Paralysis in Dubliners Essay -- Literacy Analysis

In his letters, Joyce himself has said that Dubliners was meant â€Å"to betray the soul of that hemiplegia or paralysis which many consider a city† (55). The paralysis he was talking about is the paralysis of action. The characters in Dubliners exemplify paralysis of action in their inability to escape their lives. In another of Joyce’s writings, A Portrait of the Artist as a Young Man, Joyce writes of Ireland: â€Å"When the soul of a man is born in this country there are nets flung at it to hold it back from flight. You talk to me of nationality, language, religion. I shall try to fly by those nets† (Joyce 238). The characters of Dubliners face similar nets that prevent them from escaping their lives. Unfortunately, their attempts to â€Å"fly by those nets† are not always present; the characters often do not try to break out of their lives (as in â€Å"Clay†). In the case that they do attempt to break their paralysis, the characters typically fail, or at least such is the case for the time before and during the story that the reader observes. The causes of this persistent paralysis vary between the characters: some are paralyzed by lack of motivation or fear, others by familial or other bonds; by religion, addictions, by simple lack of resources, or misconceptions or misinterpretations of events or words. Most all of the characters in the stories covered in class share fear or lack of will as the cause for their being paralyzed in their lives. To give an example, Chandler from â€Å"A Little Cloud† wants to break free of his dull life to become a writer and explore the world. However, he lacks confidence in himself. â€Å"Shyness had always held him back,† in all aspects of his life, from reading poetry to his wife to enter... ...ple no matter what city they are in. But as Joyce shows us, the possibility is there to break out of the mold; to create a meaningful life from a once dull existence. Works Cited Brendle, Mark. "Paralysis and Epiphany in Dubliners." Web log post. Unabashedly Bookish. Barnes & Noble, 14 Oct. 2010. Web. 22 Apr. 2012. Fairhall, James. â€Å"Joyce's DUBLINERS.† Explicator 43.2 (1985): 28. Academic Search Premier. Web. 22 Apr. 2012. Joyce, James. A Portrait of the Artist as a Young Man. New York, B.W. Huebsch, 1922. Print. Joyce, James. Dubliners. Ed. Margot Norris. New York: W.W. Norton, 2006. Print. Joyce, James. Letters of James Joyce. Ed. Stuart Gilbert. New York: Viking, 1957. Print. Rice, Thomas Jackson. "Paradigm Lost: `Grace' And The Arrangement Of Dubliners." Studies In Short Fiction 32.3 (1995): 405. Academic Search Premier. Web. 22 Apr. 2012. Paralysis in Dubliners Essay -- Literacy Analysis In his letters, Joyce himself has said that Dubliners was meant â€Å"to betray the soul of that hemiplegia or paralysis which many consider a city† (55). The paralysis he was talking about is the paralysis of action. The characters in Dubliners exemplify paralysis of action in their inability to escape their lives. In another of Joyce’s writings, A Portrait of the Artist as a Young Man, Joyce writes of Ireland: â€Å"When the soul of a man is born in this country there are nets flung at it to hold it back from flight. You talk to me of nationality, language, religion. I shall try to fly by those nets† (Joyce 238). The characters of Dubliners face similar nets that prevent them from escaping their lives. Unfortunately, their attempts to â€Å"fly by those nets† are not always present; the characters often do not try to break out of their lives (as in â€Å"Clay†). In the case that they do attempt to break their paralysis, the characters typically fail, or at least such is the case for the time before and during the story that the reader observes. The causes of this persistent paralysis vary between the characters: some are paralyzed by lack of motivation or fear, others by familial or other bonds; by religion, addictions, by simple lack of resources, or misconceptions or misinterpretations of events or words. Most all of the characters in the stories covered in class share fear or lack of will as the cause for their being paralyzed in their lives. To give an example, Chandler from â€Å"A Little Cloud† wants to break free of his dull life to become a writer and explore the world. However, he lacks confidence in himself. â€Å"Shyness had always held him back,† in all aspects of his life, from reading poetry to his wife to enter... ...ple no matter what city they are in. But as Joyce shows us, the possibility is there to break out of the mold; to create a meaningful life from a once dull existence. Works Cited Brendle, Mark. "Paralysis and Epiphany in Dubliners." Web log post. Unabashedly Bookish. Barnes & Noble, 14 Oct. 2010. Web. 22 Apr. 2012. Fairhall, James. â€Å"Joyce's DUBLINERS.† Explicator 43.2 (1985): 28. Academic Search Premier. Web. 22 Apr. 2012. Joyce, James. A Portrait of the Artist as a Young Man. New York, B.W. Huebsch, 1922. Print. Joyce, James. Dubliners. Ed. Margot Norris. New York: W.W. Norton, 2006. Print. Joyce, James. Letters of James Joyce. Ed. Stuart Gilbert. New York: Viking, 1957. Print. Rice, Thomas Jackson. "Paradigm Lost: `Grace' And The Arrangement Of Dubliners." Studies In Short Fiction 32.3 (1995): 405. Academic Search Premier. Web. 22 Apr. 2012.

