Traits Theory Of Leadership Management Essay

Traits Theory Of Leadership Management Essay Early research by Burns (1978) concluded that leadership is one of the most observed and least understood phenomena on earth (Burns, 1978). To enhance our understanding of leadership this chapter will critically review the early theories of leadership to current leadership research on transformational and transactional leadership style. It will also discuss how the current findings on leadership are likely to impact the commitment of members in National Union of Bank Employees (NUBE). 2.0 Leadership Leadership has become a hot topic with a burgeoning but fragmented literature in the past few years that draws on both the arts and the sciences. So far there is no agreed paradigm for the study and practice of leadership. The concept of leadership has seized the attention and concern of many researchers in the field of management, psychology, sociology, anthropology, and others in the last century. Such a concern is due to the important roles leaders play in facilitating organizational effectiveness and performance through their behaviors or styles they exhibit and competencies they posses. Indeed, in this context, one measure organizational effectiveness is members commitment (Meyer et al., 2002). It is the contention that the present study is conducted to determine how leadership style affects commitment amongst employees at work. So, what is leadership? The concept of leadership has been defined differently by scholars in terms of the emphasis on leaders traits, influence, competencies, individual vs., and group orientation and cognitive vs. emotional orientations. Burns (1978) defines leadership as a mobilization process by individuals with certain motives, values and access to resources in a context of competition and conflict in the pursuit of goals. More recently, Nigel Nicholson speaks of leadership as either a position or a process (Bradshaw, 2002). If a process, he says, it is about influencing other people, and this requires knowing oneself, knowing those other people, and knowing how to influence them. In order to understand how leadership is conceptualized, it is necessary to look at the leadership styles and variety of leadership theories developed, as follows. Traits Theory of Leadership Trait theories on leadership started in the twentieth century and formal theories on leadership were given by sociologists, experts in human behavior and psychologists. The researchers from 1920s to 1960s focused on the personality of leader and tried to find some traits as the basic of successful leadership (Adair, 1984). Frederick Taylor (1856-1915) cultivated the theory of leadership for the first time for leading in the formal organizations. His basic idea was to increase output by using scientific parameter. According to Bass (1990), successful leadership is determined by factors classified into six groups: achievement, responsibility, capacity, participation and situation. He also claimed that leaders are born but no made. The main assumptions of trait theory are the (a) the common features that characterize are considered as the criteria to define the suitability and successfulness of leadership; (b) an effective leader inherits and learns his/her traits, and (c) leaders are born and not made. To test the traits theory, Gordon (1987) carried out a study to define the relationship between characteristics of personality and leadership. He found a significant relationship between the ability of taking responsibility and leadership. He further found a weak but positive relationship between intelligence, authority and intelligence, and leadership. In a different study to illustrate the differences between leaders and non-leaders in terms of their personalities and traits, Beer et al. (1990) found that leaders were identified as being serious, self-dependent, confident of their competencies, best decision makers, and reasonable in expressing thoughts. They also revealed that leaders are characterized by being able to take responsibility, are self motivated, more persuasive, more capable in influencing others, more energetic, and more diplomatic. Stogdill (1974) carried out a survey of the factorial studies between 1945 and 1970 to define the main features of a leader. He found that leadership traits are defined into six main types: corporal traits, social background, intelligence, capability, personality traits, relevant to task, and social features. The results also showed that an effective leader has skills such as social and personality skills, technical skills, managerial skills, intellectual skills, friendship-achievements skills, being supportive for team work, and being defensive towards work. Situational Theories of Leadership Situational theories appeared as a reaction to the trait theory of leadership. Situational Leadership Theory Ability level of the officer High 5 4 3 2 1 Delegating Supporting Coaching Directing Willingness level of the officer Low High Low 1 2 3 4 5 The Situational Leadership Theory suggests that effective leadership requires both acts of leadership and management. Depending on the level of each of these acts necessary, four different styles of leadership can be utilized. These are delegating, coaching, directing, and supporting. For a leader to be purposeful in their direction, they must use the correct style by being able to evaluate a followers readiness level. In other words, they must meet a follower where they are. Fiedler Contingency Model Functional theory 2.3 Early Description of Relation- Oriented and Task-Oriented Leadership Behavior The study of leadership has an important place in the study of management and organization behavior for several decades. There is no other role in organization has been focused more interest than the leader (SchwandtMarquardt, 2000). The early study of leadership behavior separate those behaviors into relation-oriented and task oriented leadership. Relations-oriented leadership focuses on the quality of the relationship with followers, whereas task oriented leadership focus on the task to be accomplished by followers (Bass, 1990). Researchers have used various terms to describe relations-oriented and task oriented leadership behaviors. Bass (1990) provides an overview of terms used by several researchers. For example, descriptions of relations-oriented leadership behaviors have included participatory decision making (Ouchi, 1981), supportive (Bowers Seashore,1966), concern for people (Blake Mouton,1964), emphasizing employee needs(Fleishman,1957), people centered (Anderson,1974) and leadership (Zaleznik,1977). For both types of leadership behaviors, the most recent descriptions came from Bass Avolio (1995, 1997). They describe relations-oriented behaviors as Idealized Influence (attributed), Idealized Influence (behavior), Individualized Consideration, Intellectual Stimulation and Inspirational Motivation. Their task-oriented description include contingent reward, management-by-exception (active) and management-by-exception (passive) Burns (1978) comprehensive theory formed the foundation for Basss (1985) transformational-transactional differentiation which has become considerable importance in the study of leadership in organization. 2.4 Transactional and Transformational Leadership Leadership style is defined as a pattern of emphases, indexed by the frequency or intensity of specific leadership behaviors or attitudes, which a leader places on the different leadership functions (Casimir, 2001). Theorists have come up with various leadership styles, namely autocratic leadership, transactional leadership, transformational leadership, and servant leadership. Some have been widely studied of by researchers and their effects on organizations have been established. Transformational leadership is one of the leadership styles that have been studied and its relationships with various elements in management have been established. Transformational leadership is a style of leadership whereby a leader can motivate a subordinate to perform above and beyond what he or she had previously believed possible (Bass, 1985). A study performed by Parry (2003) in public sector organizations found that transformational leadership style has a positive effect on the innovation and effectiveness of these organizations. According to Bass Avolio(1995), transactional leadership refers to an influence process to exchange valued rewards for performance. Thus, transactional leadership embraces based exchange relationship. The leader promotes uniformity by providing extrinsic (positive or negative) reward to the collaborators (Cardona, 2000). Transactional leadership encompasses fairly traditional managerial styles where managers or leaders gain compliance and performance by either offering rewards or punishing deviations from standards. This is the pattern of leadership prevalent in most organizations and organizational situations because it contains a basic mechanism of exchange relations which becomes possible when there is no outstanding sense of impeding threat or anxiety. Bass (1985) conceptualized transformational leaders as unique motivators who encourage follower to go beyond their believed capabilities in pursuit of a shared, common goal. Transformational leaders are concerned about efficiency and the achievement of organization goal. They do so with a focus in supporting staff emotionally and intellectually. Basss initial views, characterized transformational leadership as the ability to elicit support and participation from followers through personal qualities. The significance of transactional and transformational leadership has been elaborated in the Full Range of Leadership Model (Avolio and Bass,1991) 2.5 The Full Range Leadership Model The full range leadership model is probably the most validated leadership model in use world-wide today. The originality of the full range leadership (FRL) model lies in the concept of a range of leadership behaviors which all leaders demonstrate. This model required a change for a balanced leadership behavior whereby moves away from the more transactional leadership towards the transformational leadership style. Bass (1999) was the one of the researcher to argue for a transformational style of leadership to transactional forms. Scholars have studied the full range leadership model (FRL) as a predictor of a variety of outcomes in organizations such as employees commitment, employee satisfaction, motivation, organizational effectiveness and performance. (Base and Stogdill, 1990; Barbuto et al., 2007) The Full Range Model describes three main types of leadership behavior to transformational behavior ranging from completely inactive (laissez-faire) to transactional behaviors to transformational