What Are your Kids Doing Essays - After-school Activity

What Are Your Kids Doing? More parents than ever these days are working outside of the home. This means that when the school bell rings, many children are left unsupervised and with no where to go but an empty house with no supervision. Not only that, but some parents are also struggling to provide adequate after school care. Either they cannot afford the monthly payments of a daycare, or the programs are just simply not available to them. However, this could be detrimental not only to children, but also society. Children cannot take care of themselves, and when left to their own devices, they could easily make the wrong decision when tempted. This is where after school programs come into play. Quality after school programs can have many benefits. Though not always immediately evident, the benefits for students include, increased learning, improved health, increased exposure to career choices, and enhanced social and psychological development. After school programs can play a large role in improving student achievement and motivation. Studies have shown that after school programs increase math skills, reading skills, and school attendance. Some health benefits are a decreased risk of teen parenthood and substance abuse, enhanced nutrition and wellness, and more opportunities to engage in fitness activities. After school programs are a great venue for career exploration because they are exposed to a variety of careers and related interests through targeted activities. Students also get higher aspirations for the future, including completing high school and college. There are several positive influences on social and psychological development, including less time spent watchi ng television, fewer behavioral problems in school, greater ability to handle conflicts, better social skills, improved self confidence, and reduced participation in gangs. Most of todays ?keyhole? children spend long hours without parental supervision. Crime peaks in the hours immediately after school. Children are prevented from indulging in delinquent behavior if they attend an after school program. If they did not have an engaging activity, children usually fall in bad company. Research has proved that peer pressure is the leading cause for alcoholism or substance abuse. Participating in after school activities develops the child's talents in arts or sport. By becoming skilled at it, he receives recognition and appreciation that boost his self esteem. Some of these programs coach for competitions too. The sense of achievement acts as a powerful motivator for excellence. After school activities discourage children form watching too much television and computer games. This has positive influence on the mental development. After school sports programs encourage children to participate in vigorous physical activity that they are sorely missing in the pr esent lifestyle. Thus, they are essential to fight the obesity academic. The stark fact that nearly 30% of kids under the age of 19 are overweight underlines the need for children to take up some sport for a couple of days a week. Sports build social skills like teamwork and coordination. Children acquire social awareness by working in a group. They learn how to become a responsible citizen by following rules. Socialization is another skill that they pick up. They learn the value of family ties as well as how to develop a positive relationship with elders. The supervisor or mentor is usually the guide and friend of the child. Children who attend after school programs develop better communication skills. They also learn how to think on their feet. Besides improving school attendance and academic performance, the programs reinforce school learning with practical application. The rewards of after school programs are not limited only to students. Many benefits can also be seen by the school itself and the community. Quality after school programs require partnerships with parents and the outside community. Specific benefits can include: increased business support and involvement, increased parental involvement and support of the school, increased student enrollments, improved school image, and decreased vandalism and delinquency. When community members are involved with the school more, they tend to become more supportive of the school and its mission. The following is a letter I wrote to Governor Granola last fall in regards to President Bush?s budget calls for a drastic cut in funding for 21st Century Community Learning Centers (21st CCLCs) programs as well as transforming the federal after school initiative

The unemployment crisis in Mexico essays

The unemployment crisis in Mexico essays In Central America one of the most crucial economic problems is the gap between the poor and rich class. The middle class in their economy has not yet been strengthening by facilitating transactions and making credit and other financial products available. In a sense, creating strong incentives for investment can create a better productivity instead of just spending millions of dollars in new technology without first not knowing how to fully employ it. In Addition, different factors can increase economic growth for Central America, and the better financial access their citizens will have the better employment rate they will have. Economic growth is indeed caused by improvements of quantity and quality of the factors of production that a country can provide. Therefore, for Central America needs better production quantity and quality that only the good use of technology will increase their production. Growth is good for Central America with evidence suggesting that ten percent in inco me reduces A better production will indeed require and demand the use of more workers allowing employment for those citizens in Central America that are willing and able to work. The quality of life has decreased because equal opportunity has not been available in the last ten years. Most of the available jobs are part of the agricultural sector which the decrease of quality has increased unemployment rates etc. Economic resources can become scarce, which has been the case for Central America, which means that the scarcity of land in the face of the growing population means that the law of diminishing returns can also become relevant. The basis of argument of Thomas Malthus states that the law of diminishing returns predicts that an increasing amount of labor applied to a fixed quantity of land the marginal productivity of the land therefore will fall. In order to prevent this loss of productivity in the land, a new improvement must be provided which ca...

