An investigation of growth via effective leadreship and management The Essay

An investigation of growth via effective leadreship and management The strategies that need to be employed.A case study of Ogo Oluwa Traders - Essay Example Whereas Plachy (2005) contends that leadership is the ability to define and accomplish an organisation’s aim by examining the needs, evaluating resources and setting goals and objectives consistent with the aim and resources, planning, directing and evaluating actions designed to reach the goals and objectives. Whilst McWhinney believes that the definition of leadership should be limited to the style (approach) and skill that are used by a person or group to guide an effort. Johnson and Scholes (1993) argue that leadership is ‘the process of influencing an organisation (or group within an organisation) in its efforts towards achieving an aim or goal. They argue that a leader is not someone who is at the top position but rather someone who can influence. The definition given by Johnson and Scholes is contradicting to some extent in that how can one be influential without being at the top position or lead role? On the contrary, Dubin (1951) argues that, leadership is the exercise of authority and making of decisions. Concurringly, Hemphill (1954) voice his view that ‘Leadership is the initiation of acts that result in a consistent pattern of group interaction directed toward the solution of mutual problems’ From the arguments raised, one can deduce that a leader can or cannot be seen physically in an organisation but has the power to manipulate or persuade organisational policies. If such is the case then a leader has the final ‘say’ or decision in matters affecting an organisation and therefore responsible for the organisation. Moreover, it can be deduced that leadership is a relationship between a leader and his followers. Analogously, management is to forecast and plan, to organise, to command, to coordinate and to control (Fayol 1916). In comparison, Koontz and O’Donnell (1984) define management as an operational process initially best

Adolescent Psychology Topics For Research - Finding Great Articles Online

Adolescent Psychology Topics For Research - Finding Great Articles OnlineYou can use different article writing and research papers in your undergraduate, graduate or doctoral program as well as in your internship programs to write on adolescent psychology topics for research. This research topic can be relevant for your area of study and this is the only way you will be able to research the topic properly. There are a number of good online articles that will help you learn about these topics and help you write an effective article.The first step to ensure that you have understood your topic thoroughly is to find articles on adolescent psychology topics for research that will assist you in writing an article. There are several sites on the internet where you can find articles from experts in this field. They have provided the information on the topic in a short article that is easy to understand. This will make it easy for you to understand the content and include it in your research paper.The articles will also provide valuable information on what to write about in your research paper. The articles will guide you in writing the article with an important message to communicate to your audience. This is the first part of the research paper in which you will write a short summary of the article and why it is important for you to understand.Then the article will provide the background information that you need to include in your research paper. By including the background information in the article, you will gain a better understanding of your topic and in this way you will be able to write an accurate article.The article should be written in a first person pronoun and is written in the present tense. It should be short and concise so that it can be easily read by your audience. The article should not be written in a literary style and it should not contain errors that will make the reader confused.Always provide the most important details in your article and also provide enough information on your topic. Research papers on various topics will require your target audience to provide details to answer the research questions you are asking. By including this information in your article you will be able to help your audience to make the right decisions and this is what makes an excellent research paper.Writing an article on adolescent psychology topics for research can be challenging and you may need some help from an expert in this field to ensure that your article is well written and filled with relevant information. Using the expert assistance that is available online can help you find articles that you can use to get the article writing right. The articles that you use will help you make sure that you have written a good article with important information.

Child Labor during Industrial Revolution Essay Example | Topics and Well Written Essays - 750 words