behaviors. Thus, transactional and transformational leadership are seen to be in a continuum rather than being mutually exclusive (Yammarino, 1993; Bass and Avolio, 1994). According to Base and Avolio(1995) Laissez-faire is non leadership behaviors that imply the leaders indifference towards both followers actions and organizational outcomes, as well as demonstrating an attitude of abdicating responsibility (to make decisions, or address important issues). The laissez-faire leader, who is also referred to as non transactional is characterized by a relative lack of concern for his subordinates (Bass and Riggio, 2006). The Full Range Leadership (FRL) Model consists of three transactional leader characteristics. Contingent Reward Contingent reward is the classical transactional leadership style. Here the leader sets very clear goals, objectives and targets and clarifies, either openly or by inference, what rewards can be expected for successful completion. Contingent reward leaders are found to be reasonably effective, although not as much as the five Is in transformational leadership for motivating others to achieve higher levels of performance. These leaders assign agreements on what needs to be done and promise rewards or actually reward followers for satisfactory carrying out the assignment. Management by Exception (passive) Management by exception (passive) refers to the process of paying attention to the exceptional rather than the normal. Thus management by exception leaders tend to be relatively laissez-faire under normal circumstances but take action when problem occur, mistakes are made or deviation from standards are apparent. Leaders wait passively for deviances and errors to occur and then take corrective action (Avolio and Bass,1991) Management by Exception (active) Management by exception (active) leaders is found to be less effective than contingent reward leaders but is still required in certain situations. They arrange to actively to actively monitor deviances from standards, mistakes and errors in the followers assignments and to take corrective action as necessary. The leader pays very close attention to any problem or deviations and has extensive and accurate monitoring and control system to provide early warnings of such problems. In the Full Range Leadership (FRL) Model, Bass (1998) divided transformational leadership into four scales. Idealized Influence Idealized Influence is often associated with charismatic leadership (e.g Shamir et.al., 1993; Yulk,1999). Leaders portraying idealized influence attributes have the socialized charisma (Avolio and Bass, 2002). They are perceived as being confident and powerful, and viewed as focusing on higher-order ideals and ethics. Such leaders are often seen as being high on morality, trust, integrity, honesty and purpose. House and Shamir (1993) have said that charismatic leaders demonstrate determination, optimism, and confidence in them to accomplish the mission and realize the vision. For example, Dr Martin Luther King inspired people through his oratorical skills in the face of unpromising resistance. Leaders who exert idealized influence behave in ways that demonstrate high standards of ethical and moral conduct (Bass, 1998). Idealized influence is behavior that encourages followers to use their leaders role model. Inspirational Motivation Inspirational Motivation involves communicating the vision to followers, fostering follower identification with the vision, focusing follower efforts, arousing their self awareness of higher goals and motivations and sustaining positive emotional arousal and identification with these goals (Bans, 1990).Inspirational motivation leaders motivate and inspire followers by providing meaning and challenge to work. These leaders engage followers in envisioning attractive future states and created communicated expectations that followers want to meet. Intellectual Stimulation Intellectual stimulation essentially involves the leader stimulating the follower to think through issues and problems for themselves and thus to develop their own abilities. This leadership approach reflects in large measure the coaching, morale building strengths of individualized consideration. Leaders stimulate followers effort to be innovative and creative by questioning assumptions, reframing problems and approaching old situations in new ways. New ideas and creativity problem solutions are solicited from followers who are included in the process of addressing problems and finding solutions. Individualized Consideration Individualized consideration includes mentoring, coaching, continuous feedback, and linking the individuals current needs to the organizations mission (Bass, 1990).leaders pay special attention to the needs of each individual follower for achievement and growth. Leaders who use this style of leadership show consideration for their workers need and are prepared to encourage and coach the development of appropriate workplace behavior. Individualized consideration leaders pay special attention to the needs of each individual follower for achievement and growth. Followers are developed to successively higher level of potential (Fukushige and Spicer, 2007) In the Full Range Leadership (FRL) Model, the transformational leader follower relationship is viewed as one of mutual stimulation (Barbuto, 1997). The influence of transformational leaders was distinguished on the hierarchical scale of moral development measured by Kohlbergs conceptualization (Popper et, al., 2002). This in more study also reports transformational leaders are classified as more morally advanced than transactional leaders. Figure 1: Full Range Leadership Model 1 PASSIVE ACTIVE Effective Transactional Laissez-faire Laissez-faire Transformational Leadership Management Figure 2: Full Range Leadership Model 2 Increase impact on commitment Laissez-faire Management-by-exception Contingent Reward Intellectual Stimulation Inspirational Motivation Idealized Influence Individualized consideration McGuire and Kennerly (2006) identifies the relationship between organizational leadership and members commitment in the literature since 1950s. McGuire and Kennerly states that transactional and transformational leadership style provides a framework for interaction that might affect the employees relationship, commitment, and work environment. The leadership style adopted by the leaders of National Union of Bank Employees(NUBE) will influence all the activities of union.(Naude and McCabe,2005). According to Bass (1990), transformational leaders demonstrated the four characteristics of idealized influence, inspirational motivation, intellectual stimulation and individualized consideration. Transformational leaders inspired others to improve performance, satisfied and achieved outcomes beyond expectations. McGuire and Kennerly (2006) reported increased loyalty, organizational commitment, job satisfaction, and morale with transformational leaders compared with limited levels of job satisfaction and lower levels of organizational commitment with transactional leadership. Many studies involving the broad categories of transformational and transactional leadership behaviors, as well as specific behaviors within those categories have demonstrated that these behavior impact both individual and organizational effectiveness. Organizational commitment is a construct that explores effectiveness outcomes in similar areas. 2.6 Organizational Commitment Organizational commitment plays an important role in the study leadership. This is in part due to the number of works that have found relationships between organizational commitment and attitudes and behaviors in the workplace (Porter et al, 1974, Angle and Perry, 1981). Organizational commitment has linked to leadership behaviors that are relations-oriented and task-oriented. DeCotiisSummers(1987) found that when employees were treated with consideration they show greater level of commitment. Jermier Berkes (1979) discovered that employees who participate in decision making had higher levels of commitment to the organization. Organizational commitment provides a broad measure of the effectiveness of leadership behaviors. This relationship offers a way to further explore the subject of leadership. Bycio, Hackett, Allen (1995) reported positive correlations between the leadership behaviors of charisma, intellectual stimulation, individualized consideration, and contingent reward and affective, continuance and normative commitment. Studies suggest that committed workers contribute to the organization in more positive ways (Meyer and Allen,1997). 2.6.1 Definition of Commitment Organizational commitment has been defined differently by different scholars depending on their background. Multiple definitions of organizational commitment are found in the literature. However, Mowday et al (1979) defines organizational commitment as the relative strength of the identification of the individual and his involvement in his particular organization. According to this definition, organizational commitment has three basic components: A strong belief in and acceptance of the organizational goals and values(identification) A willingness to exert a considerable effort on behalf of the organization(involvement) A strong desire to remain with the organization. Sheldon (1971) defined commitment as being a positive evaluation of the organization and the organizational goals. According to Buchanan (1974) most scholars define commitment as being a bond between an individual (the employee) and the organization (the employer). In explaining the significance of organizational commitment, Bateman and Strasser(1984) state that the purpose of studying organizational commitment are related to (a) employees behavior and performance effectiveness, (b) attitudinal, affective and cognitive constructs such as job satisfaction, (c) characteristics of the employees job task, such as responsibility and (d) personal characteristics of the employee such as level of education. Commitment involves a willingness to exert considerable effort on behalf of the organization and acceptance of the values and goals of the organization (Ingersoll et al., 2000). Organizational commitment is influenced by such factors as individuals and organizational characteristics (Angle and Perry, 1983). For example organizational members continued commitment towards an organization could be influenced by such factors as benefits, status, monetary and interpersonal rewards. 