Critical reading Essay Example | Topics and Well Written Essays - 500 words - 2

Critical reading - Essay Example The paper has two thesis statements. One is that society should accept Samuel Morse’s declaration of his invention of the telegraph. And the second is shared credit should be given to his predecessors paving the road for long distance communication. The thesis was clearly stated. Arguments to support both stands were presented but it was not balanced. The latter side was more substantiated, failing to lay down stronger arguments on why society should accept Morse’s claim. The writer could have discussed about how Morse came up with the invention from his artistic background: how Morse had this device on his own design and how he developed this telegraph despite lacking the technical knowledge. The writer could also answer the question regarding what inspires him to do this demonstration. The outline was strategic and logical. The opening statements claim how important telegraph is, arousing the reader’s interest. The valuable contribution of Morse’s predecessors, especially Chappe’s was explained. It was written clearly, and because of the absence of jargons, it could be easily understood. The statement about how the telegraph changed the society is very necessary. However, the distinctness of Morse’s telegraph could be explained

Parents Are Best Teachers or Role Models Essay Example for Free

Parents Are Best Teachers or Role Models Essay Parenting is one of the most difficult and challenging tasks especially in this present generation. Parents play a very important role in the upbringing of children. They are the first and earliest teachers for the children. I myself as a parent must admit that my son behaves best when I attend to him the most. Though hes just three years old yet I find that his behaviour is far better when I spend quality and quantity time with him. Parents have the capability of influencing and leading the child from the first day they are born until the age of 18 by being a role model. In other words, parents are the best teachers. Parents teach how to speak, how to behave, the basic etiquettes etc. thus help the child to grow into a morally responsible and sound individual. All the complications, challenges, barriers, obstacles a child encounters in her or his childhood can be overcome if it is correctly approached through their parents. No matter how hard the professional teachers in school strive, to rectify or mould the child, the child’s best place for correction is at home i. e. with the parents. In spite of the fact that teachers play a vital role in childs life, it is equally important to note that parental leadership supersedes all. The natures bond, love and understanding between the child and the parent are so strong that the child can relate to the parents more effectively and they can lead the child to the correct path whenever he or she is wrong. This is equally applicable in academics as well. A child with a parental support and teaching performs far better than a child without it. A child is easily motivated in class when the parents are regularly checking their books and attending to academics. On the other hand, a child without support even if intelligent might not perform so well. Nevertheless, not all parents are best teachers. A parent controlling the child by beating him or her up or using some other negative reinforcement will certainly make the child lose the trust in parents thus weaken the parent-child bond. Similarly, parents with some bad habits will definitely harm the child if they do not give a right role model image to the child. So, it is extremely important that parents must learn to be role model for the child thus leading them by good examples. Besides, parents must also keep up their dedication by being a guiding spirit to their children and supporting them to be great individuals, as they are the assets of the future generation.

Computer Health :: Argumentative Persuasive Essays

Computer Health Are computers really that healthy to families? Is technology healthy, period? Do computers and the Internet actually help men and women, moms and dads, children and teens, friends and relatives, young and old? Does it help finish work and give you more time, or has it destroyed your life? Computers are beneficial, but I think only in small doses. The Internet can be fun but it is also a nightmarish side to it, just like everything else in the world. You can find tons of stories on someone’s identity being stolen or teens meeting there on line friend horror stories and still no one listens. It can and will, if you don’t watch it, happen to you. Yet computers do help us connect to the ones we love when we aren’t near. And that’s always a good thing. Let’s look at computers in a business sense. Computers have replaced typewriters, calculators, and filing cabinets. Email has replaced phone message slips and inboxes. And because the computers are linked together through LAN workers can share work, files, and resources. So work is done ahead of schedule and all you can have the weekend to yourself, right? Wrong! Computers have just given you more work and a way for it to go home with you. In my view computers have just introduced more stress to our lives. Companies expected employees to do get things done in shorter periods of time and still out beat the competition, by produce bigger and better things. While work keeps moms and dads slaving to piles of work, kids are left to there own devices. The Internet is a great tool for research. It helps us explore the world but then again so will the Discovery channel, Travel channel and several other channels. When children aren’t supervised is when you can only blame yourself. There are tons of dangers on the Internet. The biggest threat to children is porn sites. I distaste that search engines don’t filter out filth like pornography. It’s annoying having it in your search results and its scary all at the same time. Perverted people violate such innocent topics. But who has the time to watch their kids’ search for information on their science fair project or while they’re playing games. Remember they’re to busy working on that proposal their boss wants or grading papers. Parents could install filters on computers but the problem is that the kids are a lot more

