Sheesha smoking Dissertation Example | Topics and Well Written Essays - 3750 words

Sheesha smoking - Dissertation Example It also makes an attempt to reveal the factors that work behind Shisha smoking and encourage this within the society. Also the paper vouches for legal regulation towards Shisha smoking and tries to increase the awareness level of the common people regarding the same. Introduction There is a universal consensus on the dangers posed by tobacco in cigarette. It has been established by many studies that cigarette smoking is indeed injurious to health. Cigarette smoking has been directly linked to many cases of lung cancer. Studies have shown cancerous diseases such as lung cancer is strongly linked to smoking cigarettes and causes around 87% of death worldwide, (Parkin et al 2005). Therefore, it is not wrong to assume smoking tobacco related diseases have reached an epidemic scale. The scale and the problems associated with smoking have always been noted in epidemiological research (Siegel, 2007). However, the social phenomenon of its severity has recently been highlighted due to several reasons, mainly due to increase in mortality rates. Unfortunately, not all forms of tobacco smoking have been subjected to the same regulations (policies) and health campaigns as cigarette smoking. Unlike cigarette smokers, Shisha smokers are unaware of the ill effects of smoking Shisha. ... The frequent instances of minors below 18 years indulging in Shisha smoking might be a reflection of this lack in awareness. (Barton, Chassin and Sherman, 1982) Furthermore smoking cigarettes outweighs the other forms of smoking by quite a large margin, that has also resulted in less concern and awareness towards other forms of smoking such as Shisha.(Chaaya,2004) According to the World Health Organization the health risk associated with Shisha smoking is even worse than that of cigarette, yet it is not adequately highlighted (WHO, 2005). This lack of acknowledgement from the authorities regarding the health hazard Shisha poses makes the case even worse. Till date there are no health warnings or regulations on Shisha, even though it presents dangerous implications. Lack of regulations or warning reinstate the false idea Shisha smokers have about the effects of Shisha on health (Feng et al, 2007) A description of the Shisha is as follows: It consists of a vase filled with water, to wh ich a vertical metal pipe that has a clay pot on top is attached. The tobacco substances are placed and burned with charcoal in the clay pot. The smoke is then filtered through water and inhaled through the hose. (see appendix 1) Shisha is an ancient form of smoking tobacco. It was traditionally widely used in Africa and Asia (Chattopadhyay, 2000). It is increasingly evolving world wide, especially in Europe and America. The factors that are contributing to this dramatic spread of Shisha might be due to the global integration and the myth and perception of Shisha being less harmful. Contrary to this ancient traditional philosophy, Shisha contains numerous toxic substance and gases known to cause lung

ITM 501 MoD 5 SLP Information networks as enterprise glue Essay

ITM 501 MoD 5 SLP Information networks as enterprise glue - Essay Example Problem Identification It can be stated that as technology is running on high tech products backed up with trained IT professionals, there always exist a probability to create problems or even threats while performing various significant operational functions (5 Star Support, 2012; Edwards, 2012). However, the basic problem that seems to affect the whole of the operational processes in relation to information systems is continuous threats associated with virus attacks. The information systems are much prone to be attacked with a varied number of viruses that can permanently damage a system or a computer program (Lawson, 2005). And the worst part about these computer viruses is that these malwares do not get identified every time in the computer system, and affect the computer programs as well as systems incessantly (Pour, 2003). The affect of viruses in computer programs or systems can be duly considered as quite grave resulting in slowing the overall process of the systems (Gizmoâ⠂¬â„¢s Freeware, 2013; Kim & Solomon, 2010). ... In relation to this particular question/aspect, it can be stated that Free Anti-Virus and Anti-Spyware Software manufactured by the one of the best technical supports sites i.e. 5-Star Support can be taken into concern for solving the problem. This particular site can be considered as it possess the capability to provide numerous benefits to its users in terms of delivering online services that are free of cost. Moreover, the users can find this particular tech-support site to be quite convenient in relation to its utilization by the users. It is worth mentioning that the aforesaid software comes with various important features that tend to provide the users with error free computing experiences. In this similar concern, the facets comprise easy to use and possessing the capability to save the computer systems from being attacked with viruses (The SANS Institute, 2011; Whitman & Mattord, 2010). Moreover, the other characteristics include identification of different errors that arise in the computer systems or programs, recognition of various symptoms of viruses, determination of possible amount of infections in the systems and most vitally collection of valuable information that can be effectively utilized for ensuring greater protection of the systems. Certain other extended benefits of 5-Star Support can also be apparently observed that the users can avail. These broad benefits include gathering information pertaining to corrupted files, identification of unsolicited emails and developing booting options among others (Gizmo’s Freeware, 2013; Grimes, 2001). Assessment Report The Free Anti-Virus and Anti-Spyware Software which manufactures by 5-Star Support might prove to be quite beneficial for resolving all major problems or complexities that arise

