Virtual Cemetery Essay Example | Topics and Well Written Essays - 1250 words

Virtual Cemetery - Essay Example It is clear that members of the family were buried at a common ground. In addition, the graves of the people that belonged to a given family preferred to design their graves using the same materials, same shape, same size and the same design, it shows the commonness among the people of the family and their uniformity. This in most cases acted as a form of identity to a certain family. For instance, the Comings family that consisted of Lydia, Benjamin, Samuel and Josiah, all had identical graves. This shows the preference of a given family having identical graves. Hereunder is the clear data about the people, their ages, sex, date of death, the type of grave one was buried in, material used to make the graves, design of the grave, the condition of the grave, and the size of the grave and little in formation of concern (Dethlefsen and Deetz 1996). Gravestone design Shape Size Material Condition Design Biography Demography Gravestone design Surname First name(s) Sex Birth Date Death dat e Age Type Shape Size Material Condition Design Comment Hallet Warren M 1791 8th Feb 1811 20 H D S Tall Slate G U & W Hamblen Cornelius M 1752 30th May 1811 59 H D S Tall Sandstone F U & W Howes Ebenezer M 1737 20th Feb 1811 74 Ob SDWC Tall slate P U & W Lombard Caleb M 1736 14th Dec 1811 75 H D Tall marble P U & W Rich Rabeccca F 1742 18th Oct.1811 69 M DISC Tall Marble F M Bangs Benjamin M 1758 9th March 1814 56 Ob D Tall granite F U & W Gray Elizabeth F 1774 16th May 1814 40 H GDWC Short Slate E U & W Hamblen Ruth F 1755 20th Sep 1814 59 H DISC Tall Marble P Ch Knowles Elizabeth F 1738 29th June 1815 77 M DISC Tall Sandstone P Ch Rich Isaac M 1756 29th June 1815 59 P D Short Slate F U & W Atkins Silas M 1742 17th April 1816 84 M D S Short Slate F U & W Burges Thomas M 1748 11th Feb 1816 68 M D S Tall Slate G P Higgins Joseph M 1771 2Oth Nov.1816 45 Ob S D Tall Sandstone P U & W Snow Tamsin M 1811 11th April 1816 5 H D Tall Sandstone G M Collins Marcey M 1814 15th May 1817 3 H SDW C Tall Sandstone G U & W Collins Mary F 1794 20th Oct.1817 23 P GDWC Short granite P U & W Gross Thomas M 1740 17th May 1817 77 P Rectangular Tall granite F R Snow Mary F 1793 9th sept 1817 24 H SDWC Tall Sandstone F M Stevens Levi M 1747 16th March 1829 82 H S D Tall Granite G P Sears Elizabeth F 1782 24th Aug 1829 47 H S D Tall granite P U & W Comings Samuel M 1807 July 1829 22 H S D Tall granite p U & W Comings Benjamin M 1817 1839 22 H S D Tall granite p U & W Comings Josiah M 1810 1810 0.33 H S D Tall granite P U & W Comings Lydiah F 1826 1826 0.08 H S D Tall granite P U & W Damon Judy f 1750 19th Nov 1828 78 H S D Tall granite P U & W Coan Betsy f 1794 12th Dec 1821 27 P Rectangular Tall marble F Ch Hallet Charles m 1751 15 Nov 1821 70 Ob DISC Tall granite F U & W Hallet Elizabeth f 1732 9th March1821 89 H S D Tall granite F U & W Smith John C m 1783 4th Oct.1811 28 H S D Tall Marble F U & W Rider Ruth f 1791 6th Sep.1812 21 Ob Round Gothic arc Tall Granite p P Hall Bethiah f 1763 27th Sep 1813 50 H Rectangular Tall Sandstone p M Gray Elizabeth f 1774 16th May 1814 40 Oth Sharp Gothic arc Tall Sandstone f M The grave forms a sharp arch at the top and its tall. Rich Richard m 1739 1813 74 H S D Tall Sandstone f M Bangs Benjamin m 1758 1814 56 Ob Gothic discoid with caps Tall Sandstone f M Knowles Elizabeth f 1738 1815 77 Ob Gothic discoid

Finance Essay Example | Topics and Well Written Essays - 2500 words

