Essay on Performance Enhancing Drugs Among Athletes

Since the dawn of the twenty-first century, performance enhancing drugs have become a religious practice in â€Å"the lives of some sport figures.† The use of these supplements have given athletes an edge to perform at maximum capability. Most major athletes all agree on the fact that the competitive drive is intensely fierce. Despite all, most athletes have high hopes of attaining prestigious awards, a full ride college scholarship or the once in a lifetime opportunity to play for a professional team. In such instances, the use of performance-enhancing drugs has become increasingly conventional (Athletes Drug Use). Accomplishing such goals includes taking performance-enhancing drugs. As society evolves and progresses, one has to realize†¦show more content†¦With more oxygen flowing through blood and muscle, the better the athlete performs. Any athlete who uses a performance-enhancing drug to deliver more oxygen to their muscles will perform for longer periods of ti me throughout the physical activity. Another likely reason an athlete would use performance-enhancing drugs is simply to stimulate the body (Athletes Drug Use). Athletes constantly need to keep their body stimulated to simply reduce fatigue, gain assertion, and maintain aggression (Athletes Drug Use). Which is really not much different from a person drinking coffee in the morning to perk up. Importantly, athletes would use performance-enhancing drugs to help mask injuries (Athletes Drug Use). For example, if a wide-receiver breaks his finger or sprains his knee during a game, there are two options: one, the wide-receiver can be taken out of the game or two, the athletic trainer can give the wide-receiver an injection to take the pain away, allowing him to return to the remainder of the game. With the reasons for taking performance-enhancing drugs in mind, this essay should mention the many categories of performance-enhancing drugs available on the market today, including, growth hormones (HGH), pain killers, supplements, and steroids. In all levels of sports, athletes all have one common goal, success. Athletes heavily rely on the use of these substances in hopes of gaining college scholarships, and furthering their career by playing forShow MoreRelatedPerformance Enhancing Drugs Among Athletes Essay944 Words   |  4 PagesSince the dawn of the twenty-first century, performance enhancing drugs have become a religious practice in â€Å"the lives of some sport figures.† The use of these supplements have given the user an edge, an edge to perform at maximum capability. Most major athletes all agree on the fact that the competitive determination to win is intense. Despite all, most athletes have high hopes of either winning a medal, a full ride college scholarship or the once in a lifetime opportunity to play for a professionalRead MoreThe Benefits of Performance Enhancing Drugs Among Athletes Essay1044 Words   |  5 PagesSince the dawn of the twen ty-first century, performance enhancing drugs have become a religious practice in â€Å"the lives of some sport figures.† The use of these supplements have given the user an edge, an edge to perform at maximum capability. Most major athletes all agree on the fact that the competitive drive to win can be quite intense. Besides the satisfaction of personal accomplishment, athletes commonly pursue high hopes of attaining a medal, a college scholarship or the once in a lifetime opportunityRead MoreWhy Performance Enhancement Drugs Use Essay1142 Words   |  5 PagesWhy are performance enhancement drugs use in professional sports? 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After all, in today’s society theRead MoreAnabolic Steroid Use in Sports Summary1493 Words   |  6 PagesSteroid use in Sports The competitive drive to win at all cost is fierce among athletes. Winning at all cost often includes using one of many performance enhancing drugs such as anabolic steroids. Many athletes use performance enhancing drugs, like steroids, to achieve higher goals and set higher records than other drug-free successful athletes. Although athletes are performing at higher levels when using such drugs, what is the cost? Finally anabolic steroids should remain banned from sportsRead MorePED in Sports Essay1644 Words   |  7 Pages PED in Sports Performance enhancing drugs have been a longstanding problem in sports. It not only deteriorates the honesty of the game, but also can have broader social affects that one may not even realize. The use of performance enhancing drugs is especially apparent in Major League Baseball. This problem can be traced back to the 1980’s when baseball was facing one of its first â€Å"dark periods†. During the 1980’s Major League Baseball was experiencing a home run drought. Home run totals wereRead MorePerformance Enhancing Drugs Should Be Legal1039 Words   |  5 PagesIllegal performance enhancing drugs should remain illegal they truly shatter the idea that hard work pays off, performance enhancing drugs are for cheaters, and cheaters never prosper. Performance enhancing drugs are far too easily accepted and used. Performance enhancing drugs are more prevalent, needed, and dated than many know. Athletes do not feel ashamed or the need to hide their use of performance enhancing drugs. Performance enhancing drug use is a universal thing, and using them has beenRead MoreAnabolic Steroids : Use And Performance Enhancing Drugs1516 Words   |  7 Pagesuse of performance enhancing drugs like anabolic steroids has been a debatable topic in the United States as early as the 1950’s. Former U. S. Representative Howard Berman expresses that â€Å"Steroids can seem necessary to compete at the highest level, and the quick rewards may seem to outweigh the long term consequences to users.† The National Institute on Drug Abuse (NIDA) states that countless athletes, both young and old, face life threatening illnesses due to the use of performance-enhancing drugsRead MoreSay No to Doping!1042 Words   |  4 Pagesfailed the drug test (Cashmore) . Ellis Cashmore, a professor of culture, media, a nd sports at Staffordshire University in the United Kingdom, through his article, â€Å"Making Sense of Sports† , came up with an argument that drug should be allowed in sports. In the article, he effectively countered the argument of some people out there that taking drug will lead to the unfair competition. As we are from the generation who are never bored of seeking the best in human ability, the usage of drug is crucialRead MoreShould Peds Persist Illegal For Athletes?1220 Words   |  5 PagesIllegal for Athletes? Who could spare a day not doing any sort of sports? Throughout the years sports have been taking much place in people’s lives. Physical activity is an action which requires an individual’s efforts and own sweat. Of course, the efforts should ward off any drug involvement, especially in the sports field. Using performance enhancing drugs has extended and become a wide-spread phenomenon in many fields of sports. Using PEDs is one of the issues that athletes faced whether