Equal Opportunity for Women in the Workplace Agency Essay Example for Free

Equal Opportunity for Women in the Workplace Agency Essay The Equal Opportunity for Women in the Workplace Agency (EOWA) is an Australian government agency. It is statutory authority located within the portfolio of the Australian Commonwealth Department of Families, Housing, Community Services and Indigenous Affairs (FaHCSIA). EOWA’s role is to administer the Equal Opportunity for Women in the Workplace Act 1999 (Commonwealth)[1] which was passed by the Federal Parliament in November 2012, and through education, assist organisations to achieve equal opportunity for women. Outlined in Part III Section 10 of the Act, the Agency is primarily a regulatory body, whose role is to annually monitor the reporting of eligible Australian organisations on equal opportunity for women in their workplaces. The Agency also has responsibility to undertake research, educational and other programs, and more generally promote the understanding of equal opportunity for women in the workplace within the community. In 2012, the Equal Opportunity for Women in the Workplace Act 1999 was replaced by the Workplace Gender Equality Act 2012. The passing of the new legislation means the Equal Opportunity for Women in the Workplace Agency has now been renamed the Workplace Gender Equality Agency. The Employer of Choice for Women (EOCFW) citation is announced annually  since the 2001 inaugural list of 55 organisations. As of 2012, the list had grown to 125 organisations.[2] Gender pay gap in Australia From Wikipedia, the free encyclopedia Main article: Gender pay gap Gender pay gap in Australia refers to the difference between the average female and average male salary. It is calculated on the average weekly ordinary time earnings for full-time employees published by the Australian Bureau of Statistics. The gender pay gap excludes part-time, casual earnings and overtime payments.[1] Australia has a persistent gender pay gap. Since 1990, the gender pay gap remained within a narrow range of between 15 and 18%.[2] In May 2013, the Australian gender pay gap was 17.5%.[3] Studies A 2009 report by the National Center for Social and Economic Modelling (NATSEM) prepared for the Department of Families, Housing, Community Services and Indigenous Affairsstated: Using robust microeconomic modelling techniques, based on a comprehensive and critical evaluation of several methodologies, we found that simply being a woman is the major contributing factor to the gap in Australia, accounting for 60 per cent of the difference between women’s and men’s earnings, a finding which reflects other Australian research in this area. Indeed, the results showed that if the effects of being a woman were removed, the average wage of an Australian woman would increase by $1.87 per hour, equating to an additional $65 per week or $3,394 annually, based on a 35 hour week. (The second most important factor in explaining the pay gap was industrial segregation.)[2] Data collected by NATSEM for the Catalyst Australia publication, Equality Speaks,[4] found that the gap between the average wealth of men and women also varies according to the occupations and industries in which they are engaged. According to industry, the largest gap in personal wealth between men and women is within the ï ¬ nance and insurance sector ($330 600 versus $88 500) where many women work. By contrast, there exists only a small differential in the construction industry ($63 500 versus $62 700) where few women work. In other industries where many women work, there are large wealth gaps: for example, in health and community services ($174 000 versus  $68 000) and retail trade ($84 000 versus $34 000). Turning from industry to occupation, other signiï ¬ cant disparities are revealed. The greatest disparity between the average wealth of men and women is amongst elementary clerical, sales and service workers ($110 400 versus $19 900). Jobs that fall within this category include sales assistants, security guards and laundry workers. The smallest relative wealth gap can be seen in advanced clerical and service workers ($91 600 versus $83 500). Jobs in this occupational category include book-keepers, personal assistants and secretaries. Ian Watson of Macquarie University also examined the gender pay according to occupation, specifically the gap among full-time managers in Australia over the period 2001-2008. He found that between 65 and 90% of this earnings differential could not be explained by a large range of demographic and labor market variables. Watson notes that a major part of the earnings gap is simply due to women managers being female. He also found that despite the characteristics of male and female managers being remarkably similar, their earnings are very different, suggesting that discrimination plays an important role in this outcome.[5] Economist Paul Miller explored the degree to which the Australian gender pay gap differs across the wage distribution and found that the gender pay gap was much greater among high wage earners than among low wage earners. At the top of the wage distribution (95th quantile) the pay gap reached 25% or more while at the bottom the pay gap was around 10%. He concluded that the notion of a ‘glass ceiling, whereby women struggle to advance beyond some point in the more typical career path, is certainly prevalent in the Australian labour market.