Finance - Essay Example Analysis of Short-run IPO under Pricing Phenomenon in Australian Stock Market The phenomenon of under pricing of Initial Public Offer (IPO) is often considered as an anomaly that is mostly visible in the primary markets throughout the world. But the degree or extent of under pricing varies from country to country and further from sector to sector. Under pricing is defined as the phenomenon when the offer price of a new issue is lower than the price of first trade. It is calculated as difference close price on the date of listing and offer price of issue expressed as percentage of offer price of issue. In the US market, the short run under-pricing is a well known phenomenon but in order to investigate whether this phenomenon exists in the Australian stock markets or not the researcher will have to measure the short-run IPO performance by analysing the returns of IPOs that were listed between chosen time frame and remained listed up to at least 2 year holding period (Rhee, 2002, pp.1-7 ). By carefully analysing the IPO data of Australian stock markets since 2011, with special reference to the issue price of IPO shares and the last trading close price of the IPO stocks at the end of first day of trading after listing, it can be said that short-run IPO under-pricing phenomenon does exist in Australian stock markets. This is because the issue price of the IPO stocks were significantly underpriced compared to last trading price at the end of first of trading after IPO and listing. A careful analysis of IPO under pricing reveals that when the offer price of new issue is lower than first trading price after listing, then the stock is considered to be under priced. Now, a stock should generally be under priced when there is lack of demand in the market and that the phenomenon should be temporary since under pricing will eventually motivate investors to hold shares which will increase the demand for the shares and thus will consequently increase the price of shares (Bansa l and Khanna, 2012, pp.107-108). But, in case of IPO under pricing in US market or Australian stock markets, it is often believed that IPOs are under priced on concerns of uncertainty and liquidity regarding the level of probable trade in the market after listing. Hence, in general any stock which is expected to be less liquid and less predictable will be under priced to greater extent for two primary reasons. The first reason is to compensate the investor for taking risk of holding the stock and secondly increase the liquidity of trading. The general explanation for such phenomenon is that since the issuing entity tends to have more knowledge regarding the stocks and their values compared to investors, the company must under price the stocks to motivate investors to participate in the IPO (Ritter, 1995, pp.1-4). When the firms issue their shares to public through IPO they incur both direct and direct costs. The direct cost includes underwriting fee, registration, legal, and audit f ees. The indirect cost includes cost associated with under pricing. In the calculation of under pricing, the first day’s closing price represents investor expectation regarding what they are willing to pay for holding the firm’

Virtual Cemetery Essay Example | Topics and Well Written Essays - 1250 words

Virtual Cemetery - Essay Example It is clear that members of the family were buried at a common ground. In addition, the graves of the people that belonged to a given family preferred to design their graves using the same materials, same shape, same size and the same design, it shows the commonness among the people of the family and their uniformity. This in most cases acted as a form of identity to a certain family. For instance, the Comings family that consisted of Lydia, Benjamin, Samuel and Josiah, all had identical graves. This shows the preference of a given family having identical graves. Hereunder is the clear data about the people, their ages, sex, date of death, the type of grave one was buried in, material used to make the graves, design of the grave, the condition of the grave, and the size of the grave and little in formation of concern (Dethlefsen and Deetz 1996). Gravestone design Shape Size Material Condition Design Biography Demography Gravestone design Surname First name(s) Sex Birth Date Death dat e Age Type Shape Size Material Condition Design Comment Hallet Warren M 1791 8th Feb 1811 20 H D S Tall Slate G U & W Hamblen Cornelius M 1752 30th May 1811 59 H D S Tall Sandstone F U & W Howes Ebenezer M 1737 20th Feb 1811 74 Ob SDWC Tall slate P U & W Lombard Caleb M 1736 14th Dec 1811 75 H D Tall marble P