Abdul Basit

Introduction McShane and Von Glinow state that â€Å"the best organizational structure depends on the organization’s external environment, size, technology, and strategy† (409). To identify the best organizational structure for Protege Engineering, I will first determine what ‘Organizational Structure’ means. In a second step I will analyze its elements and carve out the important components for the considered organization. Finally I will provide a conclusion and recommendation.Organizational Structures In general, organizational structure is related to the way that an organization organizes employees and jobs, so that its work can be performed and its goals can be met. McShane and Von Glinow define ‘Organizational Structure’ in more detail; they state that organizational structure â€Å"refers to the division of labor as well as the patterns of coordination, communication, workflow, and formal power that direct organizational activities† (386).To understand what this means we will have a look at each component. The division of labor is related to the â€Å"subdivision of work into separate jobs assigned to different people† (McShane and Von Glinow 386). The patterns of coordination refer to the coordinating of work activities between the employees where they divide work among themselves. This process requires coordinating mechanism to ensure the workflow, which means that everyone works in concert (McShane and Von Glinow 386).The primary means of coordination are informal communication which involves â€Å"sharing information on mutual tasks and forming common mental models to synchronize work activities†, Formal hierarchy which refers to the â€Å"assigning legitimate power to individuals, who then use this power to direct work processes and allocate resources†, and Standardization which involves the â€Å"creating routine patterns of behavior or output† (McShane and Von Glinow 387).We can admit that informal communication is necessary in no routine and ambiguous situations because employees can exchange large volume of information through face-to-face communication and other media-rich channels. Therefore informal communication is important for Protege Engineering because their work involve new and novel situations when developing specific solutions for each client. Even if informal communication is difficult in large firms it can be possible when keeping each production site small (McShane and Von Glinow 388).Now, that we identified what organizational structure means, and that informal communication is necessary for Protege Engineering, we need some more information of how structures differ from each other. McShane and Von Glinow state that â€Å"every company is configured in terms of four basic elements of organizational structure†; namely: span of control, centralization, formalization, and departmentalization (390). Further on, I will explain these four elements and carve out what this means for Protege Engineering.The span of control â€Å"refers to the number of people directly reporting to the next level hierarchy† (McShane and Von Glinow 390). Today’s research found out that a wider span of control (many employee directly reporting to the management) is more appropriate especially for companies with staff members that coordinate their work mainly through standardized skills and do not require close supervision – like the highly skilled employees of Protege Engineering (McShane and Von Glinow 390-391).However, McShane and Von Glinow also state that a wider span of control is possible when employees have routine jobs and a narrow span of control when people perform novel jobs. This statement is based on the need for frequent direction and supervision. Another influence on the span of control is the degree of interdependence among employees. Employees that perform highly interdependent work with one anoth er need a narrow span of control because they tend to have more conflicts with one another.I assume that the employees working for Protege Engineering do not require close supervision because they are highly educated – have university degrees in these fields and a few have doctorates; therefore, a wider span of control allows the employees to work in self-directed teams that coordinate mainly through informal communication and formal hierarchy plays a minor role (McShane and Von Glinow 390-391). Centralization â€Å"occurs when formal decision authority is held by a small group of people† (McShane and Von Glinow 393).Companies often decentralize when they become larger and their environment more complex; however, â€Å"different degrees of decentralization can occur simultaneously in different party of the organization†. In my opinion, the power of decision-making should be decentralized in the considered company because the mentioned projects demand highly spec ialized knowledge, which cannot be provided by the head of the organization. Formalization â€Å"is the degree to which organizations standardize behavior through rules, procedures, formal training, and related mechanism† (McShane and Von Glinow 393).Usually larger organizations tend to have more formalization because â€Å"direct supervision and informal communication among employees do not operate easily when larger numbers of people are involved†. Notwithstanding that Protege Engineering employs about 600 individuals, I assume that a high degree of formalization is not appropriate because their jobs cannot be standardized, every project is customized to the client and has therefore novel and new components.Another evidence against formalization is, that formalization tends to â€Å"reduce organizational flexibility, organizational learning, creativity and job satisfaction†, which the employees of Protege Engineering definitely need (McShane and Von Glinow 409 ). Regarding the first three elements of organizational structure we can admit that Protege Engineering should have an organic structure because organizations with â€Å"organic structures operate with a wide span of control, decentralized decision making, and little formalization† (McShane and Von Glinow 395).This structure works well in dynamic environments because they are very flexible to change, more compatible with organizational learning, high performance workplaces, and â€Å"quality management because they emphasize information sharing and an empowered workforce rather than hierarchy and status† (McShane and Von Glinow 395). Departmentalization â€Å"specifies how employees and their activities are grouped together† like presented in an organizational chart of the organization (McShane and Von Glinow 395).A functional structure organizes organizational members around specific knowledge or other resources, which enhances specialization and direct supervi sion; however, functional structure weakens the focus on the client or product (McShane and Von Glinow 396-397). A functional structure would not support Protege Engineering because the success of this company highly depends on especially developed products for its clients; therefore, this organization should focus on the satisfaction of its clients rather than focusing on organizing employees around specific resources.A divisional structure organizes groups of employees around geographic areas, clients or products in very flat team-based structures with low formalization. This structure seems to be very appropriate for Protege Engineering because it focuses employee’s attention on products or clients and