Architecture, Building and Planning Term Paper Writing Guidelines

Design, Building and Planning Term Paper Writing Guidelines You can create an incomparable quality design research paper with legitimate arranging. As a matter of first importance, you need to choose an intriguing and testing point, at that point locate a particular edge and a decent proposition explanation for the picked topic. Next, try to take care of your thoughts in an unmistakable and succinct layout. Begin composing. When you’re finished with the main draft, don’t neglect to modify and edit your piece until you are 100% happy with the thoughts, contemplations and their demeanor inside the content. In the accompanying areas of this design research paper direct, we will talk about thus every one of the issues referenced previously. The Topic: How to Choose the Best One It is safe to say that you are uncertain what theme would turn into the best fit for your design research paper? It’s time to direct some exploration. Consider the subjects identified with engineering territory and single out a few that you locate the most alluring. Plus, you can invest some energy looking for the articles in engineering magazines or papers so as to discover what issues get the greatest buzz in the design world today. All the while, guarantee to remember the length of your research paper and put forth a valiant effort to choose the subject that you can investigate in detail without delivering close to nothing or an excess of writing. Avoid the issues that have been as of now done to death. Give your inclination to something new and somewhat investigated or something well known and afterward research the theme from a totally alternate point of view. The point here is that a pertinent, quick and enamoring subject will persuade you to begin at the earliest opportunity and will make it simpler to gather supporting proof. What's more, here are a couple of recommendations: What Are the Types of Architecture that Are Established According to the Needs of Its Different Institutions? Vernacular Architecture and Its Straightforwardly Utilitarian Design; The Impact of Globalization on Architecture and Architectural Ethics; Utilizing Recent Architecture Innovations: What Is the Downside of Architecture Inventions in Modern World? Do Digital Tools Make Architects Less/More Productive at Studying or Work? Wild Imagination in the Field of Architecture: Should be There Any Limits? The Peculiarities Of Light As a Quality in Architecture; Has The Modern Architecture Changed the Way People Live? The Impact of Globalization on Contemporary Architecture. The Importance of a Thesis Statement for Architecture Term Paper On the off chance that you happen to pick the theme that is very wide, make sure to limit it down at this point. A successful design research project should take a specific edge on an increasingly broad theme or spread just a single part of it. It’s important to summarize your point into a solitary sentence for example the postulation proclamation. Form your postulation articulation with due consideration since it’s the trickiest part to create. As indicated by the manual gave by The Tutoring Center Bucks County Community College, the postulation sets the general purpose of your research paper. Art it as per the kind of the venture you’re doled out with. Indeed few out of every odd research project educates, and only one out of every odd research project convinces. The key objective of your engineering research paper will assist you with tailoring the best proposal explanation. Diagnostic: This sort of research project separates a mind boggling theme so as to all the more likely research and get one. For example: â€Å"The kinds of design rely on social developments and might be grouped as per the job of the supporter in the community.† Interpretive: The research paper of this sort delineates or shows a specific point. For example: â€Å"The most great landmarks are the supposed stÃ¥ «pas that are of monstrous measure and have impressive relic yet typically recreated all through the centuries.† Pugnacious: The design research paper of a factious kind makes a case, or supports a perspective, to change the assessments of the others. For example: â€Å"Even however contemporary engineering hadn’t permitted the outflow of contentions of capacity between different spaces, in deconstruction, it grants converging calculated bars and conflict of different functionless spaces.† Locate a decent spot for a theory proclamation. Considering the job that the proposal plays, it ought to be put toward the start of the research project, normally toward the finish of the principal passage. Despite the fact that a considerable lot of your perusers may hope to see the postulation articulation some place toward the finish of the initial passage, the real area relies upon a scope of elements like the length of the introduction or the research paper itself. Instructions to Prepare an Impressive Introduction A presentation of the design research paper gives a general survey of your venture, just as incorporates two or three somewhat various issues from the theoretical. It presents the point and sets one out of a more extensive setting, narrowing the theme down to a specific examination issue, speculation and proposition. A total presentation clarifies how the writer is going to deal with the exploration issue, just as gives the insights to make the objective perusers need to understand increasingly more of your work. Don't hesitate to present the design subject through a citation, a recorded actuality or an account. When dealing with design or science research project, you can discover many approaches to begin your introduction and declare the point. An illustrative citation or tale can produce enthusiasm for your extend and exhibit a connecting with author’s style. Diversion is an incredible method to snare your crowd. On the off chance that you utilize an engaging citation, guarantee it’s short and pertinent for your examination. On the off chance that you chip away at â€Å"The Development of Architecture Design in the twentieth Century†, referencing the accompanying words would be acceptable: â€Å"Good configuration is tied in with causing different fashioners to feel like blockheads in light of the fact that the thought wasnt theirs.† (Frank Chimero) or A specialist can cover his errors yet a designer can just encourage his customers to plant vines.