The Five Factor Personality Test Essay - 1082 Words

1. I have taken the initiative to, as the textbook suggested, go online to http://www.personalitytest.org.uk/ and take the five-factor personality test. The assessment scored my personality as follows: Extraversion – (21) relatively low Agreeableness – (16) relatively low Conscientiousness – (36) about average Neuroticism – (16) relatively low Openness – (29) relatively high The website clarifies that, â€Å"†¦ relatively low means your score was in the bottom 30%, relatively high in the top 30%, and about average somewhere in the middle.† It is also notable to add that the website encouraged that discretion should be used when reviewing one’s results. Furthermore, it was explained that instead of â€Å"concentrating on particular scores† one should try to â€Å"interpret†¦results on the basis of the overall pattern.† Generally, what I have derived from my test results is that I have a cynical attitude, as put forwarded by my low agreeableness and extroversion score. I do not get along well with most people since I am highly critical of the incompetence of others and also maintain a healthy amount of suspicion of strangers’ intentions. I also attest that my asocial behaviors do not emerge from personal insecurities or negative opinions I hold against myself. Considering my low score in neuroticism, I can reason that I am a calm and collected, arguably inexpressive, individual. I think this is because I do not believe my feelings are valued by others who I do not know, so I seeShow MoreRelatedThe Five Factor Personality Test949 Words   |  4 PagesThe purpose of the Five Factor Personality Test is to reveal what my personality is like through the feedback at the end, given in 5 small paragraphs, breaking down what each factor means. This also reveals how my interaction with people is like and how I am emotionally and mentally. The test will give me an idea how I am actually like and comparing my scores with other people to see how different everyone is to each other. The 1st Factor is Extraversion (AKA Surgency) and the score I received forRead MoreFive Factor Personality Test Scores775 Words   |  4 PagesFive Factor Personality Test Scores I was excited to take The Five Factor Personality Test, since I have taken it before and would like to see if there were any significant changes within my personality traits. After finding my results, it concluded no significant change. My extraversion score was a 42, which is relatively high. My agreeableness score was a high of 33. My conscientiousness score was 35, which is an average score. My neuroticism score was a 30 and my openness score was a 29, bothRead MoreThe Five Factor Model Of A Personality Test1621 Words   |  7 PagesFive Factor Model Individuals are often confronted with situations in which they only have very little information about the persons they have to interact with; to handle such situations, have been shown to spontaneously form first impressions in an extremely fast manner (Walker Vetter, 2016, p. 609). Personality allows an individual to obtain a specific amount of information about the person as a whole. Within this paper, one will discuss each trait originated under the five factor modelRead MoreFive Factor Model Of Personality Test Essay784 Words   |  4 PagesFive Factor Model of Personality Test Everyone we meet in life will have a different personality. Understanding personality traits can be useful for counselors. Counselors can use personality assessments to learn what influences a person’s development. I took Buchanan’s personality test to discover my personality style. Buchanan’s quiz uses the Five Factor Model of Personality Test (FFPT). Buchanan’s questionnaire covered topics of extraversion, agreeableness, conscientiousness, neuroticism, andRead MoreThe Keirsey Temperament Sorter And The Big Five Personality Test1200 Words   |  5 Pages Personality is defined as the unique way in which each individual thinks, acts, and feels throughout life (Ciccarelli, 2014). Numerous individuals are curious in regards to their actions and how their mind works, thus leading companies to create personality tests, in order to provide individuals with some perspective on their personality. While individuals can take personality tests for leisure, personality tests are often utilized in situations such as job interviews, diagnosing mental disordersRead MoreThe Literacy And Understanding Of The Inuit Children1492 Words   |  6 PagesThe hypotheses will be to test whether d ifferent personalities can be or cannot be observed in a group of pre-teens from the Inuit children from northern Canada who will be fluent in the Inuktitut language. The questionnaire will be prepared based on the level of literacy and understanding of the Inuit children. The SPSS software will be used to assess the Big Five (Five Factor Model) Personality Factors (Costa McCrae, 1995). The questionnaires will be translated in the Inuit language and willRead MoreStrengths And Weaknesses Of A Team1198 Words   |  5 PagesTeam Personality Traits Personalities can vary in groups of people from different areas of the country. University of Phoenix Learning Team B reflects similar personalities in which may not be a common aspect in most team environments. The Learn team B truthfully assessed the Big Five Personality test to understand strengths and weaknesses within the team. However, each member has displayed a high regard for team goals and participation. According to each team member the results of the test wouldRead MoreDispositional, Evolutionary And Evolutionary Theory1283 Words   |  6 Pagesattempt to clarify the structures that influence personality, for example dispositional, and Evolutionary theory. This paper will discuss the differences that are among dispositional and evolutionary personality theories, as well as, strengths and limitations of dispositional and evolutionary and biological personality theories their bearing on human behavior. Furthermore, the Big Five personality test and what technique is used t o study personality. Difference Facets relating Dispositional, andRead MoreThe Big Five Personality Constructs1654 Words   |  7 PagesPersonality theories, or models, are metaphors for describing something which is intrinsically indescribable, the human personality. Currently, one of the most popular approaches among psychologists for studying personality theory is the Five-Factor Model (FFM) or Big Five dimensions of personality. This essay will explore the Big Five personality constructs and seek to explain how useful they are to understanding how people are likely to perform in a work situation. In conclusion, this essayRead MoreThe Big Five Personality Traits Essay1617 Words   |  7 PagesIntroduction: The â€Å"Big Five personality traits† is also called as the FFM or five factor model which is a model formed on general language descriptors of personality. These descriptors are formed jointly utilizing a statistical method known as factor analysis which is stated as this model is not formed on the tests/experiments†. This broadly observed hypothesis recommended 5 wide dimensions, utilized by few psychologists to explain the psyche the personality of the human. These 5 elements are explained

The Theory of Evolusion Revised Essay - 614 Words

There is a monkey in your family tree. Whether that is fact or theory, and the difference, Stephen Jay Gould explains in, â€Å"Evolution as Fact and Theory†, which appeared in the May 1981 issue of Discover Magazine. Mr. Gould was described by the New York Times as, â€Å"one of the most influential evolutionary biologists of the 20th century† (Yoon). He wants to show how the creationists have built their argument against evolution on sand, and the evolutionist’s argument built on solid rock, as any paleontologist would prefer. It is a war of words, where their meaning, use and misuse, determine on which side you stand. His argument is not perfect, but using lack of perfection as evidence of evolution, he makes the case quite convincingly. It is†¦show more content†¦In contrast, Gould logically lays out three facts to buttress his evolution stance. He states, â€Å"†¦ we have abundant, direct, observational evidence of evolution in action, from bo th the field and the laboratory† (440). The other two: the imperfection of nature, and transitions in the fossil record, â€Å"†¦rest upon inference†, which is then explained to the reader (441). Up to this point, Gould’s argument follows the path of logic, reason, and objectivity. However, as he picks apart the creationists argument, he ratchets up his emotions a notch or two. He readily confesses, â€Å"If I should sound sharp or bitter, indeed I am – for I have become a major target of these practices† (442). Justified or not, he seems to take personally, criticism of the theory, â€Å"punctuated equilibrium†, which he and colleague Niles Eldredge developed. The tone is angry, but he uses direct quotes from his opponents to show how he has been misquoted and his message twisted, which infuriates him. Duane Gish wrote, â€Å"†¦according to Gould, a reptile laid an egg from which the first bird, feathers and all, was produced†, which is just one example (443). The author manages largely, to reign in his anger, and he sounds almost conciliatory when admitting to the arrogance of the scientific community. Claiming to be mainly saddened by the sometimes-bitter feud with creationists, the impression is of someone who is tired. Tired of fighting a

