The Ethics Of A Moral Community - 1817 Words

A Moral Community Nurses have an obligation to fulfill the needs and promote optimal health of their clients. Nurses can be considered moral agents, as they process the capacity to direct their actions in an ethical matter in order to do what is good and right and promote the well-being of the clients (Burkhardt, Nathaniel, Walton, 2014; Canadian Nurses Association (CNA), 2008). In the workplace, it is important for nurses to create a moral community which values the safety of both clients and health care staff (Burkhardt et al., 2014). However, nurses may discover that they can feel morally distressed when clients and other members of the health care team challenge their ethical values. In this paper I will explore an ethical situation that involved the use of chemical restraints in residential care, and the ethical issue behind its use. Nurses need to have an understanding of the use of restraints and the ethical issue behind the use of restraints. An Overview of the Ethical Situation In residential care, there was a situation that occurred when a client continually refused to take baths and change his clothes for a long period of time. The family member, who is the client’s substitute decision maker, started to become upset and frustrated because he did not want to take the client to appointments out in the community. After many failed attempts of trying to get the client to take baths, the doctor prescribed a large dose of Ativan to sedate the client. The health careShow MoreRelated The Homeless are Not Legitimate Members of a Community Essay1583 Words   |  7 PagesMembers of a Community In most every community in the United States there exists an ever-growing population of disenfranchised individuals, created by the absence of a home. 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Using Ethical Issues in Modern Medicine by Bonnie Steinbock, Alex London, andRead MoreThe Ethics Of Confucian Business Ethics1172 Words   |  5 PagesEDMP: An Analysis in Support of Confucian Business Ethics in Harmony of the Business Environment (160)Issue: The one question brought forth by Lagan (2006) is the conflict between harmony in the business environment and the competition of capitalistic markets in the ethical debate on the efficacy of Confucian business ethics. Lagan’s (2006) case study effectively defines the overarching harmony of universal mandates defined by Confucius, which argued against the pro-capitalist interpretationsRead MoreEthics And Morality : Ethics1672 Words   |  7 PagesEthics had the meaning of by showing the moral virtue or showing moral character. 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A virtue is a mean state which lays between two vices. A virtue is a characteristic a virtuous person possesses, for example courage. Courage is a virtue which lays between cowardice

Does God Forgive Me Essay - 754 Words

My brother keeps a fist to his mouth at night to keep his cries from being heard while he is asleep. He still has the nightmares, though he will not admit it. He tells me without using words. I am not like him. I am a child and yet not a child, violated and changed by what has passed; I wear the pleated skirt and smile of docility, but I keep a fire stoked high and hot within. I see that which is behind us as through fractal glass, and while I can obscure it from his view, I cannot deny its heavy presence in my own. Hostility. Anger. Bruising. Shouts. Violence. Swearing. Hating. Seething. Anger. Bleeding. Clawing. Scars. I see as though down a long hallway, the light pulsing at its end, behind a door, edges†¦show more content†¦Someone is warm and near, but they are stupid and think I am sleeping. And perhaps I am. Perhaps I will wake in fuzzy footed pajamas with bells and flowers on my headboard, and there will be kisses and waffles and cartoons waiting for me in the next room. Play will not be desperate but idle, and my imagination will fly beyond this cage of fear to a land with auburn-haired princesses and gnomes and fairy godmothers. God is sobering for me, though He may be liquor for others. They pass and we go unnoticed: two huddles of blanket and sleep-smashed hair, the same as any two of the other huddles; two thin, choke-faced children in a room of thin, choke-faced children. I touch my stomach, imagine my fist a mallet and I play my ribs like a xylophone. I make music all alone, music like a dog whistle that only the most well trained of ears may hear. Magic. We are the trash and they are the garbage men, come to sort us through and sort us out and choose the prettiest and the best and the brightest of eye. I am a cur, I do not bother to flatten my sticky-out ears or wriggle my rotten teeth free of my gums or hide my thick knuckles in the pockets of my coat. I am too ugly to take home. I am the snarling puppy that is eventually put to sleep. A nice way of saying murdered. For my brother all is not lost. He is younger than I am; his eyes are blue and watery and kind. Take a comb to his hair and it will lie flat; ask him to speak and he shyly willShow MoreRelatedThe Is Like A Rope Of Sand779 Words   |  4 PagesAll this is from God, who through Christ reconciled us to himself and gave us the ministry of reconciliation; that is, in Christ God was reconciling the world to himself, not counting their trespasses against them, and entrusting to us the message of reconciliation. (2 Corinthians 5:18-19 NIV) I spoke yesterday how life is like a rope of sand. You can t hold onto it, no matter how hard you try. We also can t predict what might happen at any moment. My heart has been heavy this past weekRead MoreWho Am I1356 Words   |  6 Pagesthat easily slips away if we dont keep on polishing it up. We believe that God forgives us our sins; but also that He will not do so unless we forgive other people their sins against us. There is no doubt about the second part of this statement. It is in the Lords Prayer, it was emphatically stated by our Lord. If you dont forgive you will not be forgiven. No exceptions to it. He doesnt say that we are to forgive other peoples sins, provided they are not too frightful, or provided there areRead MoreForgiveness : Pardon Letter1594 Words   |  7 Pages Susan Kobzeff FORGIVENESS: Pardon Me Fresno Pacific University Authors Note Susan Kobzeff, Business Management 59 Cohort, Fresno North Campus, Signature Assignment, BIB314, Christopher Casselman. Forgiveness: Pardon Me Forgiveness is a word that is used quite flippantly in everyday language. Using it so loosely waters it down, which extracts its depth and value. Forgiveness is something that everyone desires when they have done wrong. When someone asks for forgiveness when theyRead MoreChristian Beliefs About Forgiveness Essay808 Words   |  4 Pagesus how important it is to us today. He taught forgiveness and carried his teaching into his own life. The old law of moses stated â€Å"an eye for an eye, a tooth for a tooth and a life for a life†. but Jesus replaced this and said â€Å"love god and love your neighbour as you love yourself†. this became known as the golden rule. Every action taken should be guided by these principals. In the sermon on the mount Jesus also explained about loving enemy’s. Jesus toldRead MoreAnalysis Of The Unforgiven I 1743 Words   |  7 PagesChristian, and she believed heavily that if one is meant to be healed, God will heal that person (â€Å"Ten things You May Not Know about James Hetfield†). As a result of this belief, when she was diagnosed with cancer, she did not seek medical help. She waited for God to heal her. Unfortunately, after waiting for God to heal her, she did not beat cancer and she died. 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Hospitality Management Marketing Communications

Question: Discuss about the Hospitality Management for Marketing Communications. Answer: Introduction: With the advancement in the technology, there has been a change observed in the expectations of clients and the mode of conduct of business in the hospitality industry. According to Resource (2016), the new and innovative technological application has brought about changes in the infrastructure, employee recruitment and management and mainly in the guest service policies. In this post, the several technological tools implemented in order to upgrade the guest service and the cons will be discussed (eri et al., 2014). The Crowne Plaza hotel which has adopted the use of a robot named Dash for enhancement of its business and expansion globally. The 3-feet tall with 100 pounds Dash has been designed to function as a human being and has the ability to navigate independently. The main purpose of the use of such a robot is to attract the guest and reduce manpower ("IHG tests delivery robot at Crowne Plaza San Jose-Silicon Valley - eHotelier", 2015). In the latest version, Dash has features of autonomous delivery such as docking, improved autonomy. In a hotel like the Crowne Plaza hotel with 300 rooms, this technology can be useful for specific and rapid guest service. But the application of such tools can affect the employment of the human resource since in such a case guest service agents and Concierge night be eliminated opined by Resource (2016). However, there exist certain issues with the use of this technological tool such as technological fault. Therefore, human resource is important in the overa ll supervision of the hospitality management (Law Leung Au, 2013). The Hilton Worldwide hotel from 2016 introduced the Hilton HHonors app for the loyalty programs members to provide them with the world class experience of easy access technology. The Hilton HHonors app provides the opportunity to the loyalty members to access to all the rooms of the hotel (Resource, 2016). The application also has other benefits such as choice of the room during booking, request of amenities through the smart phones of the guest and also access to Wi-Fi. As stated by Resource (2016), human resource can be hampered especially the employment of the front line members, and the guides and doorkeepers can face a challenge in maintaining the quality. This technology might be misused by the hackers which can lead to significantly hamper the organizations privacy (Verma Stock McCarthy, 2012). The Manhattan Courtyard has focused on the elevation of the hospital business by implantation of technology that can be beneficial for the guests as well as the employees in the reduction of the workload. The hotel industry has also involved the access to Marriott Rewards points (Samuely, 2016). The main focus of the hotels is to provide a hassle-free experience to the customers. With the introduction of the mobile check-in and check-out application, the friction experienced by the clients in the long queue has reduced. It, reduces the effort of booking and confirmation and reduces the guest entry formalities (Popescu Popescu, 2016). The in-room concierge provides the opportunity to reduce the time consumed by human resource for completion of any job involving amenities service and others (eri et al., 2014). In the future, it can be predicted that such technology not only will minimize the delivery of amenities but also will be able to provide information using softwares (Verma Stock McCarthy, 2012). The creation of the Apple Watch and Google Glass aided in providing information related to hotel reservation and weather reports. Such an application allowed the employees to save money, time and eliminate the forth coming problems linked with guest service ("3 ways guest experience will change through technology in 2015 - eHotelier", 2015). Although the advancement in the technology can be beneficial for the hospital industry, there also exist certain issues with the adaptation of the advanced technological tools and gadgets. First of all the process of adaptation of such new techniques are slow in terms of the hospital industry (eri et al., 2014). Secondly, it can be assured that the job of the employees will be at stake due to less demand of human resource. Thirdly, the use of applications on smart phones for data processing and access to the hotels might get hacked by the hackers. References: 3 ways guest experience will change through technology in 2015 - eHotelier. (2015). eHotelier. Retrieved 21 September 2016, from https://ehotelier.com/insights/2015/01/28/3-ways-guest-experience-will-change-through-technology-in-2015/ IHG tests delivery robot at Crowne Plaza San Jose-Silicon Valley - eHotelier. (2015). eHotelier. Retrieved 21 September 2016, from https://ehotelier.com/global/2015/08/13/ihg-tests-delivery-robot-at-crowne-plaza-san-jose-silicon-valley/ Law, R., Leung, D., Au, N. (2013). Progress and development of information technology in the hospitality industry evidence from Cornell Hospitality Quarterly.Cornell Hospitality Quarterly,54(1), 10-24. Popescu, A., Popescu, D. (2016). Hashtag Progress: The Digital Fingerprint of Web 2.0 on Tourism and Hospitality Industry ManagementA Case Study for Romania. InEntrepreneurship, Business and Economics-Vol. 1(pp. 555-564). Springer International Publishing. Resource, H. (2016). Hilton Launches Digital Key. Hotelnewsresource.com. Retrieved 21 September 2016, from https://www.hotelnewsresource.com/article85012.html Samuely, A. (2016). Manhattan Courtyard drives hotel stays with mobile check-in app - Mobile Commerce Daily - Applications. Mobilecommercedaily.com. Retrieved 21 September 2016, from https://www.mobilecommercedaily.com/manhattan-courtyard-drives-hotel-stays-with-mobile-check-in-app eri, M., Gil-Saura, I., Ruiz-Molina, M. E. (2014). How can integrated marketing communications and advanced technology influence the creation of customer-based brand equity? Evidence from the hospitality industry.International Journal of Hospitality Management,39, 144-156. Verma, R., Stock, D., McCarthy, L. (2012). Customer preferences for online, social media, and mobile innovations in the hospitality industry.Cornell Hospitality Quarterly, 1938965512445161.