Construction Industry Research Article Example | Topics and Well Written Essays - 250 words

Construction Industry Research - Article Example sought to debates theories infrequently presented by industry supporters about competition being either inapplicable or destructive in the construction industry (OECD Competition Committee, 2010). I agree with the author that construction is a pivotal industry in OECD markets since it develops and sustains the structures and substructures that nearly all other industries require. As a result, I was not surprised if found out at either of their theories about the irrelevance of competition in the construction industry were convincing to the author. A report-like approach by the other leads the OECD Competition Committee to discover the absence of discerning characteristics of the construction industry that lower the advantages that competition introduces to consumer welfare. However, I think the preliminary challenge that the committee should have tackled was focusing on teaching and training innovation as a holistic solution for improving competition in the construction sector. For instance, the article points out that China is aware of the importance of this solution to their cartel challenge in its construction sector. I also think that the articles should have ended with r ecommendations for the listed countries for dealing with the cartel challenges in their respective construction industries on top of the government’s

The History of Zero Essay Example | Topics and Well Written Essays - 750 words

The History of Zero - Essay Example Charles Seife (2000) had written in his book, â€Å"The Biography of a Dangerous Idea†, that The word zero comes from the Sanskrit word "Sunya". The meaning of "sunya" is void or empty. In Arabic the word zero is called as "Sifr", which also means for empty or void. The present word zero comes after several modifications of word "zephyrum", which was used by the great Italian mathematician Fibonacci, who was credited for introducing Indian (Hindu) decimal system into Europe in 12th century. The history of zero is believed as very old. However, according to some historian, it exists from the time of Babylonians. In 200-300 BC, Babylonians were using a symbol that is considered to evolve as zero, which presently has seen today. Babylonians used different place value system, as compared to these days. Babylonians used base 60 instead of 10 as used today. Babylonians used two wedge (") symbol for the zero. Suppose that a number 2103 is written according to Babylonians two wedge symbols than it will be written as 21"3. Here for the place of zero they had used two wedge symbols. However, in some places this two wedge symbols differs. In some places, they had used three hooks and a single hook for denoting an empty place. A tablet believed to be 700 BC found at Kish, which is an ancient Mesopotamian city located east of Babylon and todays south-central Iraq, used three hooks to represent the empty place (OConnor & Robertson). The zero was also used in the Jain mathematics. The Bakshali manuscript, believed to be written around 200 BC and 200 AD, used the zero and negative numbers. The "lokavibhaaga" believed to be the oldest known Jain text from India; dated 458 AD had used Zero. If ones think of history of zero or write it, than they will not forget the contributions of great Indian Scholars. Indian scholar Pingala at around 200 BC had used zero in his binary numbers. The modern binary system that is used todays is entirely based on Pingalas Binary systems

Sales and Distribution Management Assignment Example | Topics and Well Written Essays - 4000 words