2.6.2 Three Types of Organizational Commitment Meyer and Allen (1991) and Dunham et al (1994) identified three types of commitment; affective commitment, continuance commitment, and normative commitment. The differences between these three types of commitment reflect the psychological state that binds the individual to the organization. They argued that the affective component is determined by work experiences relating to the job of the person and structural characteristics. Continuance is determined by the magnitude and number of investments that have been made in the current organization and the number of perceived alternatives. Lastly, the normative component is determined by an individuals experiences prior to entry and during employment in the organization in terms of familial, cultural and organizational socialization. Affective commitment is defined as the emotional attachment, identification, and involvement that an employee has with its organization and goals (Mowday et al., 1997, Meyer Allen, 1993). They further state that affective communication is when the employee identifies with a particular organization and its goals in order to maintain membership to facilitate the goal. Meyer and Allen (1997) continue to say that employees retain membership out of choice and this is their commitment to the organization. Continuance commitment is the willingness to remain in an organization because of the investment that the employee has with nontransferable investments. Nontransferable include things such as retirement, relationship with other employees, or things that are special to the organization (Reichers, 1985). Continuance commitment t also includes factors such as years of employment or benefits that the employee may receive that are unique to the organization (Reichers, 1985). Meyer and Allen (1997) further explain that employees who share continuance commitment with their employer often make it very difficult for an employee to leave the organization. Normative Commitment (Bolon, 1993) is the commitment that a person believes that they have to the organization or their feeling of obligation to their workplace. In 1982, Weiner discusses normative commitment as being a generalized value of loyalty and duty. Meyer and Allen (1991) supported this type of commitment prior to Bolons definition, with their definition of normative commitment being a feeling of obligation. Normative commitment can be explained by other commitments such as marriage, family, religion, and etc. Therefore when it comes to ones commitment to their place of employment they often feel like they have a moral obligation to the organization (Wiener, 1982). In arguing for their framework, Meyer Allen (1991) contended that affective, continuance, and normative commitment were components rather than types because employees could have varying degree of all three. For example, one employee might feel both a strong attachment to an organization and a sense of obligation to remain. A second employee might enjoy working for the organization but also recognize that leaving would be very difficult from an economic standpoint. Finally, a third employee might experience a considerable degree of desire, need and obligation to remain with the current employer (Meyer Allen, 1997). Even though the authors present this argument, they do not imply that there is a rationale for summing all the scales to obtain an overall score for organizational commitment. 2.6 Previous Studies Ooi Chai Liang(2002) has conducted a research to identify whether there is a significant relationship between transformational leadership style and commitment in the organization. Research sample consist of 35 employees under the supervision of supervisors in Hotel Mercure Ace,Johor Bharu. Results from this research have proven that when situational factor is taken into consideration, motivation does not show significant effect on the relationship between transformational leadership and commitment in the organization. Whereas, situational motivation factor act as a predictor to the commitment in the organization. Research result also shows that there is no significant relationship between transformational leadership and commitment in the organization. Tan Bee Hong (2000) has conduct a research to identify the relationship between transformational and transactional leadership style with job performance. Research sample consist of 282 employees of blue collar in Technocom System Sdn Bhd(TSSB), Johor Bahru. Statistical technique such as Pearson Correlation Analysis used to determine the relationship between transformational and transactional leadership style with job performance. Research result shows that there is a significant relationship between dimensions of transformational and transactional leadership style with job performance. Wee Kok Cheng (2000) carried out research to identify the relationship between transformational and transactional leadership with job satisfaction. The researcher has concluded that transformational leadership style show a greater relationship with job satisfaction compared to transactional leadership. The study has been conducted on 45 respondents who are nurses and assistant nurses. The purpose of the study is to identify the leadership styles and job satisfaction of nurses in the department of Hospital Daerah Mersing, Johor Bahru. Research result shows that there is a positive relationship between transformational and transactional leadership style with job satisfaction. There were two dimensions of transformational leadership (Idealized Influence and Intellectual Stimulation) which shows the highest significant relationship with job satisfaction. Othaman Mohd Yunus(1994) has conduct a research to study the effect of transformational and transactional leadership between organizational culture and inspiration of a police and job performance and work stress among Polis Diraja Malaysia. Findings of the study shows, in certain situation dimensions of transformational and transactional leadership style plays a moderate role especially in the relationship of PDRM cultures with performance and work stress. Liong (1990) has carried out research to identify the validity of the transformational leadership in a sample of principles and teachers who were selected from 90 secondary schools in Singapore. According to the researcher, principals and teachers who adopt the characteristics of transformational leadership shows high level of job satisfaction and commitment towards schools. Effectiveness of leadership is manifested indirectly through measuring the effectiveness of schools such as higher academic achievement in public examination and success in the field of curriculum. Wiener Vardi(1980) states the impact that organizational commitment had on commitment to the job and career commitment. Their respondents were 56 insurance agents and 85 professional staffs. The researcher reported positive relationship between organizational commitment and the other two types of commitment. In nine studies involving 2734 people, Dunham, Grube Castaneda (1994) examined how participatory management and supervisory feedback influenced employee level of commitment. The researcher founds found that when supervisors provided feedback about performance and allowed employees to participate in decision making, employee levels of affective commitment was stronger than both continuance and normative commitment. It indicated employees staying with the organization were more related to wanting to, rather than needing to or feeling they ought to. In the study of 238 nurses, Cohen (1996) investigated the relationship between affective, continuance and normative commitment and the following other types of commitment: work involvement, job involvement, and career commitment. Findings revealed that affective commitment was more highly correlated with all the other types of commitment. In other words, exhibit higher levels of commitment to their work, their job and their career. Irving, Coleman,Cooper(1997) investigated the relationship between affective, continuance, and normative commitment and the outcome measures of job satisfaction and turnover intervention. Total participants for the study included 232 employees. Results revealed that job satisfaction was positively related to both affective and normative commitment. However, job satisfaction was negatively related to continuance commitment. All three types of commitment were negatively related to turnover intentions, with continuance commitment having the strongest negative relationship. . 2.2 Leadership Styles(Intro)chap 1 Grint (2000) has underscored that a clear understanding of leadership requires an historical approach. He stresses that a particular leadership style during a process of change is time based and that every period has room for a limited palette of leadership qualities (Velde, 2002). A style organizes the pragmatic activity of a leader, indicates how his actions are coordinated and how things and people that matter are determined and changed (Spinosa et al., 2001). It has been argued that organizations beliefs, values and assumptions are of critical importance to the overall style of leadership that they adopt (Bunmi, 2007). Leadership style is the behavior pattern used by leader to resolve the organizational issues. There are several different leadership styles that can be identified in various leaders.

Deception Point Page 26

Like a hot knife through a frozen stick of butter. Norah motioned to the NASA men on the winches. â€Å"The generators can't handle this kind of strain, so I'm using manpower to lift.† â€Å"That's crap!† one of the workers interjected. â€Å"She's using manpower because she likes to see us sweat!† â€Å"Relax,† Norah fired back. â€Å"You girls have been bitching for two days that you're cold. I cured that. Now keep pulling.† The workers laughed. â€Å"What are the pylons for?† Rachel asked, pointing to several orange highway cones positioned around the tower at what appeared to be random locations. Rachel had seen similar cones dispersed around the dome. â€Å"Critical glaciology tool,† Norah said. â€Å"We call them SHABAs. That's short for ‘step here and break ankle.'† She picked up one of the pylons to reveal a circular bore hole that plunged like a bottomless well into the depths of the glacier. â€Å"Bad place to step.† She replaced the pylon. â€Å"We drilled holes all over the glacier for a structural continuity check. As in normal archeology, the number of years an object has been buried is indicated by how deep beneath the surface it's found. The farther down one finds it, the longer it's been there. So when an object is discovered under the ice, we can date that object's arrival by how much ice has accumulated on top of it. To make sure our core dating measurements are accurate, we check multiple areas of the ice sheet to confirm that the area is one solid slab and hasn't been disrupted by earthquake, fissuring, avalanche, what have you.† â€Å"So how does this glacier look?