† (Frank Lloyd Wright). Like in a huge number of Hollywood films, the primary assignment in this segment is to set the underlying scene. This will furnish your design research project with a unique situation, just as empower your perusers to perceive how this paper is pertinent to the past examination in the region. The presentation can be founded on an authentic account. You can sequentially plot the absolute first examination acted in the field and bit by bit continue to the current day. For example, the main distinguished planner in history was Imhotep, who lived in 2600 BCE in Egypt. The most punctual design things in Greece, China or Egypt were the principal structures that permitted us to redistribute and store our insight. Concerning the new examination explores, notice Carmel Place the miniaturized scale unit high rise gave by â€Å"nArchitects† (New York City), where the great New York high rise is uprightly joined with the space like rental lofts look. Assume that your research project is focused on the perusers, who can flaunt having a strong working information on your specific order. For example, a research paper on the production of the open floor plan-planning rooms that stream and open out into one another Frank Lloyd Wright added to needs not broadly expound on the most popular planner in the U.S. It’s accepted your objective perusers are as of now mindful of his connections and convictions. The Body of an Architecture Term Paper Despite the fact that it might sound very silly, delivering your presentation initially might be more enthusiastically than beginning with the focal piece of your paper. In the event that you start your engineering venture by composing the central matters so as to back up your proposition proclamation, you’ll have the option to marginally change and supplant your thoughts and realities. Guarantee to help each proposition proclamation you make with solid proof. Considering the way that you’re dealing with a research paper now, there ought not be any issues that you give that can't be bolstered by the focuses legitimately from your exploration. In the event that you illuminate your perusers on the way that â€Å"In the USA, late eighteenth century engineering and mid nineteenth century building structures were generally founded on Greek and Roman architecture† or that â€Å"A tremendous case of iron-and-glass development is the notable Henri Labrouste’s nine-domed perusing room that is situated at the Bibliothã ¨que Nationale, in Paris†, it’s essential to help the cases with the realities gave by the believed investigates like â€Å"Late eighteenth Century Architecture† and â€Å"Henri Labrouste and the Lure of the Real† separately. Avoid utilizing many direct statements that are excessively long. Point of fact, your research paper depends on an inside and out exploration; in any case, your undertaking here is to give your own thoughts. Except if the statement you incorporate is 100% essential, summarize and examine it utilizing your own words. Not certain the body of your paper is capable? On the off chance that truly, guarantee to disconnect the principal sentence of each section. Together, they should seem like a total rundown of consistently organized proof. Ace the Secret of an Effective Conclusion with Architecture Term Paper Tips from Our Experts What is the finish of an engineering research project? All things considered, it’s one of the pivotal minutes in the task of the sort, achieved in progress of its creation. Above all else, you need to draw an equal between the presentation and the end. These two fragments must be interconnected. Start with the legitimization of importance and continue to the argumentation of the examination objective, the accomplishment of which was the aftereffect of the research paper. Having portrayed the issues you have fathomed and the objectives you’ve accomplished, change your thoughtfulness regarding the outcomes

The Incomparable Evil in Shakespeares Othello Essay -- Othello essays

The Incomparable Evil in Shakespeare's Othelloâ â Â Â â Shakespeare?s awful show Othello upsets crowds in light of the extraordinary, underhanded insidiousness associated with the plot improvement. Let?s investigate the fiendishness in the play, particularly in the character of Iago. Â In his book of abstract analysis, Shakespearean Tragedy, A. C. Bradley gives a top to bottom examination of the brand of malice which the antiquated represents: Â Iago stands preeminent among Shakespeare?s underhanded characters in light of the fact that the best power and nuance of creative mind have gone to his creation, and on the grounds that he shows in the absolute best mix the two realities concerning detestable which appear to have dazzled Shakespeare most. The first of these is the way that consummately rational individuals exist in whom individual sentiment of any sort is powerless to such an extent that a practically supreme selfishness gets conceivable to them, and with it those hard indecencies ? for example, lack of appreciation and remorselessness ? which to Shakespeare were far the most exceedingly awful. The second is that such malicious is good, and even seems to align itself effectively, with extraordinary forces of will and astuteness. (216) Â H. S. Wilson in his book of scholarly analysis, On the Design of Shakespearean Tragedy, addresses the character of the general?s antiquated: Â With such a man everything is nourishment for his malignance. There is no pacifying him. His conscience takes care of upon the disasters he thinks up for other people, and what he benefits from just makes him hungrier. He is proofâ against pity and regret the same, as his last meeting with Desdemona and his dour insubordination of his captors toward the end just also horrendously show us. To put it plainly, he is the demi-fiend that Othello at long last calls him, a large portion of a demon and a large portion of a man; yet the smallness in every one of his segments is... ...s Chiefly on the Tragedies. Lincoln, NB: University of Nebraska Press, 1993. Â Shakespeare, William. Othello. In The Electric Shakespeare. Princeton University. 1996. http://www.eiu.edu/~multilit/studyabroad/othello/othello_all.html No line nos. Â Wayne, Valerie. ?Verifiable Differences: Misogyny and Othello.? The Matter of Difference: Materialist Feminist Criticism of Shakespeare. Ed Valerie Wayne. Ithaca, NY: Cornell University Press, 1991. Â Wilson, H. S. On the Design of Shakespearean Tragedy. Canada: University of Toronto Press, 1957. Â Wright, Louis B. what's more, Virginia A. LaMar. ?The Engaging Qualities of Othello.? Readings on The Tragedies. Ed. Clarice Swisher. San Diego: Greenhaven Press, 1996. Republish from Introduction to The Tragedy of Othello, the Moor of Venice by William Shakespeare. N. p.: Simon and Schuster, Inc., 1957. Â

Essential Steps to a Successful Strategy Implementation Process