U & W Rich Rabeccca F 1742 18th Oct.1811 69 M DISC Tall Marble F M Bangs Benjamin M 1758 9th March 1814 56 Ob D Tall granite F U & W Gray Elizabeth F 1774 16th May 1814 40 H GDWC Short Slate E U & W Hamblen Ruth F 1755 20th Sep 1814 59 H DISC Tall Marble P Ch Knowles Elizabeth F 1738 29th June 1815 77 M DISC Tall Sandstone P Ch Rich Isaac M 1756 29th June 1815 59 P D Short Slate F U & W Atkins Silas M 1742 17th April 1816 84 M D S Short Slate F U & W Burges Thomas M 1748 11th Feb 1816 68 M D S Tall Slate G P Higgins Joseph M 1771 2Oth Nov.1816 45 Ob S D Tall Sandstone P U & W Snow Tamsin M 1811 11th April 1816 5 H D Tall Sandstone G M Collins Marcey M 1814 15th May 1817 3 H SDW C Tall Sandstone G U & W Collins Mary F 1794 20th Oct.1817 23 P GDWC Short granite P U & W Gross Thomas M 1740 17th May 1817 77 P Rectangular Tall granite F R Snow Mary F 1793 9th sept 1817 24 H SDWC Tall Sandstone F M Stevens Levi M 1747 16th March 1829 82 H S D Tall Granite G P Sears Elizabeth F 1782 24th Aug 1829 47 H S D Tall granite P U & W Comings Samuel M 1807 July 1829 22 H S D Tall granite p U & W Comings Benjamin M 1817 1839 22 H S D Tall granite p U & W Comings Josiah M 1810 1810 0.33 H S D Tall granite P U & W Comings Lydiah F 1826 1826 0.08 H S D Tall granite P U & W Damon Judy f 1750 19th Nov 1828 78 H S D Tall granite P U & W Coan Betsy f 1794 12th Dec 1821 27 P Rectangular Tall marble F Ch Hallet Charles m 1751 15 Nov 1821 70 Ob DISC Tall granite F U & W Hallet Elizabeth f 1732 9th March1821 89 H S D Tall granite F U & W Smith John C m 1783 4th Oct.1811 28 H S D Tall Marble F U & W Rider Ruth f 1791 6th Sep.1812 21 Ob Round Gothic arc Tall Granite p P Hall Bethiah f 1763 27th Sep 1813 50 H Rectangular Tall Sandstone p M Gray Elizabeth f 1774 16th May 1814 40 Oth Sharp Gothic arc Tall Sandstone f M The grave forms a sharp arch at the top and its tall. Rich Richard m 1739 1813 74 H S D Tall Sandstone f M Bangs Benjamin m 1758 1814 56 Ob Gothic discoid with caps Tall Sandstone f M Knowles Elizabeth f 1738 1815 77 Ob Gothic discoid

Brave Incident Essay Example for Free

Brave Incident Essay High School Fight I went to high school in Vietnam; my cousin who I call brother went to the same high school with me. The high school I attended was also the school that many gang members attended. Those gang members always abused other students and took their lunch money as well as many of their valuables such as their wallets, cell phone and laptops. Our school principal always tried to inform the police about this behavior, but unfortunately that did not help. One day my class mate ran into the lass room where I was spending my break, since I did not like to hang out in the play ground because of the gang members that were there, and he told me that my cousin was being harassed by a couple of those gang members and that they threatened to beat him to death if he does not give them all his money. My cousin was very stubborn much more like Victoriano. The two gang members had my cousin against the wall and were trying to steal his wallet and belonging while he fought hem as much as he could. I had nothing on my mind at that moment but to save my cousin and help him run away from those gang members. I looked for small pieces or rocks and a wooden stick and immediately ran towards my cousin screaming loudly so that I can distract them from him. As I started throwing the rocks on them they let go of my cousin and paid attention to where I was heading which was directly towards them. I screamed loudly telling my cousin to run away and go to the rincipals office Just like when Dona Guadalupe told her cousin l am not cutting you free so you can be brave and get killed. I want you running so you can live I wanted my cousin to run and not try to fight the gang members when they let go of him. My cousin ran to the principals office while I threw the stick of wood towards them. I immediately changed my direction and ran towards the principals office as well. The Principal called the police and they arrested the gang members and I was able to save my cousin after all.