Analysis Of The Movie Perfect Blue - 899 Words

Perfect Blue is an ultimate example of the â€Å"animation for grown-ups†, or anime rated R. In conveys numerous topics and symbols. Through critical perception and national symbols, it exploits the issues of feminity, independence, over-consumerism, appearance preoccupation, personality disorders, etc. The visual of the chase sequence deals with three levels of symbols explored below: a) â€Å"evil twin† symbolic meaning; b) personality disorder visuality; c) allusions to thriller representation. The analysis aims at defining the traditional Asian symbols particular to anime expressive features along with media borrowings from Hollywood thrillers’ legacy. Firstly, the sequence represents the chase of the J-pop turned movie star Mima by her crazed fan-turn-manager Rumi dressed in Mima’s outfit. The scene s tension is emphasized through rapid camera shifts, flashy movements and strange manner of Rumi s walk. The scene starts when Mima finds out that her manager has been her stalker and now is plotting to kill her. Rumi emerges from behind the curtain wearing Mima’s outfit despite her disgusting look in the much smaller dress. Rumi aims at becoming Mima’s twin wearing her outfit despite the crucial difference between her appearance and parameters. Jekyll and Hyde’s concept is fulfilled through the traditional allusion to â€Å"evil twin†, particular to the spiritual world of Asia. As every person conveys good as bad, similarly Mima and Rumi becomes contrasts in the scene. Rumi claims sheShow MoreRelatedAmerican Beauty: Analysis of Lester Burnham Essay1658 Words   |  7 PagesIntroduction to the Analys is of Lester Burnham When I was told to choose a movie to perform a psychoanalysis on a character. I did not know what movie to choose. After watching the two hour long film on the multiple characters that seemed to be struggling to find their inner happiness: American Beauty. 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Evaluating Australasian Markets on Management Principles and Applicati

Question: Write an essay on "Evaluating Australasian Markets on Management Principles and Application". Answer: Introduction: There are lots of differences in the cultural and management in the both countries. In the Asian countries I have selected the India as a comparison between two countries. The employs has different rights in both countries. The employees had to work company, but they are not equally respected in both countries. The relationship between the organization and employees in the Australia is friendly. They are allowed to give opinion, but in India they are not allowed to give an opinion and had to work under guidance only. The Australian gives full independence to the employees. 1. Critically analyzing management practices in the Australasian context: We can survey the Australian in through the lens of the 6-D model. By this model we can judge all the culture very easily and different from the world culture. The 6-D models are given below: Power distance: The Australian score 36 in the graph. The manager or any high post member cooperates with the employees. They interact with the employees working under them weekly or everyday according to the time table. The team head is appointed who play communication role in between the company employees. But in India Graph give 77 percent this we came to know that powerful people are not interested to interact with the employees working under them. They just believe that they pay and they want work but if the manager will not take care of the employees. The result will be worst as we know if the employees are not satisfied they will not happy to work for the company. Individualism: The Australian believes in individualism life. They work for themselves and their immediate families. They earn and spend and the Indian believes in earning more and more and save more and more for family. They live in joint families in their families they live together with brother family and parents. But the Australian culture does opposite; they leave their family house when they get married. They earn themselves and do not save single penny. If we see the graph the Australian believe in 90 percent individualism and India believe in only 48 percent. This due to come changes came from culture. The Indian is accepting the western culture. Masculinity: The Australian and Indian both believe in hard work. They give first Priorities to the work. They do their best to achieve the goal. They work hard to earn more money for their family, but the only difference is people from Australia earn money to enjoy life on Saturday and Sunday. On Monday again, they start working, but in the India people believe in saving. There a first priority is the family. They earn money and save money for the future life. Uncertainty avoidance: due to economic slowdown the Australian are trying to save money more than the Indian. The people Indian has already saved money in the bank, but now they feel to enjoy life or we can say due to inflation in the market the Indian can save money. The earning hands are less because the new generations are not hard working. They need to enjoy life on his parents money. Long term Orientation: In the graph we can see that the Australian score 21. The graph shows that the people in the Australian never think about the past. They only believe in present and future. They do not believe in traditions and not prefer to maintain time honored. But if we see the graph Indian score 51 percent. The Indian never forgets the past life and respect the tradition. Indulgence: According to the graph Australian score 71 percent because the parents force their child to earn in the age of 18. They should pay their school and college fees themselves. The children like to earn but in Indian only 26 percent score in the graph. We know that children are totally dependent on the parents. The parents take care of the children till the young age and after that they join parents business. They