Essential Steps to a Successful Strategy Implementation Process We keep hearing news stories and anecdotes about this “successful business” or that “entrepreneur who hit the big time with his business idea”. These stories often leave us in a state of wonder and awe, and we find ourselves wanting to know more. More about how the business became a success, more about what inspired a normal working guy (or girl) to think of a novel and brilliant business idea, and more about how someone can start a business, and make her dreams a reality.We become so fixated on these stories that, all too often, we overlook the other side of that reality: that just as businesses become big and successful, there are also companies â€" perhaps in greater numbers â€" that fail.What many often fail to realize, is that they can also learn from business ideas that tanked and business ventures that never really got off the ground. Better, they can also learn a lot from businesses that were able to get started, and then, somewhere along the way, something went wrong . They were having problems and great difficulty in maintaining their operations, until most of them declared bankruptcy or liquidated.Businesses fail for a lot of reasons. Some had to close up shop because of economic upheavals that simply did not provide any room for new businesses to try making headway in their operations. Others blame the actions of competitors, and even the business challenges that are inherent in the market. There are also those businesses that blame the lack of resources for the failure.However, this makes one wonder: if the economy, the competitors, the market and its challenges, and the availability of resources are at fault, how come other businesses were able to survive, and even become hugely successful? At this point, the most logical reason that comes to mind is mismanagement. More often than not, it is about how the business was unable to manage its strategies very well.Strategic management is considered to be one of the most vital activities of any o rganization, since it encompasses the organization’s entire scope of strategic decision-making. Through the strategic management process, it allows the organization to formulate sets of decisions, actions and measures â€" collectively known as strategies â€" that are subsequently implemented in order to achieve organizational goals and objectives.Strategy formulation â€" where the organization’s mission, objectives, and strategies are defined and set â€" is the first stage in strategic management. That is where it all begins, which means that, if the organization was unable to complete that stage with very good results, then the company’s strategy management is already a bust from the start. Many organizations fail during the first stage, in the sense that they are unable to come up with strategies that will potentially take the organization where it wants to be. © Shutterstock.com | GajusHowever, there are also a lot of businesses that are able to formulate excellent and very promising strategies. And yet, the end result is still the organization having problems and even ultimately closing down. What could have gone wrong?Most probably, it was because of poor implementation of the strategies.STRATEGY IMPLEMENTATIONThe second stage of strategic management, after strategy formulation, is “strategy implementation” or, what is more familiar to some as “strategy execution”. This is where the real action takes place in the strategic management process, since this is where the tactics in the strategic plan will be transformed into actions or actual performance.Needless to say, it is the most rigorous and demanding part of the entire strategic management process, and the one that will require the most input of the organization’s resources. However, if done right, it will ensure the achievement of objectives, and the success of the organiz ation.If strategy formulation tackles the “what” and “why” of the activities of the organization, strategy implementation is all about “how” the activities will be carried out, “who” will perform them, “when” and how often will they be performed, and “where” will the activities be conducted.And it does not refer only to the installation or application of new strategies. The company may have existing strategies that have always worked well in the past years, and are still expected to yield excellent results in the coming periods. Reinforcing these strategies is also a part of strategy implementation.The basic activities in strategy implementation involve the following:Establishment of annual objectivesFormulation of policies for execution of strategiesAllocation of resourcesActual performance of tasks and activitiesLeading and controlling the performance of activities or tactics in various levels of the organizationIncidentally, businesses may also find that t hey have to perform further planning even during the implementation stage, especially in the discovery of issues that must be addressed.Strategy implementation is the stage that demands participation of the entire organization. Formulation of the strategies are mostly in the hands of the strategic management team, with the aid of senior management and key employees. When it comes to implementation, however, it is the workforce that will execute the strategic plan, with top or senior management taking the lead. FACTORS THAT SUPPORT STRATEGY IMPLEMENTATIONEffective execution of strategies is supported by five key components or factors. All five must be present in order for the organization to be able to carry out the strategies as planned.PeopleThere are two questions that must be answered: “Do you have enough people to implement the strategies?” and “Do you have the right people in the organization to implement the strategies?”The number of people in your workforce is an issu e that is easier to address, because you can hire additional manpower. The tougher part of this is seeing to it that you have the right people, looking into whether they have the skills, knowledge, and competencies required in carrying out the tasks that will implement the strategy.If it appears that the current employees lack the required skills and competencies, they should be made to undergo the necessary trainings, seminars and workshops so that they will be better equipped and ready when it’s time to put the strategic plan into action.In addition, the commitment of the people is also something that must be secured by management. Since they are the implementers, they have to be fully involved and committed in the achievement of the organization’s objectives.ResourcesOne of the basic activities in strategy implementation is the allocation of resources. These refer to both financial and non-financial resources that (a) are available to the organization and (b) are lacking but required for strategy implementation.Of course, the first thing that comes to mind is the amount of funding that will support implementation, covering the costs and expenses that must be incurred in the execution of the strategies. Another important resource is time. Is there more than enough time to see the strategy throughout its implementation?StructureThe organizational structure must be clear-cut, with the lines of authority and responsibility defined and underlined in the hierarchy or “chain of command”. Each member of the organization must know who he is accountable to, and who he is responsible for.Management should also define the lines of communication throughout the organization. Employees, even those on the lowest tier of the organizational hierarchy, must be able to communicate with their supervisors and top management, and vice versa. Ensuring