Essay The play Amadeus and the Destructive Nature of...

The play quot;Amadeusquot; is Mainly Concerned With the Destructive Nature of Jealousy This passage is all too true, both in Peter Shaffers ‘Amadeus and in life in general. However the play is also concerned with the destructive nature of ignorance and naivety. Salieri is jealous not just of Mozarts talent, but of the fact that God gave the talent to â€Å"Mozart †¦ spiteful, sniggering, conceited, infantine Mozart†. He is envious of the vessel of Gods laughter at the ‘patron saint of mediocrity as he had dubbed himself. Not only did God double-cross Salieri, but he did it using this â€Å"obscene child†. It was this jealousy and the rage it inspired that caused Salieri to attempt to kill Mozart by starving him of work and students, and†¦show more content†¦But no. â€Å"I know myself forever mediocre† he cries as he realises that the gift given to him by God only exists to allow him to recognise the greatness and incomparable beauty of the music of God. It is at this moment he resolves to condemn God in everything he does. He cancels all his appointments to help poor musicians, to break his vow of social virtue. He then seduces Katherina Cavalieri to break his vow of sexual virtue. He makes the conscious decision to destroy God through Mozart in everything he does. He declares God, through Mozart, to be â€Å"Nemico Eterno†, the eternal enemy. His life is now devoted to the destruction of God. I believe that Antonio Salieri is also jealous of Gods ability to dole out talent as he sees fit, without Salieri being able to stand in his way. He has had enough! So he snaps, and attempts to destroy Mozarts name and reputation, which wasnt that high to start with. His name wasnt incredibly well known because only Salieri had the ability to recognise his greatness. Because the rest of the Court, and indeed, Vienna, relied almost solely on the opinions of Herr Salieri, he was able to prevent Mozarts music from becoming popular to a degree. He won his fight with God, but the knowledge lived in him still, he knew he would forever be, the patron saint, of

The Winner Of The War Of 1812 Essay - 1633 Words

Riley Walburger Mrs. Miller English 12, 5th hour September 23, 2016 The Winner of the War of 1812 There are many conflicting viewpoints of the war of 1812. Both sides claim it as a victory but only one side can win a war. The war of 1812 isn’t a very well known war throughout the world but it has been a very important one to the countries and people involved. The war was an issue of the U.S. wanting land and seeing an opportunity to have North American Britain while Britain was at war with Napoleon. The U.S. also wanted to trade with everybody as Great Britain was stopping the U.S. from trading with enemies in Europe such as Napoleon. The United States and Great Britain both views The War of 1812 as a victory but in reality the United States did not achieve their goals of the war and Great Britain obtained almost all of their goals with less losses. The two views of the War of 1812 conflict with each other in many ways. The British has one view on this war. They have the belief that they stopped the Americans from trading with France during th e Napoleonic wars. They set up a blockade with only about fifteen percent of their navy. Donald R. Hickey said â€Å"The blockade devastated the American economy. Between 1811 and 1814, the value of exports and imports fell from $114 million to $20 million, while custom rates used to finance the war were more than halved from $13 million to $6 million. Many American merchant vessels did not risk leaving port.† The Royal Navy did a greatShow MoreRelatedWar of 18121643 Words   |  7 PagesThe War of 1812 was a war between Britain and the United States fought primarily in Upper Canada. It had many causes, few which involved British North America. The results of the war include the fact that there was no clear winner or loser among them. The only real losers in the situation were the Natives in the region. They were driven out of their lands and customs. None of the borders was changed by the war, though many attempts were made. The Treaty of Ghent, which ended the war, did nothingRead More War of 1812 Essay1612 Words   |  7 Pagesnbsp;nbsp;nbsp;nbsp;nbsp;The War of 1812 was a war between Britain and the United States fought primarily in Upper Canada. It had many causes, few which involved British North America. The results of the war include the fact that there was no clear winner or loser among them. The only real losers in the situation were the Natives in the region. They were d riven out of their lands and customs. None of the borders was changed by the war, though many attempts were made. The Treaty of Ghent, which ended the war, did nothingRead MoreThe Clash Of The Titans1602 Words   |  7 PagesTITANS The War of 1812 The War of 1812 began as a result of a long fought war between Great Britain and French forces led by Napoleon Bonaparte, that eventually infringed upon many of America s rights. 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The Texas Revolution was the revolt of Texans towards the Mexico for their independence. The Louisiana Purchase was when Thomas Jefferson bought the Louisiana territory from Napoleon, which doubled America’s size. The Mexicana American War when the U. S attacked the Mexicans for New Mexico and California. The Manifest Destiny was the belief that America would spread â€Å"from sea to shining sea.† The Gadsden Purchase was when Mexico sold New Mexico and Arizona for $10 million to America. FloridaRead More2002 APUSH DBQ1468 Words   |  6 Pages2002 AP DBQ In the years following the War of 1812, the â€Å"Era of Good Feelings† evolved between the years 1815 and 1825. In the first half of this period, there was a strong sense of nationalism throughout the United States. However, political changes and economic differences between the states warped this nationalism into the sectionalism that divided the country into north, south and west regions. Celebrations of unity within the United States soon turned into disagreements concerning representationRead More The Early History of Golf in the U.S. Essay1112 Words   |  5 Pagesremained in operation for approximately twenty-five years, closing about the time of the War of 1812. Around the same time period, approximately1795, another golf club opened in Savannah, Georgia. References to this golf club continued until 1811 again apparently closing just before the beginning of the war. The War of 1812 served to destroy the desire to play golf. It wasn’t until the late 1870s, well after the Civil War ended, that there was a resurgence of golf in the United States. Golf fever springsRead MoreFirst 10 Presidents1338 Words   |  6 Pages Stayed neutral during French Revolution- Washington refused to take neither France nor Britain’s side during the war The First Cabinet: 1. John Adams- Vice President 2. Thomas Jefferson- Secretary of State   3. Edmund Randolph- Attorney General   4. Alexander Hamilton- Secretary of Treasury 5.Henry Knox- Secretary of War Famous Farewell Address- warned America to steer clear of permanentRead MoreHenry Clay Essay1302 Words   |  6 PagesSpeaker a year later in 1809. Henry Clay was elected again to the Senate to fill the vacancy left when Buckner Thruston resigned on January 14 1810. He Served there until his successful bid for a seat in the United States House of Representatives in 1812 as a Democratic Republican. On the first day of the session 34 year old clay was selected as the Speaker of the House of Representatives, a feat that has never before or since been accomplished.(1) During the next 14 years he was elected to the House

Capital Budgeting Case free essay sample

Identify potential investments 2. Evaluate the set of opportunities, choosing those that create shareholder value, prioritize 3. Implement and monitor the investment projects selected The capital budgeting process begins with an idea and ends with implementation and monitoring. In this particular problem we are focusing on the second step in the process: analyzing the merits of the investment proposal to expand and simultaneously replace old equipment. There are analytical tools that weigh the merits of investment projects on several dimensions. To decide which investments to undertake, managers need an analytical tool that: (1) is easy to apply and explain to nonfinancial personnel; (2) focuses on cash flow, not accounting measures; (3) accounts for time-value of money; (4) adjusts for differences in risk across projects; and (5) leads to higher firm value in any company (Graham, Smart, Megginson, 2010). All things being equal, managers would prefer an easily applied capital budgeting technique that considers cash flow, recognizes the time value of money, fully accounts for expected risk and return, and ultimately leads to higher stock values. We will write a custom essay sample on Capital Budgeting Case or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Glossary of Capital Budgeting Terms and Concepts: Capital budgeting techniques include the payback period, discounted payback period, which are less sophisticated techniques because they do not deal with the time value of money and are not tied to the organization’s goal of maximizing shareholder wealth. Techniques that are more sophisticated include net present value (NPV), internal rate of return (IRR), and profitability index (PI). Payback period – Is the amount of time it takes for a given project’s cumulative net cash inflows to recoup the initial investment. Firms using this method define a maximum amount of 3 time acceptable for the payback period and then accept only those projects that can have payback periods less than this maximum time. Discounted payback period – In calculating the payback period, manager’s first discount the cash flows. The method calculates how long it takes for a project’s discounted cash flows to recover the initial outlay. Net present value (NPV) – A projects NPV equals the sum of its cash inflows and outflows, discounted at a rate that is consistent with the projects risk. NPV=0 – This is because the investment’s cash flows precisely satisfy the investor’s expectation of the percentage of return. Economic value added (EVA) – This metric subtracts â€Å"normal profit† from an investment’s cash flow to determine whether the investment is adding value for shareholders. NPV profile – Illustrates the relationship between a typical project’s NPV and its IRR in context of the firm’s discount rate. Internal rate of return (IRR) – The IRR of an investment project is the compound annual rate of return on the project, given its up-front costs and subsequent cash flows. A project’s IRR is the discount rate that causes the net present value of all project cash flows to equal zero. Accept the project if the IRR exceeds the firm’s hurdle rate. Multiple IRR’s – This happens when a project’s cash flows alternate between negative and positive values. Mutually exclusive projects – When two project’s offer IRR’s in excess of the hurdle rate, but the firm can invest in only one, the answer is not always the obvious one, the one with the highest IRR. Profitability index (PI) – Compute the present value of a firm’s cash inflows for the years of the project and then divide by the initial cash outflow to obtain the PI. Accept the project if the PI exceeds one (1). Cash flow analysis helps us determine just what a project’s relevant cash flows will be – that is, the inputs for the capital budgeting decision tools, focusing on which cash flows one should include when calculating a project’s NPV. A capital budgeting problem will have time zero initial investment cash flows, operating life cash flows, and terminal period end of project cash flows, because we are interested in the cash flow consequences of investments we must understand which cash flows to include. Initial cash outflow for a project – The acquisition of a fixed asset and it’s tax credit, the after taxes salvage value of a fixed asset if it applies, and the net working capital we add. Sunk costs – Costs that have been incurred in the past and cannot be recovered, these are costs that have already been spent and are not recoverable. Opportunity costs – of one investment are the cash flows o n the alternative investment that the firm decides not to make. Operating life cash flows – Over the years of the project the earnings before taxes, EBIT less taxes which equals net income, and then add the depreciation back in to get operating cash flows. Terminal period end of project cash flows – to calculate terminal value, take the final year of cash flow projections and make an assumption that all future cash flows from the project will grow at a constant rate. Incremental cash flows – only those cash flows that are incremental to the project.