enjoy their life with the parents money and do not struggle for the earnings more or to grow. 2. Understand organizational behavior and management theory. The organizational behavior is that in which the employees and a group of employees, proceeds inside the organization. This behavior is to construct the good relationships by attaining employees, organization and collective objectives. Similarly, management theory is to motivate the employees by giving promotion, incentive or increment(Patrick et al., 1993). In Australia there is democratic leadership in which they respect the employees working under them. They free to give their opinions. The company manager or team leader plays the role of communication between the employees and the organization. They try to solve the problems on their head, but if not possible they take that matter to organize and help the employees. In Australia the relationship between management and employees are friendly. The paternal leadership is used in India. The organization leader believes him as parents and orders the employees to work. The employees are taken for granted as equally intelligent then the seniors. They are asked to do overtime without any extra payment. The interference in the organization in working time is huge employees cannot go without permission(Gadot, 2007). 3. Critically analyze the underlying values of these theories. The Australian organizations have a friendly relationship with the employees and manager. There are many rules and regulation; they just fire the employ if he is not working according to the company requirement. The second chance will not give to employees and the new employ will appoint. The work experience is very necessary during the job. Advantages: The employees given full independence. The employees will work in the company for the moneys sake. They will feel their responsibilities; work hard for both organization and personal needs. Disadvantages: The employees will misuse of the liberty. They will never listen to the boss if they are wrong. They will not give respect to the senior because they always feel friendly. The Indian organization does not trust on the employees they keep an eye on the employees. The employees are not given equal rights and respect. The employees have to work under the guidance of the manager. They cannot give an opinion to the organization because company owner or manager believes that they are much more intelligent than the employ working under them. Advantages: The employees will learn a lot if the manager will teach them. They will work more when the organization keeps an eye on them. They will work hard which bring profit for the organization. Disadvantages: The employee will be scared of the organization leader. The employee will not work by heart. The employee will work for money not for the organization. 4. Demonstrating knowledge of management theories and evaluate their impact on practical management decision making in the Australasian context In Australia the company does not give stress to the employees for example the employees working in the medical insurance. They are not pressurized to work or find customers for medical insurance. The people believe its responsibility to buy medical insurance. But in India the employees who are working with the medical insurance company are given the targets to achieve. The employees had to sell the medical insurance and if they do not achieve the targets they will not work in future in the company or their salary will be deducted. The people are not aware of the benefits of the medical insurance. In India people do not like to buy medical insurance by saying what will happen with me. The manager or any high post member cooperates with the employees. They interact with the employees working under them weekly or everyday according to the time table. The team head is appointed who play communication role in between the company employees. But in India Graph give 77 percent this we came to know that powerful people are not interested to interact with the employees working under them. They just believe that they pay and they want work but if the manager will not take care of the employees. The result will be worst as we know if the employees are not satisfied they will not happy to work for the company(Ann Carr, 2010). Conclusion: The recent made proves that the employees had to work company but they are not equally respected in both countries. The relationship between the organization and employees in the Australia is friendly. They are allowed to give opinion but in India they are not allowed to give opinion and had to work under guidance only. The Australian gives full independence to the employees. Bibliography Ann, C. Carr, A.N., 2010. Critical reflections on the good, the bad and the ugly of organization leadership: The case of Wal-Mart. Routledge: Culture and Organization, 16(2), pp.109-25. Bakker, A.B. Schaufeli, W.B., 2008. Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior, pp.147-54. Coleman, D., 2012. How Mobile is Changing Organizational Structures and the Future Workplace. Francesco, A. Gold, B., 2005. International Organizational Behaviour. Pearson. Gadot, E.V., 2007. Leadership style, organizational politics and employees performance: An empirical examination of two competing models. Personnel Review, pp.661-83. Hofstede, G., 2001. Culture's Consequences: comparing values, behaviors, institutions, and organizations across nations (2nd ed.). Thousand Oaks, CA: SAGE Publications. Hofstede, G., 2005. Cultures and Organizations: Software of the Mind; Intercultural Cooperation and its importance for Survival. (IInd Edition). New York: Mcgraw-Hill. Lynne, S., Leskiw Singh, P., 2007. Leadership development: learning from best practices. Leadership and Organization Development Journal., p.No.5. Ojokuku, R.M., Odetayo, T.A. Sajuyigbe, A.S., 2012. Impact of leadership style on Organizational Performance: A case study of Nigerian Banks. American Journal of Business and Management, 1(4), pp.202-07. Patrick, J., Burkhart Suzanne, R., 1993. Successful Strategic Planning: A Guide for Nonprofit Agencies and Organizations. Newbury Park: Sage Publications. Walumbwa, F.O., Orwa, B., Wang, P. Lawler, J.J., 2005. Transformational leadership organizational commitment, and job satisfaction: A comparative study of Kenyan and U.S. financial firms. Human Resource Development Quarterly, pp.235-56. Wood, J., Wallace, J. Zeffane, R., 2003. Organizational Behaviour: A Global Perspective.(Third Edition). Australia: John Wiley.