Evaluation of Canon’s Strategies Free Essays

string(72) " the inability of the organization to effectively execute its strategy\." Evaluation of Canon’ Strategies The first part of this investigation involves an evaluation of the strategies used by Canon and the key factors for success. In order to being this review, it is first necessary to consider how the company has performed in recent years. Table 1 provided below provides an overall review of the organization’s performance in recent years. We will write a custom essay sample on Evaluation of Canon’s Strategies or any similar topic only for you Order Now The data clearly suggests that Canon has made notable progress toward developing market share, revenues and profitability. In addition to reducing its debt to asset ratio in 2008, the organization also increased its stockholder equity to assert ratio. Table 1: Key Performance Indicators for Canon, 2004-2008 [pic] Data courtesy of: http://www. canon. com/ir/annual/2008/report2008. pdf Other indicators of Canon’s success are provided in Figures 1 and 2 below. These illustrations provide a review of net sales and ROE/ROA for 2003-2007. Figure 1: Net Sales for CanonFigure 2: ROE/ROA for Canon Data courtesy of: http://www. canon. com/ir/annual/2007/report2007. pdf With the realization that Canon has performed so well in recent years, it is pertinent to consider the specific areas which have promulgated success for the organization. A crucial review of the case information provided on the organization suggests that there are a number of pertinent strategy elements which have been pertinent to the success of the organization. In particular the organization has worked to develop a mission and vision which it has incorporated on all levels of its operations. The development of a guiding mission for the organization is essential for success (Henry 2007). Missions provide the foundation for the development of actionable processes which can be used for moving the organization toward specific goals (Johnson, Scholes Whittington, 2008). In addition to developing a mission and vision which provided the organization with a directive for action, Canon also developed a firm strategy focused on attainable goals for operations. Specifically, the organization set the specific goal of obtaining 30 percent of the world market by the 1980s. Research regarding the current state of achieving this objective suggests that even though Canon has not been able to maintain a 30 percent market share in the industry, it has overcome competitor Xerox to become second only to Hewlett Packard. Figure 3 below provides a review of global market share for companies competing in Canon’s industry. Figure 3: Global Market Share for Canon and Competitors [pic] (Data courtesy of â€Å"Office electronics industry profile,† 2008, p. 12) The focus on a specific goal for the organization has clearly had an impact on outcomes for operations. By using this specific goal for development, Canon has been able to set clear, measurable objectives which can be evaluated by the organization to determine outcomes. Setting measurable goals is an important component of developing a strategic plan for the organization (Huang, 2009). Measurable goals are viewed as essential to the successful implementation of a strategic plan which provides significant results for the ongoing development of the organization. Another issue which appears to have had notable implications for the successful development of Canon is the use of specific core competencies to ensure the outcomes of operations. In addition to developing a strategic plan which provided clear and measurable objectives, the organization delineated specific core competencies which it has been able to optimize in order to coordinate its strategic objective and achieve its goals. A review of what has been noted regarding the use of core competencies suggests that core competencies can provide the organization with the ability to focus development in particular areas (Zook, 2007). This process, in turn, sets the stage for the development of management practice and shapes how the organization approaches the market and its competitors. Collis and Montgomery (2008) provide a more integral review of core competencies noting the importance of review intended core competencies in the context of the external environment in which an organization competes. As reported by these authors, organizations need to consider the external environment and competitors in developing core competencies. While it is evident that core competencies must meet the internal demands and capabilities of the organization, Collis and Montgomery assert that improper alignment of core competencies in light of competitors and the larger industry in which the organization operates will result in failure of core competencies to be effective. In developing its core competencies, Canon appears to have taken these issues into consideration. The specific outcomes in this area are witnessed by the fact that in the 1970s, Xerox held a majority market share, which it has subsequently lost to Canon. In the 1970s, Canon recognized that the formula for success being used by Xerox was not the same formula which it wanted to pursue in the development of its organization. In this context, Canon chose to pursue a different pathway for competitive development; one which enabled the company to synthesize its internal capabilities with the market environment to create a unique competitive advantage against its largest rival. Because of this process of developing particular core competencies for operations, Canon was able to maximize its internal capabilities and use this as a strategic advantage in the marketplace. In summarizing the overall approach used by Canon to develop its strategic plan and subsequent management processes, it seems reasonable to argue that Canon did more than just place words on paper to establish a foundation for the organization. Rather, the organization developed a comprehensive plan for vision, strategy and development which were implemented on every level of the organization’s operations. In addition to delineating the larger objectives for the organization, Canon developed all of the intermediate steps that would be needed to achieve these objectives. In doing so, the organization aligned all of its activities toward the achievement of the organization’s overall strategy. The development of strategy in this manner is commensurate with what scholars note about the strategic planning and management processes. Kaplan and Norton (2008) assert that the strategy planning and development processes for the organization often end in failure because of the inability of the organization to effectively execute its strategy. You read "Evaluation of Canon’s Strategies" in category "Essay examples" Further, these authors assert that strategy failure is common because of implementation problems which manifest as organizations attempt to make critical connections between strategy objectives and specific outcomes which will be achieved to ensure that objectives are reached. Placing this information into the case of Canon, it becomes evident that these issues did not arise. Rather than struggling to implement, the organization developed to tools and resources needed to effectively ensure that it built a foundation which would enable success. It is this specific process which has enabled the success of Cannon. When strategy development is formulated as more than just specific words on paper the end result is the development of a strategic plan which provides concrete action steps for the organization to take. With these action steps in place, the organization is better poised to control the development of the strategic plan and its implementation (Neilson, Martin Powers, 2008). This element of control in the strategic planning process has been noted to be an important contributor to the success of strategic implementation. When control is established in the strategic planning process, the organization is able to dictate the specific changes which will occur and respond to outcomes in a manner that is commensurate with the capabilities of the company and responsive to the specific external environment which will impact the outcomes of operations. What Other Companies Can Learn With a basic review of the success of Canon in the development of its strategy provided, it is now possible to consider what, if anything, can be learned by other companies from this case. In examining the development and outcomes of Canon, it becomes evident that the specific protocols and practices which have been used by the organization to achieve success should not be mimicked by other companies. Even though Canon has been quite successful in its efforts to develop its products and services, the reality is that other companies cannot expect to use the same formula for success and to achieve the same outcomes achieved by Canon. Other companies have attempted to use this approach in the past—i. . Circuit City, K-Mart, etc. Even though mimicking another organization may provide some benefits in the short-term, the reality is that the outcomes achieved will not provide an organization with a long-term foundation for development. Even though companies examining the case of Canon may not be able to use the same specific tactics employed by the organization, Canon did employ a number of general models for strategic planning and development which could be considere d by other organizations. In particular, the development of core competencies for operations is an important tool which other companies could consider for success. An examination of models for the development of core competencies in the organization suggests that companies need to begin with a core strategy for the development of their operations. Once this core strategy has been delineated, it is then possible to articulate specific areas of organizational development by attaching them directly to the core strategy. Figure 4 on the following page provides a generic model of how core competency development for the organization has been conceptualized in for translation of core competencies into organizational practice. The application of this model to the development of core competency planning for the organization would serve as the foundation for the development of the basic ideas which could then be used for the further development of the organization. Based on the specific core competencies decided upon by the organization, a formal strategic plan for organizational development could be implemented. This plan would need to reflect the development of measurable goals to ensure the overall success of achieving core competencies. Figure 4: Generic Model for Core Competency Planning [pic] Image courtesy of: http://www. ulv. edu/cbpm/business/img/mba_exp_graphic. jpg Once the core competencies for the organization have been delineated, it will then be possible for companies to consider the development of a strategic plan. Examining the specific steps used by Canon, it becomes evident that solid advice for planning and development in this area are provided in the case. In addition to developing a driving vision and mission, the organization also implemented critical success factors which enabled the organization to formulate goals. The goals were codified in the context of action steps which provided a concrete foundation for the organization to achieve success. All of these issues were supported by the core competencies established by the organization. Figure 4 below provides a review of this process and demonstrates how other organizations could effectively adopt this process to generate success in their strategic planning and management processes. Figure 5: General Strategic Planning Processes [pic] Figure courtesy of: http://www. bottomlineresultsonline. com/images/uploads/StrategicPlan-Graphic_t humb. jpg In the end, the most pertinent lessons that organizations can learn from the Canon case are those related to the development and execution of strategy. Although Canon’s success is due in part to the specific choices that it made, the development and implementation of strategy on every level of the organization’s operations clearly had implications for the success of the company. Other organizations seeking to capitalize on this success should consider the development of core competencies, the evolution of an integrated strategic plan and the development of clearly defined goals for execution which can be measured to ensure progress and outcomes. By following these basic processes, other organizations should be able to create notable success in strategic planning and development. Reference List Canon Annual Report (2007). Canon. Accessed April 19, 2009 at: http://www. canon. om/ir/annual/2007/report2007. pdf. Canon Annual Report (2008). Canon. Accessed April 19, 2009 at: http://www. canon. com/ir/annual/2008/report2008. pdf. Collis, D. J. , Montgomery, C. A. (2008). Competing on resources. Harvard Business Review, 86(7/8), 140-150. Henry, A. (2007). Understanding Strategic Management. Oxford: Oxford University Press. Huang, H. C. (2009). Design a knowledge-based system for strategic planning: A balanced scorecard perspective. Expert Systems with Applications , 36(1), 209-218. Johnson, G. Scholes, K. , Whittington, R. (2005). Exploring Corporate Strategy. Upper Saddle River, NJ: Prentice Hall. Kaplan, R. S. , Norton, P. (2008). Mastering the management system. Harvard Business Review, 86(1), 62-77. Neilson, G. L. , Martin, K. L. , Powers, E. (2008). The secrets to successful strategy execution. Harvard Business Review, 86(6), 60-70. Office electronics industry profile: Global. (2009, March). Datamonitor, 1-32. Zook, C. (2007). Finding your next core business. Harvard Business Review, 85(4), 66-75. How to cite Evaluation of Canon’s Strategies, Essay examples