an open and clear communication network will facilitate the implementation process.SystemsWhat systems, tools, and capabili ties are in place to facilitate the implementation of the strategies? What are the specific functions of these systems? How will these systems aid in the succeeding steps of the strategic management process, after implementation?CultureThis is the organizational culture, or the overall atmosphere within the company, particularly with respect to its members. The organization should make its employees feel important and comfortable in their respective roles by ensuring that they are involved in the strategic management process, and that they have a very important role. A culture of being responsible and accountable for one’s actions, with corresponding incentives and sanctions for good and poor performance, will also create an atmosphere where everyone will feel more motivated to contribute to the implementation of strategies.These factors are generally in agreement with the key success factors or prerequisites for effective implementation strategy, as identified by McKinsey. These success factors are presented in the McKinsey 7s Framework, a tool made to provide answers for any question regarding organizational design.The emphasis of the framework is “coordination over structure”, which also supports how strategy implementation is described to involve the entire organization and not just select departments or divisions.The 7 factors are divided into two groups: the Hard S (strategy, structure and systems) and the Soft S (style, shared values, staff and skills)StrategyThe strategy â€" or the plan of the business to achieve competitive advantage and sustainable growth â€" must be long-term and clearly defined. It must indicate a direction that leads to the attainment of objectives. When you take the organization’s mission and core values, the strategy should also be in line with them.StructureThe organizational structure must be visible to everyone, and clearly identify how the departments, divisions, units and sections are organized, with the lines of au thority and accountability clearly established.SystemsThere should be a clear indication and guide on how the main activities or operations of the business are carried out. The processes, procedures, tasks, and flow of work make up the systems of the organization.StyleThis addresses the management or leadership style in force within the organization, from top management to the team leaders and managers in the smaller units. Strategy implementation advocates participative leadership styles, and so this is really more about defining and describing the interactions among the leaders in the organization and, to some extent, how they are perceived by those that they lead or manage.StaffOrganizations will always have to deal with matters regarding staffing. Human resources, after all, is one of the most important assets or resources of an organization. Thus, much attention is given to human resource processes, specifically hiring, recruitment, selection and training.SkillsEmployees withou t skills are worthless resources to the organization. In order to aid the organization on the road towards its goals, the employees must have the skills, competencies and capabilities required in the implementation of strategies.Shared ValuesThis is at the heart of the McKinsey 7s framework, and they refer to the standards, norms and generally accepted attitudes that ultimately spur members of the organization to act or react in a certain manner. Employee behavior will be influenced by these standards and norms, and their shared values will become one of the driving forces of the organization as it moves forward.Usually, organizations may take a look at each of these key success factors for individual analysis. However, the McKinsey approach takes a wider approach, assessing if they are well-aligned with the other factors or not. All seven prerequisites are interconnected, which means all seven must be present, and they must be effectively aligned with each other, in order to ensure effective strategy implementation, and overall organizational effectiveness.Here is another interesting lecture from Stanford University on how to align your organization to execute strategy. WHAT CAUSES FAILURE OF STRATEGY IMPLEMENTATION?Going back to the earlier discussion on why some businesses failed, even with the best-laid plans and strategies, have you ever wondered what went wrong in the implementation of these strategies?In a study conducted by Fortune Magazine, it was revealed that nine out of ten organizations are unable to fully, completely and properly implement their strategic plan, often resulting to complete business failure. We’re looking at nine out of ten organizations that just wasted their resources, opportunities, and probably even very good strategies that have been formulated in the first stage of the strategic management process.The most common reasons why implementation of the strategies are unsuccessful are:The employees and managers do not fully unders tand the strategy, and this arises mainly from their lack of understanding of the mission and objectives of the organization. This lack of understanding may be traced to a number of reasons, such as:Lack of effective communication, or lack of communication, in general. It falls upon the shoulders of senior management and the strategic management team to communicate the organizational mission and goals to every member of the workforce, and also make them understand the strategy and each member’s particular role in how it will be carried out.Lack of ownership on the part of the “implementers”, the members of the workforce. Since the employees and maybe even the supervisors of the smaller units are unaware of the strategy, or do not understand it, there is very little motivation and sense of empowerment to make them perform well in their respective tasks and functions. There is a lack of ownership, since the employees do not feel that they have a stake in the plan, and this resul ts to poor implementation of the strategy.Confusing, convoluted, and generally overwhelming plan. Some people can only assimilate several things at one time. If they are presented with a plan that seems too massive and too ambitious for them, their natural response would involve shutting down and refusing to understand. Thus, it is important that the strategy formulation be carried out properly, and the strategic plan prepared in a user-friendly manner. Also, communication is key. No matter how overwhelming the strategic plan may be, it can still be understood and accepted by the workforce if communicated properly.The strategy is disconnected from with crucial aspects of the business such as budgeting and employee compensation and incentives. Executing the strategies involves funding, resource allocation, financial management and other budgeting matters, and if there is no link connecting these activities to the strategies, then there is no way that