Developing Successful Business Teams Management

Question: Describe the characteristics of successful business teams? Explain the Theory and practice of Belbins team role? Answer: Introduction: About Communication: Communication is a two way process of achieving mutual understanding. This way the thoughts are expressed by one person and understood by the other person. The final outcome is acceptance and appropriate action taken after the communication process. Communication therefore proves to be base of all business activities. In an organization the effective communication style results in getting desired outcome. About Vigor business: The Vigor business was facing a downfall because the company need fresh ideas and products to attract customers back to the company. This way a change was required to be made at different levels so that the business could rejuvenate and revive. For this purpose the CEO of the company Mr. Peter Markles who joined four years earlier worked towards the formation of a result oriented team. This team consisted of three team members who worked together to produce a new Ageless Vigor product line that brought the company back to the limelight. The company was now able to stand back in the competition and get the desired outcome. The three team members were going to get the highest recognition by the company but the other day they were all expected to leave the company for some or other reasons. Aim of the project: The aim of the project is to identify the team issues and problem that led to the downfall and breaking of the team. Also the various recommendations can be expressed in recommendations so that the CEO can take appropriate actions to take over the charge and save the team from breaking. Major section: The characteristics of a successful business team include the followings. Communication: The team members should has high faith in all the team members to become a successful business team. They should depend on each other for various business activities considering that the other team member is skilful and efficient enough to achieve company goals. Also the team members have formal and informal relations that enhance faith in each other bringing open communication between the team members. This way a successful team is characterised by lower hesitation and good communication between each other. For example, in the case study the three team members were losing faith in each other due to which they were splitting up soon. However if they would have kept faith in each other than this split could have avoided. The faith mostly declines when the communication between the team members decreases. This results in rise in misunderstandings and misconceptions that result in breaking in the informal relations and bonds between each other. Right plan of Action: A successful tem makes effort to achieve single company targets which are assigned to the whole team. This way the team members do not work towards the achievement of personal goals, rather gives due consideration to the team goals and objectives. The goals for the teams are actually the one which are directed by the higher authorities for achievement purpose within a stipulated time frame. For example the company targets of reviving the company back to new and fresh start was finally achieved by the joint efforts and skills of three team members. But later on the change in the company target which was different for each team member resulted in declining the effectiveness of the team as all the members were no engaged in their personal targets than company targets. Regular evaluation of teams performance: A team consists of various members with varied abilities and skills. Therefore a successful team is one which uses the abilities of different team members towards achievement of various team goals. This way the abilities of different team members are used such that the expertise is applied and the best outcome is achieved. For example, in our case study the team was using their abilities for research and development of new project for bringing in new products and services for the company. However after the achievement of this goal the team was left with no other new goal which could keep them together. Therefore the new goal and target need to be developed at different interval to keep the team members together so that they could make consistent efforts to achieve various organizational goals and objectives. The theory of Belbins team role theory states nine team roles that actually help in achieving success for the organization. This way he defined nine team roles that could support in building a successful team and achieve high potential success from them. These include the followings. Plant: The team members should be creative. They should have the skills and capability to solve the problem. Also they should be committed towards work and come ahead for giving support to the team members. Resource Investigator: The team members should be capable enough to identify and explore new opportunities. Co-ordinator: The team members should be able to achieve higher outcome through application of group activities which result in achieving synergy effect. Shaper: The team member should be able to accept new challenges in work and should drive the team towards success. Monitor Evaluator: The team worker should be objective in identifying the various opportunities available so that eh could use his abilities to bring in most effective and appropriate selection for the team. Team Worker: The team workers should be cooperative with other fellow members. He should avoid any friction that may exist and achieve cooperation in daily work. Implementer: The team member should follow a minimal level of discipline and efficiency so that the organization objectives can be easily achieved. Completer-Finisher: The team members should be anxious to search into errors and be cautious about delivering output on time. Specialist: The team member should be professional and a dedicated personnel who makes efforts the achievement of team objectives than personal goals. (council, 2006) A theoretical model is actually an explanation of the system or process that could be followed in the form of model which is explained