Presently Finding Himself In A Situation †Myassignmenthelp.Com

Question: Discuss About The Presently Finding Himself In A Situation? Answer: Introduction The manager of TripleA Company is presently finding himself in a situation where he is unable to develop a growth strategy for his company. He is facing many difficulties in running the company smoothly and this is mainly due to a particular issue that he has noticed regarding the working attitude of his employees. He is of the opinion that if the situation is not handled and the problems are not redressed, then the company might just go into liquidation in the coming years. Now, the main issue in any research design is the issue of problem identification. Similarly in the case of TripleA Company, the basic problem lies in the proper identification of the cause of the working attitude problem among the employees. There might be many reasons due to which the company employees do not wear the right attitude to work, namely, issues in management, unsuitable work environment, poor promotion or incentive strategies, etc. The task at hand, or in other words, the main objective of this paper is to design a research methodology whereby the main causes behind the working attitude problem of the employees can be identified and the areas where the company can improve so as to enhance the engagement and the performance of the employees can be highlighted or brought to the notice of the top management of the company. Another thing to note is that the working attitude of the employees might look like the real issue to the manager on the face of it. But in reality the problem that the company is facing whereby the overall performance of the employees and with it the performance of the company is failing, might lie elsewhere. So the main objectives of the research design are the following: To identify the causes due to which the company performance is being hampered. To identify the level or area at which the problem is arising. To highlight the areas in which the company management is going wrong and the improvements that can be made by the company to enhance employee engagement and performance. To provide an easy and feasible solution to the problems that will be established from the results of the data analysis. It is a common observation that employees who are dissatisfied with their job, be it for any reason, end up having an undesirable attitude or a negative behavior that can result in the employees underperformance and can hamper the profitability of the company (Meyer, 1997). The study is conducted to ascertain the right method whereby the manager can address the issue at hand. The main objective is to devise the right strategy, the right plan so as to choose the correct method of sampling and the right instrument of data collection which can pin point to the main cause of underperformance and bad working attitude of the employees. Sampling Design Now, since we are dealing with a company that is facing different problems, as stated earlier, first we need to identify the basic areas of problem. In order to do that, we have to devise a sampling method whereby all the different levels of hierarchy in the organization are properly represented so as to study the different levels of management and see wherein the problem lies. The issue might be in the way the top level management works, the middle management works, the bottom management, or a mix or the above. It might be due to lack of communication or trust between the different levels of authority. The flexibility that an employee enjoys in his/her work is found to have a direct effect on their job performance (Richardson, 2014). For this purpose, the right sampling method is the method of Stratified Sampling. Now, stratified sampling is used as a sampling method for populations that do not consist of homogeneous units. In such cases, the population is divided into sub-populations that are more-or-less homogeneous. These sub-populations are known as strata. Then from each stratum, selections are made that form the sample. This type of sampling ensures more accurate estimates where heterogeneous populations are involved (Kothari, 2004). For the purpose of our research, we differentiate between the different stratums based on the level of management that the employee belongs to in order to capture the relationship between the different hierarchies. This sort of stratification will help in making the sample much more representative of the whole company workers. Also, based on these stratums, different issues can be targeted which are more relevant in their own level of management. For example, the communication between the top level management, the directors and managers of the company and the bottom level management, the new recruits or the helping staff might be almost negligible. The higher authorities might be unaware of the distress among the employees. The new recruits and the trainees might be dissatisfied with the work environment or maybe their mentors attitude towards them. There might be problems of different kind all of which together impede the profit making capacity of the company. (Miller, 2014). Theref ore, studying all the different groups is very important in getting an overall picture of what is really going wrong in the company. And this is made possible only with stratified sampling as the method of sampling design. The sample size depends on the workforce of the company. But whatever be the workforce, at least 50% of the workforce should comprise the sample. Since we are talking about a companys performance here and the issue is really crucial since the manager fears the possibility of liquidation in the coming years, we should try to keep the sample size as large as possible and include the opinion of most in order to get more precise estimates and results. For example, lets say TripleA has 3000 employees. These employees are divided according to their levels in the following way: Top level management 50 Middle level management 1000 Bottom level management 1750 Helping staff - 200 So the sampling can be done by considering the different categories as different stratums. And from each of these stratums, we take a certain proportion that forms the sample. Let the proportion be 50. Then from each stratum we take the following numbers: Top level management 25 Middle level management 500 Bottom level management 875 Helping staff 100 So we get a sample of 25 + 500 + 875 + 100 = 1500. If the proportion was taken as 25, then we would get the following numbers: Top level management 13 (rounding off) Middle level management 250 Bottom level management 437 Helping staff 50 So then the sample size would be 13 + 250 + 437 + 50 = 750 Depending on the situation at hand, you might choose different sample sizes. Given, the issue at hand is one of working attitude; a large sample size is more useful. Therefore one should choose a sample which represents the whole workforce proportionally and has a sample size half the size of the population size. Instrument of data collection Data collection is the next step and a very important component of research. The main goal of collecting data is to gather information on certain issues that form the crux of the research study. Based on this information, the data is analyzed and results are drawn. There are many instruments or tools for data collection. Building questionnaires, holding interviews, or simple observation and reading can all be considered as different tools whereby data can be collected for research. Any instrument should been chosen based on how reliable it is as a tool of data collection and how valid it is in providing accurate estimates. For the case at hand, questionnaire seems like an appropriate tool for data collection. There are mainly two forms of questionnaires, structured and unstructured. Structured questionnaires are the restricted ones with a closed form. They are said to be structured in the sense they provide the respondent with questions and a multiple choice for the answers and the r espondent is to check that item which is closest to his/her opinion. Unstructured questionnaires are the open ended type of questionnaires in which the respondents have the liberty to express their opinion and answer in their own words. For the case of the TripleA Company, using structured questionnaire is the most appropriate tool of data collection. Following are the reasons that other tools are not appropriate for the case at hand: Interview: Holding face to face interviews for a large sample size is very time consuming. Also, responses might be biased when questions are asked face to face. In order to capture genuine response, such a method might not always be a good idea. Observation: It will be highly unlikely to get any result out of just observing the situation in the company affairs. A structured questionnaire will be able to bring out the main problem areas among the employees. Knowing their opinion about the company management, the benefits and the incentives provided by the company, and their level of job satisfaction will go a long way in addressing the work attitude problem among them and enhancing their proficiency and productivity. The questionnaire should consist of at least 50 questions on the overall experience of the employees. In this case, a detailed survey is required and so a minimum of 60 questions based on different themes should be framed. After preparing the questions, the questionnaire should be reviewed by a trustworthy and reliable source. An expert opinion should be taken in order to test for the effectiveness and the appropriateness of the survey. The next step should be to conduct a pre-test of the instrument where the sample questionnaire is given to potential respondents so as to improve the quality of the survey, to do away with the errors and the improper wordings and make all the necessary changes based on the opinion of the ones on whom the pre-test is done. Survey Method Sincewe are using a structured questionnaire which allows the respondents to give their opinion in a predetermined construction, it allows for the responses to be converted into statistical data that can be used for proper data analysis. The task at hand is therefore to undertake a quantitative research using survey questionnaire. The selected participants that comprise the sample can be made to take the survey, a questionnaire that includes questions on different themes. The survey will help the manager of the company to focus on the immediate needs of the company and will throw light on the areas for improvement. The questions should be structured in such a way that their answer can be used to draw information on the employees attitude towards work, their assessment of their own performance, their commitment to the company goals, the level of flexibility they have in their work, the overall work environment, the kind of relationship and trust they enjoy with their peers and their s eniors and the level of independence in decision making that they possess and the effect that has on their efforts in work, etc. The main themes that should definitely be featured in the questionnaire are as follows: The work environment/ corporate culture of the company Job satisfaction/ benefits and incentives The stress level of work The work-life balance Training and teamwork Flexibility at work, opportunity for self-improvement and self- development Employee relations Management structure, hierarchy and transparency Pay/Rewards/Recognition Human Resource Communication There are different ways or different scales that can be used to measure and report the responses of the respondents. Based on the question posed, one may use different measures like the measure of agreement or the measure of satisfaction for measuring the response of the participants. Using a 5 point Likert scale is most appropriate in this case. An example of a question using the measure of agreement and a 5 point Likert scale is: Do the managers involve you in the decisions affecting your work? Strongly Disagree Disagree 3. Neutral 4. Agree 5. Strongly Agree Similarly, a measure of satisfaction can also be used depending on the type of question posed and its structure. An example of a question using the measure of satisfaction and a 5 point Likert scale is: Are you happy with the level of efficiency shown by your team members? Very Dissatisfied Dissatisfied 3. Neutral 4. Satisfied 5. Very Satisfied Along with the survey question, there should be a list of items on which general comments can be taken from the participants of the survey. The items should mainly concentrate on the following: Areas that the company feels more efforts can be taken for improvement New initiates that the company has taken for the benefit of its customers or employees and would like an opinion of the employees on the same New initiatives that the company can take for the benefit of the employee While making the survey questions it should be kept in mind that the company has people from different backgrounds who are working at different levels. So, there is a need to have few common questions for all the employees and a section of questions that are particular to the level of post held by the employee. For example, the question given in an above example, as to whether the managers involve the employees in the decisions affecting their work is not appropriate for the top level managers but the employees working under the managers in any project. Similarly the question as to whether the employee is satisfied with the level of efficiency shown by the team members is not meant for the unskilled helping staff. But the question as to whether the employee is happy with the work environment applies to employees of all levels. So a note should be made on the