[6] In a similar study, Hiao Joo Kee found that the gender pay gap increased at higher levels of the wage distribution in the private sector – leading to her conclusion that a glass ceiling existed there – but that the gap in the public sector was relatively constant over all percentiles. Moreover, Kee found that the acceleration of the pay gap across the wage distribution does not vanish even after extensive controls. She concludes that the gender pay gap in both sectors was a result of differences in returns to the same characteristics between men and women.[7] Trends in the Australian labor force[edit] In 2010 Australian females represented 50.2% of the Australian population and  45.3% of the workforce.[8] Trends within the Australian labour force have female workforce participants increasingly more educated than their male counterparts with more females completing year 12 and going on to university than males in 2008 females made up 55 per cent of students enrolled in Australian tertiary institutions.[9] In 2010 Finance was the industry with the widest gender pay gap at 32.2%, followed by Health Care and Social Assistance at 27.2% and Mining at 22.7%.[10] Cases and legislation Until 1969, legislation allowed employers to pay women a minimum rate of pay that was 25 per cent less than male employees doing the same or similar work. In 1969 the first federal pay case[11] established the principle of equal pay for equal work. The 1969 case established a principle that affected 18 per cent of women workers, mostly teachers and nurses.[12] In 1972, the second federal equal pay case widened the 1969 principle to equal pay for work of equal value in line with International Labour Organisations Equal Remuneration Convention, 1951 (100).[13] This meant that women were awarded the same rate of pay as men no matter what work they were doing, as long as it was assessed as comparable in value. New South Wales (NSW) was the first Australian industrial jurisdiction to legislate for equal pay in the Female Rates (Amendment) Act in 1958.[14] In 2000, the NSW Industrial Relations Commission created Australia’s first Equal Remuneration Principle (ERP). The principle provides an avenue for unions to seek redress where they believe work has been undervalued on a gender basis. In 2002, the Full Bench of the NSW Industrial Relations Commission fully ratified the Crown Employees (Librarians, Library Assistants, Library Technicians and Archivists) Award 2002, which incorporated pay increases of up to 26%. The Commonwealth Affirmative Action (Equal Employment Opportunity for Women) Act 1986 was enacted to improve equity in the Australian workforce and establish the Affirmative Action Agency. It aimed to promote equal opportunity for women in employment and eliminate discrimination by the employer against women. In 1999 the agency was changed to the Equal Opportunity in the Workplace Agency to administer the Equal Opportunity for Women in the Workplace Act 1999 (Commonwealth).[15] In 2009 an Australian House of Representatives Pay Equity Report called on the Commonwealth Government to elevate pay equity to  be a clear objective of modern awards and recommended the establishment of a federal Pay Equity Unit and the conducting of mandatory pay equity audits for companies with 100 employees or more.[16] Western Australia Western Australia has the largest gender pay gap of any state or territory in Australia. As of August 2010 it was 24 per cent, representing a gap between average weekly ordinary time male and female earnings.[17] Research has failed to adequately account for all the factors that underpin Western Australia’s relatively large gender pay gap and thus explain why its gender pay gap is higher than the rest of Australia, which was 17 per cent in August 2010.[18] A specialist Pay Equity Unit in Western Australian was established in 2006 to address the States gender pay gap. The Western Australian Pay Equity team in the Department of Commerce developed the WA Pay Equity Audit Tool, a resource for employers to use in assessing workforce data and assist in the development of strategies to improve pay equity and female career progression in the workplace. The Tool was adopted nationally by the Equal Opportunity in the Workplace Agency.[19] Income and wealth inequality, how is Australia faring? Australians like to think of themselves as egalitarian, and for much of our history we believed our income and wealth was spread around evenly. The Conversation is running a series, Class in Australia, to identify, illuminate and debate its many manifestations. Here, Peter Whiteford investigates what has happened to income and wealth inequality in Australia in recent times. Australians like to think of themselves as egalitarian, and for much of our history we believed our income and wealth was spread around evenly. For many years, the world also shared that view. As early as the 1880s, visitors  remarked on Australia’s relatively equal distribution of wealth, the lack of visible poverty, the country’s generally comfortable incomes and its relatively few millionaires. As late as 1967, prime minister Harold Holt could say that he knew of no other free country where â€Å"what is produced by the community is more fairly and evenly distributed among the community† than it was in Australia. From the 1980s onwards, however, this view of Australia came under scrutiny. As historian John Hirst wrote: ‘Egalitarianism – see under myths’: so runs the index entry in a standard sociological text on Australian society. The most common measure of inequality is the Gini coefficient, which varies between zero and one. If everyone had exactly the same income then it would be zero (perfect equality). If one household had all the income then it would be one (complete inequality). The most recent figures for OECD countries, from around 2010, show that Australia is the 11th most unequalof the 34 OECD members. Australia has only ever briefly been below the OECD average Gini coefficient: just as the mining boom started in 2003. Trends in income inequality Working out what has happened to inequality in Australia over the long term