Relationship Between Transformational Leadership And Employee Wellbeing Management Essay

Relationship Between Transformational Leadership And Employee Wellbeing Management Essay Leadership has been defined by various authors in different ways. According to Barron and Greenberg (1990 cited in Rollinson, 2005) leadership is the name of the process where a person influences a group of other persons or members and motivates them for the achievement of some specified group or organizational objectives. According to Rollinson (2005)in other words leadership can be defined as a process in which a person interact with his followers in such a way that he influences the actions of his followers in a non-coercive way to achieve specified goals and objectives. To manipulate the efforts of individuals in most effective way it is the leader who plays an important role. An intellectual and a dynamic leader provides personal attention to his employees, provides encouragement of specific behaviour in workers through personal stimulation, empowers them in terms of decision making and problem solving (Sashkin and Rosenbach 1993, cited in Nielsen et al ,2009). In addition employees well being at work both physically and psychologically is the most important factor for the success and achievement of organizational goals. These are the transformational leaders who make sure about the interests of their employees, their wellbeing in terms of physical and mental health and about their satisfaction of the job (Bass, 1999). Transformational Leadership: Transformational leaders are the leaders who make sure and protect the interests of their employees, subordinates and colleagues and they broaden and elevate their interests as well. They create motivation and attention amongst their followers to the purpose of their group and/or organization in such a way that they give preference to the interests of their organization over their own personal interests. (Nielsen et al, 2009). The term Transformational Leadership was used by Burns in 1978. According to Bass (1985, cited in Humphreys, 2005) transformational leaders create enthusiasm and awareness in their employees in a way that they struggle more and work hard effectively for the betterment and success of their organization and for the achievement of their organizational objectives. They engage themselves with their followers in such a way that they enhance each other capability and moral in the terms so that the goals of each person come together in the best interest of the organization. According to Bass (1990) the principle of the transformational behaviour is that the relationship between the leader and the follower should not be based on something like personal interest and value system, so acting upon this principle the transformational leader keeps his followers unite and in addition he transforms the objectives of his followers in most positive way towards the success of organization. He influences his employees by demonstrating; Individual Consideration Intellectual Stimulation Inspirational Motivation Charisma Avolio (et al 1991, cited in Humphreys, 2005) explains the above qualities of leadership as follows: Individual Consideration: The most important factor of the individual consideration is that the transformational leaders understand the needs of their employees and they know that these needs also change with the passage of time, and they keep themselves aware about any kind of differences amongst the employees. They also keep a close eye on the performance of their followers and on any kind of hurdles that may distract the efficiency of the individuals, and they take effective measures to remove these kinds of obstacles. They act as a guide and mentor to each individual and they advise them in order to improve their efficiency. Intellectual Stimulation: By demonstrating intellectual stimulations the transformational leaders convince their followers to change and adopt new ways and strategies in solving the problems and difficulties faced by each individual, by enhancing their behaviour, attitude and values, and for this purpose they give solid reasons to followers so that they can change their thinking about the issues regarding their work capability. Inspirational Motivation: The quality of inspiration and motivation in a transformational leader is the image which is created in the eyes of followers by demonstrating personal consideration and intellectual stimulation. The transformational leaders inspire and motivate employees to achieve the organizational goals by focussing the important factors in a very easy and simple way. This behaviour of the transformational leaders maximizes the confidence and encouragement of the staff which help the employees in tackling the problems in the time of crises. Charisma: Transformational leaders are the persons who are given respect and honour by their followers and also the followers show confidence and commitment upon them. It is a crucial step for the transformational leader to achieve a charisma in the eyes of the followers (Bass, 1990). The charismatic behaviour of the transformational leadership is depicted by Bass as a behavioural and attributed idealized influence which is considered to be created by individual consideration, intellectual stimulation and inspirational motivation along with trust and emotional relation with the leader (Avolio et al., 1991, cited in Humphreys, 2005). Relationship between Transformational Leadership and Employee Wellbeing: Close relationships have been reported between Transformational Leadership and employee wellbeing and job satisfaction. The term wellbeing