same and separate questionnaires should be made for the employees of different levels. Data Analysis Once the survey is conducted and the participants fill in their responses, the scores got from the Likert scale can be used to conduct statistical tests and data analysis. We can use Microsoft Excel to tabulate the information got from the survey. All the responses got from the employees can be put in a structured format in the excel file. Then you can import the (.xls or .xlsx) file into the software package SPSS for conducting statistical analysis. Once imported to SPSS, we will have a database having the number of variables equal to the number of questions plus two (for the ID of the employee and the gender of the employee). The different tools or methods that can be used for data analysis in this case are as follows: Descriptive Statistics Simple relative frequency tables / Contingency tables Inferential Statistics Hypothesis testing using t-test and ANOVA Regression Analysis Descriptive Statistics The data got from the survey is mainly ordinal data. And hence, the first thing that should be done is create simple relative frequency tables or contingency tables for each of the questions posed or you might just choose the important questions. Based on the frequency tables, we will get an idea of the relative frequency of the different scores on the scale. For example, lets say there were 500 respondents to the question, The Human Resource staff is approachable and responsive when I need any kind of assistance and they responded to the question in the following way: Strongly disagree (1) Disagree (2) Neutral (3) Agree (4) Strongly Agree (5) 42 106 72 41 39 14% 35.33% 24% 13.66% 13% So, we can conclude that 14% of the employee respondents strongly disagree, 35.55% of the employee respondents disagree, 24% of the employee respondents is neutral, 13.66% of the employee respondents agree and 13% of the employee respondents strongly agree to the fact that the Human Resource staff is accessible, approachable and responsive to the needs of the employees. These numbers are random and have been used just for the sake of providing an example. But these percentages give just an overall picture but for more detailed analysis we have to move on to inferential statistics next. In order to make a visual comparison we can use bar graphs. Bar graphs provide an easy way of checking the height of the scores, which basically means seeing the percentage of people choosing different score as their response. Since, the questionnaire was designed to collect ordinal data, using summary measures like mean, median, mode, range and standard deviation will not be an appropriate method for running proper analysis of the data. SPSS commands: Analyze = Descriptive Statistics = Frequencies Graphs = Chart Builder = Bar = Simple bar chart Inferential Statistics In order to draw more meaningful insights and extend the analysis beyond the simple summary measures, we have to use inferential statistics. Inferential Statistics is just a means of inferring information about the population from the sample data at hand. Inferential statistics mainly involves the General Linear Model, which is a family of statistical tests involving the t-test, Analysis of Variance (ANOVA), Analysis of Covariance (ANCOVA), regression analysis and others. We can run many hypothesis tests using the above statistical models in order to draw better insights from the data collected from the survey responses. Now, there are different types of t-tests, each used for a different purpose. These are as follows: One Sample t-test: It is generally used to test whether the population mean is equal to a target value. Now, different hypothesis can be framed for using the one sample t-test. Few examples have been listed below. Null Hypothesis: The average job satisfaction level score is equal to 4 (where 4 = satisfied). Alternate Hypothesis: The average job satisfaction level score is not equal to 4 (where 4 = satisfied). Null Hypothesis: The average agreement score regarding team spirit among the employees is equal to 4 (where 4 = agree) Alternate Hypothesis: The average agreement score regarding team spirit among the employees is not equal to 4 (where 4 = agree) Two Sample t-tests: This type of test is used to test whether the difference between the means of two independent populations is equal to a target value. Few examples are given below. Null Hypothesis: The average job satisfaction level is the same between the male and the female employees Alternate Hypothesis: The average job satisfaction level is not the same between the male and the female employees Null Hypothesis: The average work-life balance satisfaction score is the same between the male and the female employees Alternate Hypothesis: The average work-life balance satisfaction score is not the same between the male and the female employees Paired t test: This type of t-test is used to test whether the mean of the differences between paired or dependent observations is equal to a target value. An example is given below. Now, paired t test is useful when you try to find out the effect of some measure taken on a given population. For example, you want to measure the effect of a drug for cholesterol maybe. So you test the difference in the mean cholesterol level before and after the drug use for the same population. So in the case of the TripleA Company, what can be done is the survey can be conducted twice with a time interval of a month, where within the month, based n the conclusions drawn from the reports on the survey results, few measures are taken to address the problems being faced by the employees and improvements are made in some distress areas. Based on these two survey reports, we can try to see whether there has been a change in the working attitude of the employees. Null Hypothesis: There has been a significant change in the attitude towards work of the employees before and after the new measures. Alternate Hypothesis: There has been no significant change in the attitude towards work of the employees before and after the new measures. SPSS Commands: Analyze = Compare Means = One sample t-test Analyze = Compare Means = Independent samples t-test Analyze = Compare Means = Paired samples t-test Analysis of Variance (ANOVA) ANOVA is used as a statistical model in order to capture variations among and between groups. If you want to check whether there is any difference in the average satisfaction levels between the employees of different levels, then ANOVA is the appropriate method. Null Hypothesis: The mean level of satisfaction or agreement is the same for all the groups Alternate Hypothesis: The mean level of satisfaction or agreement is not the same for all the groups You can test for the difference in the mean scores or the mean responses across the different groups for any of the relevant questions that are deemed to be important. SPSS Command: Analyze = Compare Means = One way ANOV Regression Analysis In case you want to test for causation, then regression analysis is a form of inferential statistical tool that can come of great help. If you want to see whether two or more items on the questionnaire are linked and whether one causes the other, using the method of simple linear regression can help answer all your questions. For example, if you want to know whether the level of satisfaction with the pay or incentives program offered to the employee has an effect on the work engagement of the employee, you can test for such causation using regression analysis. Our main objective of this study is to identify the reasons or the causes for the inappropriate working attitude among the employees. In order to do that, we can take the results found from the above tests that are run, on what are the key areas of dissatisfaction and try to see whether those factors have an overall effect on the work commitment, the work performance and the work engagement of the employee. You can also test fo r multi-colinearity in the model, whereby you can find out whether two factors are correlated to each other. Looking at correlation between the different variables can also help in finding out the underlying problem. SPSS Command: Analyze = Regression = Linear All the above analyses are done using the software, SPSS which provides a very convenient way of running t-tests, ANOVA tests and also regression analysis. After running these series of tests, you can draw meaningful insights from the responses collected and form a proper report on the survey data. The report will then help in trying to find out wherein lies the real problem with the employee and what are the ways the performance of the employees and with it that of the company can be improved, so as to avoid the impending liquidation. Summary Now, we summarize the whole study to see the research design that has been proposed in a nutshell. We shall go over the things point wise. Problem Statement: The problem being faced by the manager of TripleA Company was with its employees. Things were not running smoothly in the company and he feared that the company would be liquidated soon. The manager felt that the issue lied in the working attitude of the employees and wanted to address the same. Objective of Study: Now, the objective of the study as stated earlier is to chalk out a research design for the manager so that he can address the above issue regarding his company. So, the main motive is to identify the problem areas of the company and the issues being faced by the employees so that once the problems can be looked into and a solution can be provided, the overall performance of the company will improve. Sampling Design: The method of sampling chosen for running this research was the stratified sampling method. The reason for choosing this method of sampling is because the company employees form a heterogeneous group with people coming from different backgrounds, holding different positions and working at different levels in the company hierarchy. Instrument for Data Collection: The tool chosen the purpose of data collection is questionnaire. It is the appropriate tool for the kind of research at hand. Depending on the quality of the questionnaire, a lot of important information can be collected from the employees which in turn can help pin point to the underlying problems of the company which is hampering its performance. Research Method: The method that can be used for conducting research for this particular case study is survey. Survey is a very popular and convenient way data is collected and the responses got from the survey are a good means of doing research in any field. Data Analysis: For the purpose of data analysis, both descriptive statistics and inferential statistics have been used. In the case of descriptive statistics, we have confined to simple relative frequency tables and bar graphs to get an overall picture of the data collected from the responses. When moving on to the inferential statistics portion, different statistical models like the t-tests, one-way ANOVA, linear regression model can be used. Few things should always be kept in mind while conducting a survey. These are: The problem areas that are highlighted from the survey response should be acted upon by the senior managers. The language of the questionnaire should be simple, clear and precise. No technical and fancy jargon should be used unless really necessary. The anonymity of the participants should be ensured in order to get genuine responses. The questionnaire should be pilot tested. Instructions regarding the questionnaire should be clearly communicated to the participants. The survey can be conducted for a second time in order to see whether attitudes change among the employees in the way of change in responses. References Ahmad, H., Ahmad, K., Syah, I. (2010). Relationship between job satisfaction, job performance attitude towards work and organizational commitment. European Journal of Social Sciences , 18 (2), 257-267. Dawn, L. (2010, November 2). Handling Employee "Attitude" Problems| A Step-by-Step Guide. Retrieved from toolbox.com: https://hr.toolbox.com/blogs/business-fitness/handling-employee-attitude-problems-a-stepbystep-guide-42263 Employee Survey Checklist . (2017). Retrieved August 7, 2017, from hr-survey.com: https://www.hr-survey.com/employeesurveychecklist.htm Miller, H. S. (2014). 10 Best Practices for Enhanced Employee Engagement. Retrieved August 7, 2017, from millergroup.com: https://www.millergroup.com/wp-content/uploads/2014/09/The-10-Best-Practices-for-Enhanced-Employee-Engagement.pdf Richardson, F. W. (2014). Enhancing Strategies to Improve Workplace Performance. Retrieved August 6, 2017, from scholarworks.waldenu.edu: https://scholarworks.waldenu.edu/cgi/viewcontent.cgi?Article=1105context=dissertations Susanty, A., Miradipta, R., Jie, F. (2013). Analysis of the effect of attitude toward works, organizational commitment and job satisfaction on employee's job performance. European Journal of Business and Social Sciences , 1 (10), 15-24. Mowday, R., Porter, L., Steers, R. (1979). The Measurement of organizational commitment. Journal of Vocational Behavior, 14 (2), 224-247. Kothari, C. (2004). Research Methodology: Methods and Techniques. Retrieved August 7, 2017, from modares.ac.ir: https://www.modares.ac.ir/uploads/Agr.Oth.Lib.17.pdf Meyer, J. P., Allen, N. J. (1988). Links between work experience and organizational commitment during the first year of employment: A longitudinal analysis. Journal of Occupational Psychology, 61(3), 195-209. Meyer, J.P. Allen, N.J. (1997). Commitment in the workplace. Thousand Oaks, CA: Sage Publications. Riketta, M. (2009). The causal relation between job attitudes and performance: A meta-analysis of panel studies. Journal of Applied Psychology, 93 (2), 47