Transformational Leadership free essay sample

Although what type of leadership is the perfect one is still arguable, a great amount of research evidence has indicated that a type of leadership known as transformational leadership is the one that will improve organizational behaviors and therefore enhance the overall performance of an organization. In this paper, we will first discuss what transformational leadership is and elaborate on how transformational leadership is related to organizational citizenship behavior, creativity and turnover. Then, we will show the extent to which transformational leadership is applied within a certain organization in China and offer our suggestions on how to improve transformational leadership in that organization. To begin with, we are about to explain the definition of transformational leadership and present the empirical evidence on the positive correlation of transformational leadership to organizational citizenship behavior and creativity and the negative correlation relation to turnover. Transformational Leadership Transformational leadership is one of the most important leadership patterns, and has been widely researched throughout the years since 1978, when James MacGregor Burns first introduced the concept of transforming leadership in his descriptive research on political leaders. We will write a custom essay sample on Transformational Leadership or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page â€Å"For Burns, leadership is a process of evolving interrelationships in which leaders are constantly influencing and modifying employees’ behavior until organizational goals and the vision of the leader are met. It is a process in which leader and followers proactively raise each other to higher levels of morality and motivation† (Goho, 2006). Johns and Saks (2011) mention that there are four dimensions in transformational leadership: (1) idealized influence, (2) inspirational motivation, (3) individualized consideration, and (4) intellectual stimulation. Idealized influence can simply refer to as â€Å"Charisma†, the extent to which the leader can develop personal appeal to employees and influence them to work actively. Inspirational motivation is the component characterized by the leader’s ability to depict a clear vision and successfully motivate employees to work towards that vision. Individualized consideration refers to the trait that a leader can work as a mentor or coach who pays individualized attention to employees’ needs and concerns. Intellectual leadership examines the leader’s ability to fully excavate employees’ innovation and creativity. These four dimensions generate an effective pattern of leadership that is widely used in the workplace around the world. According to Warrick (2011), transformational leadership generates payoffs and benefits towards individuals, teams and organizations as a whole. It increases their performance, commitment, innovation, cohesiveness and outcomes, shapes and reinforces a new culture, builds trust among leaders and employees, decreases employee stress and burn out. One main reason that makes transformational leadership significant is that it is closely related to other organizational behaviors like organizational citizenship behavior, creativity and turnover, which are all important to an organization’s wellbeing and development. In the following sections, these relationships, or more precisely, correlations, will be discussed in details. Organizational Citizenship Behavior In terms of organizational citizenship behavior, the most significant theory is put forward by Dennis W. Organ who defines OCB as â€Å"an individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes the effective functioning of the organization. By discretionary, we mean that the behavior is not an enforceable requirement of the role or the job description, that is, the clearly specifiable terms of the person’s employment contract with the organization; the behavior is rather a matter of personal choice, such that its omission is not generally understood as punishable† (Organ, 1988). We can infer from the definition that a company does not recognize it as a formal standard of behavior despite of its positive effects, so whoever is high on OCB may probably not be equally rewarded as the one who makes other obvious contributions to the company. Moreover, it is just an initiative action, and to which degree an employee lacks OCB will not be necessarily related to the punishments. According to Podaskoff et al. (2000), there is a seven-dimensional taxonomy of organizational citizen behaviors: helping, sportsmanship, organizational loyalty, organizational compliance, individual initiative, civic virtues and self-development. The most important part is the helping behavior, an action that includes being willing to help the co-workers (George and Brief, 1992), interpersonal helping (Graham, 1991), and altruism (Organ, 1988). Organizational citizenship behaviors have many forms. Some of them are directed at individuals and others at organizational performance. Examples on OCB directed at individuals are people’s showing concern and courtesy toward colleagues, and going out of the way to make newer employees feel welcome in the working environment. Similarly, examples on OCB directed at the organizations are people’s identifying themselves as part of the organization, and defending the organization when other employees show dissatisfaction or even hostility towards the organization. Transformational Leadership and Organizational Citizenship Behavior We have discussed earlier that there are four dimensions of transformational leadership: idealized influence (charisma), inspirational motivation, individualized consideration and intellectual stimulation (Johns amp; Saks, 2011). From the existing research, we find that transformational leadership yields higher employee OCB. (Organ, 1988). And the transformational leadership can also influence OCB in terms of idealized influence (charisma), individualized consideration and intellectual stimulation (no specific study on inspirational motivation). Idealized influence (attributed charisma and idealized behaviors) may result in higher commitment and job satisfaction, and may also increase a firm’s profitability, sales and revenues (Bass, 1985a,1990b; Podaskoff amp; Mackenzie, 1994; Waldman, Ramirez, House, amp; Puranam, 2001). Intellectual stimulation may enhance employees’ problem-solving skills, ability to deal with changes and to create innovative ideas. From the perspective of organizations, intellectual stimulation will help improve the innovation, production as well as unit performances in the organizations (Bass, 1985a, 1990b; Bass amp; Avolio, 1993; Anthony, 1998; Howell amp; Avolio, 1993; Hsu, 2002; Seltzer amp; Bass, 1990; Tichy amp; Devana, 1986). At last, with individualized consideration, employees will have higher commitments, extra efforts, increased performance and better use of team work. Therefore, based on the empirical studies, the following hypothesis is formulated: Hypothesis 1: Transformational leadership is positively correlated with organizational citizen behavior. Creativity In a highly competitive world, creativity has become increasingly important to the development of an organization. Creativity greatly influences innovation performance that helps an organization gain competitive edge within the industry. Creativity is defined as â€Å"the production of novel and useful ideas concerning products, services, processes, and procedures in organizations† (Amabile, 1988). Besides, creativity is also â€Å"a process in which employees develop novel and useful solution to meet challenges and solve work-related problems in the course of goal-directed behavior† (Amabile, 1998;Yong, 1994). Transformational Leadership and Creativity Research evidence shows that leadership, especially transformational leadership which exerts close relationship with individual creativity, has a great influence on creativity (Scott amp; Bruce, 1994; Tierney et al. , 1999). Moreover, according to Bass’s (1985) transformational leadership theory, transformational leadership is posited to be composed of four dimensions, namely charismatic influence, individualized consideration, inspirational motivation, and intellectual stimulation. Based on the empirical research and theories, we assume that all these four dimensions of transformational leadership are positively related to followers’ creativity. Charisma, or idealized influence, refers to the extent to which the leader acts venerably and is emotionally appealing to followers (Bass, 1985). In such a situation, followers are enthusiastic to accomplish beyond expectations and they are more likely to achieve higher work objectives (Amabile et al. , 1996; Amabile et all. , 2004). Thus, a good leader with transformational leadership can inspire followers’ creativity by making the employees feel challenged and encourage them to explore novel approaches in innovative advocating environment. Individualized consideration refers to the extent to which the leader is sensitive to each subordinate’s needs and concerns (Judge amp; Piccolo, 2004). Given that the transformational eaders satisfy subordinates’ developmental needs, subordinates in turn are more likely to devote more time and hardworking to requite their leaders’ expectation. The followers are thus stimulated to achieve high level of creativity. Inspirational motivation describes the degree to which the leader enunciates a vision that fascinates and inspires followers. By applying symbols and e motional encouraging behavior, transformational leaders appeal to discover their followers’ potential and encourage them to achieve what is beyond their self-interests for the good of the organization (Bass amp; Avolio, 1995). As a result, increased number of novel ideas will be generated under a free expression environment, which eventually may contribute to the organization’s gaining of competitive edge. According to Hater and Bass (1988), transformational leaders also exert intellectual stimulation to arouse followers to think in creative ways and analyze issues using problem solving skills before they take the action. In addition, followers are strongly supported to challenge the status quo, to question old assumptions, and to satisfy their curiosity with unlimited imagination (Bass, 1985). Consequently, followers may tend to figure out unconventional approaches and thoughts to address problems, which is beneficial to sustainable development of the