The World Overpopulation Essay Example

The World Overpopulation Paper Giving a closer look at the different causes of overpopulation, the first reason is the increase of birth rate not only n one country, but it IS spreading all over the world, threatening the balance of world population due to the lack of sex education Literacy is another major issue in overpopulation, education plays a fundamental role in family planning and thus population growth, then due to the lack of education, world population is becoming bigger and bigger. Moreover, immigration and emigration are the third specific reason for overpopulation. For example, a million legal migrants are coming into the USA every year, in addition to those who are migrating from the undeveloped south to the richer north. In order o deal with overpopulation, we must suggest some beneficial solutions such as supporting education especially sex education which needs to be a mandatory subject in school, which must be followed by female education, since an education woman understands reproduction and ca n make decisions on her own behalf, she becomes knowledgeable about her contraceptive options, so she will recognize that for her family to live comfort fly, that number of children must not exceed the family’s resources. Another solution is that, population growth rate must be addressed in order to achieve population stabilization, which can be done by tax concessions. It is an effective method of controlling birth rates. It favors families with none or a limited number of children, for example a significant amount more than 50%-60% of the fund would be handed over to the couple upon the birth of the first child. In addition, preventing illegal immigration may help in decreasing overpopulation. Overpopulation is a very serious and hard condition which must be stopped before it will cross 10 billion. Finally and in the light of the above information, can say that overpopulation certainly does need to be controlled before it gets even more out of hand. We will write a custom essay sample on The World Overpopulation specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The World Overpopulation specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The World Overpopulation specifically for you FOR ONLY $16.38 $13.9/page Hire Writer