is complex. While there is disagreement about overall trends, according to economists Andrew Leigh and Tony Atkinson, inequality declined between the 1950s and the late 1970s, with Peter Saunders identifying an increase in the 1980s. These long-run estimates are usually based either on wage trends or income tax data, which means that findings apply to individuals rather than households. Household incomes after benefits and taxes, however, are generally regarded as a better measure of economic resources. Since the early 1980s, the Australian Bureau of Statistics (ABS) has conducted regular high-quality surveys of household incomes. The most recent survey covers the 2011-12 year. Research by economists David Johnson and Roger Wilkins found that the Gini coefficient increased from around 0.27 in 1981–82 to around 0.30 in 1997-98. Subsequently, the official ABS income statistics show that the Gini coefficient increased to 0.34 just before the global financial crisis in 2008, then fell to 0.32 in 2011-12. The ABS points out that changes from year to year are sometimes not large enough to be statistically significant. Yet the cumulative picture is of an upward trend, punctuated with periods in which inequality has fallen. Whether the most recent fall continues or is reversed remains to be seen. Trends in wealth inequality For many years, statistics on the distribution of wealth were even sparser than comprehensive statistics on the distribution of income. The improvements in income statistics achieved by the ABS were more recently matched by the collection of information on wealth – or more precisely on â€Å"net worth† (assets minus liabilities). According to the ABS, the wealthiest 20% of Australian households, with an average net worth of A$2.2 million per household in 2011-12, accounted for 61% of total household net worth. The poorest 20% of households accounted for 1% of total household net worth, and had an average net worth of $31,000 per household. This means that the wealthiest 20% of Australian households had net worth that was 68 times as high as the least wealthy 20%. In contrast, the 20% of Australian households with the highest disposable income were about five times better off than the poorest 20%. So, it seems pretty clear that wealth is much more unequally distributed in Australia than income. Or is it? This depends on how you look at it. The most recent Credit Suisse Global Wealth Report, prepared by Anthony Shorrocks, one of the most highly respected world experts on wealth distribution, estimates that the distribution of wealth in Australia is the second least unequal (after Japan) of 27 major countries and the 12th least unequal of 174 countries. It is also notable that the Credit Suisse report finds that Australia has the second highest average level of wealth in the world and the highest median wealth. The ABS survey – used by Credit Suisse – also presents two ways of looking at the distribution of wealth: first, by ranking households simply by the amount of wealth they have; second, by ranking households by how much incom e they have. When the ABS ranks households by their incomes, the 20% with the lowest incomes have an average net worth of around $437,000, while the 20% with the highest incomes have about $1.3 million in net worth. This means that the poorest one-fifth of households, measured by income, hold 12% of net wealth, while the richest  one-fifth hold 36%, a ratio of about 3 to 1. These figures suggest that wealth is actually more equally distributed than income when the joint distribution of income and wealth is used which is a more comprehensive measure of total household resources. These two approaches yield remarkably different pictures of wealth distribution. This reflects the fact that people accumulate wealth over the course of their life. Young people starting off in their first job generally don’t have much in the way of wealth, but as they grow older they will purchase homes – which have been the great wealth â€Å"equaliser† in Australia – and accumulate superannuation and other savings. As a result, older people have much higher average wealth than younger people, but older people generally have lower incomes than younger people. So, why did we think that income was equally shared in Australia if it wasn’t? The answer is that most of the earlier studies were based on a limited income measure: usually wages before tax and usually full-time wagesfor men. In the past, Australia’s wage-fixing system compressed the wage distribution. As late as 1999, Australia had the highest minimum wage relative to the median in the OECD. If you are a full-time employed male wage earner in Australia, then you have a lower level of income inequality than in Denmark, otherwise one of the lowest inequality countries. The most important source of inequality in Australia is whether you have a job or not. So the pillars of egalitarianism in Australia were high wages, high home ownership and low unemployment. If we want to regain this position, we need to ensure that unemployment remains low and that low-income earners are able to buy into affordable housing. References 1. Jump up^ Australian Government. Equal Opportunity for Women in the Workplace Act 1999. Retrieved 2013-09-26. 2. Jump up^ Employers compete to be first choice for women. Employer of Choice for Women (EOCFW). The Workplace Gender Equality Agency. 13 Mar 2012. Retrieved 3 September 2013. 2. ^Changes to the Equal Opportunity for Women in the Workplace Act reflect a shift in focus. |http://www.dibbsbarker.com/publication/Changes_to_the_Equal_Opportunity_for_Women_in_the_Workplace_Act_reflect_a_shift_in_focus.aspx DibbsBarker. 13 February 2013. 1. Jump up^ Department of Commerce. Frequently asked questions about pay equity. Retrieved on May 06, 2011. 