Changing Hr Practices in Cable Co

Changing HR practices in Cable Co Case study Table of Content 1. Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 3 2. Problem diagnosis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 3 3. Data collection and analysis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 5 4. 1 Problem #1 – Human Resources planning†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 5 4. 2 Problem #2 – Performance Management System†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 6 4. 3 Problem #3 – Recruitment and Selection processes†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 7 4. Proposed Solution†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦7 5. 4 Human Resources planning†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦8 5. 5 Performance Appraisal System†¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 8 5. 6 Recruitment and Selection process†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦10 References List†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦12 Appendix 1 – The 4 stage Leadership Model Appendix 2 – Performance Appraisal form Appendix 3 – Giving Feedback Tool 1. Introduction This case study is based on Ca bleCo which is a joint venture between an Australian corporation AuzCo, and two Chinese organizations Post Bureau and PTA. The purpose of this report is to help the company to diagnose the problem, after research of the company’s background information, identify its causes and offer a solution.This new Australia and China joint venture is located in an Economics and Development Zone about 47 km from the downtown area of Tianjing, a well-developed industrial city in China. The main products of the joint venture are telecommunications and various other kinds of communication cables. The Company has 184 employees in total; most of them 60% (113) are employed in the Production Department, as it is the most important functional part of CableCo. The Company’s mission is expressed â€Å"to produce quality products, provide first-class service to customers and guarantee reliable delivery. The Company’s business strategy is to continuously develop new products, improve the quality of goods, reduce costs, and manage its human resources efficiently and strengthen management control. Implementation of the company’s strategy depended strongly on effective employee performance and management control (Zhu, Case Study A). The telecommunication sector in China where CableCo operates has undergone rapid development. There has been a steady growth in the total number of phones in China.Because of this reason, the cable industry in China has attracted many domestic and international investors. As supply exceeds demand in this market segment, it is more difficult maintain key employees. The CableCo management team has realized that improvements in efficiency and effectiveness had to be achieved through better utilization of its human resources (Zhu, Case Study A). 2. Problem Diagnosis After the initial meeting with the client it is found that the company’s authenticity is rather low in regards to managing their human resources.Although Cable Co realizes that its employees are the most valuable asset they have, the company still has a lot defects and inefficient processes in the HR management area. The key problem that the company is concerned about is how to improve effectiveness and efficiency of the Human Resources management that is the most important area in a highly competitive market. Cable Co is in danger to lose their image as a good quality product manufacturer because of uncertain business development strategy and employee internal dissatisfaction within a growing competitive market.The Management consultant’s main objective would be to assist the company in changing its HR practices and processes in order to improve Cable Co’s Human Resources Management and to enable effective operation in the highly competitive market within a multicultural working environment. A Structured model (Issue tree) enables us to see Cable Co’s situation more clearly. Using this model it would also facilitate in r ecognizing main causes and find the best ways for possible solutions for company’s problems (Fombrun and Nevins, 2004). Inefficient Human Resources Management Problem #2Defects in performance management system Job analysis/Performance appraisals Bonus system Problem #3 Recruitment & Selection Candidate database Selection Methods Problem #1 Organization’s Structure & HR Planning Short-term oriented HR planning To keep a stable workforce 3. Data collection and analysis In order to analyze the situation within Cable Co, data collection had been processed. There were two basic data collection approaches used – deductive and naturalistic. To gain a more detailed overview of the company’s situation the 4 stage leadership model is used.Structured interviews with each leadership team member were conducted. Also questionnaires based on employees’ current job satisfaction, understanding of job requirements and a rewards system were used in the data collectio n process. The work environment observations and interactions between managers, supervisors and employees along with the organization’s documents were an important