‘Chuck Mackinnon’s Leadership Effectiveness Who’s Problems’ Essay Example

‘Chuck Mackinnon’s Leadership Effectiveness Who’s Problems’ Essay This explanation shows that there are many problems with his management style which has led to unsatisfied work performances. The objective of this report is to provide an analysis and evaluation of the case study focusing on Chuck leadership effectiveness. The case study analysis shows that Chuck had failed to recognize or control emotions of his staffs and did not succeed to build effective teamwork and could not eliminate conflict within team. Theories include motivation, emotional intelligence (EI), team and conflict theory as well as leadership theories were applied within this case study. The report evaluates that Chuck leadership style is ineffective and inefficient as he lacks sufficient managerial and leadership skills. In addition, this report also provides possible recommendations for Chuck on how to be an effective leader. The recommendations are based on theories which were used to evaluate managerial skills and leadership skills. After taking all aspects into consideration, it is recommended that Chuck as an managing director might apply concept of expectancy and MBO theories by using rewards or goal setting methods to motivate his subordinates. In addition, Chuck should improve his emotion intelligence, in particular on empathy and handling relationship aspects. Furthermore, in the case of building effective team and coping with conflict, Chuck could be aware of step of building high performance team as well as select the most suitable strategy to cope with conflict. Views and applications of effective leadership approach in order to improve leadership skills are strongly recommended for most organizations. Introduction The purpose of this report is to analyze the case â€Å"Chuck Mackinnon’s Leadership Effectiveness: Whose problems†. We will write a custom essay sample on ‘Chuck Mackinnon’s Leadership Effectiveness Who’s Problems’ specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on ‘Chuck Mackinnon’s Leadership Effectiveness Who’s Problems’ specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on ‘Chuck Mackinnon’s Leadership Effectiveness Who’s Problems’ specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The concepts of managerial theories are used to support analysis. After analyzing the case study, the possible solutions are provided to direct on how Chuck should do to cope with his particular problems. This report focus on what the main issues occurred from a perspective of leadership, Chuck’s perspective. Chuck Mackinnon’s position and behavior is analyzed in order to define the problems. According to the case, it seems Chuck had the serious challenge in managing people. The main issues came from Chuck’s new position as Managing Director, Financial Institutions, with MBC in New York. Chuck suggested that the traditional business strategy was out of date and a new strategy should be provided. After Chuck proposed the new strategy, issues occurred such as no enough support from top to down, resistance changes from some employees and conflicts between Chuck and his subordinates. Inappropriate behavior such as drinking problems, poor English communication skills still exist which affect the productivity of the organization. Therefore, the objectives of this report are using five managerial theories: Emotional Intelligence EI), Motivation, Team, Leadership and Conflict theories to analyze Chuck’s leadership effectiveness and apply those theories into issues to solve problems. Case Study Analysis Based on Managerial Theories Motivation Theory Motivation is the process of inspiring and sustaining goal-directed behavior (Nelson Quick 2006). According to Katsva Condrey (2005), organization will achieve higher performance ratio depend on the level of effort from e mployees. Employee will provide greater effort if they are highly motivated. The main purpose of motivation in organization is to encourage employee to achieve its goals with high level of performance. Generally, there are many motivation theories which attempt to explain more understandable human behaviors and suggest managerial practice for improving motivation (Katsva Condrey, 2005). The motivation theory can be classified into three main concepts which are internal, process and external theories (Nelson Quick, 2006). Firstly, the Internal Theories are focusing on internal needs to energize individual behaviors. Internal Theories attempt to define how processes and structures in workforce can be designed to satisfy those needs. Examples of Internal Theories are Maslow’s Need Hierarchy Theory, McClelland’s Need Theory and Herzberg’s Two-Factor Theory. Secondly, the Process Theories are mainly focus on the interaction between individual and environment (Nelson Quick, 2006). On the other hand, the External theories are central concern on environmental elements as well as using consequences of behaviors as the common factors in order to understand and explain human behavior in workplace. The Expectancy Theory, Goal-Setting Theory and Management By Objective (MBO) methods are some examples of process and external theories. Expectancy theory of motivation is highlight on people belief on performance process. This theory relies on people belief in relationship between the effort, performance and reward as a motivator. For example, it might consider that putting high effort can affect on high performance and high performance which would lead to reward. However, motivators should take into consideration that different individuals have different expectations on reward, such as promotion, good wages, challenge work, help in personal problems, fair discipline, respect and feel as part of business. Similarity, Gold-setting theory is using priorities, purpose and goals as significant sources to motivate people. It is often used for reducing stress and conflict at the workplace (Nelson Quick, 2006; Katsva Condrey, 2005). In addition, MBO concept is a part of goal-setting theory which focuses on employees and managers interaction and negotiation in goal-setting process. The major benefit from MBO program is to eliminate individual, behavior, attitude, gender and also culture differences. These differences are significant causes of barrier in motivation process (Nelson Quick, 2006; Katsva Condrey, 2005). Issues According to Case study, Chuck failed to motivate his subordinates who lazy for work and do not support his new strategy. There are two main issues in case that illustrates Chuck improper or ineffective motivation styles. He is poor in self- motivation and poor in motivate subordinates to perform proper work attitude. For example, Chuck failed to motivate Glenn (Associate) to provide higher effort on his work although Chuck knew his only need was to be promoted as a director. Furthermore, Chuck seems to overlook in order to motivate Dale, one of his directors, in improving his performance which Chuck let him slide on his work without any encouragement. Similar to Deitr’s case, another associate, Chuck does not provide sufficient attention in motivating Deitr to increase his work performance. The case study states that Chuck notices Deitr has spotty work performance, but he does not attempt to motivate him either offer rewards or promotion. What is worse, Chuck seems to use wrong strategy to motivate Deitr when improving his English skills by overlook in nationality respect issues. In addition, Chuck failed to motivate his boss, Eldon and Margaret to fully accept his new strategy. As conflicts between Chuck and his suborinates goes on, Margaret’s attitude toward Chuck changes as there is an increasing doubt by Margaret on Chuck’s management skills and motivation power. As a result, it leads to higher difficulties in implementing new strategy because of lacking professional support. Emotional Intelligence (EI) Theory Emotional intelligence (EI) is defined as the ability to manage and use self-emotion to deal with people in different situations appropriately and effectively. With high EI, people can read and understand feelings and emotions of others including detect the nuance of emotional reactions. In addition, EI can apply knowledge to persuade others through emotional regulation and control (Nguyen, 1999). For organization, EI can be considered as a critical component that can affect the performance of employees. Emotions should be managed properly because the competencies of leaders can be negative affected if they can not control their emotions when making decisions or motivate others which might affect employee effectiveness (Salovey and Mayer, 1990). Negative emotions cause the interpersonal conflict in the workplace and can result in the actions that break organization’s norms and threaten team members. According to Goleman’s hyper-popular EI model (1998), there are five domains in the Emotional Intelligence. †¢ Self-Awareness Observing yourself and recognizing and understanding your emotions and their effects. Knowing what your strengths and restrictions are. Realizing what abilities and skills you have. †¢ Self-Regulation Managing your feelings by hiding negative emotions and find out what the causes of feelings are. Try to discover the method to handle fears, anxieties, anger and sadness. †¢ Self-Motivation Knowing what your desired goal is and use your emotions to drive yourself into action in order to achieve the goal. †¢ Empathy Sensitivity what other’s feelings and their perspectives are, read and understand the dynamics of relationships and valuing the differences in how people feel about things. †¢ Social Skills Inducing or convincing others through communication, collaboration, building relationship and conflict management. Issues Chuck can manage his self-emotions properly which did not affect his works. But his lack of empathy and social skills can be seen as the cause of issues as he did not recognize and understand emotions of others and had poor relationships with some of his subordinates. Proposing the new strategy is an important and delicate event. However, there was no support from his boss, Eldon Frost and some employees. Lack of empathy was a cause that made Chuck had conflicts with some employees. For example, Neil Forsyth was in his mid-50s. It is possible that most old people prefer to work in the traditional way and afraid of change because it is more difficult for them to change work styles than young people. This is a reason why Neil did not support the new strategy. However, Chuck did not recognize and understand Neil’s situations which might cause Neil’s performance to fall. Lack of social skills was another cause of conflicts between Chuck and his subordinates. Good relationships will lead to trust and employees can work more effectively (Prati et al, 2003). Chuck had poor relationships with some employees and he did not attempt to build up good relationships with them. He only assign work and watch their performance. Therefore, relationships’ building was omitted and some subordinates did not support Chuck’s new strategy. Team Theory A team is a group generally selected like a working group, but often with sharply defined roles, either cooperative or collaborative. (Marxists Organization, 2006) There are four types of teams: Problem-solving team, Self-managed team, cross-functional team and virtual team. Self-managed work teams, which is groups of 10 to 15 people who take on responsibilities of their former supervisors, is most common in the organization. Chuck’s team is a self-managed work team. There are many factors lead to an effective team. Firstly, size of the team is an important factor to achieve effectiveness. Small team is more effective, but the team size should be large enough to comprise people who can perform the job, as well as those who can manage the product (Mackin, 1994). Belbin (1981) states the six people team was found to be a more stable and enduring group and a large numbers of their experiments were therefore conducted in teams of this size. Secondly, team member selection is another important factor for team building. Mackin’s (1994) team Member Selection Theory described that there are three main steps: 1. Orienting new members. One way to orient new members is to have them interview three of four people on the team for the particular information. 2. Using member substitutions. A substitute is a person who sit in for a team member when he or she could not attend to team meeting or he or she cannot continue the team work, the team leader should use member substitution. 3. Removing a member form team. If find one member can not make any contribution to team or make adversely effect to team, team leader can remove the member. Belbin (1981) also mentioned that teams should choose intelligent people in order to build up an effective team. Furthermore, according to Hess (1987), there are eight criteria to build high performance team: 1. Participative leadership which create interdependency through empowering, and serving others 2. Shared responsibility which establish an environment in which all team members feel as responsible as the manager to apply for performance of the work unit 3. Aligned on purpose that is to build common purpose about why the team exists and what function it has. . High communication-creating a trust and open, honest communication 5. Future focused that is to see change as an opportunity for growth 6. Focused on task that is keeping meetings focused on results 7. Creative talents-applying individual talents and creativity 8. Rapid response that is identifying and acting on opportunities Issues In Case, Chuck known that team is important and tried to turn his disparate and geographica lly dispersed group into a team and he thought maybe skill-enhancing courses might helpful to apply this. He enrolled the entire group in courses to improve organizational and sale skills and try to build camaraderie and team spirit. However, Chuck still fails to build the team. According to Mackin (1994), there are three main causes of team failure. 