional HRM scope; it lacked practical circumstance for an organization to operate their performance in different situations. Particularly in a sport organization, if it could combine the HRM rational theory and operate the SHRM in a practical process of organization, it would bring more outcomes for the organizations long term development. In addition, managerial leadership was an indispensable part in the SHRM. Hence, the next part of the essay will look at the differences between management and leadership. Differences of Management and Leadership Regarding the issue about relationship and the distinction between management and leadership, different people will have their different perspectives. In the early stage, a professor named John Adair (1988) made use of etymological origins to explain the difference in a magazine interview; Adair revealed that â€Å"leadership† stems from an Anglo-Saxon word; it means that a road, a way, the path of a ship at sea, a common sense of direction, whereas â€Å"management† was from a Latin word â€Å"manus†, it means a hand and it has to do with handling a sword, a ship, a horse. It is easy to remind people what entrepreneurial engineers and accountants were doing when starting and administration businesses and how they gained the currency in the 19th century. Nevertheless, since the leadership development in recent years, more functions have been appeared, such as planning, organizing and controlling work. These functions are similar to the functions of management in my view. Managers always make a plan, organize the activity and administrate the limit resources to realize some common objectives (Gill, 1997). Meanwhile, managers could communicate with his or her employees, but leaders usually influence and inspire his or her employees. Behind each leader there is a support team and followers, however, managers just have their subordinates. In my opinion, management focuses on implementing the whole plan through the managers ability and making the utmost of the managing resources, whereas leadership emphases the individual persons idea and imbues with the main spirit to their employees. In brief, the final goal for good management or leadership is to win the hearts and minds of their people. Leadership Theory Leadership was deemed as a process of a leader to impart unique ideas to other people through his or her individual managing strategy. Popper and Zakkai (1994:3) believed that â€Å"the essence of leadership is to make people do what you want them to with as much will, determination and enthusiasm as if they had decided for themselves.† From the past several years research, leadership literature mainly focuses on: which types of leadership theory is close and more appropriate for present leader to exert their leadership function. Lewin et al (1939) implied that the subordinates performance decides which kind of flavor of leadership theory fits this organization; furthermore, different kinds of training programmes related with leadership have emerged. Notably in the current situation, outward bound development plan is the most popular approach was adopted in most organizations. The rest of this report will review some major theories of leadership and the purpose is to analyses of the real case in the last part then to propose some recommendations for improvement. l Trait Theory Leadership traits theory is the original theory and it concentrate on the leaders characteristics. Cartwright and Zander (1968) stated that an effective leader should possess the following certain qualities: intelligence, reliability, sense of responsibility, greater energy and social activity. Regarding these qualities; it is easy to find that most of them require the leader to keep on cultivating himself in the future not are inborn. The ‘Personality Era of ‘Great Man theories were proposed by Van Sters and Field (1990:29) who said that â€Å"effective leaders at one time were believed to show common characteristics that cause them to behave in certain ways.† However, this theory was challenged in the 2000 World Economic Forum report. The report indicated that many successful companies always change their Chief Executive Officer (CEO) to ensure that their business prospers. Whereas most CEOs succeed in their first organization, they often fail when enter for a ne w organization. This point demonstrates that in fact the leaders have not acquired all the leadership traits and that is little connection between CEO style and organizational performance. Also the trait theory was not to judge the leadership situation. l Situational Leadership and Contingency Theory Situational theory is more focused on the situation and the group of followers. This way is more practical and good for the leader to acknowledge their followers and situations. This approach does not consider the whole organization or the current requirements of the individual leaders group. Contingency theory of leadership mainly analyses three factors between leaders and followers. The first one is Fiedler (1968), who proposed the extending definition of the followers and of the work structure of the subordinate. The second one is how the leader uses his or her authority and depends on his or her subordinates. The third one is the existing relationship between the leader and followers. The leaders charisma attracts the followers and the followers reverence for the leader. l Leadership Style Theories Leadership style theories are concerned with the leaders behaviour and do not pay attention to the individual characteristics of the leader. Through these theories, some researchers discovered that the manager who considers the employee as the centre may gain more results and effects than the manager who focuses on tasks. This point is evaluated by the leaders performance value. If the leader views the situation from the perspective of a boss, he or she priorities the tasks above the employees. However, if he takes the employees view into consideration, he or she values both the task and the employee. So the later approach is more encompassing. Of course, as a leader, pay more attentions on the employee behaviour can bring his or her work more benefits than only concern with the task as a centre. l Transactional Leadership This kind of leadership turns out to be more popular in most organizations. Popper and Zakkai (1994:6) accepted that â€Å"transactional leadership contains a basic mechanism of exchange relations which becomes possible when there is no outstanding sense of impending threat or anxiety†. Transactional leaders shall use management-by-exception, actively or with contingent rewards (Gill, 1997). Generally, the management-by-exception includes making objectives and regulations, taking charge of the progress and discovering mistakes and then enhancing the effectiveness of leadership. However, transactional leadership ignores the employees desires and motivation; it focuses on how to achieve the goal through the followers. Many empirical examples prove that transactional leadership might cause performance that meets expectations (Gill, 2003). l Transformational Leadership This pattern of leadership is a good approach