self-directed teams with low formalization. However, there are some disadvantages that need to be considered, like duplicating resources and creating silos of knowledge. Conclusion and Recommendation In the introduction I stated that the best organizational structure depends on the organization’s external environment, size, technology, and strategy.We found out that Protege Engineering should have an organic organizational structure because a wide span of control, decentralized decision-making, and little formalization will organizes employees and jobs so that Protege Engineering work can best be performed and its goals can best be met. Furthermore, McShane and Von Glinow give the advice that â€Å"corporate leader should formulate and implement strategies that shape both characteristics of the contingencies as well as the organization’s resulting structure† (409). This advice is very valuable because the structure of an organization should follow its strategy and not vice versa. . Many organizations think that they integrate organizational cultures when merging or acquiring other companies. Explain what does integrating organizational cultures means? Under what conditions is this strategy most likely to succeed? Case 6: Merging Or ganizational Cultures Introduction Every organization has its own culture. According to McShane and Von Glinow organizational culture stands for â€Å"the values and assumptions shared within an organization† (416). When companies are merging with, or acquiring, other companies the likelihood is very high that the organizational cultures differ from each other.To avoid that the new company ends up with two different cultures, there need to be any kind of integrating organizational cultures. First I will explain what integrating organizational cultures means and second I will present the conditions under which this strategy is most likely to succeed. Finally, I will provide a conclusion and recommendation. Merging Organizational Culture The necessity of merging organizational cultures becomes clear when regarding that failures to coordinate activity, based on cultural conflict, contribute to the widespread failure of corporate mergers (Weber and Camerer 412).Differences in cul ture in an organization lead to consistent decreased performance for both employees after the merger, and there is an evidence of conflict from the differences in culture, which could be a possible source for the high turnover rate following mergers (Weber and Camerer 412). McShane and Von Glinow also state that â€Å"most mergers and acquisitions fail in terms of subsequent performance of the merged organization† and that this happens because leaders fail â€Å"to conduct due-diligence of the corporate cultures† (426).At this point, we can admit that some forms of integration may allow companies with different cultures to merge successfully. One strategy in avoiding cultural collisions is to conduct a bicultural audit. A bicultural audit is â€Å"a process of diagnosing cultural relations between companies and determining the extent to which cultural clashes will likely occur† (McShane and Von Glinow 427). The bicultural audit identifies cultural differences an d determines those that possibly result in conflict. In addition, it also identifies values that provide a common ground on which cultural foundations can be built.Finally, it identifies strategies and prepares action plans to bring the two merging cultures together (McShane and Von Glinow 427). In some cases the bicultural audit may identify that the two cultures are too different to merge effectively; however, the companies can still form a workable union, if appropriate merger strategies are applied (McShane and Von Glinow 427). Like the following illustration shows, McShane and von Glinow provide four main strategies to merge different corporate cultures successfully. Figure 4: Strategies for MergingDifferent Organizational Cultures Source: McShane and Von Glinow 428. The first strategy is Assimilation, which â€Å"occurs when employees at the acquired company willingly embrace the cultural values of the acquiring organization† (McShane and Von Glinow 427). This strategy is most likely to succeed when the employees of the acquired company are looking for improvement because they have a weak, dysfunctional culture and the acquiring company has a strong culture, which is aligned with the external environment (McShane and Von Glinow 427).The second strategy is Deculturation, which means that the acquiring company is â€Å"imposing their culture and business practices on the acquired organization† (McShane and von Glinow 428). However, this strategy rarely works because employees usually resist organizational change, especially regarding personal and cultural values. Sometimes deculturation may be necessary; for example, when the culture of the acquired company does not work effectively (McShane and von Glinow 428). The third strategy – and the strategy which the given case is asking for – is the Integration Strategy.This strategy is a combination of â€Å"the two or more cultures into a new composite culture that preserves the bes t features of the previous cultures† (McShane and Von Glinow 428). That sounds like a good compromise, but the integration strategy is â€Å"slow and potentially risky because there are many forces preserving the existing cultures† (McShane and Von Glinow 428). McShane and Von Glinow also state that â€Å"mergers typically suffer when organizations with significantly divergent corporate cultures merge into a single entity with a high degree of integration† (McShane and Von Glinow 427).This strategy works best when both sides can benefit from an integration strategy; for example, when the existing cultures of both companies are not optimal and could use some improvements. The negative aspects of the integration strategy – for example being very time-consuming – result from the employees being resistant to changes, or ambiguous rules which are also a source of conflict and often occur during mergers and acquisitions (McShane and Von Glinow 335).Howeve r, the integration strategy, which is the most effective combination of all existing cultures, is most likely to succeed when the â€Å"existing cultures can be improved† and members of the organization â€Å"are motivated to adopt a new set of dominant values† (McShane and Von Glinow 428). The fourth strategy is separation, which â€Å"occurs when the merging companies agree to remain distinct entities with minimal exchange of culture or organizational practices† (McShane and Von Glinow 428).This strategy is most suitable when the merging organizations operate in different industries or countries because cultures differ between industries and countries (McShane and Von Glinow 428). Conclusion and Recommendation The integration process of merging companies is a combination of the existing cultures into a new culture that maintains the best features of the previous cultures, and it is most likely to succeed when existing cultures already need improvement so that employees are motivated to accept change.This strategy is particularly challenging when the members of the organization are satisfied with their previous culture because they will be resistant to change. Another very important factor for the success of mergers is the level of commitments made by the employees. Therefore, employees should be brought into the process as early as possible (Badrtalei and Bates 314).