1. It lacks visible support and commitment form top management. in the case Eldon-Senior Vice President-was driven by the concept of keeping everyone happy, he does not accept the new policy and does not support to team building; 2. The team has too many members and lacks the strong structure necessary to deal with a large team. Chuck tries to change all group members to a team, however, as Mackin (1994) illustrates the small team is more efficient than bigger one; 3. The team has experienced poor leadership within and /or outside the team. There has been resistance from first-line supervisors. Chuck has no sufficient experience of building up or managing a team Conflict Theory Conflicts are the effect of group living and if, it has no well organized it could be destructive the success of the team. However, according to the existing studies of conflict revealed that conflicts are useful, especially for the decision making (Jehn, 1995, 1997). Other studies showed that types of conflicts are able to be effected to the team result in the several ways (Lovelace, Shapiro, and Weingart, 2001). People attempt to advance the conflict to be more useful, when the perception of conflict is defined in the term of tasks rather than the relationships. For instance, the discussion between the positions in the contrasting way is useful. Furthermore, the existing research showed that the conflicts might be not separated between affirmative and unprofitable result (De Dreu and Weingart, 2003). Conflict management approaches According to the conflict types, the decision makers or managers should emphasis on the goals, understanding the performance of the people confronting with conflicts to see whether the conflicts are seem to be from personal relationship or from the tasks itself (Lovelace et al. , 2001). Deutsch (1980) stated that the suitable way to cope with the conflict is the cooperation. In the organization, people who confront with conflict and effort to achieve their goals by using their own’ experiences, meanwhile, others also move in order to attain their goals. The co-operation would be helped them to reach their goal without the conflict. The cooperative approaches provide the convertible achievement and solve the conflict problem through the conflict management. On the other hand, the competitive approaches is seem to be not related to the achievement of the conflict management goals due to the users who stuck in the competition, would oppress their success with the other’s. Issue Conflict occurs within Chuck’s team. For instance, some of his group members were not agreed his new strategy for improving team performance which made the conflict between chuck and his subordinate. Consequently, Neil Forsyth (Director in the Montreal) he believed that his performance was felling down due to the personalities conflict between him and chuck. On the other hand, the conflicting between both of Chuck bosses (Eldon and Margaret) might be the cause of problem which might not support the chuck team reach to the goal. Leadership Theory Krause (1997) defined leadership as the willingness to understanding and chart a course, a control power for job accomplishment by using skills and abilities of other people. Northouse (1997) further mentioned that Leadership is a way to improve how they present themselves to others. There is a wide variety theoretical approach to understand how leadership works. Northouse (1997) emphasizes that leadership involves influences which concerning about how leader affects others. Leadership occurs in groups where it takes place and leadership attention to goals where leader directs a group of members towards job accomplishments. According to Northouse (1997), there are many different approaches to leadership, such as Trait Approach, Style Approach, Situational Approach, Psychodynamic Approach, Trait Approach: Base on Northouse’s analysis, Trait Approach mainly focuses on the leaders which concern with their own traits and who has these traits. There are five major traits that summarized by Northouse: Intelligent, Self-Confidence, Determination, Integrity and Sociability. Table in Appendix C contains a variety of studies about leadership traits and chara cteristics. †¢ Style Approach/Behavior Approach: This approach focuses on behaviors of leaders which shift attention on leader’s characteristic to leader’s actions. The Ohio State Studies, The Michigan Studies and the studies by Blake and Mouton are the main representative of this approach (Northouse, 1997). Ohio State University states there are two types of behaviors: initiating structure and consideration. Both of them are distinct and independent. Michigna studies further found out two types of behaviors, employee orientation and production orientation. In addition, Blake and Mouton introduced a â€Å"Managerial (leadership) Grid† model which joining concern for production and people into one grid (Northouse, 1997). Situational Approach: Hersey and Blanchard (1969) developed the theory that different situations demand different kinds of leadership (Northouse, 1997). Leader need to evaluate employee to see how competent and committed employee can perform based on the assumption that employee’s skill and motivation changes all the time. This emphasizes the match between the leader’s style and specific situational variables (Northouse, 1997). †¢ Contingency Approach: Base on Fiedler’s model, contingency theory tires to match leaders to a suitable situation. There are three factors for situations: leader-member relations, task structure and position power (Northouse, 1997). Leader- member relations is important for enhance leadership. This factor refer to the degree of confidence, loyalty and attraction that follower feel about their leader and the group atmosphere. Task structure refers to the degree which the job assignment are processed and how it is structured and completed. If the task structure is clear it provides higher ability for leader to control and influence. Position power refers to the amount of control or authority that the leader decides to reward or punish followers. There are many different approaches to leadership. Hatakeyama (1985) suggests that there is an increasing need for effective management skills in today’s corporation. There are two aspects of managing, the occupational aspect and human aspect. Occupational aspect of managing is the basis of the maintenance and structural innovation, but human aspects mainly focus on people, a good leader or manager is who can win the trust of their people, motivate their staffs and the ability to educate and create pleasant working environment for employees. In addition, Eales-White (2003) defines effective leadership as the ability of the leader to display integrity in decision-making, confident enough to make mistakes, admit mistake and learn from mistakes, direct with coaching and delegate authority as well as responsibility. Especially one recommendation that pointed out by Harvard Business Review (2003) pointed out that quiet leaders often look for ways to buy time, this provide careful execution allow turbulent waters to clam. Issues According to case study, Chuck seemed to be as a problem in his leadership skill which is extremely vital for driven the team to achieve the goal. According to Fiedler’s model under Contingency’s theory, situation should tight closer to leader and analysis leader’s effectiveness (Northouse, 1997). Different situations lead to different decisions. An effective leader should evaluate the situation and apply integrity, confidences to reach satisfy decisions. Chuck lack of compatible leadership skills where there are conflicts within his team that he could not resolve. Some members of Chuck’s team have serious drinking problems and constantly absent to work and poor performance for the team tasks. Furthermore, there is no sufficient support from Chuck’s subordinates and boss to implement new strategy. This indicates a clear failure of Chuck’s leadership skills. After careful analysis for the cases and the evaluation of various theories, there is a serious need for Chuck to improve his own leadership skills in order to lead his team towards organizational goals. The following sections emphasis each perspectives and provides possible solution and recommendations for Chuck on how to be an effective leader. Recommendations Possible Solutions According to the case study analysis, it illustrates that Chuck can be classified ineffective leader because of lack in motivation staffs, low EI, fail to build high performance team as well as cannot eliminate the conflict. Therefore, this report recommends the possible solutions how to improve leadership and managerial skills. How to motivate staffs/employees? †¢ Expectancy Theory According to Bono Judge (2003), employees will be more motivated, more satisfied and perform better when there is a specific goal or desirable rewards. This can apply expectancy theory of motivation. For this case, Chuck should motivate Glenn, Dale and Deitr based on Expectancy Theory. Glenn desired to get promotion. Chuck might set the possibility reward for him as getting promoted if he can show much effort on his work as well as improving his performance during time period. Dale and Deitr seem to have relatively lower motivation at work. This might due to his long-standing position. However, they also have problem with uncertain quality of work. In this case, Chuck might reward them by appreciation on high quality work as well as promote them if they have stability high performance work. Goal-Setting Theory Management By Objective (MBO) Theory Goal-setting theory and MBO method are the significant approach in motivation theory (Meyer, Becker Vandenberghe, 2004). In case of having different attitude at work, Goal-Setting Theory and MBO method can be applied in order to motivate both top management (Eldon) and Chuck’s colleagues (Patrick and Neil). Problems for lacking agreement and interpersonal conflict between top management would be reduced after apply goal-setting and MBO method in workplace (Nelson Quick 2006). In addition, Ramlall (2004) states that employees will be influenced on strategy which designed to reach organization mission. Therefore, chuck will get an opportunity to explain his new strategy and its benefits to the team. Chuck should obtain other members’ opinion and suggestions and provide possible improvement for his new strategy. By increasing employee involvement, disagreement and conflicts might be reduced or possibly removed. How Chuck can improve his EI to be emotionally intelligent leader? According to Goleman, Boyatzis and Mckee (2002), Emotional Intelligence is a critical component of leadership effectiveness. Even though Chuck thought that the traditional strategy had to be replaced with the new strategy but changing immediately was not a suitable way. Before changing, Chuck should prevent the conflict that can occur with his employees by recognizing their emotions and perspectives. Building relationships with them should be done as well in order to build up trust. †¢ Showing his empathy toward the subordinates Before proposing the new strategy, Chuck should recognize the emotions and perspectives of his subordinates first. Chuck must give the opportunities for all employees to express their feelings and their perspectives about the new strategy and try to motivate them appropriately. Such as in Neil case, Chuck realized that Neil was not ready to work with the new strategy because he was afraid of changes. Chuck should provide more involvement in tasks of the new strategy in order to encourage Neil. This can reduce Neil’s disagreement and resistance and also show the respect to him. †¢ Building and handling relationships with the subordinates Building and handling relationships with subordinates are important for Chuck to enhance trust and support. With trust, it is easier to motivate and influence the employees to work with the new strategy. Friendly face-to-face meetings should be provided to build good relationships with them. In Patrick case, due to Patrick was demoted and his position was replaced by Chuck. It seems that the relationship between Chuck and Patrick is quite bad at the beginning. Chuck must consider that Patrick was a person who proposed the traditional strategy. Building good relationship with Patrick should begin with asking and discussion about the new strategy. This can show the respect to Patrick and it can lead to the good relationship. Using social skills effectively can reduce disagreements and also increase the team performance. How to design build up an effective team? †¢ Design set up a good team Firstly, In order to design a team, Chuck should know the following questions: What is the objectives this team? What features should the individual members of the task team possess? What should the composition of the task team be? What norms do you think the task team should adopt? What is the better size of the team? †¢ Building good team skills Secondly, Chuck should use Hess’s (1987) eight criteria to build team skill and application of the following teambuilding chart: †¢ Select the right team member that fits the organization In the case, Chuck can select appropriate team members to perform different tasks. Use Mackin’s (1994) Team Member Selection Theory to remove unsuitable member. For example, Neil Forsyth who is reluctant to change and have big conflict with Chuck, if there is no other better solution to change Neil’s attitude towards his tasks which Neil might continue damage the team performance, he should be removed from team list. Deitr Poehlmann who is weak in communication and spotty work performance might not suitable to build the high performance team. Although Patrick have drink problem, Chunk should maintain him as a team as he has greater ability in cash management business. As Eldon said, Patrick was great at everything he did. However, there still has conflict between Patrick and Chuck. Patrick did not satisfy that Chuck did not respect the traditional cash management business sufficiently. Using Hess’s (1987) concept where it stated that communicate more and building trust among members can assist to build high performance team. In addition, Chuck should also apply Belbin’s (1981) Team Selection Method by selecting intelligent and experiential high performer as his team member. Such as high achiever Salmon, Morris, Russell and Wilson that already exist in his team, who are highly beneficial to the company. How to reduce conflict between team members? †¢ Apply â€Å"The Bohm-Isaacs Model of Dialog† In order to deal with the conflict, Chuck should use the â€Å"The Bohm-Isaacs Model of Dialog† the get through the conflict. This model provides the strategies to improving the listening, finding the conclusion and differences, and also creating the system of thinking through the group member confronting with conflict. The example of the model (the divergence and dynamics of the conversational path) The Bohm-Isaacs Model of Dialog As it can be seen from the Model above, there are two ways to solve conflict during conversations. If conflict can be reduce, then use skillful conversation analysis, otherwise, has to use â€Å"discussion control† strategy to solve and later debate the problem in order to reach agreement. By using this methodology the conflict might be reduced. And the situation between Chuck and his team members should be better. How to achieve effective leadership? Rupert Eales-White (2003) summaries views of effective leaders as: 1. awareness and self-belief of leadership role 2. focus on – listen, support, provide feedback and coach 3. integrity in decision making 4. share information 5. confident to make mistakes and learn from mistakes 6. direct with coaching 7. delegate authority as well as responsibility As it can be seen from the case, Chuck should apply above criteria in order to be an effective leader. Rupert Eales-White (2003) provides suggestions on how to be an effective leader to build an effective team. Rupert stated that a team leader should: †¢ Trust and believe team-members †¢ Identify the key strengths to do the job and select the person match the company needs †¢ Should have regular meetings to increase communication and staff support †¢ Set up the goal for the team and possible steps to achieve tasks †¢ Develop vision and values and behaviors for employees which will lead to success for the team †¢ Promote feedback Remember the role as a leader According to this case, it is very important for Chuck to develop vision, values and behaviors for his team members to develop the concept on how to success. For example, Chuck can ask all the team members to list all aspects of working in groups that they have dislike and the reasons. Chuck should develop the collective view and causes by discussing with his team members in order to agree on a vision statement, values and behaviors that might improve the team effectives and overcome problems. As it can be seen for the case that, most of the conflicts are arise from the emotions and inappropriate behaviors of the team members. Chuck as a managing director should focus on how to motivate unproductive staff, provide support and improve communication with subordinates in order to build up an effective team and develop his leadership skills. Conclusion Chuck MacKinnon recruited as the Managing Director in Merchant Bank of Canada who facing various problems when starting his positions. Chuck tried to implement a new strategy to increase efficiency but could not obtain sufficient support from his boss and subordinates. This report emphasis that there are various problems occurred within the organization which reflects that Chuck is lack of leadership skills on how to lead his team members to improve performance and achieve organizational goals. Chuck failed to motivate his subordinates and failed to improve his team members’ emotional intelligence to avoid conflicts. This report further analysis various related theories and apply to the case situation, such as effective team building theories, emotional intelligence theories, leadership theories and conflict theories. The report suggested that in order to be an effective leader, he should apply those theories into practices in order to obtain sufficient support from his boss and subordinates for his new strategy. Such as by applying Expectancy Theory and taking employee’s own expectation into account to motivate his subordinates. In addition, Chuck should also apply leadership theories in order to improve his own leadership skills. References A Harvard business review paperback. 2003, Harvard Business Review on leading in turbulent times, Harvard Business School Publishing Corporation, United States of America. Bono, J. E. Judge, T. A. 2003, Self-concordance at work: Toward un