organization. Therefore, based on the empirical studies, the following hypothesis is formulated: Hypothesis 2: Transformational leadership is positively related to employee creativity. Turnover Turnover is always an important issue for organizations to deal with because of its incredibly high cost. A fast food restaurant may have to spend hundreds of dollars on hiring and training a new counter attendant. For a large corporation looking for a new CEO, that cost can rise up to millions of dollars because the number of qualified candidates is usually very limited in the job market. In fact, the actual cost of turnover is usually well beyond what can be measured by money. An employee who resigns may also take away the special experience and skills developed over time on that job and sometimes may even transfer the confidential business know-how to another company. Therefore, the importance of retaining staff cannot be ignored. High staff turnover is one of the organizational problems that managers need to put an end to before it gets out of control because it has a negative impact on the bottom line of service organizations (Amarjit, Neil and et al. , 2011). In the past decades, the relationships have been found between job attitudes and turnover. Research indicates that the less satisfied the employees are with the job and less committed they are to the organization, the more likely they are to quit. But research also discovers some exceptions when situational factors intervene to influence an employee’s decision (Johns amp; Saks, 2011). For example, an unsatisfied employee may have to stay if the job alternatives are quite limited. Or in another situation, a satisfied employee may have to leave if emergencies like the death of a family member or the birth of a child happen. In general, turnover intentions can be reduced and ultimate turnover can be prevented if approaches are taken to improve the employees’ satisfaction and commitment to the organization. Transformational Leadership and Turnover The number of studies on the relationship between turnover and transformational leadership is relatively small. Research evidence has found a significant negative relationship between transformational leadership and employee intention to quit and indicated that higher transformational leadership lowers the employee turnover intention (as cited in Gill, Mathur, Suraj amp; Bhutani, 2011). Though the direct evidence that supports the negative relationship between turnover and transformational leadership seems not very strong, some studies show that transformational leadership are positively correlated with job satisfaction and commitment (Medley amp; Larochelle, 1995; Charles amp; Katherine, 2007; ). As we have discussed that job satisfaction will help reduce turnover and transformational leadership will help improve job satisfaction and commitment, we can probably assume a negative relationship between transformational leadership and turnover by using the job satisfaction and commitment to organization as a medium. Therefore, based on the empirical studies, the following hypothesis is formulated: Hypothesis 3: Transformational leadership is negatively correlated with turnover. Method In the preceding section, we have presented the theoretical framework of transformational leadership. From this section on, we begin to discuss the application of transformational leadership in the real business environment. The organization we investigated is Shaanxi Weihe Electrical Power Co. Ltd. , located in Xianyang, Shaanxi Province in China. It is a major electrical power supplier in that area with more than 2000 employees. We surveyed 17 people, including 7 males and 10 females. These participants are from the Human Resources Department and Accounting Department of that company, with an average tenure of 15 years. We designed a questionnaire and translated it into Chinese. Then we sent the translated version of the questionnaires by email to our contact person in the company, the Director of the Human Resource Department and received questionnaires by email from our contact person when all participants finished their questionnaires. Our questionnaire consists of 12 questions, with each 3 questions investigating one perspective of transformational leadership. Specifically, Question 1-3 investigates intellectual stimulation. Question 4-6 investigates individualized consideration. Question 7-9 investigates inspirational motivation. And Question 10-12 investigates idealized influence. For each question, we asked the participant to use number 1-5 to indicate the extent to which they agree that their immediate supervisor exhibit a certain behavior. Both the original English questionnaire and the translated Chinese one are in the appendices of this paper. Results Table 1: The results of our survey indicate that in general the employees in the Human Resources Department and Accounting Department neither disagree nor agree that their immediate supervisors, namely the Director of Human Resources and the Director of Accounting exhibit transformational leadership in their daily work. In this section, we will discuss the results respectively from the perspectives of intellectual stimulation, individualized consideration, inspirational motivation and idealized influence. Question 1-3 investigates the extent to which supervisors intellectually stimulate employees. The average result of Question 1-3 is 3. 39, which indicates that supervisors sometimes encourage employees to innovate but sometimes do not. Actually, the mode of results of Questions 1 and 2 is 2, reflecting the fact that most mployees do not agree that their supervisors encourage them to solve problems from different ways or solicit their ideas when solving problems. Question 4-6 investigates the extent to which supervisors consider the individualized needs and concerns of employees. The average result of Question 4-6 is 4. 08, the highest among all four perspectives and the mode of the results of each question is 4, which altogether indicate most of employees agree that their supervisors can treat them as an individual rather than an ordinary member of the department. Therefore, the supervisors perform well in showing individualized consideration to their employees. Question 7-9 investigates the extent to which supervisors motivate employees to complete a certain task by explaining the importance of the task and communicating optimism to employees. The average result of Question 7-9 is 3. 33 and the mode of the results of each question is 3. We can reasonably interpret the data as a moderate performance of supervisors in terms of inspirational motivation. Question 10-12 investigates the extent to which supervisors display idealized influence, which is also known as charisma. The average result of Question 10-12 is only 2. 86, the lowest among all four perspectives. The mode of results of Question 12 is 2, which reflects a fact that most employees think their supervisors fail to win their respect. To summarize, supervisors in the two departments are successful in showing individualized consideration but are unsuccessful in showing idealized influence. In terms of the other two perspectives of transformational leadership, supervisors in the two departments deliver a moderate performance. Discussion As discussed in the preceding section, transformational leadership is important for the development of an organization because it is positively correlated with organizational citizenship behavior and creativity and negatively correlated with turnover. However, the investigation on the application of transformational leadership in Shaanxi Weihe Electrical Power Co. Ltd. shows a moderate level of transformational leadership in daily work. Therefore, we believe that it is necessary to provide our recommendations will help improve the transformational leadership in the company. Since we have discussed the result from four perspectives of transformational leadership, our recommendation are presented in the similar pattern. Intellectual Stimulation The results of Question 1-3 reflect a moderate transformational leadership in terms of intellectual stimulation. According to empirical studies, the following approaches can be adopted to improve intellectual stimulation. â€Å"Intellectual stimulation is defined as having a leader who encourages innovation and creativity, as well as critical thinking and problem-solving. Intellectual stimulation involves arousing followers thoughts and imagination, as well as stimulating their ability to identify and solve problems creatively† (Bass, 1985). Leaders play a crucial role in stimulating intelligence among subordinates. Those who possess transformational leadership will help arouse employees’ new ideas, stimulate them to view the world from new perspectives and boost creativity. According to HEXACO personality model (Ashton et. al, 2004), a good leader should have the personalities of honesty-humility, emotionality, extraversion, agreeableness, conscientiousness and openness. A leader high on openness is more likely to inspire the adaptive performance of employees and enable them to deal with uncertain work situations more effectively and solve problems more creatively. To improve the performance of employees, leaders also need to be educated and trained to be transformational. Only with better knowledge and skills on transformational leadership, can leaders be able to exert positive influence among their followers. Individualized Consideration According to the survey, the leaders perform well in terms of individualized consideration because the average results of Question 4-6 is 4. 8, the highest average among all four dimensions. However, there is still room for leaders to further develop this aspect of transformational leadership by conducting â€Å"career counseling with the followers, careful observation of followers and recording their progress and encouraging followers to attend technical courses† (Alannah amp; Mark, 2006). Through career co unseling, leaders will learn what their followers are interest in or what they are concerned about, and thus take appropriate actions that may motivate followers to achieve their individual goals. Besides, by carefully observing followers and recording their progress, leaders can develop familiarity with their followers, get a feedback of their leadership performance and learn what kind of leadership behaviors tend to be the most effective one. Sometimes, transformational leaders also encourage followers to attend job relevant courses, sending a message to the followers that they are expected to deliver better job performance. In this way, followers will not only enhance their professional skills but raise their self-efficacy as well. Through conducting these activities, individualized attention allows leaders to become familiar with followers, enhances communication and improves information exchange† (Alannah amp; Mark, 2006). In addition, followers are likely to perceive that they supported by their leaders, and they are therefore more likely to convey their thoughts to the leaders when they are stressed or concerned. Inspirational Motivation The average result of Ques tion 7-9 is 3. 