Sex Discrimination in Poland

Eradication from sex discrimination on the Polish work market would favour development of women’s promotion prospects. Since becoming a full European Union member Poland has made headway in promoting gender equality into national policies and in gender discrimination in the workplace. However, this country still lags far behind the other countries of an old continent breaching women’s’ rights not openly. Poland is a country that cultivates its tradition and keep its values. Stereotypes regarding the model of Polish traditional family are deeply ingrained in Poles psyche and therefore women are not treated equally in the society because they have always been associated with fulfilling domestic activities. Also, a conservative attitude to women in Poland when it comes to work stems from the history. Polish women were identified with ‘Mother- Pole’ who protects the hearth and home. In connection to this the vast majority of men cannot imagine women’s forsaking their duties. Regardless Poland succeeds in making progress on different fields the problem of female manager’s promotion remains unsolved. The most industrialized countries such as Sweden, Germany or USA are willing to take advantage of women’s potential and experience. Reasons are numerous, for instance : more female workers are highly educated in comparison to male employees. Moreover women seem to be attractive workers in view of possessing features that are not typical of men. For example they better endure stressful situations and have better developed communication skills. Unfortunately many employers in Poland do not appreciate women’s aptitude like it is in other countries. Still women continue to occupy lower positions . Even if they put an enormous effort to perform their duties the salary for the same job is lower . I conclude that male employers are afraid of aligning women in responsible positions because they do not believe that women will manage to fulfill duties properly. Nevertheless, a plenty of amenities for female workers are being implemented in many European companies in order to facilitate their development. Also Poland should adjust their work market to women. First of all the Polish Government ought to take measures to protect women against discrimination at work. For instance they can levy fines on companies where women are sidelined from work due to their gender. Moreover, Poland should increase the access to care services like nursery schools. Thanks to it women will have an opportunity to join family duties with work and continue their carreers. In addition there should be implemented flexible working hours which are crucial for women on maternity leave . Introducing such solution will be profitable for her employer. On the whole Powers governing Polish work market are relentless and only few women who were entirely determined to break the glass ceiling managed to overcome the barriers. Women’s promotion prospects should be more widespread and the Government should introduce campaign encouraging male bosses to employ women.