in order to stimulate the followers and subordinates interested in accomplishing the goal and enhance their self-development. Alderder (1972) agreed that transformational leadership should pay more attention to the leaders developmental requirement. Furthermore, Bass (1991) revealed that there exist the following four aspects of transformational leadership behaviours. Individualised consideration Intellectual stimulation Inspirational motivation Idealised influence (charm) Analysis of a Practical Sports Organisation Example During a period as a sports trainee in Beijing, an example of a process of leadership change was witnessed by the author. This fitness club was set up in 2003 and it was been open for 5 years. In the early period, the former fitness club managers original plan was run a small business and serve whiter collar workers and students around the university. Hence, his focus point is how to attract more customers and increase sale volume rather than make an integrated management system for his subordinates to enhance the whole level of this fitness club service. He is a typical laissez-faire leader in the hearts of his employee. Popper and Zakkai (1994:3) claimed that â€Å"an effective leader, according to the criteria of this approach, is a sensitive psychological diagnostician who accurately discerns subordinates needs and expectations and responds to them accordingly.† In addition, his behaviour assesses the various theories. When the employee proposes their suggestions or questions during each weekly meeting, the leader always says these opinions were correct but never realizes it. In terms of this point, several senior level coaches began to leave whilst some old cus tomers also followed by their coach left this club. These results led to the club faceing bankrupt and merger by other large fitness corporation. In 2005, this fitness club was taken over by the Bally Total Fitness Corporation. As the new leader was transferred to this club, he brought a totally new management system. He used transformational leadership theory, through exploiting subordinates intellectual stimulation and inspirational motivation to improve employee vision. Transformational leadership is more important when the company faces uncertain markets. A new recombination has to be innovated to remain in the competitive environment (Gill, 1997). First of all, he reformulated the current staff while reducing the number of staff. Second, he advised each coach to take ACE (America Certificate Exercise) certificate to make use of their personal time. Third, he added some new reward regulations, such as providing a free nutritional breakfast for early morning shift employees. Furthermore, the company will organize one outside sports event consisting of employees and their family members to join in each year on anniversary da y. Apart from these, to keep more regular customers and attract more potential customers, he adopted some kinds of exercise classes especially arranged different coaches for different ages. Another side is, he is a patient person who can listen to each employees suggestions about the club development and communicate with his employees frequently. For instance, one employee proposed that the club could publish their own health tips each month focus on their current membership. After one month, this was realized and clubs first month health tip flyer was put up in the club information bar. The theory of motivation, Horner (1997) stated that the degree of satisfaction of employees could be thought of as motivators; only one motivation the employee could achieve the goal. Others motivation theories were concerned with what behaviour the leader needs to influence their subordinates. Apart from that, Alderfer (1969:142) proposed that â€Å"there may be only three needs: existence needs, relatedness needs and growth needs in a hierarchy of concreteness, and people may be motivated by multiple needs at any one time.† Since this new manager uses a logical leadership management method, it results in revenue fitness club turn flourishing and the scale began to extend. Of course, the marketing share also rank at the top compared with other competitors. However, the most essential reason is the new manager used a correct leadership theory and rationally applied the realization. Conclusion To sum up the role of leadership in a sport and leisure organizations, the leaders behaviour could influence each subordinates psychology, the leaders management method decides the companys development trend to success or failure. Through the authors experience of two leaders behaviour in a real sport and leisure organization, how to create more motivations for their employees, how to encourage their employees are more important and practical than only depend on some formal traditional leadership theories. The significant value for the leader is to let the subordinate follow your path of company development. Consequently, discovering more new management techniques from experience are the most effective ways to manage modern organizations. Reference: Alderfer,C.P. (1972). Existence, Relatedness and Growth, Human Needs in Organizational Settings, New York, The Free Press. Cartwright,D.C. and Zander, A., (1968). Group Dynamics. The 3rd edition., London, Tavistock. Chadwick, S and Beech, J. (2004). The Business of Sport Management. Harlow, Prentice Hall. Fiedler, F.E., (1968). Group Dynamics. 3rd edition., London, Tavistock. Parry, K. (1996). Transformational Leadership. Melbourne, Pitman Publishing. Taylor et al. (2008). Managing people in sport organizations: A strategic human resource management perspective. Oxford, Butter worth- Heinemann. Wunderer, R. and Grunwald, W. (1980). Fuhrungslehre: Grundlagen der Fuhrung. Berlin, Walter de Gruyter. Alderfer, C.P. (1969). A new theory of human needs. Organizational Behavior and Human Performance, 4, 142-175. D.A. Van Sters and R.H.G.Field (1990). The evoluation of leadership theory. Journal of Organizational Change Management, 3(3), 29-45. Grill, R. (1997). New Directions in Leadership. Leadership Trust Foundation, 16 March, 1994. Grill, R. (2003). Towards a General Theory of Leadership. Leadership Trust, 31 January, 2003. Horner, M. (1997). Leadership theory: past, present and future. Team Performance Management, 3(4), 270-287. Lewin, K et al. (1939). Patterns of aggressive behaviour in experimentally created social climates. Journal of Social Psychology, 10, 271-301. Popper, M. and Zakkai, E. (1994). Transactional, Charismatic and Transformational Leadership: Conditions Conducive to their Predominance. Leadership and Organization Development Journal, 15 (6), 3-7. Poter, M.E. (1979). How competitive forces shape strategy. Harvard Business Review, 57(2), 137-145. Strange, J.M. and Mumford, M.D. (2002). The origin of vision: charismatic versus ideological leadership. The Leadership Quarterly, 13, 343-77. Wright, P.M. and McMahon, G.C. (1992). Theoretical perspective for strategic human resource management. Journal of Management, 18 (2), 295-320. Heathfield, S.M. (2010). [online]. Last accessed 23 March 2010 at: http://human resources.about.com/od/glossary/f/hr_management.htm.