3, which indicates the leaders in the company need to improve their inspirational motivation during the daily work. Therefore, three recommendations are discussed as follows. First, an inspirational leader should give employees the task that is within their capabilities. According to Vroom’s Expectancy Theory (1964), one’s belief that he or she has the ability to do the task successfully is called self-efficacy. Research evidence has showed a positive correlation between self-efficacy and task performance. The higher the self-efficacy a employee has, the better the task performance he or she will deliver. Second, an inspirational leader should also understand what their employees need. Although research shows that financial incentives seem to work better than other incentives. Leaders cannot always provide a salary increase as a motivator. According to JCM (Hackman amp; Oldham, 1974), a good job that an inspirational leader can create should contain five core job characteristics known as variety, identity, significance, autonomy and feedback that affect employees’ motivation particularly. As a consequence of the implement JCM, the employees will have high internal motivation, high job performance, high satisfaction and low absenteeism and low turnover. Third, the inspirational leader should communicate the vision and mission of the company to employee in an enthusiastic way. Leaders could talk to employees about their ideas, plans or goals. Employees may think that if they have no chance to construct or change the organization they are working in, they may not devote themselves to the organization. Therefore, leaders should describe a vision that inspires followers and even make them to sacrifice the self-interests for the good of the company (Burns, 1978; Bass, 1985). Idealized Influence The survey shows that idealized influence, also known as charisma, ranks the lowest among the four dimensions of transformational leadership with an average of 2. 86. The lack of confidence and respect from employees has become a main weak point of the leaders. â€Å"The emergence of charisma is a complex function of traits, behaviors, and the being in the right place at the right time† (House, 1977). And â€Å"the prominent traits include self-confidence, dominance, and a strong conviction in one’s beliefs† (John amp; Saks, 2011). Therefore, the following suggestions are provided for the leaders to enhance their idealized influence. To begin with, leaders should continue to elevate their comprehensive abilities and qualities. As long as they truly master the knowledge and management skills related to the job, they can accomplish tasks easily. In this way, it is less likely that leaders fear and avoid the difficulties so followers will trust their supervisors and work with them with more confident. In addition, it is advisable for the company to train the supervisors periodically to make them realize the significance of collectivism. Those leaders who are instructed to be loyal to the organization would direct their subordinates in a positive and effective way, which, gradually distinguish themselves from ordinary leaders. At last, leaders cannot win the respect from their subordinates if they frequently show their superiority as a supervisor. Leaders should treat every staff fairly and equally. This with no doubt will increase employees’ job satisfaction and positive attitudes towards their leaders. Setting good examples for workers is also essential. In most cases, leaders lose their respect from employees for the reason of being rude to the subordinates. Therefore, it would be better if directors of these two departments stand on employees’ sides and take their feelings into consideration. Limitations Although the results of the research reach our expectations, limitations of the research method cannot be neglected. Constrained by the limited time and human resource allocated to this project, we fail to further expand the recipient base of the survey. We believe that if more people had been investigated, the result of the survey would have been a better reflection of the real situation. Besides, the recipients of questionnaires are from only two department of the company. We fail to include more employees from other departments, especially the employees from the frontline workshop who make up the majority of the employee population in the company. At last, we use mathematical average to analyze the data collected from the questionnaire. We believe that there should be statistically better method for analyzing the data because we have realized that the highest and lowest score will offset each other when we calculate the mathematical average. References Alannah, E. R. , amp; Mark, A. G. (2006). Refining individualized consideration: Distinguishing developmental leadership and supportive leadership. Transformational leadership free essay sample Biography Tan Sri Syed Mokhtar Albukhary , or better known as Syed Mokhtar was born in1951 at Jalan Day, Alor Setar. Syed Mokhtar was raised from a poor family consisted of 5 members. His father was an immigrant from Afghania. Syed Mokhtar inherits his business skill from his father who buys and sells cow. Syed Mokhtar was not very good in academic, but he is excellent in figures and account. Syed Mokhtar manages to start his very own business in 1966 when he follows his father to Kuala Lumpur to buy and sell cows. The first company that Syed Mokhtar builds is Syarikat Kenderaan Sentosa (SKS) which registered in 1972. Syed Mokhtar involve in rice business in 1990. Now Syed Mokhtar has built his own business empire through his effort and world class leadership practice. Yayasan AL Bukhary is one of his prove that he has not forgotten where he come s from, a poor family in Kedah. We will write a custom essay sample on Transformational leadership or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page He has a net value of US$2 billion and considered as 8th Malaysia’s richest man according to Forbes. Syed Mokhtar keeps building his business empire and mange to take over some of the prestigious company such as MMC, DRB-HICOM, PERNAS and Pelabuhan Johor. Syed Mokhtar also involve in a global business venture in other country such as China, Iran, Libya and others. He create new friend and at the same time not forgotten an old friend. People around him always feel comfortable with his kindness and humble. Syed Mokhtar was an excellent example of how a businessman leader should be. Never forget to help others when we have been successful. Transformational Leader When Syed Mokhtar started his business, he already places a big dream. He makes a clear vision in each of every new thing he invested. He is able to see opportunities whereas the others failed. When he started his logistic  business, SKS, he knows that this business already monopoly by the Chinese. Typical Malays would like not to involve in this business as it is difficult to penetrate Chinese blockage. Syed Mokhtar doesn’t see this as a barrier but use this stepping stone for him to succeed. He chooses to make these Chinese as his friend rather than being their competitors. As Kedah was known as rice producer, most of his earlier cargo is rice. The rice distributors were dominated by the Chinese, so Syed Mokhtar manages to approach reliable Chines to work with him at the earlier stage. He offer higher pay for the Chinese, and also promise an extra profit sharing if the company make profit. Syed Mokhtar very determines to break the Chinese wall. He put a clear vision, to penetrate Chinese monopoly. He uses a Chinese to do that. He involve on the business himself. It is said, that Syed Mokhtar always comes home late to wait his lorry come and go without any problems. Within 3 months, his company already makes profit and keeps expanding. Syed Mokhtar than move to rice industries, which is more difficult market to penetrated yet he manage to use the same approach as his earlier involvement in logistic business. He makes partnership with Chines to started Shah Enterprise Sdn Bhd. He needs his Chinese fellow market influence and the Chinese need his advantages as a Bumiputra. Syed Mokhtar stated his clear vision to his shareholders that he just not want to be a Bumiputra representor in order to get contract from the Government, but he want to control the company. He contributed 42% of his company equity and later on become majority shareholder. Slowly, Syed Mokhtar manages to build his empire, venturing in new business activity. In a way to become a success business man, he also faced difficulty. When he ventures in property developers, it is a purely new thing to him. As the economic downturn in 1985, Syed Mokhtar failed to maintain in property development industry. A lesson he learned, never involve in anything that you are not ready with. Behaviors, Traits and Skills Behaviors refer to a response of an individual or group to an action, environment, person or stimulus. Traits refer to a distinguishing feature, as of a person’s character. Skills refer as the effectiveness of a leader. As Syed Mokhtar becomes a corporate man, he shows a world class  characteristic of a World class leadership. Syed Mokhtar has his own clear vision on how he would be in the future. As a proof, when government introduces New Economic Policy, Syed Mokhtar takes a full advantage of government effort to help the Bumiputra businessman. Syed Mokhtar penetrates a Chinese monopoly market. He has a clear vision to do business that can confirm profit. For others, it is a suicide action when trying to compete with the Chinese businessman as they already create a great wall within them. If Syed Mokhtar doesn’t ambitious enough, he would not dare to compete with the Chinese. After setting up his vision, he manages to plan on how to make sure he will succeed. Yes, h e choose to friend with the Chinese instead of confront them. He