† â€Å"Flawless,† Norah said. â€Å"A perfect, solid slab. No fault lines or glacial turnover. This meteorite is what we call a ‘static fall.' It's been in the ice untouched and unaffected since it landed in 1716.† Rachel did a double take. â€Å"You know the exact year it fell?† Norah looked surprised by the question. â€Å"Hell, yes. That's why they called me in. I read ice.† She motioned to a nearby pile of cylindrical tubes of ice. Each looked like a translucent telephone pole and was marked with a bright orange tag. â€Å"Those ice cores are a frozen geologic record.† She led Rachel over to the tubes. â€Å"If you look closely you can see individual layers in the ice.† Rachel crouched down and could indeed see that the tube was made up of what appeared to be strata of ice with subtle differences in luminosity and clarity. The layers varied between paper thin to about a quarter of an inch thick. â€Å"Each winter brings a heavy snowfall to the ice shelf,† Norah said, â€Å"and each spring brings a partial thaw. So we see a new compression layer every season. We simply start at the top-the most recent winter-and count backward.† â€Å"Like counting rings on a tree.† â€Å"It's not quite that simple, Ms. Sexton. Remember, we're measuring hundreds of feet of layerings. We need to read climatological markers to benchmark our work-precipitation records, airborne pollutants, that sort of thing.† Tolland and the others joined them now. Tolland smiled at Rachel. â€Å"She knows a lot about ice, doesn't she?† Rachel felt oddly happy to see him. â€Å"Yeah, she's amazing.† â€Å"And for the record,† Tolland nodded, â€Å"Dr. Mangor's 1716 date is right on. NASA came up with the exact same year of impact well before we even got here. Dr. Mangor drilled her own cores, ran her own tests, and confirmed NASA's work.† Rachel was impressed. â€Å"And coincidentally,† Norah said, â€Å"1716 is the exact year early explorers claimed to have seen a bright fire-ball in the sky over northern Canada. The meteor became known as the Jungersol Fall, after the name of the exploration's leader.† â€Å"So,† Corky added, â€Å"the fact that the core dates and the historic record match is virtual proof that we're looking at a fragment of the same meteorite that Jungersol recorded seeing in 1716.† â€Å"Dr. Mangor!† one of the NASA workers called out â€Å"Leader hasps are starting to show!† â€Å"Tour's over, folks,† Norah said. â€Å"Moment of truth.† She grabbed a folding chair, climbed up onto it, and shouted out at the top of her lungs. â€Å"Surfacing in five minutes, everyone!† All around the dome, like Pavlovian dogs responding to a dinner bell, the scientists dropped what they were doing and hurried toward the extraction zone. Norah Mangor put her hands on her hips and surveyed her domain. â€Å"Okay, let's raise the Titanic.† 28 â€Å"Step aside!† Norah hollered, moving through the growing crowd. The workers scattered. Norah took control, making a show of checking the cable tensions and alignments. â€Å"Heave!† one of the NASA men yelled. The men tightened their winches, and the cables ascended another six inches out of the hole. As the cables continued to move upward, Rachel felt the crowd inching forward in anticipation. Corky and Tolland were nearby, looking like kids at Christmas. On the far side of the hole, the hulking frame of NASA administrator Lawrence Ekstrom arrived, taking a position to watch the extraction. â€Å"Hasps!† one of the NASA men yelled. â€Å"Leaders are showing!† The steel cables rising through the boreholes changed from silver braid to yellow leader chains. â€Å"Six more feet! Keep it steady!† The group around the scaffolding fell into a rapt silence, like onlookers at a seance awaiting the appearance of some divine specter-everyone straining for the first glimpse. Then Rachel saw it. Emerging from the thinning layer of ice, the hazy form of the meteorite began to show itself. The shadow was oblong and dark, blurry at first, but getting clearer every moment as it melted its way upward. â€Å"Tighter!† a technician yelled. The men tightened the winches, and the scaffolding creaked. â€Å"Five more feet! Keep the tension even!† Rachel could now see the ice above the stone beginning to bulge upward like a pregnant beast about to give birth. Atop the hump, surrounding the laser's point of entry, a small circle of surface ice began to give way, melting, dissolving into a widening hole. â€Å"Cervix is dilated!† someone shouted. â€Å"Nine hundred centimeters!† A tense laughter broke the silence. â€Å"Okay, kill the laser!† Someone threw a switch, and the beam disappeared. And then it happened. Like the fiery arrival of some paleolithic god, the huge rock broke the surface with a hiss of steam. Through the swirling fog, the hulking shape rose out of the ice. The men manning the winches strained harder until finally the entire stone broke free of the frozen restraints and swung, hot and dripping, over an open shaft of simmering water. Rachel felt mesmerized. Dangling there on its cables, dripping wet, the meteorite's rugged surface glistened in the fluorescent lights, charred and rippled with the appearance of an enormous petrified prune. The rock was smooth and rounded on one end, this section apparently blasted away by friction as it streaked through the atmosphere. Looking at the charred fusion crust, Rachel could almost see the meteor rocketing earthward in a furious ball of flames. Incredibly, that was centuries ago. Now, the captured beast hung there on its cables, water dripping from its body. The hunt was over. Not until this moment had the drama of this event truly struck Rachel. The object hanging before her was from another world, millions of miles away. And trapped within it was evidence-no, proof-that man was not alone in the universe. The euphoria of the moment seemed to grip everyone at the same instant, and the crowd broke into spontaneous hoots and applause. Even the administrator seemed caught up in it. He clapped his men and women on the back, congratulating them. Looking on, Rachel felt a sudden joy for NASA. They'd had some tough luck in the past. Finally things were changing. They deserved this moment.

John Stuart Mill on Individual Liberty Essay - 2353 Words

John Stuart Mill on Individual Liberty Definition of Individual liberty In his work On Liberty, Mill placed much emphasis on individual liberty and its vital role in political society. To Mill, this phrase may be defined as the liberty of the individual to be the final judge over his actions; to decide what is right and wrong and to act upon that standard. On a secondary level, it also implies ones freedom to pursue ones own individuality. Mill believed in a society in which each individual leads his own distinctive life according to his own unique talents; unfettered by regulations upon thought, opinion, actions etc. However, Mill asserts an important caveat; that which he calls `the very simple principle. He writes, `That†¦show more content†¦Value of Individual Liberty Indeed, Mill asserted that the cultivation of ones individuality should be the goal of human existence. He wrote On Liberty as an argument against repressive laws which inhibit voluntary association and suppress original ideas and ways of thinking, in a bid to protect the freedom of the individual from stifling social conventions, oppressive legal controls and censorship. What is the value of individual liberty that calls for it to be defended so fervently by Mill? Individual Liberty and Truth Firstly, Mill believes that individual liberty is instrumental in the attainment of truth. No one can claim an infallibility of knowledge or a definite truth. Falsehoods are often sprinkled with specks of truth; and truth may exists as half-truths held by different people, and it is only through controversy that the truth in the parts can be unified into a larger canvas of the ultimate truth. If ones actions were to be censored completely, society would lose those specks of truth amongst the falsehoods, which would be disadvantageous to society. Furthermore, truth is very often not derived from the masses, but from the ideas of a select few. If these people are silenced by repressive laws or mass opinion, society will be deprived of a chance to find outShow MoreRelatedJohn Stuart Mills Work881 Words   |  4 PagesJohn Stuart Mill’s work provides a valuable insight to the issue of medicine that harm people in the classical utilitarian. Many people consider that prescription for medical marijuana as a moral sin or something that should be given to help the patients to improve his/her bad condition. As a majority of people and federal consider prescription for medical marijuana is immoral and it is restricted in many states including Texas. In the section on liberty, John StuartRead More`` On Liberty `` By John Stuart Mill1458 Words   |  6 PagesJohn Stuart Mill was an English philosopher and a progressive in British politics during the 17th century. 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Plato’s work the Republic, andRead MoreJohn Locke And John Stuart Mill s On Liberty Essay1200 Words   |  5 PagesPhilosophers over time have developed their own conceptions of liberty and the relationship of individuals to not only society, but also the state. Political Philosophers such as, Aristotle and Plato have more of an ancient conception of liberty and the role the individual plays in society and to the state. Whereas, Thomas Hobbes, John Locke, and John Stuart Mill have developed a more modernized conception of liberty and the role of the individual to the state and society. Plato’s work the Republic, andRead MoreIndividualism And Liberty By John Stuart Mill1196 Words   |  5 Pages In the essay, Liberty, written by John Stuart Mill, Mill states that individualism is the theory that â€Å"[o]ver himself, over his own body and mind, the individual is sovereign† (7). 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The lasting effects of this unforgiving event, such as, the ongoing wars, the severity of immigration and deportation laws, and the increase in racial profiling, continues to disrupt American society. This brings up an important question: Why are these still lasting issues inRead MoreMarx, Mill And Freud s Critique Of Political Economy And The Communist Manifesto Essay1133 Words   |  5 Pagesmerely implicit) notions of freedom and unfreedom we find in the texts we have read by Marx, Mill and Freud. Use the esoteric traditions we have examined thus far (from the Book of Job to Plato) as a comparative yardstick, or point of reference, but without letting them take over the foreground in your paper -- the latter should be reserved for these three figures. Karl Marx, Sigmund Freud, and John Stuart Mill are three authors who tackle the topic of freedom in unique ways, but their messages areRead MoreAccording to Mills, government should not be attempting to control individual freedoms, but should1100 Words   |  5 Pages According to Mills, government should not be attempting to control individual freedoms, but should be helping individuals develop in society. A society is only as great as the people who are in it. How a person develops should be up to them, but a government should support that development. Ensuring a free flow of factual information and opportunities for open discussion are ways a government can help. Again, he uses history as his support. He says that the history of mankind is a history of intellectual