includes physical, mental, social, intellectual and spiritual health as well. The relationship between the leader and the employee is a very important factor in employee wellbeing. Employee Wellbeing: According to CIPD Change Agenda creating an environment to promote a state of contentment which allows an employee to flourish and achieve their full potential for the benefit of themselves and their organization. In an organization having a transformation leadership style, there is always a close and strong relationship between the employees and the managers and thats why the level of employee wellbeing remains high. Transformational leader keep themselves aware about the workload on a group or on an individual, their likes and dislikes and their need etc and in this way they are more likely to create an environment in the organization where a high level of individual and group wellbeing is achieved. Employees wellbeing at work: The wellbeing of employees at work is the most essential factor for the achievement of organizational goals and all the organizations try their best to be in a healthy environment. Employers are realizing now that they should have a wellbeing strategy to improve mental and physical health of their staff. Most of employers now provide private health insurance and some employers provide also access to gym and counselling. If the employees in an organization are physically, mentally and socially healthy then this must contribute to their success. On the other hand the imbalance of work load, threat of insecurity, irritative relation amongst the employees or with the line managers and a lack of empowerment will result a high rate of stress, absence, inefficient staff performance, and concerns about job satisfaction. According to CIPD absence management survey (2006, cited in CIPD, 2007) the work related stress and mental conditions are the main reasons of employees absence and according to that survey the average rate of absence is eight days per employee per year which costs the organizations about  £600 per year per employee. According to ESRC (2006) report around 28 million days are lost every year due to staff absence. It is estimated that stress costs businesses about  £3.8 billion per year (Health and Safety Executive, 2006, cited in Baptiste, 2007 ). The organizations that have realized that the health and safety, employee wellbeing and their satisfaction about job is the most important factor in terms of good performance and goal achievements and they have made investments in employees wellbeing these institutions are enjoying the advantages of their healthy and confident workforce towards their organizational success. (Peccie, 2004, cited in Baptiste, 2007). Under the transformational leadership style the employees in an organization are given the opportunity to apply and enhance their knowledge and skills to get the job done. Institute of Directors discovered that wellbeing satisfy the small businesses in terms of client requirements, controlling insurance charges, increase production and it also satisfies, attracts and motivates the staff (IOD 2006, cited in CIPD, 2007). According to Baptiste In the organizations where the employees have a voice and they have provided with support and encouragement from their leaders they work more effectively and their positive behaviour and commitment results in best performance and productivity. HRM practices which create a relationship between leadership and employees, and help in developing trust and engagement, also contribute towards the effective attitude of employees and ensure wellbeing at work which consequently results in better performance. According to Ilies, R., Morgeson, P. F., Nahragang, J, D.,(2005) the positive organizational scholarships ensure the effective organizational behaviour which results in enhanced employees wellbeing and is distinguished from traditional organizational studies in that it seeks to understand what represents and approaches the best of the human condition . The recent theories and discussions regarding the positive and ethical leadership in organizations have induced to a combine effort to ensure all the effective approaches to leadership. Within the context of increasingly important field of employee wellbeing and the positive characteristics of human functioning like positive emotions, hope, struggle for the achievements of organizational objectives for the social and mental health and wellbeing. According to Avolio Gardner, 2005 this combine effort consequently results in the positive leadership approaches like transformational, inspirational, charismatic leadership. These kinds of le aders are trustworthy and they keep themselves aware about their own values as well as they modify their employees thinking and objectives in terms of positive organizational context. Trainings to manage workplace stress: Shuttleworth, A., (2005) states, since its the duty of the employers to take care of their workers and which is mentioned in the Health and Safety at Work Regulation 1999, the HSE draft management standard has revealed the accountability cases that employers face due to workplace stress. In February 2000 a former post office manager made a claim against stress related sickness due to extra work load and he got  £175000. Employers are now engaged in essential trainings to overcome stress related issues at workplace such as bullying, to enhance empowerment, improve resilience to stress. Furthermore the organizations are emphasising the senior management and leaders to be actively participate to support and develop the initiative and its design. Role of Transformational