in narrative way and shown as a diagram. There are various models that can be used and applied for the case study that discusses the importance of communication. Blake and moustons managerial grid. McGregors theory X and theory Y model. Fielders contingency model. Hersey-Blanchard Situational Leadership model. The similarities and dissimilarities are discussed as under. Similarities: Blake and Moustons Managerial Grid. McGregors theory X and theory Y model. Fielders contingency model. Hersey-Blanchard Situational Leadership model. It considers leadership ranging between people concern and task concern. It considers leadership ranging on different motivational theories based on motivating individuals through fulfilling their higher and lower needs. It considers various leadership style options available .Therefore it suggests the selction of the best leadership style that fits the situation and degree of control that is required. It suggests the two types of leadership models that includes transaction leadership and transformation leadership that could help in achieving organizational goals and objectives. It offers various models in one grid as Country Club Manager, Improvished Manager, Authority-Obedience Manager and Team manager.. It offers various motivational factors in one pyramid that could motivate employees. Various leadership styles and situations are discussed so that the appropriate leadership style can be followed in particular situation. It offers the range of leadership style that could be adjusted as per the situation. The theory suggests the middle path for the manager which is called Middle of the road Manager. The theory suggests the middle path of following both factors accomplishment as discussed in theory X and theory Y. The theory suggests that the leaders should take a middle path to achieve higher outcome and success for the organization. The theory suggest that the leader should take the positive aspects of leadership qualities so that the desired outcome is achieved. (Waldman, 2006) Dissimilarities: Blake and Moustons Managerial Grid. McGregors theory X and theory Y model. Fielders contingency model. Hersey-Blanchard Situational Leadership model. It gives four types of leadership styles that could be followed which are Country Club Manager, Improvised Manager, Authority-Obedience Manager and Team manager.. It does not give any range of leadership style to follow. It gives four types of leadership qualities that could be applied for the situation. It includes directive, supportive, participative and achievement oriented. It suggest two types of leadership styles that could be applied. These are transactional and transformational style. People concern and task concern are given more priority so that the leadership style selected should fulfil the requirements. Motivational factors are given more importance. Contingency plans consisting of leadership styles are given due importance. Situation is given due importance. The theory suggests the ideal leadership to be the middle way. The theory suggests the motivational factors to be considered in the leadership style. The theory suggests the contingency plans for selecting the most appropriate leadership style. The theory suggests the situation to be responsible for deciding on the leadership style. (Laura et al., 2010) The strength of these models is stated as below. These models give a path for understanding of various leadership methods. These methods help in analyzing the present situation and suggest the various options that is available in the form of leadership style. The models bring into notice the various causes that are causing rise of issues and problems in the organization. The weaknesses of these models are stated as below. These are just models and the reality is sometimes far away from the concepts. The situations may change at times so each model has its limitation over application. The selection of the best leadership style is more important than just having knowledge about them. Providing Support for Team Development The different stages of team development can be stated as follows. Recognizing the talent: Making appropriate mix of talent: Deploying the talent in one team: Helping team achieve open communication: Offering single target to all team members: Offering formal and informal relation to develop: Recognizing the outcome as joint effort of the team members. (Laura et al., 2010) The importance of development of teamwork is important as this will develop trust and faith in each other. Each team member will work for the team goals and not personal gains. The joint efforts will therefore bring in synergy effect into action resulting in innovation of new ideas and techniques that could lead to higher profits and gains to the company. The successful business team in the case study has gone through all the stages of development of team which has resulted in the innovation of new product line for Vigor which brought it back from getting from extinct stage. Hence the team work resulted in bringing new ideas and products for the company which brought it to a more comfortable business development stage. To motivate the team members achieving given objectives various plans can be developed as follows. The team should be provided one single target objective to be achieved. For example in the case study the team members are given one target of developing new ideas and products for Vigor so that the sales could be revived. The incentive system introduced should benefit all the team members equally. For example in the monetary benefit to the team members should be distributed equally among all of the members. The recognition in the end should appreciate all the team members appropriately for their joint efforts. For example in the case study all the three team members were appreciated so that their joint efforts can be recognized. The team should be motivated using the application of the theory X and theory Y which will bring in appropriate benefits for the team members. For example each team member should be motivated with the various benefits as they are looking for in the company. To encourage team members for open communication to support team development, the various ways that can