Analysis Of The Poem Daddy - 1265 Words

At first glance, â€Å"Daddy† appears as a statement of personal triumph and freedom from the looming puppeteer who controls the entire act. Meyers points this out in writing, â€Å"The poem opens with the Plath-speaker exclaiming that she will no longer allow her father, who betrayed her by dying, to oppress her† (80). The following lines from â€Å"Daddy† support Meyers’s claim: â€Å"[y]ou do not do, you do not do / [a]ny more, black shoe / [i]n which I have lived like a foot / [f]or thirty years, poor and white, / [b]arely daring to breath or Achoo† (290). In these lines, the speaker compares her father to a black boot, the boot that she had been crammed inside for thirty years. Referring back to the allusion, Plath expresses that her father had kept restraints on her even long after his death, to which she finally broke free of when she supposedly let him go. In order to give herself justification to cast off her father, the speaker turns him into a loathsome figure of â€Å"extreme malice,† allowing her to reject him completely (Rietz 426). Plath concludes the poem with this same concept in mind: â€Å"[t]here’s a stake in your fat black heart / [a]nd the villagers never like you. / [t]hey are dancing and stamping on you. / [t]hey always knew it you. / [d]addy, daddy, you bastard, I’m through† (292). Plath illustrates how the speaker finally lets go of the father by comparing him to a monster that is slain by a crowd of rioting villagers. John Rietz comments that the persona in â€Å"Daddy† isShow MoreRelated An Analysis of Sylvia Plaths Poem, Daddy Essay793 Words   |  4 PagesAn Analysis of Sylvia Plaths Poem, Daddy Sylvia Plaths famous poem Daddy seems to refer quite consistently to her deceased father (and obliquely to her then estranged husband Ted Hughes) by use of many references that can clearly be associated with the background of Otto Plath, emphasizing his German heritage. These include the Polish town where Otto was born, the atrocities of the German Nazis in the Second World War (Dachau, Auschwitz, Belsen), the Luftwaffe, and even the professorialRead MoreAnalysis Of The Poem Daddy By Sylvia Plath843 Words   |  4 PagesThe poem â€Å"Daddy† by Sylvia Plath is dark and descriptive to the reader. This poem is about a father and daughter. The speaker refers to her father as â€Å"Daddy†, throughout the poem. It is inferred that the speaker does not have a good relationship with her father and is troubled by this. The speaker uses many descriptions and comparisons to describe her feelings all through the poem. At the beginning of the poem, the speaker compares her life as to living in a black shoe. Just by the description ofRead MoreLiterary Explication: Sylvia Plaths Daddy1201 Words   |  5 Pagesin the poem â€Å"Daddy† is someone who both fiercely hates her father but also passionately loves him. When she was younger, she compared her father to a god-like entity—always looking up to him and constantly seeking his approval. Her fierce hate towards her father stems from the deep rooted fear of him. The speaker is torn between these two polar emotions that have been constantly tormenting her and blames them on her unresolved emotions toward her father. 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Plath’s use of imagery relays her feelings of enslavement by men expertly to the reader. One of the things that strikes you when you read the poem is her use of imagery to compare her â€Å"Daddy†, which represents her father, as well as men in generalRead MoreBiography of Sylvia Plath1452 Words   |  6 PagesCritical Analysis Sylvia Plath, a great American author, focuses mostly on actual experiences. Plath’s poetry displays feelings and emotions. Plath had the ability to transform everyday happenings into poems or diary entries. Plath had a passion for poetry and her work was valued. She was inspired by novelists and her own skills. Her poetry was also very important to readers and critics. Sylvia Plath’s work shows change throughout her lifetime, relates to feelings and emotions, and focuses on dayRead MoreEssay Analysis of Daddy by Sylvia Plath572 Words   |  3 PagesAnalysis of Daddy by Sylvia Plath Sylvia Plath uses her poem, Daddy, to express deep emotions toward her father’s life and death. With passionate articulation, she verbally turns over her feelings of rage, abandonment, confusion and grief. Though this work is fraught with ambiguity, a reader can infer Plath’s basic story. Her father was apparently a Nazi soldier killed in World War II while she was young. Her statements about not knowing even remotely where he was while he was in battleRead MoreEssay about Sylvia Plath1185 Words   |  5 PagesSylvia Plath This line is from Sylvia Plaths poem Lady Lazarus, one of many that helped make her an icon of modern American poetry. They have an eerie, prophetic quality, seeming to foreshadow the tragic death of this young writer. Understanding Sylvia Plaths words require a closer look at both her life and a few of her works. Though critics have described her writing as governed by negative vitalism, her distinct individuality has made her a conversation piece among those familiarRead MoreMutilating Self Into Spirit: Sylvia Plaths Poems.4131 Words   |  17 PagesSylvia Plath’s poems: Translation of the self into spirit, after an ordeal of mutilation. Introduction of the poems and the essay: * â€Å"Daddy† Sylvia Plath uses her poem, â€Å"Daddy†, to express intense emotions towards her father’s life and death and her disastrous relationship with her husband. The speaker in this poem is Sylvia Plath who has lost her father at age ten, at a time when she still adored him unconditionally. 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Video Self Modeling As A Fluency Recovery Strategy For Adults

Video Self-Modeling as a Fluency Recovery Strategy for Adults: Abstract Assignment #3 Chancellor Baesler CD 520 – Fluency Disorders 3/6/2017 Harasym, J., Langevin, M., Kully, D. (2015). Video self-modeling as a post-treatment fluency recovery strategy for adults. Journal of Fluency Disorders, 44, 32-45. Video Self-Modeling as a Fluency Recovery Strategy for Adults: Abstract Assignment #3 The present study was conducted using a multiple-baseline across participants’ research design to assess the effectiveness of Visual Self-Modeling (VSM) as a recovery tool for adults who were experiencing relapse or fluency regression after successfully completing a stuttering treatment program. Authors investigated VSM effects on improving stuttering†¦show more content†¦Participants were asked to view their VSM recordings at least two times per week and to keep a viewing-log to record personal reflections and the date. In each week of the baseline and treatment phases, three 5-min speech samples were obtained in the following speaking conditions: (a) a face-to-face conversation with an unfamiliar volunteer, (b) a phone conversation with an unfamiliar volunteer, and (c) a conversation at home or work with a familiar person. Authors calculated %SS and syllables spoken per minute (SPM) from the samples to determine whether reductions in stuttering were achieved. The Se lf-Efficacy Scale for Adults Who Stutter (SESAS) was used to measure participants’ confidence in entering a variety of beyond clinic talking situations. The Locus of Control of Behavior (LCB) was used to assess the extent to which participants perceived events as being under their personal control. The Perceptions of Stuttering Inventory (PSI) was used to assess participants’ perceptions of their stuttering in terms of the parameters of expectancy (PSI-E), avoidance (PSI-A), and struggle behaviors (PSI-S). Exit interviews were conducted to discuss any changes experienced in speech fluency, attitudes and feelings about speech, viewing practices including frequency of viewing, andShow MoreRelatedDeveloping Management Skills404131 Words   |  1617 Pagesmymanagementlab is an online assessment and preparation solution for courses in Principles of Management, Human Resources, Strategy, and Organizational Behavior that helps you actively study and prepare material for cla ss. Chapter-by-chapter activities, including built-in pretests and posttests, focus on what you need to learn and to review in order to succeed. Visit www.mymanagementlab.com to learn more. DEVELOPING MANAGEMENT SKILLS EIGHTH EDITION David A. Whetten BRIGHAM YOUNG UNIVERSITY Read MoreStrategic Human Resource Management View.Pdf Uploaded Successfully133347 Words   |  534 Pages...................................... 178 Strategy Formulation ..............................................202 IMPORTANCE OF HUMAN RESOURCES TO STRATEGY ............................................................ 203 THEORETICAL FOUNDATIONS................................ 206 INTERNATIONAL STRATEGY .................................. 219 HUMAN RESOURCE CONTRIBUTIONS TO STRATEGY ............................................................ 232 STRATEGY-DRIVEN ROLE BEHAVIORS AND PRACTICES ......Read MoreFundamentals of Hrm263904 Words   |  1056 Pagesrich, structured environment that’s available 24/7 Instructors personalize and manage their course more effectively with assessment, assignments, grade tracking, and more manage time better study smarter save money From multiple study paths, to self-assessment, to a wealth of interactive visual and audio resources, WileyPLUS gives you everything you need to personalize the teaching and learning experience.  » F i n d o u t h ow t o M A K E I T YO U R S  » www.wileyplus.com ALL THE HELP,Read MoreProject Mgmt296381 Words   |  1186 PagesResource leveling 7.2 Setting a cost and time baseline schedule (1.3.5) [8.1.3] 6.5.2.3 Critical chain method Chapter 9 Chapter 10 Reducing Project Duration Leadership Chapter 2 Organization Strategy and Project Selection 1.4 Projects and programs (.2) 1.4.1 Managing the portfolio 1.4.3 Strategy and projects 2.3 Stakeholders and review boards 12.1 RFP’s and vendor selection (.3.4.5) 11.2.2.6 SWAT analysis 6.5.2.7 Schedule compression 9.4.2.5 Leadership skills G.1 Project leadership 10.1Read MoreProject Managment Case Studies214937 Words   |  860 Pagescompleteness of the contents of this book and specifically disclaim any implied warranties of merchantability or fitness for a particular purpose. No warranty may be created or extended by sales representatives orwritten sales materials. The advice and strategies contained herein may not be suitable for your situation. You should consult with a professional where appropriate. Neither the publisher nor author shall be liable for any loss of profit or any other commercial damages, including but not limited