Leader in Combating Employees Negativity: According to Avey, J, B., (2008) now a day in the print media special attention has been paid to the soaring figures of employees working hours and to the level of its stress. It is the result of the new global market trends in the world economy where due to an increase in the demands, the organizations are putting extra pressure on their employees to work for extra hours which is resulting in some negative effects like cynicism and their decisions to quit the jobs etc but a less importance has been given to these issues regarding workers negativity and how to overcome these negative factors. Previous theories and researches have shown that the transformational leadership help in combating employees negativity and enhanced their psychological wellbeing, empowerment, self confidence and independence which results in subsequent engagement and satisfaction about job. (Dvir et al, 2002). According to Avolio et al, (2004) transformational leadership empowers and motivates employees to job commitment. And empowerment subsequently results in job satisfaction; it reduces work related strain and also enhances employees efficiency positively (Avey et al., 2008). It reduces the level of disappointment and anger in employees feelings regarding their job (Judge and Ilies, 2004). In the development of positive and effective organizational behaviour the recent studies (Avey et al., 2008) have shown that there is a close relationship among the psychological capital, performance and absenteeism (Avey et al., 2008). According to Harter, J, K., Schmidt, F, L., and Keys C, L, M., (2003) by demonstrating the individual consideration, intellectual stimulation and inspirational motivation the transformational leaders provide an opportunity to their employees where there is no presence of strain (too much challenges) or boredom (too little challenges) which affects adversely the quality and quantity of employee performance as well as their standard of life (Edwards, Caplan, Van Hrrison, 1998). In this kind of environment the workers face interesting and meaningful job tasks as Brim (1992) has called manageable difficulties and Csikszentmihalyi (1997) called as optimal states, it is the state where workers feel themselves as energetic, productive, growing, happy and engaged, and it is the situation where the demands are equal to or slightly above the level of resources (Waterman, 1993). By enhancing the workers emotional wellbeing and their satisfaction with work and workplace, transformational leader s promote the quality of individuals life as well as the productivity of entire community which consequently results in organizational outcomes in terms of best productivity, profitability, employee turnover and customer loyalty etc. Role of Empowerment: Empowerment is a main factor of the transformational leadership style in terms of work satisfaction and enhanced employees psychological wellbeing. The relationship of empowerment to job satisfaction is founded positive and it is related negatively to work strain (Avey, et al., 2008). In terms of a motivational means the empowerment consists of four cognitions like meaning, competence, self determination and impact. The meaning refers to the individuals personal standards to the value of work objective. Competence refers to the trust and confidence in the individuals mind regarding their ability to perform their organizational job tasks with personal skills. Self determination means the concept in the employees mind that they have some options and choices to start and regulate their job activities and strategies and the term impact refers to the level of individual influence on strategies and operating consequences. Role of Leadership, Empowerment and Positivity in combating employee negativity Figure 1. source from Avey et al (2008). Transformational leadership is positively related to empowerment (Kark et al., 2003, cited in Avey et al., 2008). Positive work outcomes like good performance and job satisfaction is positively related to the transformational relationship (Lowe et al., 1996, cited in Avey et al., 2008). Followers of the transformational leader found that they perform their job duties in most positive way and with most self confidence (Bono and Judge 2003). This gives further support to the theories that the followers of the transformational leaders are more empowered in term of decision making, greater autonomy and ownership etc. Transformational Leadership, Employee Attitude and Job Commitment: According to Kelloway, E, K and Barling Julian (2000) the concept that the transformational leadership which consists of the four important dimensions of Individual consideration, Intellectual stimulation, Inspirational motivation and Charisma is now well established in the literature (Avolio, 1999; Bass, 1985; 1990; 1998; Conger and Kanungo, 1987; House, 1977). Problems are also identified by various authors in the measurement of transformational leadership (e.g., Bycio et al., 1995; Carless, 1998) and there is enough support as well for the transformational leadership in relation to efficiency, production, quality and other attitude related to outcomes. The employees behaviour towards organization in terms of job commitment (Barling et al., 1996; Bycio et al., 1995), fairness sense in the organization (Pillai et al., 1999), trust in leader (Pillai et al., 1999; Podsakoff et al., 1995), satisfaction with job and with leader (Hater and Bass, 1988; Koh et al., 1995) etc are also linke d with the transformational leadership. Role of Leadership and Leader-member exchange: According to Jean Lee (2005) the most