Leadership and Management Essay The WritePass Journal

Leadership and Management Essay INTROUCTION Leadership and Management Essay INTROUCTION  LeadershipMANAGEMENT Difference between Leadership and ManagementLeadership vs. ManagementLEADERSHIP THEORIESAssumptions of Management theoriesORGANISATIONAL SETTINGCommunicationMotivationSelf-confidencePeer feedback  CONCLUSIONREFERENCESRelated INTROUCTION In this assignment I am going to define leadership and management, and then I will discuss some of the leadership theories i.e Contingency Theory, Path-goal Theory, Great man theory, Management theories, Transformational theory /leader. After that I did an organisational setting in which I discussing the leadership style of Steve jobs in Apple. Then I am going to discuss my strengths and weaknesses on the basis of my peer feedback. At last I write conclusion and recommendation.   Leadership Leadership have different definitions given by different authors and practitioners, but generally it is relationship in which the behaviour or actions of people are influenced by one person. ‘’Leadership is the process of influencing a group within an organisation towards achieving an aim or goal’’ (Johnson, Scholes Whittington, 20011:471). According to Yukl leadership is:- ‘’The process of influencing others to understand and agree about what needs to be done and how to do it And the process of facilitating individual and collective efforts to accomplish shared objectives.’’ (Yukl, 2010:26)   Individuals and organisations performance is influenced by the leadership because it is a two-way process. To enable their followers to function effectively leader motivate their followers and design organisational contexts. If the group is influenced or motivated by the leader and give their full effort to reach the desired goal then the performance of the company automatically improved. MANAGEMENT As Mullins said Management is ‘’Getting work done through the efforts of other people.’’ (Mullins, 2010:434) Manager is the person who performs the function of management by using the available resources efficiently and effectively to accomplish desired goals and objectives. Difference between Leadership and Management Leadership vs. Management Managers do things right; leaders do the right things. Relationship of Managing is an authority; leading relationship is influensive. Stability is created by management; change comes because of leading. LEADERSHIP THEORIES Contingency Theory of leadership is related to the business environment that determines which leadership style is best for the different situation. According to this theory there is no single style of leadership is appropriate for all situations.    Path-goal Theoryis the third contingency model of leadership focuses on the leader to motivate subordinate. It suggests that the leader should remove hurdles, clarify the paths and increasing the reward for the followers to reach the goals by using any of the four leadership behaviour i.e. Directive leadership, Supportive leadership, Participative leadership and Achievement-oriented leadership.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   (House and Dessler, 2010:387-388) Great man theory    suggests that leadership capability is inherent and the great leaders are born not made. According to this theory you are either a natural born leader or you are not. Management theories      are also known as transactional theories. This leadership theory is based on system of reward and punishment.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Assumptions of Management theories If the people get command from one superior or the chain of command is definite, then they perform their best. Management use reward and punishment to motivate workers. Followers must obey the instructions and commands of the leader. Transformational theory /leader    efficiently and effectively motivate its team by using chain of command to get the job done. Transformational leader imagines the big picture of the organisation and come with a new idea that moves an organisation to reach that level. Broad framework of leadership style    is the managerial leadership towards subordinate staff and the focus of power within the three headings- Autocratic style- In this style management has the focus of power to take any decision. Democratic style- In this style the focus of power is more in a group. The leadership should share its function with group. Laissez-faire (genuine) style- In this style the group members have freedom to do whatever they want because manager knows that members of group are doing right thing.