Sales and Distribution Management - Assignment Example To solve the solve both the sales and distribution problem the company finds itself confronted with, it is important to objectively outline the situation. The situation, as it currently stands, is that our company had contracted with a sales/distribution company to both sell and distribute 3,000 tones of our toys across the United Kingdom in time for Christmas. The goods have been loaded onto the Emma Maersk and will arrive in the United Kingdom on the due date. The problem lies in the sales and distribution of the unloaded cargo to stores across the UK, given that the company which had originally been contracted to handle this process has gone out of business. As we have exactly three weeks to resolve this problem, the imperatives of immediately deciding upon a model for the effective and efficient sales and distribution of the unloaded cargo are inarguable. There are two steps to the resolution of the above-described problem. The first step involves motivating and managing a sales team to sell the goods within the specified time-frame and the second involves distributing the goods within that same time-frame. Our ability to do satisfy the first depends on our understanding of team behaviour and the ways and means by which to motivate sales teams. As for the second, the resolution of the distribution problem lies in the implementation of a modified version of the Just-In-Time paradigm. 2 Sales Team Management Models Researchers who study general team characteristics often examine and reference the models of Gladstein (1984), Hackman (1987), and Campion et al. (1996). These three key models are discussed below. 2.1 Gladstein's model Gladstein's (1984) model categorized the variables and labeled them as either input, process, or output (Figure 1). Gladstein defines inputs as contributions from individual, group, and organization for group effectiveness. Gladstein categorized the inputs into two levels: group and organizational. Process refers to the activities of decision-making and output refers to the outcomes of the team activities. Group task moderates the relationship between group process and group effectiveness. Group level inputs and organizational level inputs directly affect group effectiveness. Both levels of inputs indirectly affect the group process. Gladstein's model defines team effectiveness based on the performance of the team and the satisfaction of the team members. Figure 1 General Model of Group Behavior: Constructs and Measured Variables. From "Groups in context: a model of task group effectiveness," by D. Gladstein, 1984, Administrative Science Quarterly, 29, p. 502. 2.2 Hackman's model Hackman (1987) created a practical framework for team studies (Figure 2). Hackman's model (1987), like Gladstein's model (1984) uses an "input-process-output" framework for analyzing group behavior and performance. Hackman's model consists of six major variables: organizational context, group design, group synergy, process, group task, and group effectiveness. In Hackman's model, organizational context, refers to the reward system, the education system, and the information system, all of which support the work of the team. Organizational context, along with group design and group synergy, influences how well team members are able to apply their skill and knowledge to the team task. The model defines group synergy as interactions between members, which increases group progress and decreases