Models Of Recovery After Injuries Health And Social Care Essay Free Essays

It has been suggested that it appears that no research or scientific country progresss significantly without an explicit or inexplicit set of metatheoretical premises ( Suls A ; Rothman, 2004 ) . Therefore, several theoretical theoretical accounts have been proposed to account for the construction, nature and consecutive ordination of the reactions observed in hurt patients. The undermentioned subdivision of this chapter will present and discourse these different theoretical accounts of recovery after hurt. We will write a custom essay sample on Models Of Recovery After Injuries Health And Social Care Essay or any similar topic only for you Order Now There are five theoretical accounts covering with recovery from hurt ; these are: the traditional medical theoretical account, the generic theoretical account, the patient-centred theoretical account, stress-centred theoretical accounts, and the psychosocial procedure theoretical account. Of these, the traditional medical theoretical account, stress-centred and generic theoretical accounts are simple attacks, while the patient-centred theoretical account and the psychosocial theoretical account are more concerned by the complexness of psychosocial procedures ( Cohen, 1998 ) . The traditional medical theoretical account ( or biomedical theoretical account ) is the basic theoretical account of heath attention and rehabilitation, suggesting a additive relationship between biological scientific discipline ( i.e. marks and symptoms ) and the physical damage ( Mattingly, 1991 ) . Basically, the theoretical account is based on four elements: Designation of forms of marks and symptoms ( i.e. scrutiny and medical history ) ; Inference of the implicit in pathology and doing a diagnosing ; Application of intervention and rehabilitation to the patient, if required ; and Bracing patient status and discharging ( either by full recovery or with staying damage ) ( Waddell, 2006 ; HWCA, 2009 ) . However, this theoretical account has several restrictions. First, it focuses entirely on biological facets and ignores the other parts of other scientific disciplines. Second, it assumes a straight causal relationship between disablement and damage ( HWCA, 2009 ) . Third, the theoretical account fails to affect societal and psychological factors related to disablement and/or damage, particularly since it has been proven that the success of several biological interventions are straight linked to psychosocial factors ( e.g. the alleged ‘Placebo Effect ‘ ) ( Borrell-Carrio et al. , 2004 ) . Finally, the traditional medical theoretical account does non take patient penchant or outlooks into consideration. High-quality medical attention from the point of position of a doctor may non needfully be perceived in the same manner from the point of position of a patient ( Kirch, 2004 ) . The restrictions of the biomedical theoretical account have been known since World War II ( WW II ) , when soldiers suffered from â€Å" shell daze † . Harmonizing to the Oxford English Dictionary ( 2010 ) , shell daze is a term used to depict the psychological perturbation after drawn-out service in active warfare ( besides known as post-traumatic emphasis upset ) . Its prevalence has raised consciousness of the effects of psychological and societal factors on the patient ‘s wellness position and recovery during intervention ( Sahler A ; Carr, 2007 ) . However, despite these restrictions, it should be noted that the traditional medical theoretical account has played an indispensable function in progressing cognition about the mechanisms of diseases, and in developing and researching effectual methods of intervention ( Mai, 1995 ) . The generic theoretical account of psychotherapeutics was developed several old ages ago by Orlinsky and Howard ( 1995 ) . The theoretical account outlines six different aspects or features of the psychotherapeutic procedure which are shared by most clinical psychologists ( Coetzer, 2006 ) . These features represent several variables, including curative operations, the curative contract, self-relatedness, the curative bond, stages of intervention, and in-session impacts ( Orlinsky A ; Howard, 1995 ) . In add-on, Coetzer ( 2006 ) stated that â€Å" The theoretical account possibly besides has the potency for supplying us with the theoretical underpinnings of psychotherapeutic pattern needed to inform intercessions†¦ † ( p.48 ) . However, this theoretical account suggests that societal support is merely linked to disablement or unwellness through its consequence on any of the biological responses that affect disease ( i.e. the immune response, the neuroendocrine response o r the hemodynamic response ) , or through behavioral forms that decrease or increase the hazard of disease ( e.g. a sedentary life manner may increase the hazard of cardiac disease ) ( Cohen, 1998 ) . Furthermore, as pointed out by Prigatano ( 1999 ) , psychotherapeutics might be really appropriate and utile for some people, while for others it might be a waste of clip and energy. Therefore, the generic theoretical account of psychotherapeutics can be used merely as a generalized method of intervention. The patient-centred theoretical account, or patient-centred medical specialty, is a theoretical account introduced by Michael Balint in 1970 to offer a new manner of interaction between patient and clinician. Balint ( 1970 ) argued that patients and clinicians live in two different universes: the universe of the patient as an person, with his or her ain experience of unwellness ; and the clinician ‘s universe of biomedical cognition and clinical expertness. The patient-centred theoretical account efforts to cover with each patient as a alone person, and to understand the ailments, jobs, troubles and concerns expressed by them. Besides, in footings of communicating, patients are expected to play a more active function in decision-making with respect to their intervention options and the ends of clinical attention ( Kirch, 2004 ) . Although the patient-centred theoretical account has frequently been advocated in penchant to other theoretical accounts, because it views health care in a significantly different manner, it has been criticised widely in the literature. The theoretical account focuses on doctor-patient relationship and communicating within that relationship, without taking into history a figure of other factors such as the patient ‘s instruction degree and cognition, differences in cultural experience, spiritual facets, gender differences and so on. For illustration, if the patient ‘s degree of instruction or understanding are low, this will present more stressors for the patient, particularly when it comes to take parting in their ain health care determinations. In add-on, patients enter the doctor-patient relationship with widely diversified belief-systems and outlooks ( Kirch, 2004 ) . Furthermore, in the patient-centred theoretical account, the patients play the function of co-producers. However, this demand does non distinguish whether the relationship occurs in an acute infirmary attention, in primary attention or in rehabilitation, and neither does it distinguish between different intervention scenes and intervention state of affairss. For case, the patient ‘s function is more active and obvious during rehabilitation and wellness publicity than it is in intensive attention units ( Kirch, 2004 ) . Finally, it should be noted that the complexness of different intervention state of affairss and modern medical attention requires a pooling of the accomplishments and cognition from different professions and specializers to heighten inter-professional communicating, teamwork and co-ordination, and the development of cross-professional guidelines ( Kirch, 2004 ) . The stress-centred theoretical account is a comprehensive socio-economic theoretical account that was foremost introduced by Scudder and Colson in 1982. The theoretical account suggests that unwellness is chiefly a consequence of emphasis, and as such it can be buffered by societal support ( Jackson, 2009 ) . Cohen ( 1998 ) stated that societal support apparently works by forestalling behavioral, short-circuiting and biological responses to emphasize, all of which are damaging to well-being. There are two possible mechanisms by which the stress-centred theoretical account might be runing. First, societal support may interfere between the potentially nerve-racking incident ( or the expectancy of the nerve-racking incident ) and the emphasis reaction itself by forestalling or rarefying a emphasis assessment response ( Cohen, 1998 ) . Second, it might be that societal support interferes between the patient ‘s experience of emphasis and the pathological oncoming by extinguishing or cut downing the emotional reaction to the event, which can be achieved by â€Å" straight stifling physiologic procedures, or by changing maladaptive behaviour responses † ( Cohen, 1998, p.278 ) . However, although the stress-centred theoretical account was introduced in the early Eightiess, it has seldom been discussed or applied in the literature. Therefore, it is hard to measure the theoretical account. The psychosocial procedure theoretical account is a theoretical model that attempts to measure and analyze the elements of the emphasis experience ( Marziali A ; Donahue, 2001 ) . The foundation of this theoretical account is the impression that human existences are surrounded by assorted structural agreements, such as chronic life strains, life events, ego constructs and societal support. These constructions all act together to act upon the emphasis procedure and its effects ( Pearlin, 1989 ; Marziali A ; Donahue, 2001 ) . The structural agreements are thought to set up the stressors to which persons are exposed ( Pearlin, 1989 ) . The psychosocial procedure theoretical account embraces three elements: the go-betweens of emphasis, beginnings of emphasis, and response manifestations of emphasis ( Figure 1.4 ) ( Pearline, 1989 ; Marziali A ; Donahue, 2001 ) . Figure 1.4: The psychosocial procedure theoretical account. Adapted from Marziali and Donahue ( 2001 ) . From Figure 1.4 it can be seen that the theoretical account hypothesises a direct nexus between the nature of psychosocial mediation and the biological procedure. One of the strengths of the psychosocial procedure theoretical