Child Labor during Industrial Revolution - Essay Example Child labour played a fundamental, though little acknowledge, role in the industrialisation of Britain. As Humphries (1995) writes, "the child worker stands pitifully at the heart of contemporary perceptions of the British Industrial Revolution. But modern economic historians have neglected her experiences and her contribution." That contribution, as may be inferred from Humphries' (1995) research is largely incalculable. His/her experiences, however, have been recorded by the literary authors, amongst whom one may mention Dickens, and sociologists. They are important because they explain several of the questions relating to child labour, as in the conditions which incited it and who, precisely, was responsible for the exploitation of children. In response to the question pertaining to responsibility for child labour and exploitation, the Industrial Revolution only intensified already existing conditions. ... ncontrovertibly unethical base, the Industrial Revolution may be identified as one of the forces which eventually led to the decline of the aforementioned practice. The implication here is that the Industrial Revolution effectively continued a trend and did not cause it and, in so doing, contributed to the termination of that trend. Child labour may have declined towards the end of the nineteenth century but, it endured throughout much of the Industrial Revolution due to market conditions. Poverty, as both Cunningham (1990) and Humphries (1995) explain, did not simply incite parents to seek employment for their children but motivated children themselves, among whom were orphans and street children, to seek employment. In that sense, the labour of children, while founded upon exploitation, provided the child labourer with a means for basic survival. The implication, therefore, is that, comparatively speaking, children benefited from paid employment, if only for the fact that it allowed them shelter and the fulfilment of their barest nutrition needs. Employees sought child labour because of the very nature of market conditions. The demand for cheap and unskilled labour was high and children and women were the perfect candidates, not just because they were cheaper than male labourers but also because they were perceived of as controllable, or a source of relatively trouble-free cheap labour. The aforementioned, combined with the determination to keep production costs at a minimal in order to increase profit margins, incited employees to exploit child labour. While the demand for child labour, due to the factors mentioned in the above paragraph was high, the supply of child labour was even higher. The fact that supply exceeded demand effectively kept child labour

The College Essay (The Hook/Introduction) - Why This Is Essential

The College Essay (The Hook/Introduction) - Why This Is EssentialLet's look at some of the ways in which the college essay (the hook/introduction) can enhance the writing. One of the most basic components of an essay is that it not only explains what it is that the writer wishes to convey, but also what it is that the reader wants to be told. There are some basic ideas in order to justify this, but I want to put some emphasis on the hook/introduction. It's no secret that the hook/introduction is probably the single most important element in any college essay, whether it's the hook/introduction for the hook/introduction.Why is the hook/introduction so important? Well, first of all, because it drives the hook or introduction. The hook or introduction is the very first thing that the reader will read or see in the essay. The hook or introduction has two purposes. The first is to tell the reader what the essay is about.If the hook or introduction is kept to a minimum, the reader will not have the advantage of reading everything that the essay is about. The reader might think that what the writer has to say is all there is. The second thing that the hook or introduction does is to introduce the hook. This allows the reader to go along for the ride, to see what the hook is all about. The hook will not only tell the reader something about the college essay, but it will also give the reader something to connect the hook to.Another reason why the hook/introduction is so important is that it ties the hook to the hook of the rest of the essay. The hook/introduction are intertwined in a way that will make the hook feel more natural and meaningful to the reader. If the hook is so strange that the reader is unsure about whether it is a hook or not, then it will feel forced. If the hook is so original that the reader is doubtful about whether the writer has anything to say about the hook, then it will feel too much like a form of shorthand. The hook/introduction will create a n invisible bond between the essay and the reader. If the hook or introduction fails to do this, then the reader will feel as though they are reading a cover letter.What about the hook/introduction for the hook? It will bring the hook to life for the reader. The hook or introduction will have a tendency to interrupt the flow of the essay. The reader will become impatient as they wait for the essay to turn to the hook. If the hook or introduction is so long that it feels as though it is straining to get through, then the reader will be lost in the essay and confused as to what is being said. This is just another way in which the hook/introduction can help the college essay succeed.The hook/introduction is perhaps the most important component of an essay. The hook/introduction can define and guide the reader as they go along through the essay. When the reader first begins to read the essay, they will be unsure about what they are reading. They will want to go on to the hook to get a l ittle more information. The hook or introduction is their most effective tool to keep them reading. This is why the hook/introduction is the most important component of the college essay.But how can the hook/introduction enhance the college essay? How can the hook or introduction guide the reader through the essay? The hook or introduction is a key ingredient to any essay, and when it is employed correctly it can lead the reader to the hook. Of course, it also has the added benefit of putting the hook in context, thus telling the reader what is to come next. This is the power of the hook/introduction.