they will be implemented effectiv ely. This is largely an issue that must be addressed in the strategy formulation stage.The strategy is paid little attention by management. All too often, the owners, managers and supervisors become too caught up in the day-to-day operations of the business, they rarely refer to the strategic plan. Before long, they end up adopting a dismissive attitude towards the strategic plan, treating the strategies as something related to the overall management process, but still separate. They devote a token number of hours in a month to go over the plan and discuss strategies, but that’s it. After the discussion, they will put it at the back of their minds, and continue as they were.In order to ensure the success of the strategy implementation, covering all your bases is important. The best way to go about that is by following the essential steps to executing the strategies.STEPS IN STRATEGY IMPLEMENTATIONTo ensure an effective and successful implementation of strategies, it’s a good ide a to have a system to go about it. Take a look at the steps to ensure that happens.Step #1: Evaluation and communication of the Strategic PlanThe strategic plan, which was developed during the Strategy Formulation stage, will be distributed for implementation. However, there is still a need to evaluate the plan, especially with respect to the initiatives, budgets and performance. After all, it is possible that there are still inputs that will crop up during evaluation but were missed during strategy formulation.There are several sub-steps to be undertaken in this step.Align the strategies with the initiatives. First things first, check that the strategies on the plan are following the same path leading to the mission and strategic goals of the organization.Align budget to the annual goals and objectives. Financial assessments conducted prior will provide an insight on budgetary issues. You have to evaluate how these budgetary issues will impact the attainment of objectives, and see to it that the budget provides sufficient support for it. In the event that there are budgetary constraints or limitations, they must first be addressed before launching fully into implementation mode.Communicate and clarify the goals, objectives and strategies to all members of the organization. Regardless of their position in the organization’s hierarchy, everyone must know and understand the goals and objectives of the organization, and the strategies that will be employed to achieve them.Step #2: Development of an implementation structureThe next step is to create a vision, or a structure, that will serve as a guide or framework for the implementation of strategies.Establish a linking or coordination mechanism between and among the various departments and their respective divisions and units. This is mainly for purposes of facilitating the delegation of authority and responsibility.Formulate the work plans and procedures to be followed in the implementation of the tactics in t he strategies.Determine the key managerial tasks and responsibilities to be performed, and the qualifications required of the person who will perform them.Determine the key operational tasks and responsibilities to be performed, and the qualifications required of the person who will perform them.Assign the tasks to the appropriate departments of the organization.Evaluate the current staffing structure, checking if you have enough manpower, and if they have the necessary competencies to carry out the tasks. This may result to some reorganization or reshuffling of people. In some cases, it may also require additional training for current staff members, or even hiring new employees with the required skills and competencies. This is also where the organization will decide if it will outsource some activities instead.Communicate the details to the members of the organization. This may be in the form of models, manuals or guidebooks.Step #3: Development of implementation-support policies and programsSome call them “strategy-encouraging policies” while others refer to them as “constant improvement programs”. Nonetheless, these are policies and programs that will be employed in aid of implementation.Establish a performance tracking and monitoring system. This will be the basis of evaluating the progress of the implementation of strategies, and monitoring the rate of accomplishment of results, or if they were accomplished at all. Define the indicators for measuring the performance of every employee, of every unit or section, of every division, and of every department.Establish a performance management system. Quite possibly, the aspect of performance management that will encourage employee involvement is a recognition and reward structure. When creating the reward structure, make sure that it has a clear and direct link to the accomplishment of results, which will be indicated in the performance tracking and monitoring system.Establish an information and feedba ck system that will gather feedback and results data, to be used for strategy evaluation later on.Again, communicate these policies and programs to the members of the organization.Step #4: Budgeting and allocation of resourcesIt is now time to equip the implementors with the tools and other capabilities to perform their tasks and functions.Allocate the resources to the various departments, depending on the results of financial assessments as to their budgetary requirements.Disburse the necessary resources to the departments, and make sure everything is properly and accurately documented.Maintain a system of checks and balances to monitor whether the departments are operating within their budgetary limits, or they have gone above and beyond their allocation.Step #5: Discharge of functions and activitiesIt is time to operationalize the tactics and put the strategies into action, aided by strategic leadership, utilizing participatory management and leadership styles.Throughout this ste p, the organization should also ensure the following:Continuous engagement of personnel by providing trainings and reorientations.Enforce the applicable control measures in the performance of the tasks.Evaluate performance at every level and identify performance gaps, if any, to enable adjusting and corrective actions. It is possible that the corrective actions may entail changes in the policies, programs and structures established and set in earlier steps. That’s all right. Make the changes when necessary.Basically, the results or accomplishments in Step #5 will be the input in the next step, which is the third stage of Strategic Management: “strategy evaluation”.Some argue that implementation of strategies is more important than the strategies themselves. But this is not about taking sides or weighing and making comparisons, especially considering how these two are important stages in Strategic Management. Thus, it is safe to say that formulating winning strategies is just h alf the battle, and the other half is their implementation.