Tasks on Management and Leadership Skills

Tasks on Management and Leadership Skills 1.1 INTRODUCTION: This academic essay is related to strategic management and leadership in McDonalds. The purpose of this assignment is to understand the impact of decision making in an organisation i.e. McDonalds. In this cut throat competition which is prevailing in the market, it is my understanding that leadership and proactive strategy plays vital role in overall organisations success. In addition to this it has become apparent that strategic management and leadership operate at parallel level in an organisation. 1.1.1 STRATEGIC MANAGEMENT: It deals with the most fundamental and basic question that involve the very existence of the whole organisation and guide the whole companys future. (Mullins,1985) Strategic management entails both strategic planning and implementation, and is the process of identifying and executing the organizations strategic plan, by matching the companys capabilities with the demands of its environment.(Gadiesh and Gilbert, 2001) In laymans term strategic management provides overall direction to the organisation. This in turn entails specifying the organisations mission, vision and objectives, developing plans etc. 1.1.2 LEADERSHIP: Leadership is defined as influence, that is the art or process of influencing people so that they will strive willingly and enthusiastically toward the achievements of the groups mission. Visionary leadership inspires the impossible: fiction becomes truth. (Lynch, 1997) In leadership, people run the organisation to one place or another for the achievement of its objectives. Leadership is a great tool in achieving success for the organization, not just through charisma, but through good judgement,proper motivation of employees effective utilization of materials. 1.1.3 LINK BETWEEN STRATEGIC MANAGEMENT AND LEADERSHIP: Due to a rapidly changing world, organizations face incredible pressures in delivering immediate results. This necessitates for strategic management because there is a great need to maximize every available resource to achieve the organizations goal. To manage an ever increasing demand for company effectiveness, there is a great need for strategic leadership to approach these conditions priorities. For any ongoing business, it is mainly important to implement strategies through effective leaders. Real strategic leadership means taking responsibility for the future as well as what is happening today. A primary goal of strategic leadership is gaining a better understanding of the business conditions, the environment and the leading indicators that identify new trends and situations that may arise. According to the situation, leadership styles can be varied like autocratic, democratic and charismatic and so on. In any organisation it is required to have a good strategic management with good leadership skills. These two must be in parallel positions for the organizations success. 1.2 LEADERSHIP STYLES ON DIFFERENT SITUATION IN MCDONALDS As I have taken McDonald as case study, I would like to discuss the management style that operates in this company. Based on my understanding, McDonald operates with a Democratic style of management. This realisation comes to me while I am working with the company and it gives freedom and flexibility of change according to different situations. In this style, the employee and people associated with the company have more participatory role in the decision making process. McDonald has a democratic style and there is a less gap between manager and employees. They have two way relationships between them. They have a comfortable working pattern. So the manager can easily get the feedback from the employees. Also on the other hand, the employees understand the situation and they follow the rules without any difficulty. There are same levels of working. According to the different situation they have a different style of leadership. In this particular approach, the store manager has all power to run the branch but still allows employees to share their ideas and insights. Also in McDonald, every employee has a participative role in the decision making process. All employees have to work with their strengths and provide input on how to delegate work within the team. The management gives more importance to work in a team rather than doing individually. In McDonald, ideas move freely amongst the group and discussed openly thus ultimately achieving their objective. This works both ways for the company by fulfilling individual objectives in line with the overall objective of organisation. The management of this organization motivates the employees to do more work by involving them into decisions which really affects the objective of the organisation. This particular approach influences the productivity of employees and they feel important to be a part of the organisation by providing a value. They lead all the employees to the same level and the manager always tries to know the strengths and weakness of employees. To overcome these difficulties, they provide appropriate training career development programmes. McDonald has flexible working hours which provides stress-free environment. They are free to ask with the manager about schedules. The way McDonald management adapts to different situations, a strong relationship is being formed between the subordinates and the managers. 1.2.1 OBJECTIVE OF MCDONALDS: The main objective of McDonald is to make people aware of each product on offer, feel positive about it and remember it. The right message has to be communicated to the right audience through the right media. Because of this, McDonald need to give importance understand the value of both employees and customers. Happy employees serve well and results to satisfied customers. This serves as a win-win situation for both organisation and employee. McDonald has continuously done internal marketing this is important as it precedes external marketing. It goes in line with the ultimate aim of creating not just service leadership but management service. This delivery process is the key to achieving the aim of the company. 1.3 IMPACT OF LEADERSHIP STYLE ON STRATEGIC DECISION: Good leadership is adapting to any changes at any time doing the right things at the right time. Because of democratic style of leadership, employees can work comfortably and they can share their ideas and insights with the management. Also in McDonald, managers effectively delegates work to their subordinates and give them full control and responsibility to the tasks. Managers welcome feedback on the result of initiatives and the work environment. Strategic decision has to be made by leaders who have the ability to take effective decisions and adapt to changes in any situation. Because of democratic leadership, employees and managers easily understand the situation and cope with it. They work freely and comfortably. In McDonald all employees have a right to participate in the objective of organisation. McDonald has a strategic decision which is implicated and formulated by leaders and managers of the organisation. First they decide the future plans and objective of McDonald and how to get there in minimum time. They also motivate people to do more work and they appreciate their work by giving the performance award at the end of month. 1.4 CONCLUSION: From above discussion, I came to a conclusion that in adapting democratic style McDonald is really effective in providing value to employees. Although this style may bring out differences in ideas, it still ends up with formulating a common decision. McDonalds management leadership style is useful as well as to other organisations where managers and employees easily understand the situation and work accordingly. Strategic management and leadership correlates with each other. Without making any effective strategic decision, leadership cannot work and it cannot reach to the final objective of an organisation. 