Details of Topics for Native American Research Paper

Details of Topics for Native American Research Paper My tribe is prepared to research and take notes on their very own tribe and topic! Because most tribes are poor, they don't have enough money to employ qualified teachers. In fact, many if not most tribes have a tendency to share the same sorts of values. There are several different tribes, each with unique members. Academic writing is important for Native-American Studies as it will help to share acquired knowledge inside this sphere and understand the specific features of American Native peoples. Education is likewise an issue that is connected to the unemployment issue. Teachers should decide on a standard for how information ought to be communicated, especially in terms of sensitivity in language and the truth of information being presented. Today, the American Indians are absolutely free to reside in any component of America. For example the non Native American students will turn out to be well educated on topics l inked to Native Americans. Native Americans are a valuable part of American history. They are a patriotic as a majority of the people in the United States. What You Should Do About Topics for Native American Research Paper Beginning in the Next 9 Minutes The site also supplies several newsletters. If you're looking to see if USC has access to a particular newspaper, utilize the Journals Quick Search box. Be aware the hyperlink to information about ways to search rolls (middle section of the internet page). The Topics for Native American Research Paper Stories Some journals of conferences may advise that you to format your research paper in accordance with their typical format. Most languages haven't had a writing system. The Topics for Native American Research Paper Cover Up A lot depends on communication also. Let us do the job that's right for you, which means you have sufficient time to do what you wish to do! As you pay for homework, we provide those options at no c ost. If you select the wrong subject, you might get stuck with your writing and have a tough time moving forward. In middle school, the typical drop out rate is 12% in comparison to 4% for the remainder of the nation. Our customer support will gladly tell you whether there are any special offers at the present time, along with make sure you are getting the very best service our company may deliver. If you've decided you need our assistance, you can review only some of your options here or go up ahead and place your order here. It's much enough to present your audience the comprehensive picture and, from the flip side, it won't overload them with details and will provide you with the chance to study everything thoroughly. The Topics for Native American Research Paper Game In some instances, you can want to look at covering colonization and genocide from the view of meaningful resistance and from recovery efforts made by indigenous men and women. Overall the issue of cancer is vitally crucial for Native Americans, since the circumstance is worsened by lots of unique aspects concerning their c ultural traditions and beliefs. The expression family don't always refer to the nuclear family but in addition the general extended family. Assess the means of life for the Native American. The cultural identity was directly connected to the religious identity of the folks. Sovereignty is crucial to the identity of lots of these folks. At the beginning of my research I wished to learn more regarding the mascot topic. On the flip side, the 2 cultures' music and arts are extremely helpful to the Americans. The killer was entitled to a bigger share of the meat, together with other benefits like the animal's skin.

How to Find Need Help with Research Paper

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Psychological Contract in the Contemporary Organisation Essay Example for Free