information source during analyzing the situation in Cables Co. Based on previously constructed issue tree model, the main problem and its causes can be stated: 3. Problem #1 – Human Resources Planning * Organization’s Structure A lot of Chinese companies are operating under strict control of the government. There are unclear and different views between Chinese and Australian managers at Cable Co. Common ground rules and guidelines should be introduced. Currently some leading positions and responsibilies are overlapping or two positions are held by the same person. * Short-term oriented HR planning Both management parties (Chinese on one side, Australian on the other side) have different approaches to business development.To evaluate the demand for new employees the company uses its forecasted product ion needs, based on the market situation. Also data from AuzCo Australian are used as a standard to formulate the staffing needs in the production department. It seems that staffing needs analysis is more affected from how it is done in the West than in China, although it should be based more on China’s market situation. Obviously judgmental forecasting is used to forecast the company’s future employment needs this means that managers and other people within the company decide on staffing requirements. Gully, M. , Phillips M. 2009) There is no research data of Cable Co’s target market in China, and this causes management uncertainty and different opinions where the company is going and in which direction they are supposed be heading? Without knowing the company’s goals, it is very difficult for the managers to agree on a common staffing strategy. * Unstable workforce High turnover in locally recruited employees make it difficult to keep workforce stable w hich affects the effectiveness of the company which reflects badly on HR recruitment.Intensifying competition in employment market, gives a lot of opportunities for employees to seek employment elsewhere. This would have an impact on Cable Co’s productivity as production workers are one of the key employee groups in the company. 3. 2 Problem #2 – Performance Management System * Performance Appraisal system After conducting research interviews with production workers, it is understandable that the company’s performance management system had many defects that reduce its effectiveness. Effectiveness of the existing performance management system in Cable Co is very doubtful for the reason listed below:Key performance criteria for both managerial and non-managerial employees are the same. Appraisal performance results have been kept confidential from the evaluated employees. Evaluations made upon appraiser’s daily observations and individual judgments, make th e current system very subjective and results do not have validity. The company currently doesn’t have job analysis for most of its positions, which makes it really hard to evaluate the employees’ performance or to explain what are the main responsibilities and tasks for a position. Bonus System Currently there is no bonus system in the company. The previous system was used more to avoid potential conflict between employees and lost its function as a motivational tool. The bonus system based on defected performance evaluation process fails and decreases employees satisfaction. Operating in such a highly competitive market, it is essential to have motivated employees, and tools that help to keep them engaged. 3. 3 Problem #3 – Recruitment & Selection * Applicants databaseBecause the company does not have a common computerized database for all applicants, the recruitment process for every new position is more costly and more time consuming. Previous unsuccessful ca ndidates and interview records might be useful for the next recruitment project, but it is difficult to find this information without a database. * Candidate selection There are no common guidelines for the department managers to use when conducting the recruitment process, no selection criteria that would be based on and aligned with the company’s business strategy. 4.Proposed Solution To make changes in the organization’s structures, systems or processes managers should have support from people working within the organization otherwise it will be impossible (Fombrun and Nevins, 2004, p. 209). It is suggested that inefficient Human Resources Management system in the company can be improved by more effective HR planning, a reviewed performance management system and recruitment and selection processes. 4. 1 Solution #1 – Human Resources Planning 1. Organize meetings between Cable Co Board of directors, General Manager and Executive Manager.The objectives for this meeting should be: * To review company’s goals and business strategy; * To identify and review all Cable Co target market segments; * To organized repeated market research to evaluate domestic (China) market demand for their product; * Based on research, reformulate the company’s business development strategy; * Management team should always be present, especially if the company put such a great emphasis on management control in its business strategy and product quality. Formulate Human resources strategy aligned with business development goals that will enable to plan the company’s people resources more efficiently. A previously mentioned problem is that the company is unable to offer accommodation for its employees should be seriously reconsidered. * Review employment offer package – concentrating on accommodation facilities for employees other than those from the local area. * That way company’s candidate pool would be extended, that can increa se the best applicant attraction and give the company a competitive advantage. Organize a team to conduct accommodation market research; * Revise the company’s opportunities to offer accommodation or a housing allowance for their employees. * This will expand the company’s candidate pool and stabilize the workforce and turnover. 