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   (Mullins, L.J. 2010:381) ORGANISATIONAL SETTING I read a case study of an Apple founded by Steve Jobs in1976. After reading the case study I found that Steve jobs is a transformational leader because he always comes with a new idea and effectively motivates his subordinates to reach his plan or goal. He believes in change that’s why he always found an opportunity in consumers taste and want. Apple is founded in 1976 and comes with Apple I a personal computer kit. He introduces Apple II in 1977 with colour graphics and floppy disk. Then apple launched Macintosh in 1984 it is the key step in the development of today’s pc. In 1996 apple bought NeXT. In 2001 he launched iPod music player for music lovers. By this he set of a new strategic option in music and entertainment. Then he came with the iPhone in 2007 and the MacBook Because of all these innovation I found that Steve jobs continuously transforming there products and making a new plan for the customers. PEER   FEEDBACK Communication Communication is the process of exchange and flow of information from one person to another. Effective communication is a two way communication, in which the receiver gets the exact information that the sender transmitted. Communication is the very essential factor of leader because without good communication skill leader can’t convey his suggestions and decisions to the followers or he can’t lead them. Communication is of two types verbal and nonverbal. According to Mehrabian ‘’in face to face communication other people understands us only 7% by words we use, 38% from our voice and remaining 55% from body language and facial expressions.’’ (Mullins, L.J. 2010:230) Peer feedback In my group work my group mate and I discussed about the communication skills and the importance of communication in leadership. After that discussion we gave feedback to each other, in which I got average comment. According to my group members I have an ability to express the thing but I can’t elaborate clearly because I speak in a slow voice and the listener can’t get me clearly. Motivation Motivation is the process of stimulating someone to use his willingness for fulfilling the desired goal. A leader motivates their followers by praising them or by giving them reward like bonus, incentive, promotion etc. In Maslow’s Hierarchy Needs Theory he defines five needs of the people. He arranged these needs in a hierarchy order i.e. physiological needs, safety needs, love needs, esteem needs, self- actualisation needs. (Mullins, L.J. 2010:261)    A good leader is a good motivator he always inspires the individual by different theories of motivation. Peer feedback During group discussion my group members gave me the positive feedback because they knew that in our finance assignment I helped one of my group member who find some problem in relating the ratios of the company with the economic factors, as I have a commerce background I helped him by giving theory and the proper link. Self-confidence Leadership grows from self-confidence, it is the fundamental basis of leadership. Leadership is about having confidence to make decisions. The group members or the followers can step forward towards the desired goal only when the leader is confident. So the leaders confidence is directly proportionate to the followers. It acts like a bridge between person and its goal. Peer feedback My group mate thinks that I am mediocre in self-confidence because when I am giving my strategy presentation I am not using my body language confidently and I am hesitating to give presentation. I’ll take that comment as a gift and try to increase my level of confidence. Delegation Delegation is the capabilities or knowledge of the person and issuing them a task, it also includes three concepts i.e. authority, responsibility and accountability. Delegation enables a leader to develop the performance of the followers to reach the desired target by making the best use of time. Peer feedback In my group activity I gave suggestions to my group and they observe it. When I get the chance I gave my suggestions to delicate the work. They found my suggestion an average because some time I didn’t find the strength of few team members in different tasks. So in some cases I am not able to assign a task to the right person.    CONCLUSION A leader is a person who influences other people to accomplish the desired goal, leader accept challenges takes risk to remove hurdles for his subordinates, he had a different styles for different situations. A leader is a role model for the organisation. With the help of the feedback given by my group members I know what are my strengths and weaknesses, because of them I know what are the obstacles for me to be a good leader. REFERENCES (Yukl, G. (2010:26), Leadership in Organizations: Global Edition, 7th Edition, Pearson Higher Education) Mullins, L.J. (2010), Management and Organisational Behaviour, 9th Edition, Pearson Higher Education Mullins, L.J. (2010), Management and Organisational Behaviour, 9th Edition, Pearson Higher Education http://psychology.about.com/od/leadership/p/leadtheories.htm, (22 may 2011 )