Why did the police in 1888 never catch Jack the Ripper free essay sample

In the autumn of 1888, an air of mystery and terror cloaked and surrounded the city of London. An unidentified murderer who had given himself the name Jack the Ripper was loose on the streets of the east end, killing and mutilating innocent women whilst the police seemed helpless, unable to catch the killer. But why was Jack the Ripper never caught? In this essay I will investigate the reasons why the infamous murderer was never caught, including how the press interfered, how the area itself prevented the police from finding out who Jack the Ripper was and argue that the main cause was the police themselves. Interference from the press is one example of how the police’s investigation was hindered, the Whitechapel murderers caused a massive amount of press coverage across the country, the police soon became suspicious and wary due to the idea of the articles alerting suspects of their lines of inquiry. We will write a custom essay sample on Why did the police in 1888 never catch Jack the Ripper or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Journalists would even go so far as to follow detectives, hoping for information to be revealed. Furthermore, they would make up false leads and suspects and publish them which would prevent the investigation from moving forward. As well is this, there is a theory that the famous ‘Dear Boss’ letter, said to be written by Jack the Ripper himself, was actually a hoax written by the press to generate more interest in the story. This would most definitely obstruct the police’s investigation and therefore would prevent Jack the Ripper from being caught. The press would have helped Jack the Ripper indirectly, with every new lead they published and suspect they claimed to be the murderer, the true Jack the Ripper’s identity would get further and further away from the police’s grasp. If the letter was genuine, there is evidence within the letter to suggest that Jack the Ripper was not actually a doctor, a lead which the police looked into thoroughly â€Å"I saved some of the proper red stuff in a ginger beer bottle over the last job to write with but it went thick like glue and I can’t use it. † Meaning the murderer did not even know about blood coagulation, this meant that the police may have wasted a lot of their time on a false lead. Not only did the press hinder the police investigation, but the actual area in which the murders took place could help Jack the Ripper get away from the police. Whitechapel at the time was practically a maze, especially at night; twists and turns with dark alleys, making escape from murder scenes much easier, Whitechapel wasn’t just hard to navigate through- the only source of light would be the occasional flickering lamp. Combine this with a dense fog and it would have been practically impossible, not just to catch Jack the Ripper at the scene of the crime, but to actually see him. â€Å"The sights and signs are an apocalypse of evil† This line was written by a reporter working for the Weekly Herald who visited Whitechapel at the time of the murders, he also described Whitechapel as â€Å"a network of narrow, dark, and crooked lanes, every one apparently containing some headquarters of infamy†. These quotes offer a view of Whitechapel that can help you to understand how Jack the Ripper could escape from crime scenes so easily as well as move around the area without being detected by the police. Furthermore, it would have been very difficult to get around the area quickly when there was a murder, there were no tram lines so they would have to get there by foot, this lessened the chance of them catching Jack the Ripper at the scene of the murder or where there had been sightings. The methods that Jack the Ripper used to kill his victims can also be seen as a reason to why he was never caught. His victims themselves seem to be completely random and opportunistic; this would have made sure that his next victim would remain a mystery. Jack the Ripper evidently knew what he was doing, this is shown in the way he cut their throats, in such a direction that the blood would not go onto his clothing, another reason why it looks as if Jack the Ripper had medical knowledge was because of how he removed his victim’s organs. There was no evidence that could be traced back to the murderer and there seemed to be no motive other than killing prostitutes, this meant that the victims would not be linked in any way to Jack the Ripper. With every victim Jack the Ripper killed, the violence escalated. What started with a simple cut across their throat ended with an extremely gruesome murder in which Mary Jane Kelly’s body was mutilated completely. This was the last canonical Ripper murder. One significant issue that contributed to the police’s inability to catch Jack the Ripper was the vast amount of witnesses providing contradictory details on suspects, on top of the actual amount of suspects themselves. According to casebook. org, over five hundred people have been seen as suspects by numerous theorists , despite the lack of evidence backing up the majority of them. Witnesses of the Whitechapel murders who claim to have seen Jack the Ripper gave such a diverse range of possibilities that it was impossible to create a single suspect profile. In addition to this, Jack the Ripper theorist, Nicole Ward, suggests that â€Å"The majority of the population of Whitechapel had issues with alcohol†, inferring that the witnesses were often unreliable, and therefore the few statements that have been obtainable are not necessarily accurate in their description. This hamper the police’s ability to catch Jack the Ripper . Throughout the police force in 1888 there was a lack of experience of this kind of killer. Even now, although the police have much better technology, serial killers can still be extremely hard to be caught, this is because of their motives, Jack the Ripper has been labelled by many experts as a hedonistic type of serial killer, meaning a serial killer who seeks thrill and who gets pleasure from killing. This means that they would not be able to predict who Jack the Ripper would target next because it is very unlikely he even knew his victims beforehand. In addition to this, there were not very many detectives that had been trained to carry out investigations on such a large scale, they needed to question thousands of witnesses and suspects, many of which were lying. Add this factor to how many leads the police had to follow and you can see how much work the police would have had to do. Also, the attitude towards the police from the public themselves was not a positive one. At the time, the police used force against those in Whitechapel so the majority of the residents were against the police and therefore were unhelpful. Another reason as to why the public did not cooperate as well as they could have was because of the lack of reward for information, you can understand why the police did this as they would not want to receive false information that would waste their time. Thus they relied on the public to provide information because they wanted to help them and not just so they would get a reward. Unfortunately, in 1888, the most advanced part of forensic science was analysing footprints which were situated at the scene of the crime. There was no blood or DNA analysis which definitely would have been significant with regards to one of the only physical pieces of evidence-the leather apron; this is a drastic difference to nowadays where it is possible to identify someone by a strand of hair. In addition to this, a large amount of the original evidence has been lost over the years despite the fact there wasn’t that much evidence to begin with, as Jack the Ripper left little evidence of his crimes. At the time, for the police to catch the criminal, they had to catch them in the act of doing a crime, get them to confess or have an accomplice report them. None of these things happened in this case, so because of how basic the police’s methods were, with very little technology to help them, it meant that they were very unlikely to catch Jack the Ripper in the first place, especially since it is very unlikely Jack the Ripper had an accomplice. Not only is the lack of forensic evidence a reason why the police were not able to catch Jack the Ripper but the police’s actual methods can also be blamed. The police’s lines of questioning were very narrow, only asking those who lived in the immediate area and excluding the fact that many residents of Whitechapel moved around and out of the area. They also only questioned certain groups of people because of the idea that the murderer must have medical or anatomical knowledge to murder the way in which they did. â€Å"No mere slaughterer of animals could have carried out this operation. It must have been from someone accustomed to the post-mortem room. † This quote from a coroner which talked to the Pall Mall Gazette about the Whitechapel murders was published on the 27th September 1888, it was a statement the police did not take into account and this was probably not the only statement they ignored. If they had paid attention to some of the witnesses it could have saved them a lot of time and might have helped them catch Jack the Ripper. In conclusion, there are many reasons as to why Jack the Ripper was never caught. One of these would be the press and how they interfered with the case. Another example would be how the area of Whitechapel assisted Jack the Ripper with his murders. What’s more, witness statements completely disagreed with each other and therefore prevented an accurate suspect profile from being created. There was a large quantity of people suspected to be Jack the Ripper. Additionally, the public’s negative attitude towards the police meant they would not be cooperative. Lack of technology, DNA and forensic analysis also hindered the investigation and meant they would only be able to catch Jack the Ripper if they caught him at the scene or he confessed. Individually each of these reasons can be seen as a case as to why the police never caught Jack the Ripper however it is only by looking at all of the reasons that we can get the bigger picture. The strongest argument why Jack the Ripper was never caught is the police’s methods and how they went about the case.

Paperboard Market Global Industry Analysis, Size, Share, Growth, Trends And Forecast, 2013 2019 Essays

Paperboard Market Global Industry Analysis, Size, Share, Growth, Trends And Forecast, 2013 2019 Essays Paperboard Market Global Industry Analysis, Size, Share, Growth, Trends And Forecast, 2013 2019 Essay Paperboard Market Global Industry Analysis, Size, Share, Growth, Trends And Forecast, 2013 2019 Essay Paperboard Market Global Industry Analysis, Size, Share, Growth, Trends And Forecast, 2013 2019 Paperboard is a thick paper based material which is much thicker than paper. Paperboard can be single or multi-ply. It is light in weight and can be easily cut and formed. Cardboard is the generic name for paperboard. It is used for packaging and graphic printing such as book, postcards and magazine covers among others. Paperboards are used for packaging of baked goods, dry fruits, and confectionaries among others. In addition, it is used in creating sculptures. There are various types of paperboards such as folding boxboard, chipboard, kraftboard, white lined chipboard and binder’s board among others.Visit Complete Report Here: marketresearchreports.biz/analysis-details/paperboard-market-global-industry-analysis-size-share-growth-trends-and-forecast-2013-2019 Fibrous material such as wood or recycled waste paper is converted into pulp and then it is chemic ally processed by bleaching. It is then coated for improved visual appearance. The demand for paperboard in packaging is expected to grow exponentially in the next few years as paper made from wood-fiber is fully biodegradable in the environment. Paperboard is often used as an outer web in laminations to give body to a package. There are different types of papers used for packaging such as handmade paper and kraft paper among others. These different types of paperboards are used for packaging of baked goods, dry fruits, and confectionaries among others. Growing population in developing countries such as India and China, demand for packaged food and increasing awareness of environmental issues is expected to boost the paperboard in packaging in the next few years. Increasing consumer demand for biodegradable packaging material due to rising awareness regarding ecology conservation is expected to boost the demand for paperboard over the next six years. In addition, paperboard has been

Exam 1 Assignment Example | Topics and Well Written Essays - 250 words

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South East Asian Financial Crisis Essay Example | Topics and Well Written Essays - 3500 words