4. 2. Solution #2 – Performance Appraisal System â€Å"Employee Performance Management is a process for establishing a shared workforce understanding about what is to be achieved at an organization level. It is about aligning the organizational objectives with the employees' agreed measures, skills, competency requirements, development plans and the delivery of results. (http://www. peoplestreme. com/what-is-performance-management. shtml, 20/05/2012) It is essential to make sure employees know what the positions key requirements are for high performance are. It is hard to maintain or try to achieve any performance level if the employee is not aware what the key aspects they have been evaluated for are. It is recommended to revise key performance criteria for managerial and non managerial positions in the company. These key areas for both types of employees should be formulated in the positions job description.When conducting job analysis, human resources personnel should consider the company’s business strategy. In this case the company pursues cost leadership and differentiation strategies. This kind of business usually requires a workforce who are adaptable, efficiency oriented, trainable and willing to follow standardized procedures (Gully, M. , Phillips M. 2009). Firstly, it is suggested to determine key performance criteria for managers and all other employees, and show those in their job description. Job analysis, which include important aspects of a job and characteristics a worker needs to do it well (Gully, M. Phillips M. 2009) should be conducted for each position in the company. Job descriptions should be received by each employee on the day they sign the employment contract with the company. That way the employee clearly understands the company’s requirements for high performance and key performance criteria for their positions. Secondly, a new performance appraisal form should be developed (Appendix 1 – Performance Appraisal form), which allows matching the key performance criteria from the job description for different positions.An evaluation process should still be conducted from the top to the bottom, but it is important to have open communication and feedback on the results after employee evaluation. Employees won’t improve if managers or supervisors won’t give them honest and constructive feedback on their previous performance against the key criteria. As this is a new thing for supervisors and managers, it is recommended to set up guidelines on how to give constructive feedback about an employee’s performance (Appendix 2 – G iving feedback model). It is also advisable to process 360 degree feedback for company’s managers and supervisors.This would give managerial team a better understanding of their strengths and weaknesses and an insight on how others perceive them. Also provide an opportunity to adjust behaviors and develop skills that will enable them to excel at their jobs (http://www. custominsight. com/360-degree-feedback/what-is-360-degree-feedback. asp, 12/05/2012). A bonus system should be developed for key areas of the company such as Marketing and also Production Departments. It is also recommended to create an incentive plan for all employees if the company has reached its goal at the end of the year (for example, specific amount of sales or profit).That way all employees would feel rewarded, because everyone has contributed to improve productivity, profitability and to keep the organizations’ competitive advantage. Employee performance appraisal form results should also be tak en into consideration when building the bonus system. It should be based on sales results for the Marketing department and productivity and quality for the Production department employees. The company should consider a yearly bonus implementation for all employees if an annual target has been reached.A bonus system is a great motivational tool that means more motivated employees, better work engagement, improved productivity and product quality, which help the company to gain better profitability. 4. 