comprehensive theory is the multi-factor leadership theory that holds a range of leadership behaviours (Jean Lee, 2005). Transformational leaders enhance the relationship with their employees in such a way that prove more than an economic and social exchange. The current studies have revealed that the relationship of transformational leadership is related to effective efforts (Jean Lee, 2005), leaders satisfaction and trust (Jean Lee, 2005) and to the employees respect for the leader (Conger et al., 2000). The transformational leadership style creates a meaningful exchange, remove status barrier and physical distances between leader and employees. They also maximize the level of exchange with their employees (Jean Lee, 2005). By setting themselves as a role model for employees transformational leader enhance the level of trust and contribution because the employees feel that their leader is sacrificing and taking risks for the benefits of the gro up or team (Jean Lee, 2005). From the above data it can be observed that transformational leadership has a positive association with affect, loyalty, contribution and professional respect. Role of Emotional Intelligence: According to Barling, j, Slater, F and Kelloway (2000), as it is obvious from the literature (Barling et al., 2000) that the theory of transformational leadership has gained more scrutiny and we now know that there is a close relationship between transformational leadership and employees satisfaction (Barling et al., 2000), job commitment and trust ( Barling et al., 2000) and further more it is linked with work unit performance (Barling et al., 2000). Some present studies are now emphasising on another component Emotional Intelligence which may induce leaders to adopt transformational attitude (EQ). According to Salovey and Mayer (1990) and Golman (1995, cited in Barling et al., 2000) the emotional intelligence consists of five features such as knowledge of ones emotions, the way of managing them, self control over own emotions ability to delay indulgence, and to manage the relationship. Golman argues that high emotional intelligence in a leader lead to use transformational behaviou rs because they know and have control over their own emotions and represent themselves as a role model for their workers which develops their trust in and honour for the leader. Secondly leader with high emotional intelligence knows about other emotions and they can easily judge the limits to which followers expectations could be improved. Another important factor of individualized consideration is that with emotional intelligence the leader understands their workers needs and they react to them accordingly that result in managing and enhancing relationship positively. Conclusion: Transformational leaders play a vital role in the success of organizations. By demonstrating individual consideration, inspirational motivation, intellectual stimulation and charismatic behaviour they create an ideal environment for their followers and subordinates in which the purpose of the individuals and/or group comes together in the best interest of the organization. In addition they promote the wellbeing of their followers and subordinates in terms of physical and mental health which in turn develops the trust and their satisfaction about the job as well as trust among the employees and in the leader. In return under the transformational leadership and a healthy environment the organizations enjoy the benefits of their healthy workforce in terms of best performance, productivity and profitability.

The Confederate Flag Dispute Essay -- Confederate Flag Essays

The Confederate Flag Dispute The start of the Confederate flag controversy was due to the request of the NAACP to remove the flag off of South Carolina’s Statehouse. This request is based on the fact that they, the anti-flag groups, claim that the meaning of the Confederate flag is one of hate and discrimination. On the other hand, there are other groups that believe differently whom are called the pro-flag groups. They claim that the flag is a sign of heritage and should stay on the Statehouse. Liberals tend to be in the favor of the anti-flag groups, and conservatives are more likely to be supporting pro-flag groups. Both sides use evidential logos to prove their arguments, and pathos to show how wrong the other side is. Eric Foner’s article â€Å"Rebel Yell† is an example of an anti-flag argument published in a well-known liberal magazine The Nation. In â€Å"Rebel Yell† historian Eric Foner first explains some of the pro-flag arguments in the introduction paragraph; then throughout his article he shows why claims like these are wrong. First He explains that slavery was a big issue in Civil War. Then he attacks the claim made by pro-flag groups that a large amount of black fought for the Confederacy, and lastly he shows how the Confederate flag is now connected with racial inequality. He points out that the Confederate flag is not only associated with slavery but in addition is now associated with racial discrimination. This article is a definition argument that defines the Confederate flag as a negative symbol; in it Foner mainly uses logos to show the meaning of the Confederate flag, pathos as a way of portraying pro-flag supporters as the bad guys, and his ethos to show his audiences he is well-informed of the pro-flag a... ...tion’s history will also be laid to rest†(par. 8). His logical arguments are strait forward and informative and when used with pathos as a pair is very effective. When pathos is not used with some sort of logos the effectiveness of the article quickly wavers and most of the agreeing audience will only be anti-flag supporters. This article being liberal seems to correlate with what the anti-flag side believes in. Anti-flag groups want to remove the flag because of its connection with racism, which has been part of America’s past. Liberals want to make changes for the betterment of society. If liberals see the Confederate flag as a negative symbol then they will want to remove it even though it’s a part of Southern history, is why liberals tend to support the removal of the flag. Work Cited Eric Foner. â€Å"Rebel Yell.