1.5 Bibliography: 1 Gadiesh and gilbert Arit and James(1998)Harvard Buisness Review on Leadership(U.S.A) 2 LYNCH, Richard(1997) Corporate Strategy (third edition published 2003) 3 MULLINS,Laurie (1985) Management and organisational behaviour(Eight edition) 4 http://www.coaching-business-to-sucess.com/leadership-styles.html 5 http://www.scribd.com/doc/36681688/Mcdonalds TASK 2 LEADERSHIP STRATEGY 1 INTRODUCTION: These case will focus on how leadership and management theories emphasis on current thinking on strategic decision in an organization. It is focused on how these theories help the organization to meet success. In leadership strategy, the leaders of the organization should create the unique and valuable market position, while the goal is to support the organization with activities that fit together in a complementary way. In recent years increasing business competitiveness and the need for the most effective use of human resource has focusing attention on how leadership strategy revitalize organizations. Early leadership theories focused on what qualities distinguished between leaders and followers, while subsequent theories looked at other variables such as situational factors and skill levels. There are many theories on leadership that are emerging in todays work environments. While leadership styles may differ, the one thing they all have in common is their objective to lead individuals toward a unified goal. 2 LEADERSHIP STRATEGIES: 2.1 Transformational leadership: Transformational leadership is also known as relationship leadership and it focused upon the connections formed between leaders and followers. It is a process of engendering higher levels of motivation and commitment. The emphasis is on generating a vision for the organization and the leaders ability to appeal to higher ideals and values of followers, and creating a feeling of justice, loyalty and trust. Transformational leadership motivates followers to do more than originally expected and the extent of transformation is measured in terms of the leaders effects on followers. Transformational leadership motivate and inspire people by helping group members see the importance and higher good of the task. Leaders are focused on the performance of group members, but also want each person to fulfil his or her potential. Leaders with this style often have high ethical and moral standards. Leaders with this style often have high ethical and moral standards. 2.2 Participative leadership: Participative leadership is one that takes the input of others into account. These leadership encourage participation and contributions from group members and help group members feel more relevant and committed to the decision making process. In participative theories, however, the leader retains the right to allow the input of others. Involvement in decision making improves the understanding of the issues involved by those who must carry out the decisions. In this leadership, people are more collaborative when they are working on joint goals. Also in this style, a participative leader, rather than taking autocratic decisions, seeks to involve other people in the process, possibly including subordinates, peers, superiors and other stakeholders. Participative leadership is a style of leadership that involves all members of a team in identifying essential goals and developing procedures or strategies for reach those goals. 2.2 Leadership theory work in ALICON company: Alicon group is committed to green environment and is in the process of achieving ISO management systems standard. Alicon group is working with various OEMS on the innovative projects for reducing the weight of Aluminium components for protecting the environment through improving the fuel consumption of vehicles. Alicon group is creating to various domains including Auto, Agriculture, Marine, Medical, Locomotive, Extreme sports and Power sector. Alicon group has been in the forefront in developing new and challenging products for its customers. As Alicon is conducting many sectors, communication is a key element in relationship, and also transpires into key elements for leadership strategies. By practicing outstanding skills, leaders can maintain strong relationships with those they are leading. Alicon generates greater awareness of the products including them to transcend their own self-interests for the sake of the organization. Relationship-building is an important quality for leaders to possess because it builds trust between the followers and the leaders. Leaders of Alicon give special concern to the growth and developmental needs of the followers. Leaders are more likely to give importance towards success, demonstrate self-confidence and emphasis positive aspects of the vision of company. At the end of the month they evaluate performance of the employees and motivate them towards achieving the overall aim of the company, and based on their performance the employees are getting bonus, promotion. By making the right dec isions, they demonstrate their commitment to turning that vision into reality; and by doing so successfully, they instil in the others the confidence to trust in their leadership. On the other hand, in the participative style in Alicon, where the leaders sells the idea to the team. They also describe objectives of the company and they discuss with the team that how to achieve that to meet the companys requirements. In Alicon, participative leadership helps bring more minds together and hence there are more ideas and suggestions that are generated. However because of this style, several people belonging to different levels of activity are asked to contribute to the worth of a particular decision, new ideas emerge. So the decisions become more practical and implement able and creatively rich. In Alicon, there has a less gap between leaders and followers. Since everyone has put in some or the other effort towards the planning process and everyone has a feeling of importance, it is quite evident that they will work towards implementing their own suggestions as well. It becomes easier for leaders to generate results. 2.3 Trait theory: In Alicon, except these two theories, according to me Trait theory work better in an Alicon. The trait model of leadership is based on the characteristics of many leaders, and therefore it is used to predict leadership effectiveness. The most important thing is that it is not responsible to identify whether a person will be a successful leader or not, but they are essentially seen as preconditions that endow people with leadership potential. It can be applied by people at all types of organization. Also managers can know their strengths and weaknesses and thus they get an understanding of how they can develop their leadership qualities. The major advantage is that, company know that which talents leaders have. Even if there are certain inborn qualities that make one a good leader, these natural talents need encouragement and development. Because in this leadership self-confidence is developed, honesty and integrity are a matter of personal choice, motivation to lead comes from within the individual, and the knowledge of business can be acquired. In trait theory, people inherit certain qualities and traits that make them better suited to leadership. Trait theories often identify particular personality or behavioural characteristics shared by leaders. As in Alicon is dealing with so many sectors like auto, sports and power systems, so its necessary to have different skills for different sector. 2.4 CONCLUSION: In general there are lots of theory and all the theories have some effect in and other way on the organisation. Ledaership strategy is very useful in an organisation for both the leaders and followers to communicate with each other. And also it motivate them to reach the goal of an organisation with the use of this theory. And it works towards the satisfaction from the management and leaders. 