Operation Sea Lion (Invasion of Britain) in WWII

Operation Sea Lion (Invasion of Britain) in WWII Operation Sea Lion was the German plan for the invasion of Britain in  World War II  (1939-1945) and was planned for sometime in late 1940, after the Fall of France. Background With the German victory over Poland in the opening campaigns of World War II, leaders in Berlin commenced planning for fighting in the west against France and Britain. These plans called for the capture of ports along the English Channel followed by efforts to force Britains surrender. How this was to be accomplished quickly became a matter of debate among the German militarys senior leadership.  This saw Grand Admiral Erich Raeder, commander of the Kriegsmarine, and Reichsmarschall Hermann Gà ¶ring of the Luftwaffe both argue against a seaborne invasion and lobby for various types of blockades aimed at crippling the British economy. Conversely, the army leadership advocated for landings in East Anglia, which would see 100,000 men put ashore. Raeder countered this by arguing that it would take a year to assemble the shipping required and that the British Home Fleet would need to be neutralized.  Gà ¶ring continued to argue that such a cross-channel effort could only be made as final act of an already victorious war against Britain. Despite these misgivings, in the summer of 1940, shortly after Germanys stunning conquest of France, Adolf Hitler turned his attention to the possibility of an invasion of Britain. Somewhat surprised that London had rebuffed peace overtures, he issued Directive No. 16 on July 16 which stated, As England, in spite of the hopelessness of her military position, has so far shown herself unwilling to come to any compromise, I have decided to begin to prepare for, and if necessary to carry out, an invasion of England...and if necessary the island will be occupied. For this to succeed, Hitler laid out four conditions that had to be met to ensure success. Similar to those identified by German military planners in late 1939, they included elimination of the Royal Air Force to ensure air superiority, clearing of the English Channel of mines and the laying of German mines, the emplacing of artillery along the English Channel, and preventing the Royal Navy from interfering with the landings. Though pushed by Hitler, neither Raeder or Gà ¶ring actively supported the invasion plan. Having taken serious losses to the surface fleet during the invasion of Norway, Raeder came to actively oppose the effort as the Kriegsmarine lacked the warships to either defeat the Home Fleet or support a crossing of the Channel. German Planning Dubbed Operation Sea Lion, planning moved forward under the guidance of Chief of the General Staff General Fritz Halder. Though Hitler had originally desired to invade on August 16, it was soon realized that this date was unrealistic. Meeting with planners on July 31, Hitler was informed that most desired to postpone the operation until May 1941. As this would remove the political threat of the operation, Hitler refused this request but agreed to push Sea Lion back until September 16. In the early stages, the invasion plan for Sea Lion called for landings on a 200-mile front from Lyme Regis east to Ramsgate. This would have seen Field Marshal Wilhelm Ritter von Leebs Army Group C cross from Cherbourg and land at Lyme Regis while Field Marshal Gerd von Rundstedts Army Group A sailed from Le Havre and the Calais area to land the southeast. Possessing a small and depleted surface fleet, Raeder opposed this broad front approach as he felt it could not be defended from the Royal Navy. As Gà ¶ring began intense attacks against the RAF in August, which developed into the Battle of Britain, Halder vehemently attacked his naval counterpart, feeling that a narrow invasion front would lead to heavy casualties. The Plan Changes Bowing to Raeders arguments, Hitler agreed to narrow the scope of the invasion on August 13 with the westernmost landings to be made at Worthing. As such, only Army Group A would take part in the initial landings. Composed of the 9th and 16th Armies, von Rundstedts command would cross the Channel and establish a front from the Thames Estuary to Portsmouth. Pausing, they would build up their forces before conducting a pincer attack against London. This taken, German forces would advance north to around the 52nd parallel. Hitler assumed that Britain would surrender by the time his troops reached this line. As the invasion plan continued to be in flux, Raeder was plagued by a lack of purpose-built landing craft. To remedy this situation, the Kriegsmarine gathered around 2,400 barges from around Europe. Though a large number, they were still insufficient for the invasion and could only be used in relatively calm seas. As these were gathered in the Channel ports, Raeder continued to be concerned that his naval forces would be insufficient to combat the Royal Navys Home Fleet. To further support the invasion, a myriad of heavy guns were emplaced along the Straits of Dover. British Preparations Aware of German invasion preparations, the British began defensive planning. Though a large number of men were available, much of the British Armys heavy equipment had been lost during the Dunkirk Evacuation. Appointed Commander-in-Chief, Home Forces in late May, General Sir Edmund Ironside was tasked with overseeing the islands defense. Lacking sufficient mobile forces, he elected to construct a system of static defensive lines around southern Britain, which were backed by the heavier General Headquarters Anti-tank Line. These lines were to be supported by a small mobile reserve. Delayed and Cancelled On September 3, with British Spitfires and Hurricanes still controlling the skies over southern Britain, Sea Lion was again postponed, first to September 21 and then, eleven days later, to September 27. On September 15, Gà ¶ring launched massive raids against Britain in an attempt to crush Air Chief Marshal Hugh Dowdings Fighter Command. Defeated, the Luftwaffe took heavy losses. Summoning Gà ¶ring and von Rundstedt on September 17, Hitler indefinitely postponed Operation Sea Lion citing the Luftwaffes failure to obtain air superiority and a general lack of coordination between the branches of the German military. Turning his attention eastward to the Soviet Union and planning for Operation Barbarossa, Hitler never returned to the invasion of Britain and the invasion barges were ultimately dispersed. In the years after the war, many officers and historians have debated whether Operation Sea Lion could have succeeded. Most have concluded that it likely would have failed due to the strength of the Royal Navy and the Kriegsmarines inability to prevent it from interfering with the landings and subsequent re-supply of those troops already ashore. Sources Cruickshank, Dan. â€Å"History - World Wars: The German Threat to Britain in World War Two.†Ã‚  BBC, BBC, 21 June 2011â€Å"Operation Sealion.†Ã‚  History Learning SiteDunkirk evacuation, Operation Sealion and the Battle of Britain.  The Other Side

Skip list Essay Example | Topics and Well Written Essays - 750 words

Skip list - Essay Example It was developed by Professor William Pugh who saw a skip list as an alternative to AVL trees, splay trees, and self-adjusting trees. The idea of skip lists was to make a better sorted linked list. It was easier to perform deletion and insertion operations but hard to locate items. This is because a person would only move along the list using an item at a time. Professor William Pugh saw that if it was possible to skip over a number of items each at a time, then the problem of locating items would be solved. He therefore thought of a hierarchy of linked lists where each stacked on top of one another. According to Anastasio, there are three list data structures that use similar skipping strategy as that of the skip list. One of the list data structures allows any node to skip in a traversal manner. The second list data structures allow any 4th node to skip while the other one allows every 8th node to skip. All the three list data structures consist of a header note that do not have si milar number of forward references. Although each node has a reference to the following node, others have additional references to the next nodes on the same list. However, the find operation algorithm used by the three list data structure is similarly used by the real skip lists (Anastasio). Skip list is an interesting data structure for efficient realization of ordered map ADT. Skip list makes it possible for people to make random choices when arranging entries. During the arrangement the update and search time is usually O (log n) on average. n in this case, is the amount of entries fed in the dictionary. It is important to note that, there is no dependence of the time complexity used, on the keys’ probability distribution in the input. Instead, the time complexity depends on the utilization of a random number generator during implementation of insertion operation. This assists a person in deciding where to locate a new entry. However, there is an

Responding to GASB Requests for Public Comment Essay

Responding to GASB Requests for Public Comment - Essay Example Therefore, it is greatly relevant to release the exposure drafts for public commentary before they get implemented by the government. The major benefit of exposure drafts is primarily to improve financial reporting by state of local government pension plans. This would help improve the effectiveness of the obtainable principles of accounting and fiscal reporting for drafted pensions. When the public are aware of these drafts, it opens a wide room for recommendations for them, thus providing the concerned bodies such as the local government and the respective institutions to make appropriate decisions regarding all the citizens’ opinions (GASB, 2011). This further encourages transparency between the government and the citizens of a nation and its citizens. The benefits of exposure drafts exist in the inter-period equity and the supporting statements of accountability which is highly essential to the government as it facilitates easy cooperation for the implementation of the rel evant policies concerning employees for a particular country (GASB, 2011). This would ease the intensity with which different employees are to be paid considering various logistics involved in the decisions made. Through these measures, new and effective accounting and financial reporting standards would emerge. ... Critical elements of the exposure draft The critical elements of the exposure draft are the key parts of the draft that needs to be looked at by the citizens, especially when they are giving their views and observations. This will help the financial and accounting board in implementing the new standards effectively. First, a defined benefit pension plan should present a statement of a plan net position which includes various information about plan assets, liabilities, deferred outflows and inflows of resources and the net position are considered as per end of the reporting duration (GASB, 2011). The benefit pension plan should also contain a statement of changes in a plan net position that incorporates information such as additions to, deductions from and the net increase or decrease in plan position of the net during that period. The defined pension plan schedule should also be able to show the measurement of the net pension liability of employees. The net pension liability of the e mployee is determined as the total pension liability of the employer measured in conformity to total pension liability, timing and frequency of the measurement, assumptions on selection, project of benefit payments and ac considerate discount rate. When all these aspects are collectively considered then it becomes effective to understand and interpret the financial information presented. Consequently there should an element of the effective date and transition which is effective for financial statements for periods commencing next year thus the plan should encompass a single employer pension plan, plan net pension as per the first fiscal year reporting (GASB, 2011). Therefore, it is should be noted by the board that effective dates address the user’s needs considering the information

Summary of patents and standards Essay Example | Topics and Well Written Essays - 500 words

Summary of patents and standards - Essay Example This invention comprised readable data for a computer, which represents an encoded pixel collection. The collection comprises several pixels organized to form a source graphic symbol of the part geometrically similar to an exclusive attribute of the intended graphic symbol. In addition, it is possible to pixel the target graphic symbol using one or more coded pixel cluster. This is the major assertion that the owner of this patent claim, which is similar to other claims. The main objective of this innovation is to encode graphic symbols founded on both the keyboard printable characters for instance letters and numbers and on other printable graphic symbols. Consequently, this will render the decoding more precise even when the printed symbols are only partly clear. The above assertion explains the first and second feature of the invention. The third feature of the invention, involves a technique for processing a printed document containing the intentioned computer legible graphic sym bols. This method can help in identifying the intentioned graphic symbols. This method serves various functions. First, it has a pixel collection fashioned by vision photographing, which are adequately identifiable even at high resolution.