uses Chinese to break the Chinese barrier. A very good business strategy perhaps. When we talk about personal integrity, no doubt about Syed Mokhtar’s personal integrity. At his earlier stage in logistic activities, he have an opportunities to do easy profit by letting go two out of transporting permits to the Chinese. A lot of Bumiputra sell their transportation permits to the Chinese businessman to get easy money. If Syed Mokhtar doesn’t have personal integrity, he might do so. Another ways to show Syed Mokhtar integrity is on how he is still keeping his share which he bought by using the Bumiputra quota regulated by the Government under New Economic Policy. He may sell the market share if he wants to earn easy money yet he did not do that. He believes that the market share where he bought using Bumiputra quota is his responsibility to keep. Syed Mokhtar always have close relationship with his employee. It always think how to meka sure that his company can survive so that no body have to quick. This show how high the EQ he have. When the economic down turn, he manage to keep the staff and without fail to pay the salary on time. He feel that, it is the duty of him to make sure the company survive so that a lot of people can continue their living. He always keeps his current friend in contac t and at the same time makes new friends. It is believe that he made more than 100 calls a day just to make ask his friend condition. Yayasan Al Bukhary is one of the examples to show how his believe to help the society. He contributes his company profit to Yayasan Al Bukhary so that poor people can get a chance to higher education. Even though he is not good in academic, he is still believe that knowledge is very important. His best quoted, â€Å"â€Å"I think it has to do with realization of where you come from, and where you are  going.† He always remembered how he came from a poor family and then become a successful business tycoon. When we talk about how he plan in doing business, he adopt the 4 main skills which world class leader hold. When he wants to do business, he always plans from the beginning. When he want to venture in cocoa supplier with China, he plan on how he should attend the Cantoon Trade Fair and then how to make sure he manage to get the supplier of the cocoa. He plans to buy a land so that he can plant cocoa. He plans how to make sure that he won’t have any shortage of cocoa . When he get government contract for supplying goods, he manage to get supplier from international market. In order to make sure he can manage to secure the supplier, he choose to venture in production business to make sure he can secure price and maintain the supplier. This is how he thinks and plan when doing business. When Syed Mokhtar wants to take over MMC, he asks his accountant to do the calculation. He empowers his staff to do the calculation for him. Even though the final decision was made by him, but he managed to organize the workload within his workers. As soon as he completes the transaction of buying MMC, the first thing he do is organize his profitable source to support the MMC. As a result, he manages to recover MMC in profitable position. This is how he organizes as to make sure he can fulfill his vision. Syed Mokhtar also shows a good leading skill to his employee. One of his trait is he will do thing seriously. Dr. Mahathir, former prime minister also quoted that Syed Mokhtar is an example of a strong Bumiputra and will work hard to achieve what he want. Syed Mokhtar always wants to know what happened in the business he ventures. When his early involvement in property development, every day he will go to the site to ensure that the development progress is on schedule. As a result, he manages to complete his very first residential project, Taman Mawar at Kedah. Syed Mokhtar will conduct a meeting with his anchor man in the late evening till morning. This is how he gets to know what is going on in his company. The meeting conducts in a casual way and not in formal manner. This will create a close relationship between him and his employee. These are some example on how Syed Mokhtar do a controlling on his business empire. Effective Leader World class leader surely show an effective leadership style which can be measure by his company sales, net profits, profit margin, market share etc. Syed Mokhtar shows how effective he becomes a leader based on his behaviors, traits and skills explained above. He manage to turn around a problematic company into a profitable company such as MMC, PERNAS and DRB-HICOM. If Syed Mokhtar not effective, he might have failed to overcome the situation face by the said companies. Another measurement for an effective leadership is the follower’s attitudes. Syed Mokhtar shows a good example to his staff on how to do work in a proper manner. That is why, when the accountant being asked to come up with a proposal on whether to invest in problematic company, the staff gives a fair report. If the staff doesn’t follow Syed Mokhtar attitude as being honest, definitely, the accountant will only show good report to earn an easy commission. However, Syed Mokhtar has shown a good example to his employee as to be high integrity in doing their work. Syed Mokhtar always feels that he is responsible for the survival of his company as there a re too many people depending on it. These is why, the staff have a very close relationship with Syed Mokhtar, even the ex-staff who already retire still contacting Syed Mokhtar as friend. Syed Mokhtar have proven his ability to manage a company, and as a result, Government always granted a big project to him. If the Government doesn’t feel confident with Syed Mokhtar effectiveness, he might not able to take over MMC, DRB-HICOM and Tanjung Pelepas Port. These are also an example of how Syed Mokhtar proves his effectiveness. Syed Mokhtar is a good example on how NEP can help Bumiputra become major role in Malaysia economic. It is just a matter of whether we are brave enough to get involve. To be a good leader, we must maintain four elements of skill which is plan, organize, lead and control. Good leader always practice good traits and behavior. Lead change in the organization Syed Mokhtar also practices changes in his leadership as it is crucial to survive in business environment if he did not change. When Syed Mokhtar starts to invest in Middle East, Syed Mokhtar already makes a change in the way he conduct his business. He has to think global and not just concentrate on local. These are some prove to show that Syed Mokhtar also practice  changes in his leadership. In order to become major player in the global market, Syed Mokhtar has to change to adopt with the global market and global requirement. He always respects other people values even though they come from different raise or religion. By practicing change on his attitude, Syed Mokhtar always able to adopt with the difference with others. When Tun Abdullah Ahmad Badawi took over Tun Dr Mahathir Mohamed position as Mlaysia’s number one leader, Syed Mokhtar also have to make change in order to maintain his role as business player. He observes the policy maker and adopt with the situation. Syed Mokhtar always aware with the government policy and take advantage from the policy introduces. He always manage to seek opportunity to expand his business. These need change in his leadership style or he may not succeed. Derailment Every leader has the strength and weakness. Nobody is perfect. However, derailment can be cover up by leader action on the issues. Syed Mokhtar also has a derailment. One of the examples is, he did not value precisely his ability to involve in property development before h enters the industry. As a result he did not survive when world was hit with economy down turn. He learned a good lesson from it. Syed Mokhtar should good consider a lot of factors before joining property development industry and yes he did that when he reenter the industry. This time he is well prepared. Another thing that shows his derailment is when he wants to purchase MMC with a premium price. His valuator has advise him not to proceed with the purchase MMC with the higher price as they already calculated the impact on his business empire. However, Syed Mokhtar did not listen to them and proceed with the purchase. Even though Syed Mokhtar knows that buying MMC only will reduce the revenue of his business empire, but Syed Mokhtar still feel his duty to help the government. MMC is like a Malaysian pride. Syed Mokhtar should listen to his expert as he already empowers them to make a study. But in this case, Syed Mokhtar uses his intuition. Syed Mokhtar also misuses his power on the company he holds. This can be one of his derailments. Minority shareholders of his company lodge a complaint in the general meeting asking explanation when Syed Mokhtar takes 20 million of his company profit and contributed to his own foundation, Yayasan Al Bukhary. The minority feel  that Syed Mohtar should have not do that as it is the company hard earn money. However, Syed Mokhtar always feels that some of his income is other peoples share and he share with the poor and needed people through his Yayasan Al Bukhari. Even though, there are minority shareholders, Syed Mokhtar should get their concerned when make decision on company money. Syed Mokhtar should use a persuasive approach to get the minority approval on the issue. A clear information should be given to the minority shareholders on how Yayasan Al Bukhari run and how the fund being distributed. Conclusion Imagine how a poor village boy can become a business tycoon and consider 8th Malaysia’s richest person. He builds his empire from the very bottom and throughout his hard effort. If Tan Sri Syed Mokhtar doesn’t have a world class leadership in his, it is difficult for him to become as at now. He may not get a perfect formal education, but he learns through experience. Syed Mokhtar always willing to learn a new think and he evolve accordingly. He builds his own success and at the same not forgets where he comes from. He holds a positive value in himself and that make him as a respectful leader. Syed Mokhtar has a strong heart and determination. He proves that he also can compete with superior competitor. The most important thing he did not forget from where he begins his empire. He always holds in Islamic value in doing his business. Syed Mokhar always believes that everyone can achieve something if given fair chances. That is why establish Yayasan Al Bukhary, to help the poor and needed people. References