3 Solution #3 – Recruitment and Selection process * Candidate Database It is recommended to invest in the company’s development by creating a computerized HRM system, which includes all previous applicants and records on current employees. Included information on TeleCo employees would be a great source for Cable Co further recruitment processes.In this HRM system the company could also create talent inventories – detailed records that summarize each employeeâ€℠¢s skills, competencies, and qualifications (Gully, M. , Phillips M. 2009, p. 126. ). This can be used as a very helpful tool in filling in future vacancies and also developing succession management in the company. * Recruitment and Selection If the company keeps involving line managers and supervisors in Human Resources processes, the selection and recruitment guidelines for management and supervisor’s team should be developed.It is important to have a formal instructions, and processes to follow when selecting, attracting, assessing and deploying employees (Gully, M. , Phillips M. 2009). Supervisors have to be competent to explain to the new employees what the key areas of the position are and what level of performance is expected from them. This information would be easily found in the job descriptions for each position, based on job analysis and performance appraisal reviews. These recommended changes will help Cable Co’s leadership team to improve the Human Resour ces management in the company and increase management control over organization’s processes.Reference List Gully. M, Phillips M. (2009). Strategic Staffing (2nd ed. ) Upper Saddle River, New Jersey: Pearson Education Fombrun. J, Nevids D. (2004). The Advice Business. Essential Tools and Models for Management Consulting, Upper Saddle River, New Jersey: Pearson Education Warner J. (2002) The Janus Performance Managament System: A Complete Performance Management Support Process for Individuals, Teams and the Entire Organization (Volume I), HRD Press Zhu J. C. Organizations Development and Change. Changing HR practices in China – Cable Co. Case Study A PeopleStream Pty. Ltd. Performance management. Retrieved from http://www. peoplestreme. com/what-is-performance-management. shtml Custom Insight. com. 360 Degree Solutions. Retrieved from http://www. custominsight. com/360-degree-feedback/what-is-360-degree-feedback. asp Business Balls, Performance Appraisal forms. Retrieved from http://www. businessballs. com/performanceappraisals. htm

Rational And Hypothesis Factors That Affect The Rate Of...

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Essay On The Movie Thunderheart - 837 Words

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The Future Of Currency Essay - 3241 Words

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It also shows how to read the prices of these contracts as they appear in the financial press. SUGGESTED ANSWERS TO CHAPTER 7 QUESTIONS 1. On April 1, the spot price of the British pound was $1.86 and the price of the June futures contract was $1.85. DuringRead MoreNew Age Currency : A Welcome On The Future Economy Essay1513 Words   |  7 PagesNew Age Currency: Bitcoins Welcome to the Future Economy Money! The single word that will grab everyone s attention and by definition it means something that is used to pay for goods and services and more. But over the last 6,000 years, the material form of money has changed drastically—from sheep and textiles to online banking and today s electronic currency, the bitcoin. Founded in 2009, Bitcoin was not the first swing at online currency; but it was the first to take off. 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All About Me . Free Essays

Shadira Andrews Writing #5 Night My whole heart stopped when I saw the blood dripping from my arm. Today was a regular day but my whole life changed. It was a sunny day with my cousins, sister, friends and I when suddenly I get a huge scar on my right back-hand. We will write a custom essay sample on All About Me . or any similar topic only for you Order Now It might look like a burn but it’s not, it’s a terrible long lasting scar. This raggedy old scar is about nine years old but I still remember every single detail of how this happened. An almost trip to the hospital wasn’t supposed to happen with just a game of basketball that I wasn’t playing. This almost fun day was one of the worst days of my life; this was the night of my life. Why do we have to play tag? This game makes me very exhausted but I have to other wise my crush is going to think I am fat. I am going to need about five bottles of Gatorade to stay energized though. We played tag around the school-yard for about 15 minutes but I had to use the restroom so I told everyone that I’ll be back in a couple of minutes. Just before I was completely out of the yard my sister called my name to ask me to get her something from the house. The next thing you know a boy ends up accidently knocking me unto the floor and I slide across the concrete. If I was car and I was making a sharp turn you would only hear me screaking. The boy was playing basketball and I happened to stop right in front of the basketball court. I can’t believe I’m lying on this concrete with nothing but blood and a boy I don’t even know next to me. I blacked out for a moment and couldn’t hear anything, it was so silent but everyone talked. All I could see and remember is the faces on everyone’s face. My sister looked as if she was having a baby, and the boy looked as if he saw something ghastly. Everyone was panicking but what I couldn’t get out of my head is the fact that my stockings ripped; those were new stockings that my mom finally got me so you could say my facial expression was being