Ethical Practice in Social Work

Ethical Practice in Social Work The aim of this assignment is to demonstrate links between different codes defining ethical practice, legislation and the requirements of professional conduct. The author will also discuss knowledge of traditional social work values and recent changes in the value base of social work. The relationship of ethical themes and the range of ethical theories will also be considered, concluding with the requirements of professional social work practice. Although social work is a profession laden with contradictions, the primary task within the social work profession is to ensure that the directives and principles enshrined in social work ethics, call on social workers to establish human rights and willingly be able to challenge unjust principles (Allan et al 2009). Moral codes and social structure is recorded as far back as the Ancient Greek Polis era with suppression of civic autonomy. The idea of life of virtue and human fulfilment leading on to the new course in ethics chartered during the Hellenistic era are the most discussed social structures discussed to date, regarding early ethics and values although forms of social structural developments were occurring in Egypt, Mesopotamia, China and India has less recorded by historians (Bryant 1996). Bisman (2004) acknowledges that the core concept of moral concerns drove social works development during the professions formative years. Although Jones (1997) cited in Bisman (2004) (pg: 110) complains that â€Å"the profession has been particularly silent over the past twenty years about the shifting patterns in social wellbeing and disadvantage† and that this silence may be a direct violation of the social work codes of ethics. The emphasis of social change was more evident during the settlement movement and the emphasis was on Toynbees philosophy that there was a need to unite the advocacy of social reform and the inclusion of various classes to ensure society performs those duties (Bisman 2004). Self determination is central to the social workers ethical responsibilities to clients. Hepworth et al (2009) (pg: 60.) predict that â€Å"codes of ethics are the embodiment of a professions values†. Acknowledgment for principals and standards for social workers behaviours are imbedded in the Codes of Ethics circulated by the National Association of Social Workers addressing the range of responsibilities that social workers have as professionals to their clients, colleagues, employers, profession and to society as a whole (Hepworth et al 2008 ). Addams (1902) (pg: 1) â€Å"believed that ‘ethics is but another word for â€Å"righteousness† without which life becomes meaningless†. The United Nations Convention on the Rights of a Child acknowledge that the values vary from country to country and the understanding of values universally are very problematic. However, it is not just the question of different values, but a question of relative power (Heintz 2009). Every Child Matters (2003) contains five outcomes which are being healthy, staying safe, enjoying and achieving, making a positive contribution as well as economic well-being have absorbed the UNCRC Articles into a comprehensible table. This ensures that practitioners are drawn to reflecting the ethical principles and value base when making their decisions regarding client needs. Wilks (2005) highlights that there are two central conceptual strands that account for social work values; these are social work ethics and anti-discriminatory practice. However although these two strands lie together there are conflicts. Strategies have been adopted to bridge the gap in principle by means of social justice or equality. Nash (2000) was also interested in the ethics of the individual self and understanding the power differences. Although seeing everyone as social actors, concerned with interaction through social behaviour can at times be fragmented, unstable, fluid and fast changing. This unpredictability is why it is very important that social workers analyse each individual case thoroughly, reflecting on where and when to employ ethical and value based decisions that will influence positive results. Clarks (2000) cited in Tovey (2007) acknowledges that there are five basic principles that promote ethical practice in social work are: Respect for and promotion of individuals rights to self-determination Promotion of welfare or well-being Equality Disruptive justice Discipline Furthermore, it is important that traditional social work values are employed, but it is also important that consideration for limitations of traditional social work values and how these values change at macro, meso and micro levels of practice. Dominelli 2004(pg: 63) argues that although empowering clients is seen as a way of moving forward, â€Å"it is unable to do more than deal with issues at the micro level of practice in the practitioner-client relationship, and has little impact on structural inequalities, which also need to be ended†. By being involved in transforming the knowledge base and structure of clients current or future situation, the social workers has to rethink the epistemological base on which social work is founded and establish a value base that aims to create a professional culture that can guide particular interventions (Dominelli 2004). Banks (2006) acknowledges that ethical issues are problematic in social work and that the codes of ethics and codes of conduct fail to explicitly address issues faced by those who are regulated by them. Practioner`s find themselves in difficult situations which at times results in ethical dilemmas. It is still imperative to meet the requirements of professional conduct and that the deontological approach creates a logic whereby professionals are duty-bound to follow their ethical code and where ethical practice without guiding principles is inconceivable (Gray 2009 pg: 2). The Scottish Social Services Codes of Practice (SSSC 2005) 2005 are a key step in a system of regulation for social services delivered along with setting standards for practitioners to be accountable for their actions. SSSC (2005) state that there are six codes of practice that social service workers are required to take account of these are: Protect the rights and promote the interests of service Users and carers. Strive to establish and maintain the trust and confidence of Service users and carers. Promote the independence of service users while protecting Them as far as possible from danger or harm. Respect the rights of service users whilst seeking to ensure that their behaviour does not harm themselves or other people. Uphold public trust and confidence in social services. Be accountable for the quality of their work and take responsibility for maintaining and improving their knowledge and skills. Social work has undergone radical changes, in addition, the imperialistic approach has been highly criticised as being stereotyped and culturally preoccupied with the blame culture. Raynor (1984) recognised that there was a difference in accountability, regardless of justification. His findings were that social workers are accountable for their own actions, although social workers were only protecting the weaker party in an imbalance of power. It is important that social workers draw on empirical approaches, although the focus should be on solving problems and narrowing the problematic gap in cultural differences between social worker /client relationship working within a moral rational manner. A postmodern approach in social work has highlighted areas in the welfare state that acknowledge that specific welfare resources are being cut due to rationalisation. Social services need to look at the way economic, social structures and regional injustices in impoverished communities are constructed and adapt to meet their individual needs. Postmodernism argues for the ‘grand or ‘universal social change on which social work was founded, but now ultimately social work must refocus its attentions on exposing global economical inequalities and oppressive gender and ethnicity-based relationships across the globe (Noble 2004). The Kantian philosophy encourages that we should treat others as a being who has choice and desires along with a being is those who are capable of rational thought and self determined actions should have the ability to make decisions and act accordingly to their own choices and desires (Banks 2006). Although deontological and utilitarian approaches tend to dominate social work ethics Lovat and Gray (2008) dispute that within this postmetaphysical age Habermas offers a form of proportionate ethics through the Aristotelian and Thomistic thinking offering a new and practical approach which is particularly appropriate to a modernately post-scientific, postmetaphysical age. Lovat and Gray (2008) (pg: 1101) also recognised within the moderately post-scientific age, although the thinking had a heavy reliance on science they were â€Å"aware of the limitations of science in addressing adequately all of lifes demands and providing all of its answers†. Lovat and Gray (2008) also proposed a new approach to ethical deliberation and judgment that has potential to meet the needs of those seeking greater ontological certainty than science can provide. By implementing a Proportionism approach, which is an ethical and moral approach and holds promise for a more balanced perspective in that social work is both science and art. Overall the proportionist approach is comfortable with the inconsistent position in any ethical dilemma and by applying wisdom, commonsense and probing scientific explanations an ethical decision can be made. â€Å"The value of a proportionist position is best captured when we realise that any ethical decision which runs counter to accepted or popular norms cannot be underestimated in terms of its potential to create tension, fear or recrimination†( Lovat and Gray 2008 pg: 1107). Changing Lives (2006) highlights the ethical and value base by means of four tier approach negotiating a balance between care and control, although the practitioner is under statutory obligation and the nature of the situation is complex the focus should be with avoiding any ethical boundary disputes working in a multi disciplinary approach focusing on the value base work with the client. Pitts (2000) discusses the Federation International des Communautes Educatives 1998 (FICE 1998) describes that a sound ethical practice is of critical importance. A code of ethics establishes good practice and offers guidance to individual workers in difficult situations, along with acting as a template against which to test conduct and target reform of modifications that need to be made. This in turn guides the practitioners to think about best practice and new answers to ethical issues that may arise. Within Getting it Right for Every Child (2006) Big Words and Big Tables section 2.6 Consent/Ethics, ethically empower the child or young person regardless of age to educate and promote the best services available by informing the chid or young person of all resources available. The FICE 1998 is dedicated to promoting the lives and future of children and young people around the world creating and promoting global standards for looked after children, The British Association of Social Workers has a Code of Ethics key principles reinforce what service providers should be doing to meet the needs of children and young people these are: Human Dignity and Worth Respect for human dignity and for individual and cultural diversity Value for every human being, their beliefs, goals, preferences and needs Respect for human rights and self-determination Partnership and empowerment with users of services and with carers Ensuring protection for vulnerable people Social Justice Promoting fair access to resources Equal treatment without prejudice or discrimination Reducing disadvantage and exclusion Challenging the abuse of power Service Helping with personal and social needs Enabling people to develop their potential Contributing to creating a fairer society Integrity Honesty, reliability and confidentiality Competence Maintaining and expanding competence to provide a quality service Harris (1998)(pg: 843) highlights that â€Å"in the new social services departments, social work was to exist, not simply as another branch of local authority administration, but in its own right as a state-mediated, bureau-professional labour process†. Consideration for Biesteks casework principles, individualisation, purposeful expression of feelings, controlled emotional involvement, acceptance, non-judgemental attitude, service user self-determination and confidentiality were the early foundations of principles that have paved the way for influencing present date values in social work (Banks 2006). Tovey (2007) insists that the principles are open to interpretation and practitioners should be aware of the limitations in ethical decision making and the focus on rules and duties influence determining actions in particular situations. The legal framework within the Children (Scotland) Act 1995 (Act 1995) underpins what practitioners are required to do to ensure children and young people are provided for and looked after by parents, guardians or their local authority. The Act 1995 chapter 36 section 19 advises that the plan for services has to take into consideration relevant services to be provided. References Addams, J. 1902. Democracy and Social Ethics. Macmillan: London. Allan, J., Briskman, L., Pease, B. Critical Social Work: Theories and Practices for a Socially Just World. Allen Unwin: NSW. Banks, S. 3rd Ed, 2006. Ethics and Values in Social Work. Palgrave Macmillan: Basingstoke. Bisman, C. 2004 Social Work Values: The Moral Core of the Profession. British Journal of Social Work 2004. 34, 109-123. Bryant, M,J. 1996. Moral Codes and Social Structure in Ancient Greece: A Sociology of Greek Ethics from Homer to Epicureans and Stoics. New York Press: USA. Available on line: Changing Lives: Report of the 21st Century Social Work Review http://www.scotland.gov.uk/Publications/2006/02/02094408/8 [Accessed October 2009]. Available on line: Children (Scotland) Act 1995 http://www.opsi.gov.uk/ACTS/acts1995/ukpga_19950036_en_3#pt2-ch1-pb2-l1g19 [Accessed October 2009]. Dominelli, L. 2004. Social Work: Theory and Practice for a Changing Profession. Polity Press: Cambridge. Available on line:Every Child Matters (2003) http://www.dcsf.gov.uk/everychildmatters/strategy/strategyandgovernance/uncrc/unitednationsconventionontherightsofthechild/ [Accessed October 2009]. Available on line:Getting it Right for Every Child (2006) http://www.scotland.gov.uk/Publications/2005/06/20135608/56098 [Accessed October 2009]. Gray, M. 2009. Moral Sources and Emergent Ethical Theories in Social Work. Brittish Journal of Social Work, September 22, 2009.1-18. Harris, J. 1998. Scientific Managment, Bureau-Professionalism, New Managerialism: The Labour Process of State Social Work. British Journal of Social Work. (1998) 28, 839-862. Heintz, M. 2009. The Anthropology of Moralities. Berghahn Books: United States. Hepworth, H, D., Rooney, H, R., Rooney, D,G., Strom-Gottfried, K., Larsen, J. 2009 8th Ed. Direct Social Work Practice: Theory and Skill. Cengage Learning: Canada. Lovat, T., Gray, M. 2008. Towards a Proportionist Social Work Ethics: A Habermasian Perspective British Journal of Social Work 2008.38, 1100-1114. Raynor, P. 1984. Evaluation with One Eye Closed: The Empiricist Agenda in Social Work Research. British Journal of Social Work 1984. 