Leadership Style Participatory Leadership Styles

Leadership Style: Participatory My style of leadership is participative. Participative leaders utilize collaboration and receive feedback from employees to guide decision making. Employees often feel that they have a significant role in the decision making process, which motivates them and can lead to greater job satisfaction. Participatory leaders acknowledge that there is information to be gained by engaging with their employees. This style of leadership is useful in cases when quality is valued higher than simple productivity. There are potential drawbacks to this leadership style, however. Team members may sense indecision on the part of the leader, because this style of leadership tends slow progress in the decision making process, â€Å"some team members may be left feeling confused and leaderless.† (â€Å"How to find out your style of leadership,† 2011) The results of the assessment were not shocking to me, as they did not differ greatly from my own assessment of my leadership style. I believe that this leadership style has enhanced my decision making process and has helped to build successful working relationships between myself and my employees. I have always had a collaborative mindset when it came to leadership, so the participatory style of leadership accurately represents my approach to leadership. Using Participatory Leadership in the Workplace Effective Communication The foundation of participatory leadership lies in having open communication between the leader of aShow MoreRelatedThe Autocratic And Participative Leadership Styles Impact Company Culture, And Conflict Resolution1175 Words   |  5 Pagesparticipative leadership styles impacts company culture, and conflict resolution. At the core of leadership, is how individuals in an organization are rewarded and punished (Nwibere, 2013). Two very successful autocratic leaders are Steve Jobs of Apple, and Jack Ma of the Chinese company Alibaba (Allen, 2011; Shao, 2014). James Parker, CEO of Southwest Airlines during the 9/11 attacks is cited as a great participatory leader (Advice America, 2015). 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The increased diversity in the workplace requires superior synchronization by identified employees to meet effectively the mission and vision of the organization. This individual must be capable of meeting the needs of subordinates with their area of expertise with set expectations for meeting organizational goals. While the world analyzed this need, several theories became known. These theories include: (1) path-goal; (2) situational leadership; and (3) contingencyRead MoreLeadership Theories Of The Great Man Theory1709 Words   |  7 Pagesthat a leader can be born with leadership traits but will then have to develop these traits and other characteristics and decision-making techniques to become an effective leader. I will jus tify this by explaining the four main categories of leadership theories âž ¢ Great Man Theory âž ¢ Trait Theory âž ¢ Behavioral Theory âž ¢ Contingency theory †¢ Situational theory †¢ Path-goal theory †¢ Participation theory model There are many different leadership theories; these leadership theories can be places into fourRead MoreCase Study : The Margin Call 1049 Words   |  5 Pagesto solve the firm’s crisis. It was decided that Leadership (Chapter 9) and Decision Making (Chapter 11) would be used to relate to the film. The Leadership (Chapter 9) will help better explain the forms of leadership tactics used to motivate the employees get through this difficult phase. More specifically, the use of Strategic Leadership that was used by John Tuld, the executive manager of the company by executing the traits associated with leadership (i.e intelligence, self-confidence, emotionalRead MoreAn Examination of Leadership Styles Essay1088 Words   |  5 PagesIntroduction Different leaders have different ways of handling their role as leader of a group, particularly in the workplace. Whatever style a particular manager chooses, however, it is expected that, as leader, that he makes the final decision. Even in a more participatory work environment, it is expected of him or her to cast the deciding vote when there is a tie. Indeed, the ability to communicate is essential to being an effective leader. For a true leader must be able to communicateRead MoreEssay on Applied Business Research Case Study935 Words   |  4 Pagesthe world’s biggest corporations to failure, researchers and business leaders realize the need for ethical and sound leadership. The need for ethical and sound leadership helps to facilitate and manage daily operations and to sustain their competitive advantage within the global economy. However, with this evolution, numerous research studies add to the understanding of leadership theories and the effects on organizational climate and culture. The following findings concentrate on research limitations

Why You Shouldnt Use a Period When Text Messaging

Have you ever ended up in a spat with someone after a text message conversation went awry? Has anyone ever accused your messages of being rude or insincere? Researchers have found that a surprising source may be the culprit: using a period to end a texted sentence could be the reason. Key Takeaways: Periods and Text Messaging Researchers have suggested that text messaging may resemble how people speak more closely than how people write.Over text, people often use emojis, punctuation, and the repetition of letters to communicate social cues.In one study, participants indicated that text messages ending with a period didn’t seem as sincere as those that left off the final period. Overview A team of psychologists at Binghamton University in New York conducted a study among the schools students and found that text message responses to questions that ended with a period were perceived as less sincere than those that did not. The study titled  Texting Insincerely: The Role of the Period in Text Messaging was published in  Computers in Human Behavior  in February 2016, and was led by Professor of Psychology Celia Klin. Previous studies and our own daily observations show that  most people do not include periods at the end of final sentences in text messages, even when they include them in the sentences that precede them. Klin and her team suggest that this occurs because  the rapid back-and-forth exchange enabled by texting resembles talking, so our use of the medium is closer to how we speak to each other than to how we write with each other. This means that when people communicate by text message they must use other methods to include the social cues that are included by default in spoken conversations, like  tone, physical gestures, facial and eye expressions, and the pauses we take between our words. (In sociology, we use the symbolic interaction perspective to analyze all the ways our daily interactions are loaded with communicated meaning.) How We Communicate Social Cues Over Text There are many ways that we add these social cues to our textual conversations. Most obvious among them are emojis, which have become such a common part of our daily communicative lives that Oxford English Dictionary named the Face with Tears of Joy emoji as its 2015 Word of the Year. We also use punctuation like asterisks and exclamation points to add emotional and social cues to our texted conversations. Repeating letters to add emphasis to a word, like sooooooo tired, is also commonly used to the same effect.