account is the designation and clear definition of the possible go-betweens of the emphasis procedure ( Marziali A ; Donahue, 2001 ) . However, although the theoretical account is multiconceptual in its attack, it addresses each construct individually and moves in merely one way ( i.e. from societal support to biological wellbeing ) without sing other waies or feedback cringles ( Cohen, 1998 ; Salovey A ; Rothman, 2003 ) . In add-on, the psychosocial procedure theoretical account focuses chiefly on support, and respects this as the primary booster of wellness. The theoretical accounts presented in this subdivision have different conjectural foundations and different positions of recovery. However, much of what has been discussed may besides be applied to the holistic construct of medical specialty. Each of the five theoretical accounts has its ain restrictions, and all focus either on support as the primary supplier for wellness, or on a deficiency of support ( i.e. in instances of unwellness that require isolation ) ( Cohen, 1998 ; Salovey A ; Rothman, 2003 ) . Therefore, it could be suggested that these theoretical accounts are recursive in nature ( Cohen, 1998 ; Salovey A ; Rothman, 2003 ) . The following tabular array ( Table 1.3 ) summarises the five theoretical accounts, foregrounding the strengths and failings in each theoretical account. Presentation Diagnosis Treatment Traditional medical theoretical account The chief focal point of this theoretical account is on the physical causes of the disease. Physicians are expected to inquire inquiries merely about the oncoming, causes and history of the disease. Physical scrutinies, X-rays and/or other lab trials. Medical program ( short and long term ends ) for the patient depending on the biological aetiology of the disease. Generic theoretical account Doctors aim to determine the psychotherapeutic attack. In add-on to a physical scrutiny, doctors may inquire about behavioral forms and forms of relationships between the psychotherapeutics procedure and the result may emerge. Considerable attending to psychological and societal facets, associating these to biological responses. Available medical intercessions are discussed, concentrating on the psychological and societal facets environing the patient. Patient-centred theoretical account Doctors aim to understand the patient and to develop an effectual doctor-patient relationship. Based on doctor-patient communicating, in add-on to physical scrutinies, X-rays and/or other lab trials. Treatment intercession is a reciprocally agreed determination between the patient and the doctor. Stress-centred theoretical account Focus on societal facets. Patient communicating and physical scrutiny. By supplying societal support to buffer physical unwellness. Psychosocial procedure theoretical account Evaluate and analyse the elements of the emphasis experience. Concentrating on go-betweens of emphasis, beginnings of emphasis and response manifestations. In add-on to physical scrutiny. Concentrating chiefly on support and see it as booster to wellness. Table 1.3: comparing between the five theoretical accounts act uponing recovery from hurt. Adapted from Burton et Al. ( 2008 ) . How to cite Models Of Recovery After Injuries Health And Social Care Essay, Essay examples

Operations Management of a Coffee Shop-Free-Sample for Students

Question: The National Franchising headquarters for a large Coffeehouse chain has received Complaints about the service, quality, and cleanliness of one of its cafs in your area. You have been sent to Inspect and to report on what you see. Answer: Background Wake Up coffee is one of the leading coffee shop chain in Australia. One of the franchisee operates in La Trobe street Melbourne which is one of the famous and busiest streets of Melbourne. It has been two years that the coffee house in La Trobe street have started the operations. Initially the operations of the company was good but from the past six months the customer complaints have increased, the complaints were based on the quality of services provided to the customers are not up to the mark. Some of the customers complained about the mismanagement due to lack of staffs, they complained about delays in their deliveries and also the quality of coffee, beverages and the snacks provided in the coffee house have been deteriorating. The complaints of the customers have raised concerns and the authorities in the headquarters in Sydney are worried about the fall in the sales and increase in customer complaints. To understand the depth of the issue an investigation was conducted, which followed two visits to the coffee shop. Problem Identified The main problem that led to the investigation was the customer dissatisfaction. The increasing number of complaints regarding the food and the service quality at the coffee shop has been identified as the main reason that led to the investigation. Another reason was the fall in sales of the franchisee so the business owners decided to cooperate in the investigation so that proper strategies can be implemented for resolving the issues (Mahadevan, 2015). Purpose of the report The purpose of the report is the identification of the issues within the coffee house In-depth analysis of the problem Knowledge of the feedback of the customers and their satisfaction level from the product and services provided by the company For finding solutions of the problems and making an operational plan that would consist activities to increase operational efficiency at the coffee shop. Significance of the report This report is very for the national franchising headquarter of the coffee chain and to the franchisee as well. This report will find the limitations of the operations. It would help the franchisee to implement measures to improve the customer service. After this report the business owners would be able to find the actual reason for the decline of the sales. They can train the employees and lead them towards the right direction so that good quality customer service can be provided aiming at increasing the customer satisfaction level. For any business to gain sustainability, it is very important to gain customers trust. Loyal customers are the key to sustainability of the business. A happy and satisfied customer will always bring customers that are more new and thus business will grow. So, it is very important to keep the existing customers happy. In the present scenario of the organization, mismanagement has led to customer dissatisfaction and fall in sales of the coffee house. This review report will guide the management while making strategies and operational plan for the business. Scope of the report The report focuses on the problem and issues found out from the inspections done on the coffee house. Apart from identifying the issues, the report also analyzes the problems within the organization. After the analysis have been done solutions would be given so that proper measure are taken for combating the crisis situation that the coffee house is currently facing. Data collection The data collected for the review report was based on personal investigation that was carried out in two different occasions. The investigations aimed at finding the problems that caused problems within the organization. One of the visits was made during the month of August after the increase in the customers complaints. The method used for data collection was investigation. Therefore, the data used for this report are primary data because they have found out through field research and customer feedback. One of the visits was a surprise visit so that the operation procedure can be evaluated properly. Paying a visit by informing the franchisee might alarm them and there are chances that some of the issues might not be highlighted. Maximum issues came into light during the first visit to the coffee house. In the second visit in the month of September, the focus was mainly on the inventory management of the coffee house and customer feedback because these two things were left in the ini tial investigation. Organization The report starts with introduction that contains background detail describing the scenario that led to the issue. It contains problem identification, followed by purpose of the report, the next thing included in the introduction section is significance of review reporting. There is a detailed discussion on the type of data and method for data collection is used. The next section of the report contains discussions from the findings of the investigation. The last section of this report contains recommendations and conclusions. Discussions of the findings This part of the report consists detailed discussion of the findings and the impact of the findings to the business. Finding 1. Less number of employees- During the first visit made to the Wake Up coffee shop it was found that there were less number of employees to to manage the operations. The customers were comparatively much more in number than the employees. In such case it is pretty obvious that there would be mismanagement. The employees found it difficult to take the orders from the customers and deliver the orders on time. There was a situation of chaos within the coffee shop. The time gap between a placed order and its delivery was too much and the customers were frustrated. Some of the customers were seen walking out of the coffee house. Only five staffs were seen on the first visit two were taking orders, two were engaged in preparation of coffee and one was at the front desk as concierge. It was noon and rush hour, so less number of employees caused chaos. Analysis- Less number of employees in rush hour causes mismanagement. More employees are required to be hired for working in the rush hours of the day because there are more number of people that would be visiting the coffee shops in the rush hours. Finding 2. Quality of the service The mismanagement was so much that wrong orders were placed to the customers. Analysis- The service quality was very poor, the inspector also placed an order and it was found that delivery time of a cup of coffee was 25 mnts, which was too late. The cup that for serving coffee was not properly cleaned. For service industry it is very important that the quality of service is of high standard, if the company wants to create a competitive advantage in the market or else even the existing customers will prefer other service providers. Finding 3. Quality of products- The quality of the coffee served was not up to the mark, it is completely different from what is being committed to the employees. Even other customers were complaining about the quality of coffee and snacks, were very poor. The muffins that were being served to the customers were not fresh. Analysis- The quality of the food or coffee that