14, 1-10. Available on line: Pitts, J. 2000. Committee on the Rights of the Child: State Violence Against Children. http://www.crin.org/docs/resources/treaties/crc.25/pitts.pdf [Accessed October 2009]. Noble, C. 2004. Postmodern Thinking: Where is it Taking Social Work? Journal of Social Work. 2004. 4, 289-304. Nash, K. 2000. Readings in Contempory Political Sociology. Blackwell Publishers Ltd: Oxford. Available on line: The British Association of Social Workers has a Code of Ethics http://www.basw.co.uk/Default.aspx?tabid=64 [Accessed October 2009]. Available on line: The Scottish Social Services Codes of Practice 2005 http://www.sssc.uk.com/NR/rdonlyres/3A6C6F84-EB11-4DE2-90FF-5E143610C2B7/0/SSSCCodesofPracticebookletSept09.pdf [Accessed October 2009]. Tovey, W. 2007. The Post-Qualifying Handbook for Social Workers. Jessica Kingsley Publishers: London. Wilks, T. 2005. Social Work and Narrative Ethics. British Journal of Social Work 2005. 35, 1249-1264. Case Study In this assignment the author had to take into consideration any ethical and value based factors before exploring a workable therapeutic intervention that would meet the needs of the client within this case study. The ethical and value based dilemmas that require consideration needed to be put into a logical workable framework. The author then can identify and progressively translate to meet the needs of any ethical issues faced by both practitioner and client. This process needs to be addressed ethically in three different ways; these are the interests, rights and power. The author will then reflect, explain, analysis and use evidence on how to approach and meet the ethical needs of the client. The client will be given a pseudonym to protect and ensure confidentiality and privacy throughout this assignment, consent was also given by the main carers. The boy who will be referred to as Marc is now 12 years of age and has recently been diagnosed with (Attention Deficit Hyperactivity Disorder) ADHD which is now being challenged (Appendix 1). First and foremost, it is vitally important to look at the young person as a whole by using the Getting it Right for Every Child 2006 (GIRFEC 2006) My world Framework approach which is â€Å"underpinned by common values and principles along with shared models, tools and practices that are designed to support work with children and young people† (on line). Although GIRFEC 2006 -Proposal for Action: Analysis of Consultation Responses argue â€Å"is there sufficient emphasis and guidance about the childs involvement and are there sections which need strengthening to ensure that the child or young person is at the heart of the process?† (on line). This statement reinforces the authors need to assess all aspects of the clients wellbeing. This in turn ensures that the author considers all areas of ethical value based concerns before committing to a solution based framework to employ to the service users current situation. By utilising Collingwoods (2005) three-stage theory fr amework provided the author with a workable framework to apply a process that would then develop a flexible and developmental tool, which can then identify any specific ethical and value based issues to inform the authors intervention strategy. Consideration for background information to work ethically with client By using a Proportionism approach and by looking at the applied science model to solve any ethical issues, then by applying an existing body of professional knowledge to make sense of complex and difficult human situations. This generates an understanding of the current situation, develops a structured sequence to practice in a systematic way, then to practice in a thoughtful and professional manner to allow consideration of cultural circumstance of the current ethical dilemmas (Howe 2002). By completing the Collingwood (2005) theory circle, stage two informed the author of the theory to inform/ intervene ethically and stage three helped identify the knowledge, skills and values to work ethically with the client. The author drew on more than one principle based ethical approach. This maximised the wellbeing and minimised harm whilst following core values, principles and codes. Although applying the deontological approach allows the author the ability to create logic and ensures that the author is following ethical codes and principles as there are moral judgments and difficult ethical decisions to be made. Gray (2009) reinforces that practitioners should not undermine the importance of principles and codes. It seems logical to utilise modern workable theory to practice by employing the proportionals approach to explore present situation, consequences and sense of perception on the basis of evidence before the practitioner, using the best means available for forming judgments that springs directly from these means and allows for the end to justify the means (Gray 2009). By applying the Proportionism approach allows the author to build on, manufacture or complement theories, by transcending exi sting theories to provide a new and superior form of working ethically it can only enhance practitioner/ client relationships (Lovat and Gray 2008). The following areas were highlighted as in need of development to address the ethical issues for the client. The author believes that there is an insecure attachment base. Bowlby cited in Butterworth and Harris (1994) argues that insecure attachments contribute to the formation of a neurotic personality as they take the child down a psychologically unhealthy pathway. Developmental stage using Ericsons psychosocial stages where the child should be in the fourth stage of industry versus inferiority, recognising that it is important that the child does not run the risk of developing a sense of inferiority a sense of inadequacy resulting in feeling worthless at this stage (Slee 2002). Leading on to the general effect of the grief, after the mind has suffered an acute paroxysm of grief, and the cause still continues, we fall into a state of low spirits or feel utterly cast down and dejected (on line) (Darwin1872). Intervention It has been long recognised that practitioners have been torn between the utilitarian and the deontologists approach to social work and by breaking free and proceeding on the basis inclusion, open communication, empathy and being impartial is the way forward for practitioners (Houston 2003). â€Å"A valid moral decision is reached when those affected by it endorse it as the preferred way forward. In reaching this agreement participants must accept the consequences of the decision for all concerned and its impact on everyones interests† (Houston 2003 pg: 822). Therapeutic interventions are used in many different situations and the end goals of intervention programs are to inspire people to make the necessary changes to take control of their own lives again (on line) (When are Therapeutic Interventions Recommended?). Consideration for the clients diagnosis as being ADHD is a significant contributing factor to ensuring the best therapeutic model is used to address underlying issues. Controlled longitudinal studies show that by late adolescence and early adulthood, children identified as having ADHD are at risk for a number of mental health problems the most noticeable are anti-social behaviours, cognitive difficulties, poor academic achievement and lower occupational status (on line) ( Thorley 1998). Although diagnose of the clients ADHD is in dispute, ethically the author is at duty to include the probability of ADHD until a conclusive assessment is carried out to confirm or dismiss the first diagnosis when considering play therapy interventions. The British Association of Play Therapists (BAPT) is the foremost professional body that registers Play Therapists and regulates Play Therapy practice in Britain and have codes of practice along with play therapy standards to regulate play therapy and training (on line)(BAPT 2009). â€Å"Play Therapists need to be motivated, concerned and directed towards good ethical practice. They are required to take responsibility to maintain these standards and Play Therapists should always accept responsibility for their professional behavior and actions† (on line) (BAPT 2009). Consideration for Biesteks casework principles, individualisation, purposeful expression of feelings, controlled emotional involvement, acceptance, non-judgemental attitude, service user self-determination and confidentiality were the early foundations of principles that have paved the way for influencing present date values in social work (Banks 2006). The author drew on Biesteks casework principles but found that although Biestek theory focuses on concern of the welfare of the individual it fails to offer satisfactory accounts for relationships. The author has identified that there is a strain on positive relationships, and feels that this is an area that requires prompt development. â€Å"Ethical responsibilities flow from all human relationships, from the personal and familial to the social and professional. Ethical decision making is a process† (Webb 2003 pg: 22). Holland (2009) acknowledges that a key element within ethic of justice is that of individual rights and that this is a very important development for looked after children. The client has be informed and made aware of all aspects of the intervention process before any structured work can take place as the vast amount of therapeutic play therapy relies heavily on parent participation. This alone poses an ethical dilemma as the client is within a residential group setting and relationships between client /staff may be inconsistent. In conclusion to this assignment the author feels that it would benefit all parties if the play therapy was delayed until the new adoptive parents were approved. This would then enrich the relationships between client/ adoptive parents, furthermore they can subsequently build resilience in the new family unit, along with educating the new adoptive parents of the complex history and the future needs of the client. The long term value base and ethical benefits would outweigh any short term quick fix solution; the new adoptive parents require the best tools available to ensure that the new family unit works. References Banks, S. 3rd Ed, 2006. Ethics and Values in Social Work. Palgrave Macmillan: Basingstoke. Butterworth, G., Harris, M. 1994. Principles of Developmental Psychology. Lawrence Erlbaum Associates Ltd: UK. Collingwood, P. 2005. Integrated Theory and Practice: The Three Stage Theory Framework. The Journal of Practice Teaching in Health and Social Work, Volume 6, Number 1, 2005, pp. 6-23(18). Available on line: Darwin, R, C. 1872. The Expression of the Emotions in Man and Animals http://darwin-online.org.uk/content/frameset?itemID=F1142viewtype=textpageseq=1 [ Accessed October 2009]. Available on line: Dr. Thorley, G. 1998. Therapeutic Intervention for Attention Deficit Hyperactivity Disorder http://www.drgeoffthorley.com/ADHD%20article%201998.pdf [Accessed October 2009]. Gray, M. 2009. Moral Sources and Emergent Ethical Theories in Social Work. British Journal of Social Work, September 22, 2009.1-18. Holland, S. Looked After Children and the Ethic of Care. British Journal of Social Work. August 10 2009. 1-17. Houston, S. 2003. Establishing Virtue in Social Work: A Response to McBeth and Webb. British Journal of Social Work (2003) 33, 819-824. Lovat, T., Gray, M. 2008. Towards a Proportionist Social Work Ethics: A Habermasian Perspective. British Journal of Social Work (2008). 38, 1100-1114. Slee, T. P. 2002. 2nd Ed. Child, Adolescent, and Family Development. Cambridge University Press: UK. Available on line: The British Association of Play Therapists http://www.bapt.info/playtherapystandards.htm [Accessed October 2009]. Available on line: When are Therapeutic Interventions Recommended? http://ezinearticles.com/?When-is-Therapeutic-Interventions-Recommended?id=1499263 [Accessed October 2009]. Webb, B, N. 2003. 2nd Ed. Social Work with Children. The Guilford Press: New York. Appendix 1 Accommodated under Sec 25 C(S)Act 95 Marc was born in England. Marcs birth parents were substance users and had a chaotic lifestyle. He was unable to remain permanently in their care and as a result was fostered in a number of placements returning to the care of his parents for short periods and having sporadic contact with them. Marc blames himself for not being able to remain in their care. He was adopted by a couple in Scotland at the age of 5 years. The couple were not able to have their own children. The couple then went on to have a son of their own and since then he has been treated differently. There are no photos of Marc in the house, he does not have a bike (the brother does), he is the family scapegoat and blamed for problems in the parents relationship. Marc has since been diagnosed with ADHD and his diet restricted as a means of attempting to control this. There is some debate by health professionals as to whether the diagnosis is accurate, he is on low dose medication and there has been some reported improvement in his attention levels. Marc also has a developmental delay in self care i.e. knowing how to wash himself, toileting skills. Marc remained with his adoptive parents until last month when his parents asked for him to be removed due to their perception of his behaviour being unacceptable. Marc had stolen sweets. As a result of this Marc has been accom modated in residential home on a temporary basis until a long term family can be identified. Marc believes that stealing the sweets caused the breakdown in the relationship with his adoptive family consequently blaming himself. Recently a family has been identified and the residential unit is planning to undertake a therapeutic intervention in order to prepare Marc to have an understanding of his history and build his self esteem. The prospective adoptive family are in the process of being approved by the fostering and adoption panel.