2. ^ Jump up to:a b National Centre for Social and Economic Modelling. The impact of a sustained gender wage gap on the economy. Report to the Office for Women, Department of Families, Community Services, Housing and Indigenous Affairs, 2009, p. v-vi. 3. Jump up^ Equal Opportunity for Women in the Workplace Agency. 6302.0 Average Weekly Earnings, Australia, May 2013. Australian Government, 2013. 4. Jump up^ Catalyst Australia, Equality Speaks Chapter 10, 2009 5. Jump up^ Watson, Ian (2010). Decomposing the Gender Pay Gap in the Australian Managerial Labour Market. Australian Journal of Labour Economics, Vol. 13, No. 1, pp. 49-79. 6. Jump up^ Miller, Paul W. (2005). The Role of Gender among Low-Paid and High-Paid Workers.Australian Economic Review, Vol. 38, No. 4, pp. 405-417, quote p. 413-414. 7. Jump up^ Kee, Hiao Joo (2006). Glass Ceiling or Sticky Floor? Expl oring the Australian Gender Pay Gap. The Economic Record, Vol. 82, No. 259, pp. 408-427. 8. Jump up^ Toohey, Tim, David Colosimo Andrew Boak (2009). Australia’s Hidden Resource: The Economic Case for Increasing Female Participation. Melbourne: Goldman Sachs JBWere Investment Research, p. 3. 9. Jump up^ Department of Education, Employment and Workplace Relations. Student 2009 Full Year: Selected Higher Education Statistics. 10. Jump up^ Australian Bureau of Statistics, Average Weekly Earnings. Catalogue 6302.0, Time Series Tables 10A 10D. 11. Jump up^ Equal Pay Case 1969 (1969) Volume 127 Commonwealth Arbitration Reports p. 1142. 12. Jump up^ Brenda Finlayson. Equal Pay – We’ve Come A long Way. Workers Online, Issue No 17, 11 June 1999. 13. Jump up^ C100 Equal Remuneration Convention, 1951. 14. Jump up^ NSW Industrial Relations. A history of pay equity. 15. Jump up^ Equal Opportunity for Women in the Workplace Agency. Overview of the Act. 16. Jump up^ Parliament of Australia, House of Representatives. Inquiry into pay equity and associated issues related to increasing female participation in the workforce. 17. Jump up^ Australian Bureau of Statistics. Labour Force. 6202.0, Table 8, November 2010 (trend data) 18. Jump up^ Department of Commerce. Frequently asked questions about pay equity. 19. Jump up^ Equal Opportunity for Women in the Workplace Agency. The Pay Equity Audit Tool.

Work of leadership

Work of leadership LEADERSHIP INTRODUCTION Leadership is defined as a process of influencing people to accomplish the mission, inspiring their commitment, and improving the organisation ( www.mindef.gov.sg 4/12/09 ). As defined leadership is a continuous process it is a chain of influencing and achieving. Moreover leadership is basically depends on the behavior of a leader, it means the way leader handles the group it can be charismatic leadership where followers are truly depend on the leader with high vision, participative leadership where followers are allowed to take part in group discussions and they participate in the final decision, directive leadership where leader is strict with his rules and give directions, supportive leadership where leader consider followers problems and grievances or reward and punishment leadership where reward or punishment is given on the basis of final task results. ( www.legacee.com 4/12/09 ) In this assignment the main objective is to come up with my own leadership style and to show how effective it is in terms of handling change. Also the important aspect of this assignment is to show the factors which help the change to get the tag of effective change. SUPPORTIVE LEADERSHIP The leadership style I use to follow is Supportive leadership because according to me the followers are as important as task. The goals can only be achieve with the help of followers if followers are facing any problem either in their personal life or under organization roof the affect of that problem can be clearly measured from their task results. Moreover I use self made theory in my leadership which is Get addict an achieve , according to this a person can achieve any thing but the conditions is that the person must be addicted to it. If followers are facing any grievances they can not be addicted towards achievement. Supportive leader in my way does not only mean handling grievances of followers but I call myself supportive leader because I plan my tactics towards achieving a goal according to the followers ability and skills moreover according to their willingness and motivation towards work. Supportive leadership is It leads people: It doesnt drive them. It involves them: It d oesnt coerce them. It never loses sight of the most important principle governing any project involving human beings: namely, that people are more important than things, ( Kriyananda, www.crystalclarity.com 4/12/09 ). Supportive leadership is working along with followers guiding them helping them instead of working ahead of them. Human beings are most important aspect of this type of leadership. According to me this leadership can be done effectively if leaders treat followers as one who work with him rather work for him. Being the basket ball captain for two consecutive years I applied my leadership style and maintained a team. My basket ball team called Descent Killerz was one of the most conflicted team. Being the youngest in the team I learned a lot about my team members , the team was on loosing streak and the main problem of the team was conflicts between team members. The coach of the team had tried all his best efforts to improve the team and reduce the conflicts but he was failed. I was youngest in the team and new member as well, my friendly nature helped me making friendship with all of the players of my team. My understanding ability made me the favourite in the team members, ignoring my problem of unable to make dunks, the team let me play for them. Sooner I was appointed as a captain of the team only because of my supportive nature and supportive leadership behavior. I was the one who solved the conflicts of the team as