South East Asian Financial Crisis - Essay Example Its primary function was to develop economic growth, social progress and cultural development. National resilience refers to all aspects of nation building - social, cultural, economic, ideological and political. It deals with security of nation emerging from the strength of national building. The member countries are ready to neglect short term losses in favor of long term achievements and friendships. ASEAN practice non-interference. It does not mean that the countries are indifferent to one another or close their eyes on member countries. The countries refrain from criticizing the other countries but support them in all their needs. In some ASEAN countries economic development has been given preference over income distribution and employment creation. This has resulted in poverty and income disparities existing along with economic growth. The creation of ASEAN was politically motivated. Its initial objective was to promote harmony among member nations as most of the nations were under security threat. Economic integration was the next priority. ASEAN Free Trade Area was to be formed in 2003 comprising all the 10 South East Asian countries. AFTA was earlier established in 1992 as a political and economic entity. The objective of ASEAN Standing Committee (ASC) is to ensure peace in the region and live in harmony respecting the geographic and historical boundary. (Hank, Lim (2005), Regional trade agreements and conflict: the case of Southeast Asia, available at, http://www.idrc.ca/en/ev-132673-201-1-DO_TOPIC.html ) The countries thought that free trade would benefit their economy. It was decided that zero tariffs should be the ultimate goal of AFTA. Originally, only Singapore was in favor of a free zone. Obviously, because, unlike other countries, it is without natural resources and is an export based entrepot economy. The motive behind the formation of AFTA was to attract foreign investments. But AFTA started running into problems right from the beginning itself. That is because some countries were more interested in protecting their domestic industries. AFTA has been considered as a developmental form of regionalism unlike open regionalism which is for globalization. In fact it is between open regionalism and resistance regionalism which tries to protect industries from globalization. However it is closer to open regionalism. Though almost all the countries were in favor of a free zone, at least some of them were against their home industries with high economic status being put at risk. For e xample, rice in Indonesia, Philippines and Malaysia and sugar in Indonesia and Philippines. Automobile industry is bound to suffer because of lack of tariff protection. Singapore is likely to suffer because of the unwillingness of ASEAN countries to accept AFTA. Singapore backs up not only APEC but also WTO. Creation of growth triangular natural economic territories also establishes security of economy. Apart from that they ensure political stability and friendliness between nations. It is being pointed that some of the members of the triangles were bitter enemies in the past. ASEAN has been successful in reducing conflicts among its member nations. AFTA went a step further by going for lower tariffs, which would boost intra regional trade and cement better relationship among

MGT302 - Org. Behavior and Teamwork SLP Essay Example | Topics and Well Written Essays - 500 words

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Impact of Leadership Development in Healthcare