Persuade to Stop Physical Bullying

Physical Bullying Physical bullying is a serious problem, affecting not only the bully and the victim, but also the other students who witness the bullying. Parents, teachers, and other concerned adults and young people should be aware of what physical bullying is and some of the ways to handle it. There are many types of negative physical interactions that can occur between young people, including fighting, practical jokes, stealing, and sexual harassment. These things are not considered physical bullying unless: * The same victim is targeted repeatedly The bully or bullies intend to hurt, embarrass, or intimidate the victim   * The actions occur in a situation with a real or perceived imbalance of power, such as when the bully is stronger than the victim or has a higher social standing In this context, physical bullying can take many forms: * Hitting * Pushing * Tripping * Slapping * Spitting * Stealing or destroying possessions, including books, clothing, or lunch money Physical bullying may also cross the line into sexual harassment or sexual assault.Physical bullying occurs most often at school, though it can also occur on the way to and from school and after school. Middle school is the age when bullying is most common, with almost all middle school students being affected directly or indirectly by bullying. This is an age where young people want more to fit in with their peers, making some students more likely to bully or condone bullying to fit in, while those who don't fit in stand out more as victims.Bullying can also occur in earlier grades, as well as through high school and even into adulthood. Physical bullying is more likely to occur among males, though females may also be the perpetuators or victims of physical bullying. Bullies may have any number of reasons for bullying others, such as wanting more control over others, and wanting to fit in. Bullies are often physically stronger than their victims and have friends who condone their behavior. Students who bully others, however, often have trouble with self control, following rules, and caring for others, and are at higher risk for problems later in life, such as violence, criminal behavior, or failure in relationships or career. Victims of physical bullying are usually physically weaker than the bullies, and also may be socially marginalized for some reason, including weight, ethnicity, or other characteristics that make it harder for them to fit in. Bullying can have serious consequences for the victim, leading to low self esteem, depression, trouble at school, and sometimes even violent behavior.Some signs that a student may be a victim of physical bullying include: * Coming home from school with bruises, cuts, or other unexplained injuries * Having damaged clothing, books, or possessions * Often â€Å"losing† things that they take to school * Complaining of frequently not feeling well before school or school activities * Skipping certain classes * Wanting to av oid going to school or going to school a certain way, such as taking strange routes home from school or not wanting to ride the bus * Acting sad or depressed Withdrawing from others * Saying they feel picked on * Displaying low self esteem * Mood swings, including anger or sadness * Wanting to run away * Trying to take a weapon to school * Talking about suicide or violence against others If a student is a victim of bullying, show love and support to the child and explain that the bullying is not their fault, and that what the bully is doing is wrong. Talk to the victim to find out when and how the bullying is taking place, then talk to teachers and school administrators about the problem.Bullying should always be taken seriously. Don't encourage the victim to fight back. Often the best way to deal with bullies is to avoid them or react as little as possible. Unfortunately, with physical bullying this is not always possible. Staying with a friend or friends or where adults are superv ising can sometimes help deter the bullying. If the victim is struggling with feelings of depression or anger, seek counseling to help them deal with their emotions. If a student is being a bully, tell them that the behavior is not acceptable.All young people should be taught to respect others and that bullying is not acceptable. Parents should talk to their children often about what goes on at school, including their friends and if they ever see or experience bullying. Parents should encourage their children not to support bullying, even by watching it, and to report it if it's happening. Depending on the situation, the student may be able to stand up to the bully, show support for the victim, or at least walk away from the bullying and report it to an adult.Parents of victims or of bullies can also encourage schools to have stronger anti-bullying measures, like anti-bullying campaigns, careful adult supervision of students, zero-tolerance policies, and counseling for students invo lved in bullying. Sources: SAMHSA Family Guide, â€Å"Bullying Affects All Middle School Kids† [online] Nemours, TeensHealth, â€Å"Dealing with Bullying† [online] Consortium to Prevent School Violence, â€Å"Fact Sheet #2: Bullying Prevention† [online] HealthNewsDigest. com, â€Å"Know the Signs of Physical Bullying† [online]