Vexillology - the Study of Flags

Vexillology - the Study of Flags Vexillology is the scholarly study of something seen very associated with geography - flags! The word comes from the Latin vexillum, meaning flag or banner. Flags originally helped ancient armies coordinate on the battlefield. Today, every country and many organizations have a flag. Flags can represent land or maritime boundaries and possessions. Flags are usually hoisted on a flagpole and flown so that everyone can be reminded of the values and history of the country. Flags incite patriotism and respect for those who lost their lives fighting for its values. Common Flag Designs Many flags have three vertical (pales) or horizontal (fesses) divisions, each of a different or rotating color. Frances Tricolore has vertical divisions of blue, white, and red. Hungarys flag has horizontal bands of red, white, and green. The Scandinavian countries all have crosses of different colors on their flags, representing Christianity. Denmarks flag is the oldest flag design still in use, as it was designed in the 13th century. Many flags, such as Turkey, Algeria, Pakistan, and Israel have images of religious symbols, such as crescents to represent Islam. Many countries in Africa have green, red, black, and yellow on their flags, representing people, bloodshed, fertile land, and hope for independence and peace (for example - Uganda and the Republic of the Congo). Some flags show national coats of arms or shields, such as Spain. Vexillology Is Based on Colors and Symbols A vexillologist is someone who designs flags. A vexillographer studies flags and what their shapes, patterns, colors, and images represent. For example, the flag of Mexico has three colors - green, white, and red, formed in vertical lines of equal size. In the center is a picture of the Mexican coat of arms, a Golden Eagle eating a snake. This represents Mexicos Aztec history. Green represents hope, white represents purity, and red represents religion. Vexillographers also study the changes made to flags through time. For example, the previous flag of Rwanda had a large R in the middle. It was changed in 2001 (new flag) because the flag was largely seen as a symbol of the horrific 1994 Rwandan genocide. Prominent Vexillologists and Vexillographers There are perhaps two main authorities on flags today. Dr. Whitney Smith, an American, coined the term vexillology in 1957 when he was a teenager. Today, he is a flag scholar and helped create the North American Vexillological Association in the late 1960s. He runs the Flag Research Center in Massachusetts. Many countries have recognized his great abilities and asked for his help designing their flags. He was chosen to design the flag of Guyana in 1966. After studying the countrys culture, economy, and history, he made green represent Guyanas agriculture, gold represents great mineral deposits, and red represents the peoples great determination and love for their country. Graham Bartram is a British vexillologist who designed the most commonly used flag for Antarctica. It has a light blue background with a white map of Antarctica in the center. The United States Flag The United States flag has thirteen stripes, for the thirteen original colonies, and one star for every state. The United Kingdom Flag The United Kingdoms flag, called the Union Jack, is a combination of the flags of patron saints St. George, St. Patrick, and St. Andrew. The Union Jack appears on the flag of numerous other countries and territories, which were historically or currently are possessions of the United Kingdom. Unusually Shaped or Designed Flags Every countrys flag is a quadrilateral except for Nepals flag. It is shaped like two stacked triangles, representing the Himalaya Mountains and the two religions of Hinduism and Buddhism. The sun and moon represent the hope that the country will live as long as these celestial bodies. (Znamierowski) Switzerland and the Vatican City are the only two countries with square flags. Libyas flag is entirely green, representing Islam. It has no other colors or designs, making it the only flag like it in the world. Bhutans flag has a dragon on it. It is called the Thunder Dragon, which is the symbol of the nation. Kenyas flag has a shield on it, representing the courage of the Masai warriors. The flag of Cyprus has an outline of the country on it. Cambodias flag has Angkor Wat on it, a popular historical attraction. Flags That Differ on Their Front and Reverse Sides Saudi Arabias flag has a sword and the Arabic inscription for There is no God but Allah and Muhammad is the messenger of Allah. Since the flag contains sacred writing, the reverse side of the flag is a duplicate of the front and two flags are usually sewn together. The reverse side of Moldovas flag does not include the emblem. The reverse side of Paraguays flag contains the treasury seal. The flag of the U.S. state of Oregon has the state seal on the front and the reverse side includes a beaver. States and Provinces Each U.S. state and Canadian province has its own unique flag. Some flags are quite unique. Californias flag has a picture of a grizzly bear, which represents strength. The states flag also includes the inscription, California Republic, referring to the short period of time that California had declared independence from Mexico. Wyomings flag has a picture of a bison, for Wyomings agricultural and livestock heritage. The red symbolizes Native Americans and the blue represents landscapes such as skies and mountains. The state of Washingtons flag has a portrait of President George Washington. Ohios flag is shaped like a pennant. It is the only state flag that is not rectangular. New Brunswick, a Canadian province, has a picture of a ship on its flag for its shipbuilding and seafaring history. Conclusion Flags have many similarities, but many are quite distinctive. Flags symbolize past struggles such as bloody quests for independence, present virtues and identity, and future goals of a country and its inhabitants. Vexillologists and vexillographers research how flags change through time, and how that knowledge can be used to make the world more peaceful and diplomatic, as many people are willing to die to defend their beloved countrys flag and its values. Reference Znamierowski, Alfred. The World Encyclopedia of Flags. Hermes House, 2003.

Characteristics of Squamates Reptiles

Characteristics of Squamates Reptiles Squamates (Squamata) are the most diverse of all the reptile groups, with approximately 7400 living species. Squamates include lizards, snakes, and worm lizards. Two characteristics that unite the squamates. The first is that they shed their skin periodically. Some squamates, such as snakes, shed their skin in one piece. Other squamates, such as many lizards, shed their skin in patches. In contrast, non-squamate reptiles regenerate their scales by other means- for example, crocodiles shed a single scale at a time while turtles do not shed the scales that cover their carapace and instead add new layers from beneath. The second characteristic shared by squamates is their uniquely jointed skulls and jaws, which are both strong and flexible. The extraordinary jaw mobility of squamates enables them to open their mouths very wide and in doing so, consume large prey. Additionally, the strength of their skull and jaws provides squamates with a powerful bite grip. Squamates first appeared in the fossil record during the mid-Jurassic and probably existed before that time. The fossil record for squamates is rather sparse. Modern squamates arose about 160 million years ago, during the late Jurassic. The earliest lizard fossils are between 185 and 165 million years old. The closest living relatives of the squamates are the tuatara, followed by the crocodiles and birds. Of all living reptiles,  turtles  are the most distant relatives of the squamates. Like crocodilians, squamates are diapsids, a group of reptiles that possess two holes (or temporal fenestra) on each side of their skull. Key Characteristics The key characteristics of squamates  include: most diverse group of reptilesexceptional skull mobility Classification Squamates are classified within the following taxonomic hierarchy: Animals Chordates Vertebrates Tetrapods Reptiles Squamates Squamates are divided into the following taxonomic groups: Lizards (Lacertilia): There are more than 4,500 species of lizards alive today, making them the most diverse group of all squamates. Members of this group include iguanas, chameleons, geckos, night lizards, blind lizards, skinks, anguids, beaded lizards and many others.Snakes (Serpentes): There are about 2,900 species of snakes alive today. Members of this group include boas, colubrids, pythons, vipers, blind snakes, mole vipers, and sunbeam snakes. Snakes have no limbs but their legless nature doesnt stop them from being among the worlds most formidable reptilian predators.Worm lizards (Amphisbaenia): There are about 130 species of worm lizards alive today. Members of this group are burrowing reptiles that spend most of their life underground. Worm lizards have sturdy skulls that are well suited for digging tunnels.

Quality Management in Business Assignment Example | Topics and Well Written Essays - 750 words

Quality Management in Business - Assignment Example . 1.3. The different approaches to quality management include the use of six sigma and Lean. Six is a quality management tool that ensures quality is maintained through reduced production variations. Lean is a quality management that ensures quality through control of resources and reduction of wastes to meet customer needs and wants (Williams, 2004). 1.4. The primary similarities between the two include the following. Both originated from Japan, utilized in project management and make use analytical tools. The other major similarity of both controls processes is to improve customer satisfaction. Improvement of the manufacturing process and project management are also other similarities(Charantimath, 2006). . The differences in both methods are as follows. While sigma six bases on zero defects, Lean focuses on waste removal. While sigma six focuses on the reduction of variations and improvement of processes, Lean is based on improving the flow of the process. The stages involved in six sigma are, define, measure, analyze, improve and control. On the other hand, the steps involved in sigma six are understanding customer value, value stream, analysis, flow, pull and perfection. While six sigma focuses on saving money, Lean focuses on the principles of reducing lead time. Six sigma aims at achieving business goals in order to improve financial performance while Lean reduces inventory through increased productivity and customer satisfaction. Six Sigma doesn’t involve everybody nor improve customer satisfaction without a systemized view. Lean works through reduced flexibility, and supply chain congestion that is not applicable to all industries. 3.1. Quality management can be measured through customer feedback. Customer feedback is measured by customer complaints, damage control actions taken to products, number of reworks done for a product, written off inventory and

Malaysia - Epitome of Asia Essay Example | Topics and Well Written Essays - 2000 words

Malaysia - Epitome of Asia - Essay Example Malaysia - Epitome of Asia Even though the state religion of Malaysia is Islam, the country gives its people the freedom of choice and holds no barriers to any faith the people may choose to follow. They are given the right of their opinions and no one is forceful of their beliefs on the others. Malaysia is always welcoming new people to let them explore the country to fall in love with its natural beautiful sights. The people there share the same perspective and have a welcoming nature and always try to maintain a friendly relation with anyone they might know outside of their country, speaking on a personal note. Location Malaysia can be found near the far right side when viewing a global map, near the equator. It may seem a little distant from the rest of the world because of its location but that has not proven the people there to take the choice of living in isolation. Malaysia is situated on the South China Sea and has itself divided in two parts of East Malaysia and Peninsular Malaysia. The country share s borders with three countries; Thailand, Indonesia and Brunei. The country solves its problem of being in a far off place by linking itself to countries, like Singapore, through a causeway while also sharing maritime boundaries with countries like, Philippines and Vietnam. Malaysia did not always have the place it has today in the world. Near the end of 18th and 19th centuries The British had their colonies established in the area and ruled the Malay Peninsula till 1948. It was in 1957 that Malaysia attained the freedom it has today and formed the Federation of Malaya. After the independence the country faced problems with Indonesia, Singapore which was a part of Malaysia for a time, also departed from the Malay Federations. Malaysia was able to succeed in diversifying its economy after the rule of Prime Minister Mahathir bin Mohammad during the early years after independence. The country chose to develop its services, manufacturing and tourism to give boost to its economy and decided to let go of exporting of raw materials. When these policies proved to be of great advantage to the country, the following prime ministers decided to act upon them as well i.e. Najib bin Abdul Razzak. Geography Being the world’s 67th largest country, Malaysia has a land area of 329,847 square kilometers (UMTECH 2012). Malaysia is the only country that has its land territory situated in both; mainland of the Asian continent and on the Malay Archipelago, the Malay sea studded with islands. The Peninsular Malaysia, one of the two parts that the country is divided in, contains 40 percent of the land mass of the country. It spreads 322 kilometers in width while it’s North to South extends up to 740 kilometers (Marshall Cavendish Corporation, 2006). There is a series of mountains that divides the Peninsular Malaysia’s East and West coasts, Titiwangsa Mountains, also called Main Range (Britannica). Main Rage is a mountain range that is heavily forested and is composed of igneous rocks and granite. Most of the mountain has eroded and created a karst landscapes. The other half of Malaysia, East Malaysia, has a coastline of 2,607 kilometers which is divided among its hills, valleys, interiors of mountains and the coastal regions. East Mal aysia also consists of the tallest mountain in the country, Mount Kinabalu. The mountain holds the height of 13,436 ft, and ranges between the country and Indonesia’