Impact of Leadership Development in Healthcare A crucial factor dominating health organisations in NSW, Australia and the world has been identified as patient safety and quality of care. Literature indicates that in order to achieve these objectives, there is need for effective clinical leadership to occur. This essay will discuss and analyse the impact of leadership development, with a focus on transformational leadership and related matters, on both the individual and health care. To understand how and why leadership in health care emerged as a necessity to avoid failure in health care, it is important to consider the Garling Report (2008) and the Mid Staffordshire Report (2013), of which both provided a multitude of recommendations for NSW and British public hospitals, following an inquiry into their systems after a number of high profile incidents which brought into question patient safety and quality of care. Garling SC (2008) and Francis QC (2013) both identified that in order to overcome these endemic issues, it is necessary to make a widespread cultural change within the public hospital system and as part of that process, it is imperative to engage frontline clinicians in ongoing leadership education and training. Garling SC (2008) also indicated the need to reform and redesign traditional leadership models in order to improve the delivery of health care, which is increasingly reliant on effective clinical leadership at all levels. Focus should be on creating an inter-disciplinary team approach to patient care, which according to evidence, produces the greatest possible outcomes (Garling SC 2008). This aims to continuously provide the best level of patient-based care and patient safety. Having considered why effective leadership emerged as a necessity, it is important to review the concept of leadership. It is an interactive relationship between the leader and followers (Kouzes and Posner 2012). For a culture shift towards a patient based care model to occur, leaders must effectively define, communicate and guide the vision for the organisation in order to ensure engagement at all levels Frampton et al. (as cited in Cliff 2012, p381). Effective leadership is vital for inspiring, engaging and motivating others to achieve greatness. Govier and Nash (2009), highlight that is through having a shared vision that moves people towards achieving the necessary common goal of providing safe and high quality health care, that leadership can occur at all levels. Covey 2006 (as cited in Govier and Nash 2009), indicated that in order to increase the effectiveness of management, leadership needs to come first. This therefore indicates the need for management and frontline clinicians to work together to tackle the many challenges that exist within health care. Furthermore, this is indicated by Vaill 1996 (as cited in Govier and Nash 2009) who argued that there is always a need for management in order to effectively run everyday procedures, however successful handling of the constant changes and instability, begins with effective leadership. As Kouzes and Posner (2012) suggest, to achieve this success, effective leaders must employ their Five Practices of Exemplary Leadership, including; Model the Way, Inspire a Shared Vision, Challenge the Process, Enable Others to Act and Encourage the Heart. This incorporates leading by example, inspiring others through shared desires, making changes through risk taking and challenging oneself, whilst promoting an environment where team work, mutual respect and trust is exercised and where successes are celebrated. Personal experience suggests that through the variety of courses and workshops now offered via NSW health, the necessary ongoing education in leadership is occurring. As Health Workforce Australia (2013, p.4) prominently state ‘capable leadership, governance, and management are cornerstones of successful efforts to improve the quality of lives and to achieve the maximum impact from health investments’. Having worked the past three years within a team leader role in Occupational Therapy, continuous education has enabled successful running of a strong, caring, hard-working, energetic team, whose primary focus is on patient care and safety. After all, these are the core values of Occupational Therapy practice. Literature supports the ongoing education of leaders, as Kouzes and Posner (2012) state, leadership is a skill set obtainable by anyone. This is also consistent with Health Workforce Australia (2013) who highlights in their LEADS framework, that in order for successful improvement to occur and endure the ever-changing health care system, specific knowledge and skills are required to become an effective leader. As Covey 2006 (as cited in Govier and Nash 2009) emphasised, by employing a solid foundation of core values, incorporating trust, contribution, dignity, empowerment and growth, the ability to react and adjust appropriately to these changes is possible. Garling SC (2012) emphasises that by creating individual clinical leaders throughout the health care system, patient safety and quality health care will be continuously achieved. It is through the reflection, ongoing development and improvement of one’s self, that enables this leadership to begin occur (Kousez and Posner 2012; Health Workforce Australia 2013). Health Workforce Australia (2013) have created a model which encompasses the concepts of the transformational leadership theory whereby, once self-awareness and personal development is achieved, individual leaders within the organisation are able to engage others by sharing values, communicating openly and honestly, supporting other team members in growing and developing to continue to strengthen as a department, team and organisation. From here, leaders will work closely with colleagues and patients to ascertain, guide and set achievable goals that realise the shared vision. They will continue to evaluate outcomes, cele brating successes along the way. An environment fostering the awareness and need for positive changes will be promoted and encouraged, this in turn will continue to inspire others to achieve positive outcomes and best possible care for patients. The results of a study by Wylie and Gallagher (2009) around transformational leadership behaviours in allied health professionals revealed that one of the most significant influences on self-reported leadership behaviours is that of leadership training. Those who received training within the leadership area were able to score a significantly higher aggregated transformational leadership score, compared with those allied health professionals who had not. These results correspond with the findings of Kouzes and Posner (as cited in Wylie and Gallagher 2009), found that transformational leadership and self-awareness are more evident those who received leadership training. To best rise to the challenge and meet the recommendations of both inquiries, there is the need for implementation of not only leadership, but more specifically transformational leadership. This because, although over time there have been many other leadership theories, they have generally concentrated on what an effective leader is, rather than how to effectively lead (Armandi et al. 2003). Transformational leadership embodies the principles that are able to combat the instability and constantly changing environment in hospitals. Research by Halter and Bass (as cited in Armandi et al. 2003, p. 1079) and Weberg (2010), indicated that when transformational leadership is implemented within the health care setting, there is a positive impact on staff retention, job satisfaction, loyalty, burnout rates and overall staff well-being. From experience, this positive impact results in safer, improved patient care. This is supported in the article by Govier and Nash (2009), who reported that in large organisations such hospitals, there are increased levels of pressure on frontline staff to produce quality work and outcomes. If this occurs, stress levels and reduced performance also occurs and this leads to the potential harm of those being cared for. If leaders empower frontline clinicians and place ownership of care in their hands, then health care can be transformed from the bottom up, rather than top down, therefore meeting the recommendation of Garling SC (2008). Having previously worked closely with a manager and mentor, who embodied transformational leadership principles, had open, honest communication, trust and respect for all staff, this enabled both personal and professional growth, as well as positive development as a clinician and leader. As the article by Rolfe (2011) indicates, transformational leadership is a cyclical process whereby leaders empower their followers, which in turn fosters the growth and development of these followers into leaders themselves. Having experienced this first hand, it is safe to say that this enabled better leadership of the inpatient Occupational Therapy team, empowering and inspiring them to achieve positive improvements in patient care. Stepping into a team leader role three years ago was an enormous challenge. After