Psychological Contract in the Contemporary Organisation Essay Every human being is an unique individual. This is an undeniable fact, thus organisations have to explore the various antecedences of the psychological contracts between employees and the organisation. Employees have different perceptions and thinking over the concept of psychological contracts. Generation Y is slowly filling up the positions in contemporary organisations. Therefore, what are the influencers revolve around this power craving group of people? Research has concluded that employees and employers have different perceptions on job support and resources (Attridge 2009, 392; Kahn 1990, 708) and even job satisfaction (McShane and Travaglione 2007, 180). Employee disengagement has been occurring more and more often nowadays (Bates 2004, 44). Employee engagement is closely linked with the result of the organisation (Medlin and Green 2009, 948; Harter, Schmidt and Killham 2003, 27), where employee disengagement may cause unsatisfactory employee achievement; leading to undesirable organisational advancement and financial development. Because of these, organisations should examine the psychological contracts between them and the employees, especially that of the Generation Y. Psychological Contracts Ppsychological contract is defined as ones beliefs about shared responsibilities and commitments in the framework of the relationship between employees and the organization (Robert, Kristie and Kathryn 2010, 220). Cyril (2004, 1) mentioned that psychological contracts are the employees’ mindset about what they look forward to from the organization and what they feel they should commit to the organization. The psychological contracts emphasize more on the relationship between an employee and employer as a whole rather than traditional compensation issues (Robert, Kristie and Kathryn 2010, 220). The concepts of the psychological contract are commitments particularly based on perceived obligations by the others (Robert, Kristie and Kathryn 2010, 220). Whether well expressed or not, the perceived obligations create commitment and responsibility that must be executed for the contract to be affirmed (Robert, Kristie and Kathryn 2010, 220). For instance, the organization making use of a relational psychological contract is responsible to account for the individual fairly, provide hazard free working conditions, allow employees justifiable personal time, and provide adequate materials to accomplish their job. On the contrary, the employee is responsible to accomplish given tasks, display a positive attitude, boost the reputation of the company, and abide corporate policy (Robert, Kristie and Kathryn 2010, 220). Given so, these obligations do not only encompass on the quantity of work is to be carried out for a certain amount of pay, but also draw in the whole pattern of rights, privileges, and obligations between employee and organisation (Mario Pepur, Sandra Pepur, and Dr. Ljiljana Viducic 2010, 231). For instance, after serving the company for a number of years, the employee may expect the company not to fire him and similarly, the company may expect that the worker not to tarnish company’s reputation or leak out confidential secrets to rival companies(Mario Pepur, Sandra Pepur, and Dr.  Ljiljana Viducic 2010, 231). Expectations as such are not transcribed into contractual agreement between employees and organisation, yet they work as power determinants of behaviour (Mario Pepur, Sandra Pepur, and Dr. Ljiljana Viducic 2010, 231). Literature Review No doubt, the theory on psychological was established in the 1960 by Argyris (Cyril 2004, 1), it is still highly applicable in today’s context. Rothbard’s (2001, 656) empirical study shows that there is a relationship between psychological contracts and employee engagement. Rothbard (2001, 656) mentioned that attention is the psychological presence and the time spent by the employee contemplating about his responsibilities at work, while absorption is concerned with the affection of employee to put emphasis on the responsibilities on duties. It is believed that the psychological contract is generally an appropriate and impactful construct that can aid explain, and inform effective management of, contemporary academic work performance and workplace relations (Grant, Branka and David 2010, 6). The psychological contract can help both employee and employer to gain awareness on contemporary employment relationships; indeed, it has been debated that perceived obligations within the psychological contract are usually more vital to work related attitudes and behaviour than are the official and explicit elements of contractual acknowledgement (Grant, Branka and David 2010, 6-7). Employees trust that the employer has the obligations to facilitate them the following: career advancement, incremental salary, alary based on the current working efficiency, upgrading, safe long-term employment, opportunities to build their career as well as support in case personal problems occur (Mario, Sandra and Dr. Ljiljana 2010, 233). On the other hand, the employees believe that they have the following obligations towards their employer: working overtime, staying loyal, taking initiative to take up new responsibilities at work, providing a beforehand notice when taking another position, be ready for transfer, rejecting support to rivalry, protecting confidential company information, spending a minimum of two years doing the routine (Mario, Sandra and Dr.  Ljiljana 2010, 233). Many studies indicated that personal and psychological factors have significant influence on employees, including biological factors and the work attitudes of employees (Hung-Wen 2010, 92). Hung-Wen (2010, 92) mentioned that Yu suggested work attitude is the level of organizational identification, the levels of involvements in current jobs and overall job satisfaction. Therefore, this research explains job satisfaction and work involvement as its two variables (Hung-Wen 2010, 92). Job Satisfaction Job satisfaction is an assessment of the work and job context by employees (McShane and Travaglione 2007, 116; Spector 1997, 2). Little and Little (2006, 115) deemed job satisfaction as an enjoyable experience or positive emotional condition . They agreed with the research done by Kreitner Kinicki in 2004 that job satisfaction is associated with job involvement, organizational behaviours and commitment (Little and Little 2006, 115). In an adverse effect, it is also associated with turnover and stress. Similarly, experimental studies on 7,939 business units in 36 organizations find out that job satisfaction concludes employee engagement, and are forecasting organisation progression (Harter, Schmidt and Hayes 2002, 268). The extended studies by Harter, Schmidt and Hayes (2002, 268) states that it is crucial to constantly stress on the degree of employee engagement and contented and happy employees would be very much motivated in the organisation (McShane and Travaglione 2007, 180). Poornima (2009, 35) has given a hypothesis that statistically, there is a strong relationship between age and difference between expectation and fulfillment levels of employees with regard to monetary and non-monetary compensation practices followed by the organizations (Poornima 2009, 35). The result shown that those aged between 25to28 are not responding positively to monetary motivation. Research shown 85% of the young people want progressive management to inspire them and 52% of them think that the managers are not helping in their development (Robin 2007, 34). Kim (2007, 154) agrees with (Henry 2006, 11) that Generation Y is motivated by the chances to grow and develop, thus they welcome comments and feedback. Therefore, Generation Y would expect organisation to enrol them with training and development program, as well as providing them with feedback for improvement. Failing to do so, goal is not achieved, thus motivation of Generation Y decrease. With that, these create job dissatisfaction in Generation Y. Taking consideration of Poomima and Kim’s studies, Generation Y is a group of people who are more intrinsically driven rather than monetarily motivated. Work Involvement In today’s context, organisation should anticipate expectations of their employees through their psychological contracts if they want to gain their loyalty (Mario, Sandra and Dr. Ljiljana 2010, 236). Mario, Sandra and Dr. Ljiljana (2010, 236) agrees to Rousseau that the main difference between new and old psychological contracts lies in the lack of job security. She proves this by quoting an employee of a telecommunication company who says that: It used to be that working for the company meant being part of a family (Mario, Sandra and Dr. Ljiljana 2010, 236). As organisation moves towards the modern era, the younger generations are beginning to fill up most of the positions. Tulgan (2009, 3) shared that Generation Y is so far the hardest generation to manage. While organisation expects employee to stay loyal to the company, Generation Y, a group with high expectation and believe in their capability tends to switch jobs to satisfy their hunger for fast career advancement (Tulgan 2009, 3). Another contributing factor to the frequent job switch is the Generation Y’s expectation; they are constantly looking out for jobs that provide training (Sue and David 2008, 368). Sara and Ans (2010, 256) have come up with two hypothesizes. â€Å"The level of careerism will be emphatically related with psychological contract expectations in account of job description, employment development, training, and monetary rewards. The level of careerism will be cynically related with psychological contract expectations in account of social environment, work-life balance, and employment assurance† (Sara and Ans 2010, 256). The first hypothesis does make sense as the three factors mentioned act as a motivator to increase the level of careerism. However, the second hypothesis is countered by the research of Sue and David (2008, 368) which points out that â€Å"although Generation Y has a desire for defined goals and managerial reinforcement in what is to be done, they also crave for autonomy and flexibility in decision making process. Furthermore, despite being autonomous, they are viewed as being emotionally needy and consequently, continuously looking for acknowledgement and commendation. In terms of work, they are power thirst. However, they do look upon work life balance and if given a choice will choose family and friends rather than work†. Evaluation Given the unique characteristics of Generation Y, it is difficult for the organization to determine their psychological contract with the organization, thus making it a challenge for the organization to come up with strategies to motivate and retain these â€Å"potential job switchers†. Demanding for power in workplace, yet craving for work life balances; organizations have to come up with plan to satisfy these employees before they can be aligned and work towards the same goal. Event such as Bring Your Child to Work promotes work life balance yet not disrupting the normal working procedure. Organizations can consider such event to strike a balance for the employees. Employee disengagement is one of the crucial explanations for organization turnover. With this getting more and more common in the organization (Pech and Slade 2006, 22), management should seek to understand the reasons behind the dissatisfaction and explore the psychological contract between them and the employees to reduce the possible unhappiness, thus creating a conducive work environment. Conclusion The concept of psychological contracts is characterised by dynamic features. They are continuously adjusted to new trends in the working environment. A triumphant resolution to the productive handling of employee engagement kicks off with recognition of the uniqueness of each employee. Accessing the factors influencing their needs and perception after presuming that employees are engaged is an fallacious way and is not very much encouraged. Psychological contracts can encompass various areas such as work involvement and job satisfaction. However, psychological contracts involve many other factors. For instance, human resource practices such as employees’ relation and welfare, training and development, and compensation and benefits (Saks 2006, 613). Therefore, effective understanding of psychological contracts would require organisations to contemplate the perception of individual employees towards the influencing variables. Franking speaking, how many organisations are prepared to go for the extra mile for the employees? Even though the organizations may acknowledge the significance of psychological contracts, it is intricate to get to a mutual understanding for both the organisation and employee. Organisations may only see the link between the understandings of psychological contracts in both aspects with beneficiary outcomes as a theoretical model, thus are not convinced that their employees can make it happen. Every employee is unique. They have different needs and perceptions in terms of psychological contracts with the organisation, which may also change over time. This would also mean that the organizations have to take into consideration of the incalculable factors catering to the different employees. Is this cost and time efficient? Management would rather spend the time on the operations and focus on the visible and instant results. Nevertheless, there are organizations that are still prepared to spend their effort working on psychological aspect in employees. Personally, I feel that understanding of psychological contract is essential to organization success. However, it is very much reliant on the distribution of time, effort and loyalty of the organizations to form a successful understanding and alignment of the psychological contracts between themselves and their employees.