is being served is not as per the quality that is being committed. Some of the loyal customers complained that initially the quality of the snacks like, muffins, cakes, pastries and other desserts was much better than what is being served presently. It is very important that the customers expectations are always met, failure to providing the quality that has been committed often becomes the reason for complaints. Finding 4. Cleanliness Another major issue that came in to light during the second visits was the cleanliness was not maintained. All the restrooms were dirty and were smelling that made the customers very agitated. Tables and chairs were not properly kept. The windows were not dusted, the table cloths and curtains also were not properly cleaned. The whole atmosphere was not not appealing and rather it seemed very gloomy. When the refrigerators and the kitchen of the coffee shop was inspected it was found that the refrigerators were very dirty and stale food products were also found. Analysis- Ambience of the coffee shops are also important, a soothing atmosphere makes the customers to visit the place repeatedly seeing it from the perspective of a first time visitor it would give a bad impression to the company. They would never prefer to visit the place again and will also spread negative word of mouth. A dirty place always gives a bad impression and it is also risky for the customers in terms of their health. Hygiene is the most important factor for any organization. Finding 5. Decreased number of customers- During the second visit, it was found that the number of customers has quite decreased. Even in the second visit the investigator preferred to visit in the rush hour but there were very less customers. Analysis- Decrease in the number of customers is the clear sign that the business of the company is running in loss. Compared to the previous visit the number of customers had significantly reduced. Finding 6- Looking at the sales reports of the company it was found that from the past six months the sales of the company was falling considerably. The operating cost of the coffee shop was still the same but the revenue had decreased Analysis- It is very clear that the fall in sales was because of the poor quality of service and other factors that compelled the customers to switch to other service providers. Finding 7- From the customer feedback during the second visit it was found that most of the customers were dissatisfied with the either the service or the ambience of the coffee shop. Some of the customers even complained that they are not getting the value of the services that they are being provided by the company. Analysis- Customer satisfaction is the most important criteria for business growth and it the determinant that either brings loss to a business or profit. In this case, customer dissatisfaction has been the root cause for all the issues. Conclusion Thus from the following report it can be concluded that there are severe issues that are being faced by the coffee house chain Wake up. The coffee chain has many outlets and franchisee in Australia. The good will of the coffee chain will be lost if the situation remained same. The headquarter of the WakeUp has been getting complaints, from the past six months the complaints have been increased. The complaints are not just one issue there are multiple issues that are faced by the customers. Poor quality of food products and services has been one of the consistent complaints from the end of the customers. Customers have also been complaining about issues like, late delivery of orders and they have to wait for around 25 mnts for a cup of coffee. The complaints raised the concerns of the authorities in the National franchising headquarter of the coffee shop and therefore two visits were paid. The aim of the visits was to investigate the reality of the complaints and the reason behind the inefficiency at the coffee shop. After the visits, one was pre-notified and in the other visit the investigator visited as a customer. It was found from the investigation that most of the complaints of the customers were true. There was mismanagement because there were very few staffs in the rush hour. Hygiene was not maintained properly. Customer service and the food products including the coffee served at the coffee shop was not of good quality. Therefore, there is a need for an operational plan that could increase and improve the overall efficiency of the coffee shop. Recommendations Looking at the condition of the coffee shop and the decline in the sales, certain measures have been taken so that the efficiency of the coffee shop can be improved and it achieves its goals and objectives. The recommendations aims at helping the business gain its previous position. Increasing the number of the employees- This was the first finding that the number of employees were very less. During rush hour, it is suggested that the coffee shop should have at least 4 staffs who would be taking the orders from the customers and 5 people who would be engaged in preparing the orders of the customers. Improvement in the preparation methods- One of the reasons behind late deliveries of orders are inefficiency in preparation procedures. Among the five members two of the staffs would collect the orders from the staffs in the dining area and assemble them, they will communicate the orders to the other three staffs in the preparation section. The order would be prepared accordingly. Unless and until an order is not completed another order would not be processed. Training and development- The employees should be trained so that they can provide quality of service as well as quality of coffee and the desserts provided. Generally the desserts are not prepared within the coffee shop but ordered from a local bakery, so it is the duty of the staffs in the kitchen to see that stale products are not delivered to the customers. A standard preparation technique needs to be followed so that the standard of the coffee servings are same as the main outlets of Wakeup coffee shop. For this purpose the standard methodology should be send to the franchisee and it is the duty of the franchisee to see that it conducts training for its staffs members. Training should also be given for providing quality customer service (Heizer, 2016). Cleanliness- Another issue that was found in the investigation and also in the customer complaints was regarding cleanliness. The coffee shop should hire employees who would clean the coffee shop, change the table clothes and curtains regularly. Dusting should also be done regularly. The restrooms should be kept clean and there should be availability of water and toiletries. The ambience of the coffee shop should be made as soothing as possible by using beautiful lights and modern furniture. A slow music might make the atmosphere more pleasing. Increase of sales- For increase in sales the company needs to focus on many things like customer relationship, promotion and advertisements. For customer relationship the coffee shop needs to improve its customer service and customer handling, an efficient manager should be hired for handling the customer grievance and resolves issues related to orders, so that no customer walks out of the coffee shop. For advertisements it is not necessary that the company spends too much on advertising activities it can simply use print media for advertising. Flyers and brochures stating would be enough for advertising. Promotion- For promotion also the coffee shop does not need to spend much they simply can plan a re-launch of the coffee shop, where few offers, discount coupons would be enough for making for attracting customers on the re-launch. Seeing the image of the coffee shop and the decrease in sales, in order to gain its previous position the coffee shop will have to take a re-launch as a service development measure. The re-launch should be planned and the customers should be informed in advance with the help of flyers that will have information about the revised menu and offers or discounts for the customers so that the re-launch of the coffee house is successful (Davis et al., 2013). Operational plan For re-launch of the coffee shop a number of resources would be required that the company. One of the most important resource that would be required for the coffee-shop are human resources. More employees would be hired, five more employees would be hired including, and a quality manager would also be hired who would be looking at the customer service quality provided to the customers. Fund for the re-launch, promotional activities and for buying equipments including a new coffee machine and refrigerator, will be raised from the financial institutions, a loan of dollar 5000 would be sufficient for re-launch and promotional activities. The key performance indicators would be the feedback of the customers and increase in sales. The feedback from the customers will be taken through the help of questionnaires of customer feedback diary where they can write their feedback and rate the coffee shop, this will help a lot in knowing the feedback of the customers and their level of satisfaction which would also be an indicator for performance of the coffee shop. Another key indicator for performance would be the increase in sales and the number of customers that visit the coffee shop. If customers would visit the coffee shop on several occasions then it would simply mean that the customers are satisfied and happy with the service of Wakeup. Increase in profit would also be a key indicator that the coffee shop is performing well after the implementation of the operational plan. A contingency plan will be made if the re-launch fails. The alternative plan is that if the re-launch fails. Wakeup will start a bakery for the growth of its business the operational plan will be communicated with the help of e-mails and letters. A memo would be circulated would be circulated among the employees to communicate them about the weekly activities that would be carried out in the coffee shop. Gantt chart, timeline for showing the weekly activities of the coffee shop Activities Day 1 Day 2 Day 3 Day 4 Day 5 Day 6 Day 7 Hiring employees Buying equipments Renovation of Coffee Shop Advertising and Promotion Training and development The recruitment of the employees will be done according to the hr policy of the company References Davis, B., Lockwood, A., Pantelidis, I., Alcott, P. (2013).Food and beverage management. Routledge. Freed, S. (2017). FIRST IMPR ESSIONS.Professional Builder. Galliers, R. D., Leidner, D. E. (Eds.). (2014).Strategic information management: challenges and strategies in managing information systems. Routledge. Heizer, J. (2016).Operations Management, 11/e. 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