every player was frank with me and use to share his problem which helped me to understand the main problem of conflicts which was a poor formation. Players were playing in a poo r formation which was disturbing them, some of the times defenders were used in attack which was uncomfortable for the players. I had a talk about this with my coach and he changed the formation according to the abilities of the players which eliminated the conflicts between the team players and I achieved a team with decency and named it Descent Killerz. My style of leadership i.e. supportive leadership was proved efficient at that time. And according to me this type of leadership behavior always come up with efficiency in achieving the goals. TYPES OF SUPPORTIVE LEADERSHIP BEHAVIORS Showing concern for followers need : A supportive leader should concern the needs of followers and then try to fulfil them for increasing the efficiency of the followers. Being considerate and understanding : Understanding the problems of followers and them try to eliminate them makes the supportive leadership in action. Showing trust and respect : As supportive leader works with followers so the main responsibility of such leader is to respect his followers and trust them. (Â   www.skagitwatershed.org 4/12/09 ) Being friendly informative, and encouraging : Supportive leader should be friendly with his followers and try to provide as information as he can to make the employees efficient and most importantly he should always encourage his followers towards achievement of goals. Being sympathetic to others problems : Supportive leaders should be sympathetic toward the problems of followers if they are not serious towards the problems of their followers they will not share their problems with the leader then. Helping followers develop abilities and careers : Supportive leaders are the one who help the followers to improve their abilities and advise them toward a good career. SITUATIONAL FACTORS THAT ENHANCES SUPPORTIVE LEADERSHIP FOLLOWERS CHARACTERISTICS : Ø Low self confidence Ø Low self esteem Ø Insecurity Ø Expectations that leader will be supportive Ø High growth need TASK CHARACTERISTICS Ø Dissatisfying Ø Stressful Ø Highly structured Ø Requires creativity Ø Requires learning ORGANIZATIONAL GROUP CHARACTERISTICS Ø External conflict Ø Newly formed group Ø Cohesive group with shared beliefs in leader Ø Formal plans, goals procedures Ø Mission emphasizing human services Ø Authoritarian superior SITUATIONAL FACTORS THAT NEUTRALIZE SUPPORTIVE LEADERSHIP Ø Dogmatic Followers Ø Large Size of Group Ø High Level Job Ø Broad Task Scope FACTORS OF MANAGING CHANGE IN AN ORGANIZATION : The factors that contribute to effectiveness of leadership in relation to managing change in an organization are as follow : Followers support : if a change is supported by the followers it makes an easy task for a leader to manage that change. For example if change is less absenteeism and followers are supporting this change by reducing their number of leaves. Followers understanding : one of the most important thing is understanding . If followers are understanding the change it becomes easy for followers to follow the change. Moreover an understandable change becomes more easy for a leader to manage. Followers trust : followers who trust their leaders will always trust any change made by their leader. As an organization is made on trust between people it is one of the most important thing. As trust-able leaders are always welcome by followers so does their changes Situation : the situational factor can help a leader to manage a change easily as the change always depends on the situation it is arrived on. For example if employees were feeling a hectic schedule and them leader come up with change in timings and breaking the schedule with certain breaks, this type of change depends on the situation. Rules : if a change comes as a rule of company it becomes too easy for a leader to manage it as it is compulsory to follow it. For example if company comes as change in rules for not allowing smoking in premises it becomes compulsory to be follow by followers without an argue. Acceptance : If change is accepted by the followers it is easy to manage it. For example if the change is in timings of lunch and followers accept it then there is no need to worry about managing that change by a leader. Expectations : if the change is according to the expectations of the employees then there is no need to manage that change. For examples staff was demanding 15 days vacations in the time of Christmas and new year and company agrees on it then their will be no need to mange such a change. Superiors support : if the change created by a leader is supported by its superior then it become less hectic for leader to manage it. But if superiors are against the change then it is difficult for leader to mange it. For example if leader says that every body should be their in office by 8.30 in the morning and its superior comes at 10 am it becomes difficult for him to handle. Feedback : the most important aspect of managing is feedback as it comes as a report card to the manager for his performance and if the result is not good it indicates that there is need for better management. CONCLUSION In conclusion it can be said that how effective is the supportive leadership is. Supportive leadership not only help followers to work efficiently but it also provides bundles of knowledge to the leader as supportive leadership behavior helps leader to interact with each and every of his follower. Supportive leadership can be used mostly but it can be non-effective where the number of followers are many, as a leader can not create personal relations with huge number of followers. In the assignment I shared my own personal experience with this type of leadership and for me this leadership behavior was a huge success.