​ Klin and her team suggest that these elements add pragmatic and social information to the literal meaning of typed words, and so have become useful and important elements of conversation in our digitized, twenty-first-century lives. But a period at the end of a final sentence stands alone. What Periods Communicate in Text Messaging In the context of texting, other linguistic researchers have  suggested that the period reads as final—as shutting down a conversation—and that it is more commonly used at the end of a sentence that is meant to convey unhappiness, anger, or frustration. But Klin and her team wondered if this was really the case, and so they conducted a study to test this theory. Study Methods Klin and her team had 126 students at their university rate the sincerity of a variety of exchanges,  presented as images of text messages on mobile phones. In each exchange, the first message contained a statement and a question, and the response contained an answer to the question. The researchers tested each set of messages with a response that ended with a period, and with one that did not.  One example  read, Dave gave me his extra tickets. Wanna come? followed by a response of Sure—punctuated with a period in some instances, and not in others. The study also contained twelve other exchanges using different forms of punctuation, so as to not lead participants on to the intent of the study. Participants rated the exchanges from very insincere (1) to very sincere (7). Study Results The results show that people find final sentences that end with a period to be less sincere than those that are ended without punctuation (3.85 on the scale of 1-7, versus 4.06). Klin and her team observed that the period has taken on a particular pragmatic and social meaning in texting because its use is optional in this form of communication. That participants in the study did not rate use of the period as indicating a less sincere handwritten message seems to back this up. Our interpretation of the period as signaling a not entirely sincere message is unique to texting. Why You Should Leave the Period Off Your Next Text Message Of course, these findings do not suggest that people are using periods intentionally to make the meaning of their messages less sincere. But, regardless of intent, receivers of such messages are interpreting them that way. Consider that during an in-person conversation, a similar lack of sincerity might be communicated by not looking up from a task or other object of focus while responding to a question. Such behavior signals a lack of interest in or engagement with the person asking the question. In the context of texting, the use of a period has taken on a similar meaning. So, if you want to ensure that your messages are received and understood with the level of sincerity you intend, leave the period off the final sentence. You might even consider upping the sincerity ante with an exclamation point. Grammar experts are likely to disagree with this recommendation, but its us social scientists who are more adept at understanding the shifting dynamics of interaction and communication. You can trust us on this, sincerely. References â€Å"Announcing the Oxford Dictionaries ‘Word’ of  the Year 2015.† Oxford Dictionaries, 17 Nov. 2015. https://languages.oup.com/press/news/2019/7/5/WOTYGunraj, Danielle N., et al. Texting Insincerely: The Role of the Period in Text Messaging.  Computers in Human Behavior  vol. 55, 2016, pp. 1067-1075. https://doi.org/10.1016/j.chb.2015.11.003

Slavery in the United States Free Essays

The problem of slavery in the territories created tensions that contributed to the breakup of the Union in 1860-61. The main explanation for the origins of the American Civil War is slavery, especially when it came to Southern anger. The Southern anger was based on the Northern attempts to avoid further slave expansion, which lead to numerous acts, and essentially caused the war against Mexico. We will write a custom essay sample on Slavery in the United States or any similar topic only for you Order Now The United States was a nation divided into two different regions separated by the Mason-Dixon Line. New England, the Northeast and the Midwest had a rapidly-growing economy based on family farms, industry, mining, commerce and transportation, with a large and rapidly growing urban population and no slavery north of the border-states. Its growth was fed by a high birth rate and large numbers of European immigrants, especially Irish, British and German. The South was dominated by a settled plantation system based on slavery. There was some rapid growth taking place in the Southwest, (i. e. Texas), based on high birth rates and high migration from the Southeast, but it had a much lower immigration rate from Europe. The South also had fewer large cities, and little manufacturing except in border areas (which were very influenced by the Northern region). Slave owners controlled politics and economics, though two-thirds of Southern whites owned no slaves and usually were engaged in subsistence agriculture The economic and social differences between the North and the South were two main f actors that caused tensions that contributed to the breakup of the Union. As stated earlier the South was dominated by a settled plantation system based on slavery. Unlike the North in which slavery was frown upon. The North? s economy was based in small farms, and industrial labor in the urban populated cities. As for the North that socially was shaped by European immigration, the South was very much isolated. The North was progressing as labor united various kinds of cultures achieving a society that sustain in each other, unlike the South who solely depended on the Slaves, even though most farms did not contain slaves the Southern society was moved by the richest plantation owners (which did solely depend on slavery). Some other factors that lead to tension leading to the separation of the Union are; States versus federal rights, the fight between Slave and Non-Slave State Proponents, Growth of the Abolition Movement, and finally the election of Abraham Lincoln. How to cite Slavery in the United States, Essay examples

Paper Addresses Various Aspects of Changing Workforce Composition