be adopted includes the followings. Keeping informal get together of team members so that meet each other out of office or professional conditions and could spell out their personal experience and stories to achieve informal relations. The team members should be allowed to take discussion sessions at regular intervals so that the ideas can be developed and accepted by all team members. Team members should be allowed to make amiable relations with other team members. Team members should be given new projects that they could work together on for achieving one organization objective. Team members should be moved together in business meetings and other functions so that they could develop open communication system with each other. (Walumbwa et al., 2005) A number of ways can be suggested for resolving conflict between team members. These include the followings. Arranging for meeting sessions for the team members so that they could spell out the cause of their difference. Involving the third party in the conflict resolution session if required who takes stand of neither party. Team members should be allowed to make open communication during office hours so that they can discuss on the issues directly with other team members. An informal meeting can be arranged out of office where the team members could come together in an informal outlook and discuss the office issues personally. (Waldman, 2006) Be able to monitor the performance of teams: A successful team backs each other at different times. That is if one team member is not able to achieve some target than the other team member participates actively to support the achievement of target for the other team members. Hence the team goal and objectives are given higher priority than personal goals. The backing of each other results in lesser conflict between the team members and increases unity so that they could jointly work towards achievement of team goals. For example, in this case study we see that the team members are looking for new job or new role and hence they are not backing each other even after achieving a successful outcome for the company. The reason can be that the company has not given them due consideration on time which resulted in lack of belongingness developed among the team members .Also the hectic work schedule has affected their ability to work. In the case study the CEO could measure the performance of the team against the given objectives by applying various methods as follows. The performance of the team and the team members need to be reviewed at regular intervals and compared with the estimated outcome to find out the level and extent of accomplishment achieved till date. The record of team meeting and sessions should be kept so that the number of meeting can be counted and compared to the satisfactory numbers which are required to achieve desired outcomes. The team performance can also be monitored by getting regular inputs from the team members about the work accomplished and schedule followed. This way an estimate can be made that the team is following the guidelines and making sincere efforts towards achievement of various organizational goals and objectives. Recommendations The action that could be recommended for this case study is as follows. The CEO should take over the issues and provide with the most suitable leadership style so that the team unity can be brought back. The issues and problems of the team members should be heard wisely and appropriate actions should be taken to resolve them. The team conflict if exist should be removed at the soonest so that the open communication can be applied which could bring back trust and faith in each other(ABC, 2014). Conclusions The overall finding of the investigation shows that the leadership style should be selected after carefully going through the situation. This way the best leadership style will be selecting the most appropriate leadership model that helps in achieving organizational goals and maintain team spirit. In the case study also the team unity could have been achieved if the CEO would have taken appropriate actions on time to safeguard the unity and integrity of the team. (Hamiliton Cynthia, 2005) Bibliography ABC, 2014. ABC General and Mechanical Services Inc. [Online] Available at: https://www.abcgeneralandmechanical.com/a/about-us/leadership/bill-doufas-founder.html [Accessed 19 April 2015]. council, C.l., 2006. Driving performance and retention through employee engagement. Corporate Leadership Council. Gill, R., 2002. Change management or change leadership? Journal of Change Management, pp.3 (4), 307-318. Hamiliton, F. Cynthia, J.B., 2005. The importance of context, beliefs and values in leadership development. Business ethics: A European Review, p.4. Kaiser, R.B., Hogan, R. Craig, S.B., 2008. Leadership and the fate of organizations. American Psychologist, 96-110, pp.96-110. Kickul, J. Neuman, G., 2000. "Emergence leadership behaviors: The function of personality and cognitive ability in determining teamwork performance and KSAs". Journal of Business and Psychology, 15, pp.27-51. Laura, C. et al., 2010. The role of leadership style in employee engagement. Florida: Florida International University. Merkert, R., 2010. ITLS Leadership and Policy Seminar Series. Sydney: Cranfield University. Northouse, P.G., 2004. Leadership theory and practice (3rd edition). Thousands Oaks, CA: Sage. Waldman, D., 2006. Cultural and Leadership predictors of corporate social responsibility values of top managment: A Globe study of 15 countries. Journal of International business studies., 37(6), pp.823-97. Walumbwa, F.O., Orwa, B., Wang, P. Lawler, J.J., 2005. Transformational leadership organizational commitment, and job satisfaction: A comparative study of Kenyan and U.S. financial firms. Human Resource Development Quarterly, pp.235-56. Wauters, R., 2011. Nokia confirms microsoft partnership, new leadership team, organizational changes. [Online] Available at: https://techcrunch.com/2011/02/10/nokia-confirms-microsoft-partnership-new-leadership-team/ [Accessed 20 March 2015]. Zhang, T., 2010. The relationship between perceived leadership styles and employee engagemetn: The moderating role of employee characteristics. Sydney: Macquerie University.