Social Injustice for African Americans in Toni Morrisons Novel, Jazz E

Social Injustice for African Americans in Toni Morrison's Novel, Jazz Jazz, a novel by Toni Morrison, explores many different aspects of African American life in the early part of the twentieth century. This novel tells a story of the difficulties faced by black families living in the United States. Toni Morrison describes in detail a few of the upsetting situations they had to face. She also subtly throughout the book places one or two lines that tell a tale of injustice. Jazz is a novel filled with many stories of inequality affecting the black community. One significant theme that is present throughout the story is the one of unequal rights for African Americans. One instance of social injustice is described in the very beginning of the novel when the reader first learns about Dorcas’ murder. The book explains that Alice knew she would get nowhere even if she chose to prosecute Joe, because lawyers could not help and cops would not help or even take a black on black crime seriously. Had Dorcas been a murdered white girl I am sure that Joe would have been thrown in jail t...

We Should Skydive To Work :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  Standing in the doorway of the plane I still felt grounded. The equipment weighed heavily on my back, the floor pressed against my feet, and the straps pulled on my legs and shoulders. Looking down the only thing I saw was the world in a collage of colored dots as I made sure I spotted my target for landing. My phobia of heights and flying suddenly hit me like a railroad train. I could feel my heart beat from all parts of my body. Gradually, my fears turned into excitement as I longed for the freedom of flight, I leapt. Touching nothing but air I felt the exhilarating rush of adrenaline as I soared through the sky at 120 miles per hour. I was in control. My every nerve tingled with excitement. That smooth collage of color miles below may be where I lived but this was where I was most alive! For sixty seconds of eternity I was completely free of all worldly concerns; it was just me and the sky. Skydiving is an activity and sport in which people jump out of an aircraft, alone or in groups, and land by using a parachute. Because of the sensation of leaping into the air and free-falling some distance before opening their parachutes, skydivers usually experience a rush of adrenaline and then a peaceful sense of well-being. This feeling of calm lasts long after they land on the ground. Before feeling that calm however, my mind was like many people’s out there, and I could not understand why I had convinced myself to jump out of a perfectly good airplane. I assumed that only reckless stuntmen skydive, and that it was the most dangerous thing a person could experience. Now that I have actually jumped out of a plane, I can easily disagree with the doubts of non-skydivers. Although skydiving may be seen as dangerous or even careless, it is actually one of the safest extreme sports, even researched to be safer than driving a car. Why do people see skydiving as particularly dangerous? First of all, be honest: It’s not bowling. A skydiver, after all is jumping out of an airplane and hurtling 12,000 feet towards the ground at 120 miles per hour. The most common reason why people see skydiving as so dangerous is because it is a popular phobia among people. Acrophobia, or the fear of heights, is one of the top phobias in the world. We Should Skydive To Work :: essays research papers   Ã‚  Ã‚  Ã‚  Ã‚  Standing in the doorway of the plane I still felt grounded. The equipment weighed heavily on my back, the floor pressed against my feet, and the straps pulled on my legs and shoulders. Looking down the only thing I saw was the world in a collage of colored dots as I made sure I spotted my target for landing. My phobia of heights and flying suddenly hit me like a railroad train. I could feel my heart beat from all parts of my body. Gradually, my fears turned into excitement as I longed for the freedom of flight, I leapt. Touching nothing but air I felt the exhilarating rush of adrenaline as I soared through the sky at 120 miles per hour. I was in control. My every nerve tingled with excitement. That smooth collage of color miles below may be where I lived but this was where I was most alive! For sixty seconds of eternity I was completely free of all worldly concerns; it was just me and the sky. Skydiving is an activity and sport in which people jump out of an aircraft, alone or in groups, and land by using a parachute. Because of the sensation of leaping into the air and free-falling some distance before opening their parachutes, skydivers usually experience a rush of adrenaline and then a peaceful sense of well-being. This feeling of calm lasts long after they land on the ground. Before feeling that calm however, my mind was like many people’s out there, and I could not understand why I had convinced myself to jump out of a perfectly good airplane. I assumed that only reckless stuntmen skydive, and that it was the most dangerous thing a person could experience. Now that I have actually jumped out of a plane, I can easily disagree with the doubts of non-skydivers. Although skydiving may be seen as dangerous or even careless, it is actually one of the safest extreme sports, even researched to be safer than driving a car. Why do people see skydiving as particularly dangerous? First of all, be honest: It’s not bowling. A skydiver, after all is jumping out of an airplane and hurtling 12,000 feet towards the ground at 120 miles per hour. The most common reason why people see skydiving as so dangerous is because it is a popular phobia among people. Acrophobia, or the fear of heights, is one of the top phobias in the world.