† The Nation. 270.6 (February 14, 2000): 4. The Confederate Flag Dispute Essay -- Confederate Flag Essays The Confederate Flag Dispute The start of the Confederate flag controversy was due to the request of the NAACP to remove the flag off of South Carolina’s Statehouse. This request is based on the fact that they, the anti-flag groups, claim that the meaning of the Confederate flag is one of hate and discrimination. On the other hand, there are other groups that believe differently whom are called the pro-flag groups. They claim that the flag is a sign of heritage and should stay on the Statehouse. Liberals tend to be in the favor of the anti-flag groups, and conservatives are more likely to be supporting pro-flag groups. Both sides use evidential logos to prove their arguments, and pathos to show how wrong the other side is. Eric Foner’s article â€Å"Rebel Yell† is an example of an anti-flag argument published in a well-known liberal magazine The Nation. In â€Å"Rebel Yell† historian Eric Foner first explains some of the pro-flag arguments in the introduction paragraph; then throughout his article he shows why claims like these are wrong. First He explains that slavery was a big issue in Civil War. Then he attacks the claim made by pro-flag groups that a large amount of black fought for the Confederacy, and lastly he shows how the Confederate flag is now connected with racial inequality. He points out that the Confederate flag is not only associated with slavery but in addition is now associated with racial discrimination. This article is a definition argument that defines the Confederate flag as a negative symbol; in it Foner mainly uses logos to show the meaning of the Confederate flag, pathos as a way of portraying pro-flag supporters as the bad guys, and his ethos to show his audiences he is well-informed of the pro-flag a... ...tion’s history will also be laid to rest†(par. 8). His logical arguments are strait forward and informative and when used with pathos as a pair is very effective. When pathos is not used with some sort of logos the effectiveness of the article quickly wavers and most of the agreeing audience will only be anti-flag supporters. This article being liberal seems to correlate with what the anti-flag side believes in. Anti-flag groups want to remove the flag because of its connection with racism, which has been part of America’s past. Liberals want to make changes for the betterment of society. If liberals see the Confederate flag as a negative symbol then they will want to remove it even though it’s a part of Southern history, is why liberals tend to support the removal of the flag. Work Cited Eric Foner. â€Å"Rebel Yell.† The Nation. 270.6 (February 14, 2000): 4.

Designing A Degree Essays -- Higher Education

A college major is one of the most crucial and influential decisions a person will make in his or her lifetime. This important choice has the power to determine what a person will do for the rest of their life. Students across the country are challenged by this task each and every year because they are not able to find a path of study that is compatible with their ideal career and favorable interests. Traditional majors are known for providing broad educations and producing well-rounded students that are ready and able to work in various jobs. However, today it is challenging to break into the work force. Students with more specific studies are finding greater success in their job search after college. For this reason, individualized studies programs have exploded across the country. Individualized studies are a create-your-own-major approach to education. These programs allow students to design and personalize their college education by combining courses from various areas of study. Individualized-studies students leave college with a unique major printed on their diploma. With the opportunity to create their own majors in college, students in individualized studies are receiving personalized educations and realizing their ideal jobs. Students base their college major choices on their interests. A study published in the College Student Journal, conducted to reveal information about students who are entering college, utilizes extensive research to identify the factors that influence students’ college major decisions. It is based upon the assumption that making â€Å"good† major choices is beneficial to the students. A â€Å"good† major is defined as one that helps students reach their post-education goals, as well as one that is compatibl... ... White River Junction, Vt.: Chelsea Green Pub., 2010. 108-128. Print. Larson, Simone. "Is creating your own major the best way to secure a job? ." COLLEGE. USA Today, 21 Apr. 2012. Web. 8 May 2012. . Samuels, Dorry. "New York UNIVERSITY." Teen Ink Nov. 2004: 38. www.teenink.com. Web. 8 May 2012. SHELLENBARGER, SUE. "Can't Pick a College Major? Create One - WSJ.com." Business News & Financial News . The Wall Street Journal, 17 Nov. 2010. Web. 8 May 2012. Singletary, Michelle. "Not all college majors are created equal." Business. The Washington Post, 14 Jan. 2012. Web. 8 May 2012..