personal statement :: College Admissions Essays

As I watched my mother rush to get the pot to boil some water with tears in her eyes, I found myself at the mercy of one of the many asthma attacks that presided over most of my childhood. Most of the houses around our neighborhood in Juarez, Mexico were composed of one large room with a stove, bed, something to sit on and no restroom, so getting to the steaming pot was only a few feet away. Desperately trying to grasp for air as I lay on the couch, I wanted relief not only for myself, but also for my loving mother. Understanding of what was causing the onset of my respiratory problems became a quest. I did not understand why I had a high temperature, why I had to breathe the mist of the vaporized water, or why I had to use an inhaler. However, I did understand that those things made me feel better, and without them I could not breathe properly. As I grew older, biology became my fascination because it helped me understand my illness and not feel quite so helpless in regards to my asthma. Ignorance was a part of my life, but not by choice. I grew up in an area where education was limited. My role models relied on tradition and rumors instead of facts in order to solve problems. When I was seven, one of the neighbor's children picked up a used, dried-out condom from the park in front of my house. He then proceeded to throw it at me while laughing hysterically as it landed on my shirt, and said, "You have AIDS!" I thought I was going to die. I asked my grandfather if a person could acquire AIDS from a condom landing on their shirt. He simply replied, "Yes." A month went by before I realized I was not dying. The stress and fear that haunted me was a result of ignorance. In effect, I was motivated to go down the path of knowledge, not ignorance. While sixteen and in college, there were times when neither my parents nor I could afford my textbooks, and I had to study for my classes solely from lecture notes. Working two jobs was the solution to my financial problems. I was recommended and hired for a position as an attendant to Gregory, a 22-year- old male with cerebral palsy. After my experience with Gregory I realized that I, too, had a disability by thinking of cerebral palsy as depressing and socially segregating. It takes a while to figure out that Greg is

A Theorist in Management: Henry Mintzberg Essay

Henry Mintzberg can be described as a guru of management and business studies including managerial and national culture, organization and structure, strategy and planning. He was born in 1939 and since 1968 has been teaching in McGill University in Montrà ©al. Henry Mintzberg is the author of thirteen books including â€Å"The Nature of Managerial Work† (1973), â€Å"Structure in 5’s: Designing Effective Organization† (1983), â€Å"The Rise and Fall of Strategic Planning† (1994), â€Å"Strategy Bites Back† (2005), etc. Also, Henry Mintzberg is the author of more than 140 articles and twice winner of the McKinsey Award (Witzel, 2003). Most of his theories, Henry Mintzberg has based on human approach to management. During 1970s, Henry Mintzberg made extensive surveys of existing research and integrated those findings with his own studies of five chief executive officers in his attempts to find how managers spend their time and perform their work. The results were interesting and help the understanding of the nature of the man ­agerial task. In â€Å"The Nature of Managerial Work† Mintzberg singles out three managerial roles: interpersonal, Informational and decisional. A manager’s interpersonal roles include that of a figurehead, performing cere ­monial duties. Mintzberg thought that this was possibly the most important and classified this aspect into three roles – role of â€Å"disseminator†, company representative or â€Å"spokesman† role, and â€Å"monitor† role. A manager’s decisional roles can be of four types: as an entrepreneur – to launch a new idea; as a disturbance handler; as a resource allocator – choosing from among competing demands for money, equipment, personnel and management time; as a negotiator (Witzel, 2003). Also, Mintzberg highlights the changing, uncertain environment in which the manager operates and the importance of organizational structure. According to Henry Mintzberg, the organizations can be based on: simple structure; machine bureaucracy; professional bureaucracy; divisional zed form; adhocracy.  In â€Å"The Rise and Fall of Strategic Planning† Mintzberg has proposed new vision of â€Å"strategy† underlining the importance of: processes, data and detachment in planning. Also, Mintzberg criticizes formalization as the main mistake and drawback of modern management. References Witzel, M. (2003) Fifty Key Figures in Management. New York: Routledge.