Philosophy of Classroom Management Essay

My philosophy on classroom management begins with learning and being familiar with the various rolls that a teacher plays on an everyday basis. I didn’t know until taking this course that a teacher assumes so many rolls during the day. He or she takes on rolls such as: a parent, a social worker, an advisor, a counselor, and a judge. During my classroom observations and readings, I have learned that I will run into different types of students. There will be the bully, leader, follower, instigator, and the escape goat who in other words is the victim. In order to find out who and what is what, the students would have to be in groups to pin point who is playing what roll. There will also be times when I will run into parents of my students. Since reading our text my eyes have really been open on how and what to say to a parent. The first thing I would say as a teacher when I see something that is unusual about a student, I would tell the parent that I concurred with his or her child. Then I would proceed to tell the facts that I gathered to let him or her know that I feel something negative has happened. I feel that as the teacher I should know what is going on in every part of my classroom at all times. To help with my classroom surveillance, I will use witnesses momentum, smoothness, group alerting, accountability, overlapping and satiation. All of these will contribute to my teaching profession. According to Dreikur and the Canters, there are five types of teachers (Charles, 2008). Dreikur states that I could be an autocratic, democratic, or a permissive teacher. The autocratic teacher makes his or her own decisions whereas the democratic teacher is an opinionated educator. Finally, there is the permissive teacher who is the unpredictable teacher. The Canters defined three types of teachers. The hostitle teacher views the students as adversaries. The non-assertive teacher takes a passing approach to students, and last but not least the assertive teacher clearly, confidently, and consistently, expresses class expeditions to students. After reading C.M. Charles book â€Å"Building Classroom Discipline†, I learned what a teacher should say and do to and for his or her students. According to Dreikur, teachers should always speak in positive terms. Teachers should encourage students to strive for improvement, not perfection. Emphasis should be placed on students’ strengths while minimizing their weaknesses and teachers should help students learn from mistakes. Independence should be greatly encouraged along with the assumption of responsibility. I would set to accomplish the latter task by letting my students know that I have faith in them and I would show pride in their work. I would be very optimistic and enthusiastic and use encouraging remarks such as â€Å"You have improved,† and â€Å"Can I help you† (Charles, 2008). There are five types of behaviors that I know will occur in my class. The first behavior is aggression. Aggression is physical and verbal attack on the teacher, students or property. Secondly is immorality which are acts contrary to accepted morality such as cheating, lying, and stealing. Defiance of authority is the third behavior that will possibly occur in my classroom. Defiance of authority is when students refuse to do what is requested. Finally, class disruption is talking loudly, walking about the room, clowning, tossing things, and goofing off. Goofing off can be attributed to fooling around, out of seat, not doing assigned tasks and daydreaming. Fredric Jones’ analysis of the numerous classroom observations uncovered five clusters of teacher skills that keep students productively at work and thus preventing misbehavior. Those clusters deal with classroom structure to discourage behavior; getting through body language; using say, see, and do teaching to maximize students’ attention and involvement; responsibility training through incentive system, and providing efficient help to individual students (Charles, 2008). All the theorists in C.M. Charles book, â€Å"Building Classroom Discipline† will give me professional help as a perspective teacher. I believe his book goes from beginning to end and from procedures to misbehavior, to body language to what types of students will most likely enter my class. What I have learned from his book and what I am currently learning from Mrs. Palmer is there is no way I will not get it right the first time.