Question: Discuss Paper Addresses Various Aspects of Changing Workforce Composition? Answer: Introduction This paper addresses various aspects of changing workforce composition and its impact of employee engagement in a large organization. The world has witnessed a lot of changes socially and technologically and this has had impacts on the workforce composition as well as employee engagement. The companies, in response to these changes in the workforce composition has had to adapt accordingly in order to effectively achieves its organizational objectives Younger generation workforce Today many companies have youthful workforce of about 40 years and below. This means that the younger age groups such Millennials who are tech savvy and like more work flexibility command high percentage of workforce in many companies. The new generations are more conscious to work-life balance and like to work under contracts. This new composition has lead many companies adopting various strategies in order to attract and retain best talents at work. The management style has had to move from seniority based democratic and talented based. The leader nowadays is not about how many years youve spend at the company but how efficient and skilled you are at the company. If the company doesnt adopt this and stills maintain management on seniority grounds then it is likely to loose the young talents. The mode of communication has also changed from direct in person to email, text and social media. The companies have had to equally change in order to suit to the new composition of the workfor ce. (Post and DiTomaso, 2009) Work specialization The young generation also sees career as a contract and process as opposed to older generation which viewed career as a responsibility. The workforce is becoming more specialized viewing a job as task based not just being at office the whole day. The niche developed in terms of work specialization has seen the some companies hire an expert for specialized function on temporary basis once done the expert moves to the next company. Usually this kind of an arrangement involves a lot of money to pay for the services than it would if the expert was an in-house employee. (Christensen and Schneider, 2010) Technological advancement With the technological advancement across the world, like robotic advancements, the nature of the work has had to change and hence the composition of the workforce. The call centers are perfect example of how the technology has lead to change in the composition of the workforce. The call centers nowadays employ people to work from their homes as long as they are online to answer to customer queries and other work related tasks. The company only needs to invest in the technological infrastructure like websites and other online platforms to enable employees work remotely from home or any other place suitable to them. The few employees who the company keeps at its physical call centers are mainly for administrative purposes but the main tasks are carried out remotely. The companies have also been forced to invest in robots in place of human beings in a bid to become more efficient and faster in work deliveries. (The Changing Composition of the Workforce, 2012) Experts composition Due to various technologies needing various experts technological advancement has contributed to having heterogynous composition of the workforce at various companies. The various cultural and social differences within the workforce has lead to different approaches to issues such as smart conference facilities that enable each employee to speak in his or her official language and have the rest of the workforce understand her communication without language barrier. These teleconferencing facilities enable employees of the multinational organizations to have work- related meetings with colleagues in different countries. (Post and DiTomaso, 2009) Changes to workplace composition In the next 5-10 years there would a lot more demographic changes than it is now. The gap between men and women will continue getting narrower as more women become enlightened through affirmative action and other agents of social justice. The workforce will continue having young people and this percentage will only grow going forward. This means that a lot of the workforce will be more tech savvy and perhaps texts messages would get more use in terms of official communications. The reason for this is that with time people tend to look for convenient ways of doing things. Perhaps there is going to be more women at work than men given the rate at which the gap is closing. It is therefore hard to imagine that once the gap closes the increasing trend of women will stop. So the composition of workforce could be flipped on its head in the nest 5-10 years with more women in workforce than men. (Karoly and Panis, 2004) Workforce and managerial implications Workers will therefore need to be having basic learning in information technology in order to be marketable in the job market. Workers will not be having this certification in the next 5-10 years may experience challenges obtaining jobs because most jobs on offer will require basic IT knowledge. For example the secretary jobs is likely to move to remote working say at home where a secretary can respond to inquiries from clients through IT communication platforms. The need for physical secretary may no longer be necessary given the technological advancements. (Heler, 2014) For managers, they will need to more tolerant and consensus building as opposed to only providing directions. The managers will need to be more skilled people with basic qualifications on IT on the minimum to be able to lead by example. They would need to adopt a flexible working schedule in order to align itself with the workforce who will ne more interested in work-life balance than before. Therefore a good company now should start preparations of flexing its time table in preparation of the incoming workforce. The managers will want to attract best talents for their respective organizations and to achieve this work environment should be conducive for the younger workforce generation. (Heler, 2014) Conclusion In conclusion the world will continue witnessing unprecedented changes in the composition of the workforce in various companies. The ever present technological advancement and the need for more work-life balance will continue being major agents of the changes in the workforce composition. The companies will therefore be required to continue aligning themselves to these changes in order to remain competitive in the market and attract and retain best talents available. References Belloc, H. (1923). On. New York: George H. Doran Co. Christensen, K. and Schneider, B. (2010). Workplace flexibility. Ithaca: ILR Press. Heler, D. (2014). New Workforce: Changing Demographics' Impact on Electric and Gas Utilities: A Practitioner's Solution. Natural Gas Electricity, 30(11), pp.12-18. Karoly, L. and Panis, C. (2004). The 21st century at work. Santa Monica, Calif.: RAND. Ordun, G. and Akun, A. (2016). Personality Characteristics and Emotional Intelligence Levels of Millenials: A Study in Turkish Context. Journal of Economic and Social Studies, 6(1). PALLIATIVE CARE WORKFORCE: TEAM COMPOSITION ACROSS SETTINGS. (2015). The Gerontologist, 55(Suppl_2), pp.777-777. Post, C. and DiTomaso, N. (2009). Diversity in the work force. Bingley: Emerald Group Publishing Limited. The Changing Composition of the Workforce. (2012). Springer Verlag