gaining insight into recent times and history of the Occupational Therapy department, it was clear that instability, uncertainty and low morale had taken over. There had been a multitude of changes both within the hospital and wider organisation as well as within the department itself. Facing the challenge head on was the only way to make significant improvements. By closely building relationships with the individual team members and gaining an understanding into their driving forces, trust and mutual respect began to emerge. Through the implementation of a weekly inpatient team meeting, a structured environment was created to facilitate open communication and allow the discussion of complex cases and individual issues together in order to increase knowledge and solve problems as a team. This further instilled a sense of trust and confidence by showing commitment to self and the organisation, demonstrating strong open, honest communication skills and being supportive with a mentorship approach, with the main purpose of ensuring best possible care for patients. As Kouzes and Posner (2012) state that when a relationship is built on mutual respect and confidence, the greatest of difficulties can be overcome and a lasting impact remains. This is supported in the article by Govier and Nash (2009), who emphasise the importance of being a proactive leader, by solving problems with a positive approach, rather than reporting problems whilst others resolve them. They go on to say that leadership is then seen as a choice rather than a position and will therefore be focussed on ensuring that things get done in a positive way, therefore enhancing patient care. Based on experience with clinical supervision with junior staff, the traits of transformational leadership are also carried out. Regular supervision sessions with staff have enabled growth within the leadership area as well. It has enabled ongoing education and knowledge to be imparted on staff through discussion of their practices on the ward, with attention to solving complex issues and cases. Through the method of asking reflective, open-ended questions, it has empowered the team to review their own values and performance, which has resulted in an increase in staff engagement and a stronger sense of purpose, as a direct result of a leader investing in them. Evidence supports this, for instance Porter-O’Grady and Malloch (as cited in Weberg 2010 p. 246), report that transformational leaders are not only inspiring, however also assist their staff or followers to solve problems by assisting them to be aware of issues and develop the necessary means to overcome their difficulti es. Transformational leadership looks at the relationship between the leader and followers and states that when followers are able to have input into a team or organisational vision, there is an increase in their sense of value and hence this relationship is improved (Rolfe 2011, p. 55). From personal experience as a trained Essentials of Care facilitator, this is accurate. The process involved being trained in working with frontline staff to make the necessary changes to improve patient-based care. Through working closely with multi-disciplinary staff to review their personal and professional values, a shared values statement emerged. It is through this shared value and vision, that staff became empowered to start making frontline changes to improve patient care. Daft (as cited in Rolfe 2011, p. 55) stated that when staff feel empowered and have a sense of purpose, then the workplace environment becomes more positive, with increased motivation and job satisfaction. This then has a direc t impact on quality of patient-based care. From personal experience, being the representative for Occupational Therapy on the hospital falls advisory committee has demonstrated such leadership characteristics as leading by example and being a role model for other members of the department. This committee focusses directly on patient care and is comprised of a multi-disciplinary team who guide and lead the hospital in falls prevention best practice. It is through teamwork and shared leadership and expertise that successes are generated (Ward as cited in Rolfe 2011, p. 56). In summary, it can be seen that in order to achieve and maintain best possible patient-based care and safety, leadership must be developed throughout all areas of health care, focussing on frontline clinicians. It is through ongoing investment in training and education in the field of leadership that this can be accomplished. Through learning and practicing transformational leadership, staff at all levels are empowered, motivated and inspired to provide the best possible care for patients. This in turn has a positive impact, which affects individual staff, teams and organisations within health care and as a result, the quality of patient care. REFERENCE LIST Armandi, B, Oppedisano, J, Sherman, H 2003, ‘Leadership theory and practice: a â€Å"case† in point’, Management Decision, vol. 41, pp. 1076-1088. Cliff, B 2012, ‘Patient-Centered Care: The role of healthcare leadership’, Journal of Healthcare Management Nov/Dec, p. 381-383. Garling SC, P 2008, Final Report of the special commission of inquiry: Acute care services in NSW public hospitals, Overview, prepared for State of NSW, through the special commission of inquiry, NSW. Govier, I Nash, S 2009, ‘Examining transformational approaches to effective leadership in healthcare settings’, Nursing Times, vol. 105, no. 18, viewed 29 March 2014, http://www.nursingtimes.net Health Workforce Australia 2013, Health LEADS Australia: the Australian health leadership framework, Health Workforce Australia, Adelaide, SA. Kouzes, JM Posner, BZ 2012, The leadership challenge: how to make extraordinary things happen in organisations, 5th edn, Jossey-Bass, San Fransisco, CA. Rolfe, P 2011, ‘Transformational Leadership Theory: What every leader needs to know’, Nurse Leader, April, p. 54-57, viewed 29 March 2014, http://www.nurseleader.com Weberg, D 2010, ‘Transformational leadership and staff retention: An evidence review with implications for healthcare systems’, Nursing Administration Quarterly, vol. 34, pp. 246-258. Wylie, DA Gallagher, HL 2009, ‘Transformational leadership behaviors in allied health professionals’, Journal of Allied Health, vol. 38, no. 2, pp. 65-73. Frances QC, R 2013, ‘Mid Staffordshire NHS Foundation Trust Public Inquiry Report: Executive Summary’, Crown, The Stationery Office Limited, UK.

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All students come across difficulties in their studies. In other words all students have weaknesses regarding certain study skills. These weaknesses have a negative effect on the students and may make the life of the student miserable by causing him or her to not succeed in a subject or his or her course. Knowing how to improve these skills will help the student to turn his or her weaknesses into strengths. Motivation is my most problematic and pressing weakness. The first time that I was aware of my weakness with motivation was in high school; I only got motivated to study when there was a little amount of time before the exam or the due date for an assignment. This weakness has affected me negatively and because of it I got low grades in my tests and assignments. This weakness also prevents me from being able to plan effectively. The reason I think I have a low motivation to study is because of the many distractions in my life, like video games. I enjoy playing them for long periods of time. I also watch shows and hang out with friends. However I think that the real actual reason why I am not motivated to study is that I am not interested in my studies, or, in other words I do not find the things they are teaching us interesting. My second weakness is a lack of focus. The first time that I became aware of this weakness was soon after I noticed my low motivation. I am only able to focus for a small amount time, for example if a class lasts for two hours I can only focus for one hour, or in other words, I can generally focus for only half the duration of a class. This weakness also has affected me negatively as I can’t understand some parts from the teacher’s speech about the topic so my... ...to do things. I should be aware of my time, the place it really goes to. Sometimes when I find it hard to fit in everything that I want to do and there are things that are more important than others. I should identify my priorities and set due dates for it. I should be precise and comprehensive when it comes to managing my time. I should prepare a detailed diary/planner. I should put plan notes in places that I would remember them easily. I should carry out my plans according to a schedule. I should think of things that will disrupt my plans. I should experiment with saving time or managing my time, so that I will know what works and save time for the things I priorities. I should check if I am sticking to my plan. If not, I should make some changes to my plan to make it more realistic, or think of what I can do to so that I will not mess up my plan (Cottrell: 2013)