Alcoholics and Liver Transplants Essay Example for Free

Alcoholics and Liver Transplants Essay Cohen and Martin do not believe that someone that has induced this disease by alcohol abuse is no less deserving of a liver transplant than someone that takes care of their self. They support the moral argument by stating, â€Å"If alcoholics should be penalized because of their moral fault, then all others who are equally at fault in causing their own medical needs should be similarly penalized†. One of the medical arguments that the authors combat is that liver transplants performed on alcoholics have a lower success rate then non-alcoholics. Statistics are presented in the text to argue this notion which really strengthens this aspect of the argument. They also state that a candidate for any other procedure would not be excluded because of the risk of success rate. This argument rises and falls based on what side you’re on. One could assume that most people waiting for a liver, who have never had a drink in their life would be very reluctant to side with this argument. However, an alcoholic or recovering alcoholic that needed a liver would more than likely be behind this passage all the way. One of the weaknesses of this argument was the comparisons that were made with other procedures. A reason why a doctor may be reluctant to transplant a liver to an alcoholic is the scarcity of the organ itself so comparing it to another organ that may be more abundant is asinine. Overall, this argument was moderately effective for the aforementioned reasons but I do not personally agree with the sentiments of the authors.

Innocent :: Booker T. Washington Slavery Essays

Innocent In the case of Booker T. Washington once can plainly dismiss the idea of charging him with complacency or sycophancy. Such charges are absolutely absurd and can be easily disproved. In a time period where the black race was truly looked down upon, disrespected and mistreated, Booker T. Washington sought to do things to bring his people out of the muck they were placed in. Complacency is the act of self-satisfaction accompanied by unawareness of actual dangers or deficiencies. As stated by a member of Prosecution, â€Å"For this trial, complacency is being defined as a state of conscious denial about hazards or oppressions† (Blandford 1). How could one believe that this is what Mr. Washington stood for? As brought up by members of the prosecution, Booker T. Washington’s complacency can be seen in the area of education. As stated by Prosecutor Wilson, â€Å"Washington discusses his disgust with his students’ preoccupation with the study of foreign language, grammar an arithmetic†. Such a statement is not true. Booker T. Washington was quite in favor of the intellectual learning of black. After all, why would such an activist for the betterment of blacks be against their intellectual betterment? At no point in time does Mr. Washington show disgust as portrayed by the prosecution in the area of education. In fact, Washington was in favor for the intellectual incline of his black people. â€Å"I was determined to start them off on a solid and thorough foundation so far as their books were concerned†(89). Now, does that sound like the words of a man against education? It is just that Booker T. Washington wanted his people to succeed and be the best in all areas of life including that of industrial work. He wanted his students to be well rounded so that after graduation they would be able to get any kind of job, whether it is relying solely on intellectual aspects or that of specific skill or trade. Washington was well aware of the success and independence one can attain from knowing specific skills needed within the society. With this ability, an individual can be self-employed and can always get jobs within the society.

Dengue prevention Essay

A very good morning to the principal, Mr. Gan, the senior assistant, Mrs. Lim, respected teachers and fellow friends. I am grateful for your presence and I am extremely delighted with this valuable opportunity to meet you all in this great morning. Frankly, it is honour to be entrusted to deliver a speech to you on the topic â€Å"†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..† Undoubtedly, it is the responsibility of the property owner to prevent mosquito breeding sources. The immature stages of the mosquito so called egg, larva or pupa develop in stagnant water. It takes seven to ten days from the time a mosquito lays her eggs, until 100 to 400 larvae or wrigglers begin their life, possibly in your backyard. The size of the container of water doesn’t matter, as mosquito larvae and pupa are small. In the event a breeding source is found, the owner must treat the problem and take steps to prevent the recurrence of breeding. By reducing the number of breeding sources, we can reduce the number of mosquitoes and cases of mosquito-borne disease. First and foremost, you are advised to use Abate or larvicide to kill mosquitoes and destroy the larva. Part from that, you can put some salt into the containers holding water as it prevents mosquitoes from breeding. Meanwhile, cover all water containers tightly to prevent mosquitoes from laying eggs. It is utmost important to change water in the vases and tubs at least once a week, use mosquito repellents when necessary while following the instructions on the label. On the other hand, you are encouraged to be extra careful with the situations outside the house. Apparently, you can get rid of any standing water. Mosquitoes must have water in which to lay their eggs and develop into adults. Check old tires, buckets, rain gutters, watering cans, etc. If you have a bird bath, fountain, wading pool, or plant trays, it is a good idea to change the water at least once a week. Make sure that there are no containers that can collect water left lying around your garden. Importantly, fog your home if necessary. Be sure to keep swimming pools clean and chlorinated. If not in use, keep empty and covered. In addition, ensure that the drains and gutters are not clogged and clean. Remember to stock ornamental pools with goldfish because they eat mosquito larvae on the water’s surface. Mosquito control is a community effort. You can also bury bottles, tins and old tyres. Last but not least, you can participate in preventing mosquitoes from breeding by doing the following simple chores around your home. Even the smallest thing will help and you will be surprised to find out what you can do. In a nutshell, we should keep an adage that time and tide wait for no man; we are supposed to strike the iron when hot. I have come to an end, this is all for today. Thank you for being a wonderful audience and I hope to share more of my thoughts with you in the near future. Thank you very much. Speech: A very good morning to the principal, Mr. Gan, the senior assistant, Mrs. Lim, respected teachers and fellow friends. I am grateful for your presence and I am extremely delighted with this valuable opportunity to meet you all in this great morning. Frankly, I am honour to be entrusted to deliver a speech to you on the topic â€Å"†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..† -it is the responsibility of the property owner to prevent mosquito breeding sources. The immature stages of the mosquito so called egg, larva or pupa develop in stagnant water. -takes seven to ten days from the time a mosquito lays her eggs, until 100 to 400 larvae or wrigglers begin their life, possibly in your backyard. -the size of the container of water doesn’t matter, as mosquito larvae and pupa are small. -In the event a breeding source is found, the owner must treat the problem and take steps to prevent the recurrence of breeding. -by reducing the number of breeding sources, we can reduce the number of mosquitoes and cases of mosquito-borne disease. -use Abate or larvicide to kill mosquitoes and destroy the larva. Part from that, you can put some salt into the containers holding water as it prevents mosquitoes from breeding. – cover all water containers tightly to prevent mosquitoes from laying eggs. It is utmost important to change water in the vases and tubs at least once a week -use mosquito repellents when necessary while following the instructions on the label. – you are encouraged to be extra careful with the situations outside the house. Apparently, you can get rid of any standing water. -mosquitoes must have water in which to lay their eggs and develop into adults. Check old tires, buckets, rain gutters, watering cans, etc. -if you have a bird bath, fountain, wading pool, or plant trays, it is a good idea to change the water at least once a week -make sure that there are no  containers that can collect water left lying around your garden. Importantly, fog your home if necessary. -be sure to keep swimming pools clean and chlorinated. If not in use, keep empty and covered. In addition, ensure that the drains and gutters are not clogged and clean. -remember to stock ornamental pools with goldfish because they eat mosquito larvae on the water’s surface. Mosquito control is a community effort. -bury bottles and cans. Last but not least, participate in preventing mosquitoes from breeding by doing the following simple chores around your home. -Even the smallest thing will help and you will be surprised to find out what you can do. In a nutshell, we should keep an adage that time and tide wait for no man; we are supposed to strike the iron whe n hot. I have come to an end, this is all for today. Thank you for being a wonderful audience and I hope to share more of my thoughts with you in the near future. Thank you very much.