Grammar Done Right †Interview With Karen Reddick

Grammar Done Right – Interview With Karen Reddick Grammar Done Right Interview With Karen Reddick Grammar Done Right Interview With Karen Reddick By Sharon Karen Reddick runs the Red Pen Editor and is the author of Grammar Done Right. We asked her about her book and her views on writing and editing. Hi Karen, and welcome to Daily Writing Tips. Can you tell us a little about yourself? Hi, Sharon. Thank you for inviting me. I am a freelance book editor, specializing in nonfiction developmental, copyediting, and proofreading of books in the genre of business, how-to, self-help, political, and humor. I provide the same services for fiction in the genre of mystery, thriller, romance, and urban. I also offer author support for authors that have a book in them, but dont know what steps to take to get their book into published form. How did you get into editing? Finding typos has always been my gift. Its as if the mistakes jump off the page and land in my lap. I am also an avid reader, and I truly love words. I love how words come together to make sentences and sentences come together to make paragraphs and paragraphs come together to make stories. Ive always been fascinated with how good sentence structure can bring life to a story. I took my love for the written word and my ability to find mistakes and combined them to create The Red Pen Editor. What makes a good editor, in your opinion? To me, there are three types of editors: the educated, the experienced, and the gifted. A good editor should possess all three of these qualities. How did you come to write Grammar Done Right? Grammar Done Right! came about after I started a weekly Grammar Tips ezine back in 2005. By the end of 2007 I had over 100 tips on grammar and style usage. So, the logical next step was to take those grammar and writing tips and create a book. Now, nearing the end of 2008, Ill have 52 more tips to share. I believe there might be a Grammar Done Right! 2nd Edition in the near future. You describe it as The only reference book youll need to read. What about the book justifies that claim? My goal when writing the book was to make it as clear and concise as possible. A quick reference guide that anyone, from 5th grade to adult, could pick up and find an easy explanation for a certain grammar or style rule. The reference books I, and many others, use are those huge tomes that take forever to look up rules with impossibly long explanations of the rule that an average person cant understand. Therefore, Grammar Done Right! provides easy-to-find, and understand, references to the most common grammar and writing rules and puts them in a quick, commonsense format. I first found you through the Grammar Done Right comic strip. How and why did you come to do that? Somebody on Twitter posted a reference to Bitstrips.com. I went to the site out of curiosity. Im always looking for ways to promote my editing business and my book and something at this site just clicked. Plus, I believe laughter truly is the best medicine, so anything that I can create that might cause another person to smile, or laugh out loud, is okay by me. What kind of response has the strip had? All of my grammar comics have developed a strong following. I can also share the comics on my blog, on Facebook, MySpace, Twitter, Digg, and StumbleUpon. Thats great exposure! Whats the best advice you have ever had about writing or editing? Cut out unnecessary words! Your ultimate goal as a writer is to attract readers. Readers are busy people and most dont have time for leisure reading anymore. Write concise, to the point, and forget all the extra jargon. Your readers will love you for it. Whats the best advice you have ever given about writing or editing? Cut out unnecessary words and banish the adverb! Our language is filled with so many wonderful verbs, lets be creative and use them. Whats your favorite word at the moment and why? My favorite word right now is: Appreciation. Im all about being thankful and grateful for what I am given every day. The chance to wake up healthy, happy, and the freedom to create my own destiny. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the General category, check our popular posts, or choose a related post below:4 Types of Gerunds and Gerund PhrasesDo you "orient" yourself, or "orientate" yourself?35 Synonyms for Rain and Snow