2.5 Bibliography: 1 http://www.alicongroup.co.in/products.php 2 http://www.strategies-for-managing-change.com/transformational-leadership-theory.html 3 MULLINS,Laurie (1985) Management and organisational behaviour(Eight edition) 4 http://psychology.about.com/od/theoriesofpersonality/a/trait-theory.htm TASK 3 PLANNING FOR LEADERSHIP 3.1 Introduction: This case will identify the requirements that needed in successful planning for leadership. Also it emphasis plan for development of future situations requiring leadership in this competitive world. Todays world is changing drastically in technology and it affects in the development of leadership skills. A critical skill for leaders is the ability to manage their own learning that the highly motivated, self-directed and satisfied ways to the development of leadership skills. The leaders must be well-planned and they have a strategies to deal with the problems and to overcome with their skills. 3.2 Leadership Requirements: In this modern world, leaders need to have an innate ability to have the courage to make decisions that can take their organisation well ahead of the competition. Leaders need to involved their organisation well ahead of the competition. Leaders need to be co-operative with their staff and gain support and respect of their staff so that they will follow their lead. Talented leaders address the critical issues that are having the biggest impact on positively to their job responsibilities. Successful leaders do not just recommend change and develop new processes, they become the champions of change. Dynamic leaders take a look at what changes need to occur and implement those changes to happen. 3.2.1 E-LAEDERSHIP: E-leadership is similar form of effective leadership. It requires highly participative nature of the e-world between e-organisations and e-customers and the interconnectedness between leader and follower. Being a leader in this modern world, e-leadership takes a closer to each and every activities around the world. In future leader can easily take their organisation towards the success if they have this type of qualities. Change is one of the factor that affect to the development of leadership skills. At the basis of the change is the need for the management to recognise that organisations are in fact social systems and that the emergent technology property of the system, the e-world, needs to be well integrated in whole organisational system itself. Because of e-leadership world becomes closer to the activities and also it is possible to communicate to different countries for the leader and they can easily deal with the activities related to their business. So e-leadership concept h as given more importance in this fast growing world. 3.2.2 Globalisation: Globalization is one of the most important factor in todays world. Because it affects to each and every place also it is the system of interaction among the countries of the world in order to develop the global economy. Globalisation includes technological, economic, political and cultural exchanges made possible largely by advances in communication, transportation, and infrastructure. Being an leader, they have to think about the expansion of their business at globally. Also they need to think about how they can expand to their business around the world. Because of globalisation , the number of countries where products can be sold or purchased has increased dramatically and it leads to improvement of international trade. The leaders need to compete globally, governments have upgraded their level of technology. Large companies refer to the countries is called a multinational so there has a increasing influence of multinational companies. Another effect of globalisation is the strengt hening power and influence of international institution such as World Trade Organisation (WTO), International Monetary Fund (IMF), and World bank(WB).Globalization allows countries to source their manpower in countries with cheap labour. The manpower shortages in Taiwan, south Korea, and Malaysia provide opportunities for labour exporting countries such as the Philippines to bring their human resources to those countries for employment. Also leaders outsource their business processes to other countries so at the end they can achieve their goal. 3.3.3 DIVERSE TEAMS: Each organisation has its own distinctive culture. It is a combination of the founders, past leadership, crises, events, history, and size. These impact individual behaviour on what it takes to be in good standing and directs the appropriate behaviour for each circumstance. Being a leader, they need to know the climate thats the feel of the organisation , the individual and shared perceptions and attitudes of the organisations members. Culture is the nature of the organisation that is a result of long-held formal and informal systems, rules , and customs, while the climate is a short -term phenomenon created by the current leadership. Climate represents the beliefs about the feel of the organisation by its members. The leaders must know that what the people believe about the activities that occur in the organisation. These activities influence both individual and team motivation. Organisational climate is directly related to the leadership and management style of the leader, based on the values, attributes, skills, and actions as well as the priorities of the leader. Culture represents the shared expectations and self-image of the organisation. Individual leaders Cannot create or change culture because culture is the part of the organisation. Culture influences the characteristics of the climate by its effect on actions and thought processes of the leader. 3.3 EFFECTS OF LEADERSHIP SKILLS: The leader must need an effective leadership skills so they can easily communicate with their followers. In this competitive world, it is required to have an efficient qualities in the leader that it help them to do more work and carry a smooth relation with their followers. Because of these leadership skills, leader can take maximum outcome with using minimum resources in an organisation. 3.4 DEVELOPMENT OF LEADERSHIP SKILLS: There are different methods of developing leadership skills with formal and informal learning style. Leaders are the backbone of an organisation. Because of this leadership skills that they have , they can held seminars, training, self- help projects the leaders can know the picture of their organisation in the future. And according to that they can brief out their staff deeply that how work can be done in a more effective way. 3.4.1 JOB ROTATION: Job rotation means employees are moved between two or more jobs in a planned manner. Job rotation is important in developing leadership skills because it includes the aspects related to work environment also along with other individual attributes . It helps to make satisfaction derived from balanced distribution of work load, working conditions and learning opportunities. A well planned job rotation in an organisation has immense positive impact on job satisfaction. Being a leader, job rotation helps employees to get different experiences and wider variety of skills to enhance job satisfaction. Also it helps to improve poor performance and settling scores from arising organisation politics. 3.4.2 SEMINARS: Seminar means formal presentation by one or more experts in which the attendees are encouraged to discuss the subject matter. Seminars are intergral to most programs so because of this the leaders can know the issues which are raised and they can develop their skills by giving better ideas. The success of the seminar is dependent on the groups ability to work together through intelligent discussion, develop an understanding of the material that the leaders had already think before. 3.4.3 TRAINING: For the leader to develop the skills training helps them that at which level they are standing not matter that how good or bad the leader is but then they will further improve their skills. It involves the acquisition of knowledge, rules or changing attitudes and behaviours through professional development. It helps to adhering a plan for the organisation. Through training leader can improve their quality of work and work life. Also it develop the morale of work force in leader. 3.5 CONCLUSION: To conclude this, leaders required a skills to the betterment of an organisation through different method of developing leadership skills. Comparing to old times there has a competition in the world so leaders must acknowledge certain skills that really useful in an organisation towards the success.