Business Law. Law and Application

Issue Is there a valid contract between Khalid and Siti? Law and Application When Khalid is interested in buying Siti’s painting which she had named â€Å"Hawa†, Khalid met Siti and told her that he will pay her RM5,000 for â€Å"Hawa†. This is an offer. Offer had be defined in S2(a) Contracts Act 1950 as â€Å"when one person signifies to another his willingness to do or to abstain from doing anything, with a view to obtaining the assent of that other to the act or abstinence, he is said to make a proposal†. Under the Contract Act 1950, a proposal is something which is capable of being converted into an agreement by its acceptance.Moreover, merely giving information is not an offer. For example of Harvey v Facey (1893) case, P telegraphed D – â€Å"Will you sell us Bumber Hall Pen? Telegraph lowest cash price. † D replied, â€Å"Lowest cash price ? 900. † P purported to accept the offer. The court held that price information is merely information. There was no offer to accept. Khalil had given clear information that he want to buy Siti’s painting with the price RM 5, 000, the offer is exist. But Siti said she will think about it. Two weeks after she made her mind that she want to sell the painting to Khalid for RM7,000 not Rm 5,000.This is a counter offer not acceptance. Counter offer had be defined in S6(c) Contracts Act 1950 as â€Å"by the failure of the acceptor to fulfill a condition precedent to acceptance. † Siti as the offeree makes a count offer revokes the original offer which made by Khalil. Counter offer had also defined in S7(a) Contracts Act 1950 in order to convert a proposal into a promise that acceptance it must â€Å"be absolute and unqualified†. It does refer to the case of Hyde v Wrench (1840), D made an offer to sell his house for ? 1000.P purposely accepted at ? 950 but D refused, P accepted the original offer of ? 1000. The court held that counter offer terminated the original offer. There was nothing to accept. Furthermore, acceptance had be define in S2(b) Contracts Act 1950 as â€Å"when the person to whom the proposal is made signifies his assent thereto, the proposal is said to be accepted: a proposal, when accepted, becomes a promise†. Thus the original offerror whose offer has been terminated by the offeree’s counter offer can accept or reject the offeree’s counter offer.Khalid said that the price Siti offered was too high and he did not want the painting, means that this is a rejection by Khalid. One week later, Khalid received bonus from his employer. After he got the money to pay so and he immediately contact Siti that he will pay the RM7,000 for â€Å"Hawa†. This is a new counter offer from Khalid. According to S2(a) Contracts Act 1950 â€Å"when one person signifies to another his willingness to do or to abstain from doing anything, with a view to obtaining the assent of that other to the act or abstinence , he is said to make a proposal†.But Siti has refused to sell the painting to Khalid with the price RM7, 000; she then said that for the price of her painting has gone up to RM10, 000. This is can counter offer. Conclusion There is no valid contract between Khalil and Siti. The moment that Siti sell her panting for RM 7,000, Khalil had refuse and reject the offer. When he wanted to buy the painting with RM 7, 000, Siti had gone up the price of her painting as RM 10, 000. For the whole â€Å"trade† there is no acceptance exists. There is just exist offer, couter offer and revocation. A contact without acceptance is void, therefor; there is no contract between them.

Amba week Essay Example

Amba week Essay Example Amba week Essay Amba week Essay Carrys case further details how this organization relied upon feedback from its employees, through surveys and interviews, to develop the new policy change. Since the amendment was imposed job performance and organizational commitment is said to have increased, especially for those employees whom were not regularly taking lunch breaks. This scenario brings to light the specific question of motivation in the work force, and how a company, such as the one mentioned above, can find new ways to motivate their workforce and create increased performance and job commitment. The following report will analyze the impact this specific policy change can have on the overall work environment in the areas of motivation, performance, and com tenement. Scholarly Framework As David Wild (2011) explains in his research brief on the correlation between salary and work place happiness, it is all but a myth that employee satisfaction goes hand in hand with financial compensation. Although individual studies aim to prove that this is true, researchers have done their due diligence in thoroughly assessing the results from 86 previous studies on the subject. They have discovered that although pay may be a motivator for some employees, larger wages do not directly correlate to a satisfied employee base. These researchers went on to compare an increase in wages to that of the short-lived joy of newlyweds, meaning that job satisfaction would only be temporary. These research findings are not an entirely new way of thinking and as Dan Pink explains in his presentation, The Puzzle of Motivation, there is a mismatch between what science knows and what business does (2009). This essentially means that most 21st century genuineness are choosing to ignore the fact that the science of organizational behavior pertaining to motivation is not linked to reward and punishment, or extrinsic motivation, but rather intrinsic. Carols employer is implementing these concepts of intrinsic motivation to better the work environment, but is it really making a difference for employees? Analyze the case chosen Although the policy change is strictly optional, research has shown that breaks taken at work can be beneficial to reducing stress levels for employee (Frizz, Ellis, Demise, Line Gurus, 2013). The key argument presented in ending is that work breaks have measurable effects on employee well-being and performance. However, this research places a great deal of focus on the activities that employees partake in during their work breaks. Meaning if an individual uses this break time to read a book or enjoy a meal, as long as these activities are viewed as relaxing by the partaker, then they will demonstrate increased energy during the work day. This increased energy would then, presumably, correlate to a more productive employee. On the reverse side of the spectrum, if an individual uses their thirty minute break erred to perform a task they find stressful then they would return to their work duties feeling fatigued, and therefore become less productive as the dad goes on. Although the latter is of concern to employers finding ways to help employees actively seek out less stressful actives during the work day would be beneficial to both parties. This is because the more stress an employee experiences on a routine basis, the greater risk they are to become fatigued, experience memory loss and develop coronary heart disease, consequently lowering employee productivity (Colloquial, Lupine, Wesson, 2013). It is important for organizations to realize that when trying to provide a better work place and environment for employees there can always be multiple layers to the issue. Perhaps the focus Of this case study should also be spent on finding ways to reduce the levels of stress workers experience and help them to cope with stresses they cannot eliminate. In order to successfully carry out such a task, managers would have to work with employees to create a list of work hindrance and work challenge stresses that can be addressed. It is possible that management has not been made ware of such issues and if they are able to address these concerns going forward then employees would benefit greatly, particularly if these issues are easy to overcome. This type of analysis would be best conducted on a case by case basis due to the fact that stress is different for everyone. The notion that every individual is unique is not a new concept, yet it is one that should be embraced. The employer being discussed in this case is clear aware of this fact because of their demonstration of flexibility in the meal policy change. Nevertheless, the evidence presented in the analysis portion f this case illustrates that employee breaks are overall constructive to employee motivation and if paired with stress reducing activities, can increase employee productivity and organizational commitment. Recommendations In order to provide employees with an adequate amount of personal time t relax, reflex and re-energize, it is recommended that employees be obligated to take their two 15 minute paid breaks on a daily basis. Management should( implement this policy by making sure that individuals document this time away from work activities through some sort of time clock process. This commendation comes in light of the fact that if it was a common occurrence for employees to skip taking lunch breaks previously, then they are most likely not taking their 15 minutes breaks as well. Employees and managers need to be educated on the benefits associated with embracing these work breaks, as they are meant to help, not hinder, work performance. By taking these few minutes for ones self the employee will be able to come back to the their workstation with a fresh look and positive attitude towards their work. The second recommendation to be discussed is that the organization would offer activities for workers to take part in during their 15 minute breaks. These activities would be geared towards stress relief and could include tasks such as meditation, cardiac, and brain teasers. Those employees interested in partaking in such events on a group level would also be able to do so during a thirty minute meal break if they chose to have one, as these will still be optional. It is recommended that managers reach out to employees for feedback on activities they believe would help to reduce stress. This exercise can also open the lines of communication as to where employees are experiencing stress in their role within the organization. It would be extremely beneficial for management to document such discussions and find ways to assist in eliminating or lessening these stresses. If such a discussion is unable to flow freely, than it is recommend that an anonymous Survey be conducted pertaining to employees and the work hindrance and challenge stresses they are facing. It is all but guaranteed that such issues are prevalent in this case due to the information that has been presented in Carols case scenario. These employees would not be irking overtime on their lunch breaks and then develop a new desire to remain a member of the agency if they were not experiencing some short of stress pertaining to their work (Case Scenario). Therefore, it is crucial that this employer gets to the bottom of the issue or at the very least develops a time management system for employees. It is important that this section of the consulting report end with a discussion on the policy change that originated the overall analysis. Even though research suggests that meal periods are important for employee attestation, the consulting party believes that the employees ability to make these decisions for themselves outweighs the research provided. Ultimately giving employees the freedom to make their own choice on this topic is believed to generate more satisfaction then going back and re-mandating the procedure. It is also important to note that because employees will now be required to take their 15 minute breaks, they will still be able to receive the benefits discussed formerly in the text. Expected outcomes By following the recommendations outlined in this consulting report the aforementioned organization should notice an overall decrease in employee stress and increase in motivation. Employees will learn to balance their work related duties and their inner need to nurture their minds on a personal level. The interventions recommend are designed to make work a more enjoyable place for employees, this will intern promote a higher level Of performance and increased commitment to the workplace. Employees must feel valued in order to grow their skills and breed creativity (Colloquial et al, 2013). Failure to motivate employees will be difficult, because of the fact that these commendations rely heavily on impacting employee stress and overall job satisfaction in a positive way. By taking an inside out approach to the issues presented by this company and its employees, one is able to see that both parties needs will be meant. The initial focus should be on eliminating stress factors for employees, and by developing creative ways to do so the organization will have conquered half the battle. Thus creating a snowball effect that can increase job satisfaction and motivate employees to work harder and develop their skillet. The important focus of this report is that unlocking the key to employee stress is paramount to increasing performance and commitment. The face that this organization is taking such steps to positively affect their employees demonstrates the emotional attachment workers may strengthen or develop towards the organization. Not to mention the fact that the group activities that will be implemented aim to increase overall moral and develop stronger coworker bounds. These relationships will help to increase organizational commitment as well. By now it should be clear that these aspects of an individuals behavior: motivation, tress, job satisfaction, performance, and commitment are intertwined and help to advance one another. But the weak link that must be continually evaluated is employee stress. Now of course there are always exceptions to the rule, the 10 presenters. These individuals will make implementation of even the most rewarding task difficult, but it is important for managers to focus their attention on developing procedures that will work best for the majority of workers. Knowing that they will not be able to please every employee can be difficult for managers to fathom.