The Life And Death Of Edgar Allan Poe Essays - Edgar Allan Poe

The Life And Death Of Edgar Allan Poe Table of Contents Introduction 2 Early Life 2 Time at the University.4 1827-18295 The Army (1827-1829 continued)7 Reconciliation With John Allan (1827-1829 continued)..8 Fanny Allans Death (1827-1829 continued)9 Less Happiness and More Writing9 The Death of Edgar Allan Poe..10 Conclusion11 Bibliography.15 The Life and Death of Edgar Allan Poe Introduction Edgar Allan Poe had a writing style that was rather unique. He had a way of rhyming and expressing himself that no other author had at the time. He was in himself a genius in his own demented way. Many of Poes writings reflected his life, be it happy or sad. Poe had a very difficult life, different from many others. All the women in his life seemed to die. Many died of Tuberculosis. Those who didnt die of Tuberculosis still seemed to die. These deaths played a major effect on Poes writing style. Men were often the bad guys in Poes literature, and nearly every story Poe wrote was about death. Many times there were obscure circumstances surrounding the deaths in the stories. That fact, and the fact that his writings intrigue me are the sole factors as to why I chose to write about this amazingly depressing man. Early Life Edgar Allan Poe was born in Boston, Massachusetts on January nineteenth, 1809. His actor parents, Betty and David Poe orphaned Edgar at the age of three. John and Francis Allan of Richmond, Virginia took Edgar in. When Edgar grew into his teens, his family moved around a lot. They finally moved to a house that they got from William Galt in 1822 or 1823. Edgar continued his education during this time and when he was fourteen, he attended the academy of Joseph H. Clarke, and after that he studied with William Burke. Edgars schooling in Richmond encouraged his gift for the written art, and he was good at Latin and French. When he was sixteen, he wrote one of his earliest surviving poems; Oh Tempora! Oh Mores! Edgar wrote enough poems to publish a book, but his teacher persuaded John Allan not to. When Edgar returned from England, he was rather wimpy and pale, but when he got back to Richmond, he started doing well in athletics. He was a good runner, leaper, boxer, and also a very good swimmer. When he was fifteen, he swam six miles up the James River partly against strong tide. Edgar obviously made a good impression on other people. Thomas Ellis, the son of John Allans business partner once said: No boy ever had a greater influence over me than he had. Also at the age of fifteen, he became a lieutenant in the Junior Morgan Riflemen. As second- in command, he was reviewed by the popular Marquis de Lafayette whom two weeks earlier had praised Edgars grandfather, General David Poe, for his good work. When Edgar returned to Richmond, he wanted to emphasize that he was not formally adopted by that Allans, so he was simply know as Edgar Poe. Edgar was in search for a maternal figure in his life. He was very fond of his foster mother, Fanny Allan, but because she was sick all the time, she was much less than the ideal mother. At one occasion it is know that he called his sister Rosalies foster mother ma. At the age of fourteen he became infatuated with Mrs. Jane Stanard, the mother of one of his classmates. He went to her when he felt unhappy, and she somehow resembled both Fanny Allan and Eliza Poe. Edgar had only known her for about a year when she died at the age of thirty-one; it was assumed that she was insane. Edgar suffered from her death, and his behavior changed. This caused arguments at home with John Allan who spoke of Edgar as Sulky, and ill tempered to all the family. John Allan thought that the reason Edgar was acting like that because he was unthankful for all his foster father had done. On the morning of March 26, 1825, William Galt, the owner of the Allans house, Suddenly threw back his head and eyes and seemed oppressed. Uncle Galt straightened himself, and died. The Allans inheritance from Galt was estimated at three fourths of

A Guide To Building Workplace Integrity Essays

A Guide To Building Workplace Integrity Essays A Guide To Building Workplace Integrity Essay A Guide To Building Workplace Integrity Essay A guide to building workplace integrity Indicators and practice The Prevention and Education Unit of the Office of Police Integrity has It involves ethical leadership, active management and supervision, the right people, effective processes and confident professional reporting. In essence, building workplace integrity is about creating a workplace that fosters the development of high professional standards, and demonstrates the values of the organization. An ethical and professional workplace is the best safeguard against risks to integrity, including improper conduct, misconduct and corruption. With this in mind, this guide has been developed to help Victoria Police strengthen its workplace integrity. It will assist Victoria Police to: assess the management of workplaces identify particular strengths and weaknesses in current practice implement practical strategies to build and sustain workplace integrity. We would like to acknowledge the assistance of Victoria Police members of the police Reform Advisory Group in developing this guide, which is based on public sector resource produced by the Western Australian Corruption and Crime Commission. A guide to building workplace integrity Indicators and practice 4 How to use this guide Managers and staff are responsible for the integrity of their workplaces. However, managers and supervisors play an important role in shaping the ethical health of a workplace, and setting the right tone for staff. They work closely with staff and manage their performance and development. Managers are best placed to identify any current or potential integrity concerns and to proactively manage these in the workplace. This guide has been designed specifically for managers or members of the police service area management team (Inspectors, Senior Sergeants, Sergeants and leading Senior Constables who may be acting or performing management