The Character Elbow in Shakespeares Play, Measure for Measure Essay

The Character Elbow in Shakespeare's Play, Measure for Measure In Act 2, scene 1 of the play Measure for Measure the character Elbow, a representation of the "Comedic Constable" often depicted in William Shakespeare's comedies and traji-comedies, gives the director an unusual creative license in portraying this figure to give the audience a rich theatrical experience. (Evans 427) These characters are most commonly depicted as "artless, inadequate, naà ¯ve, and prosaic men who bumble through their official duties, sublimely unaware of their blunders, intent upon fulfilling their offices even when they are not really sure just what those offices are." (Evans 427) They are honest men as well, duteous, as "none of Shakespeare's comic policemen reveals any conscious neglect of duty." (Evans 430) In one high school production of the play Measure for Measure which I saw a while ago, the character Elbow was played as sort of a village idiot, using a slack-jawed southern accent. The actor almost appeared to be attempting to portray Elbow as a drunkard as well, which I later found through research was not the stereotype that Shakespeare was trying to mock at the time. I enjoyed the comedic representation of the character, but I now think that he could have been more effectively portrayed like the character Dogberry was in Shakespeare's Much Ado About Nothing, especially the most recent performance at Loyola's McManus Theater by Uzay Tumer. This performance can rather illustrate the character more as a man self-confident in his actions and duties who is plagued with an inability to communicate to the other characters. Elbow's speech and logic just becomes riddled with "self-contradictory malapropisms" which confuse those wish... ... probably the main reason I have drawn out this scene into a huge collaboration of expressions. Confusion, exasperation, confidence, perplexity, happiness, frustration, and sheer amazement are all of which I wanted to capture in this brief interaction. Works Cited Bennett, Josephine Waters. Measure for Measure as Royal Entertainment. New York: Columbia University Press, 1966: 31. Dawson, Anthony B. "Measure for Measure, New Historicism, and Theatrical Power." Shakespeare Quarterly, Vol. 39, No. 3., 1988: 337 Evans, Hugh C. "Comic Constables--Fictional and Historical." Shakespeare Quarterly, Vol. 20, No. 4., 1969: 427, 430 Ross, Lawrence J. On Measure for Measure. Newark: University of Delaware Press, 1997: 52. Shakespeare, William. Measure for Measure. Ed. Barbara A. Mowat. Paul Werstine. New York: Washington Square Press, 1997: 43.