duties). It aims to help managers consider the ethical and professional standards of their workplace and to strengthen workplace integrity. As a manager, you can use this toolkit to assess and monitor workplace integrity. For example, you may want to assess the capacity of your station or unit to identify and manage misconduct risks, and then monitor this capacity by conducting regular assessments over time. Integrity monitoring may occur as part of the business planning of your team or unit (ii annual monitoring) or in response to changes to the workplace or team such as changes in staffing or work demands. This toolkit is structured around the assessment of five key areas considered fundamental to building ethical health: Ethical leadership: the extent to which managers lead by example and create a professional working environment for staff. Active management and supervision: the extent to which managers take responsibility for the team, and actively manage work performance. The right people: the extent to who ICC staff carry out their duties in accordance with the organ conations expectations of them. Effective processes: the extent to which risk management processes exist in the workplace, and are complied with by staff. Confident professional reporting: the extent to which internal reporting facilitates early detection and contributes to the continuous improvement of the organization. These five key areas are interrelated. When a workplace performs well in each, it indicates strong capacity to identify and manage integrity related issues. The Workplace Integrity Indicator consists of 25 statements divided into the five key areas. This section asks you to think about your workplace -? in particular, the way you manage staff and their performance and development, and the way your staff undertake their duties. 5 To assess the integrity of your workplace, indicate your level of agreement with each of the 25 statements on the five-point scale from (1 ) strongly disagree to (5) strongly agree. Once completed, you will have a useful indication of your current workplace strengths. You will be able to identify aerospace areas that need attention. In the Workplace Integrity Practice section, you are provided with some practical suggestions for achieving good practice within your workplace. It is important to note that the strategies recommended are not an exhaustive list. You may have some other ideas for improving workplace integrity or be guided by the material referred to in the Workplace Integrity Resources section. 6 Workplace integrity indicator Please indicate the extent to which you agree with the following statements. The next section of this guide provides some practical suggestions for threatening workplace integrity in each of these core areas. Strongly disagree agree Comments Ethical leadership My values are consistent with the organizational values of integrity, leadership, flexibility, respect, support and professionalism. Am a positive role model who acts with integrity and professionalism. Communicate the importance of professional and ethical conduct to my staff. Have the confidence and trust of my staff. My influence contributes to a professional working environment. 2 3 Active management and supervision take responsibility for the performance Of my team. SE the people management resources available to me to manage staff. Now my staff, what they do, and how they do it. Actively manage work performance issues as they arise. Support the continuous improvement of my staff. The right people My staff demonstrate the organizational values of integrity, leadership, flexibility, respect, support and professionalism. My staff are committed to achieving team and organizational goals in a professional way. My staff know what co nstitutes proper and improper conduct as a member of the organization. My staff act to prevent misconduct and improper behavior. My staff understand shared responsibility in the workplace: they feel valued and supported by Victoria Police, and in turn, value and support the organization. 7 Effective processes My workplace has effective systems and processes in place to identify and manage ethical risks. Communicate to staff the ethical risks within my workplace. Specific processes exist for those areas within my workplace that are associated with a high risk of misconduct and corruption. Monitor staff compliance to workplace policies and processes. Integrity and ethics are part of all education, training and practice in my workplace.

The Lady With The Toy Dog Essay Example | Topics and Well Written Essays - 250 words

The Lady With The Toy Dog - Essay Example The story ends with the two of them preparing to take on the beginning of their mysterious relationship. The relationship that Gomov was trying to create with Anna was similar to the relationship he had built up with his wife. He had loved his wife, but found himself waning in his attraction to her. This was something that he did not see coming. Gomov was looking for something new, but the ending of the story, which is no ending at all, reveals that his new relationship with Anna is as uncertain as his relationship had been with his wife. The lack of a proper ending suggests that what happens to Gomov and Anna is as unexpected as what took place between Gomov and his wife. The relationship was perfect at first, but then Gomov started to stray. By not ending the short story, Chekov carries on the concept that anything could have happened to the new couple, just as anything happened to the previous couple. The majority of the relationship between Gomov and Anna was based on silence, another aspect of mystery and uncertainty. Their togetherness and love was built on silence, as was the growth of their relationship. Chekov strengthened this silence by continuing to remain silent as to Gomov and Anna’s future, playing on the mystery that their relationship was already shrouded in. This same mystery covers every relationship, fictional or real. There is no definite outcome for any relationship, but there will always be something more, though it will remain a mystery until it