annoyed and irritated. By now I have snapped out of my black out. My cousins helped me up while the shamefaced boy offered me bandages. I just remember I really have a full bladder right about now. Night, pain, dusk, and agony is all that filtered the air as I was being carried by a dozen of my relatives, I mean come on was I that heavy did my crush need to know I needed half of dozen people carrying me. All I was thinking was â€Å"Am I going to get into trouble for ripping my brand new stockings? † As soon as I got into the house my dad asked what happened and I just said â€Å"I fell. † I didn’t want my chaos to turn into a royal rumble or something. My dad did the worst thing ever! He grabs alcohol, peroxide, and everything else that’s expected to stings. I automatically start to cry knowing that the felling will soon be excruciating pain. Of course I hate pain and honesty I didn’t feel anything when my skin came off my right back-hand; but when my dad put that alcohol on my open wound I could have said every curse word in the book. Right about now I was speaking gibberish, the pain was unbearable and I couldn’t understand why my dad didn’t just take me to the hospital he is not a doctor. I guess you could say a dad is anything and everything it needs to be at the time being. Pain is such an uncomfortable feeling that even a tiny amount of it is enough to ruin a week. My hand was throbbing and I couldn’t move it or think about it because that just made the situation worst. I tried a lot of things to make the pain fade away. I tried eating ice cream, going to sleep, and even putting a cold rag around the bandage nothing worked. Then, everyone decided to leave me in the house by myself. My mom and dad had to work and my siblings just took it upon themselves to go outside and not tell me. I looked at the clock and it’s approximately five minutes to 12 when there is a knock on the door. Now I am not going to lie I was little scared to answer the door since it was so late so since I was short I climbed on the couch’s leg and looked throw the peep hole. It was my crush! Was he going to make fun of me, let’s see? Everything I did our little conversation was the only thing that helped me block out the pain, of course I was blushing he was adorable. I was finally coming into the house with a smile on my face today and that smile easily went away when I saw the time on my round clock, it said it was 12:11 A. M. In conclusion, today was the worst day ever I got hurt pretty bad with a scar that will be on my back-hand for life and I for the first time ever I now know what pain really feels like. I also have a fear of basketball now no lie; every time I play basketball I always seem to get hurt either I get hit in the head with the ball or I hurt my fingers and they become swollen. Every time someone ask me what happened to my hand and if I were burnt, I say no and I have to summarize this whole story. I try not to remember and forget but I can’t forget that pain. â€Å"Pain has an element of blank† Emily Dickinson. How to cite All About Me ., Essay examples

Leadership Style

Question: Discuss about the Leadership style Determined Situation ? Answer: Introduction The leadership style is determined as per the specific situation. There are some situations in which the leader manages the crisis without consulting the followers. Thus leadership style is determined as per the demand of the situation (Bradberry, 2015). There are different leadership styles which are commonly followed by the leaders. These leadership styles are such as: autocratic, democratic, transformational, transactional, laissez-faire and charismatic. All these styles are applied by the leaders as per the need of the situations. Characteristics of the leadership styles Each category of leadership style possesses different approaches which are required to be followed by the leaders to manage the situation and to lead the people. Autocratic leadership style In this form of the leadership style the leaders keeps the authority responsibility in his or hands. The leader makes decision without taking any help from the followers. The leader communicates the decisions to the employees and expects the subordinate to implement the decisions quickly. There is no flexibility in this kind of leadership style (Kannair, 2007) Democratic leadership style The democratic leadership style focuses on involving the followers in the process of the decision making. The leader remains in the center of all activities and his or her followers contribute to the leader. The final responsibility remains with the leader but the leader delegates authority to the followers to take decision in the progress of the workplace culture. In this style of leadership, the culture of fairness, competence, creativity, honesty and intelligence are found. Transformational leadership style It is one of the most important leadership styles in the modern organisation. The leadership style focuses on making initiation for the changes in the organisation and in groups. The transformational leader is popular for motivating people to contribute more in comparison to the intended output (Walton, 2008). The higher performance is achieved by setting more challenging expectations. Laissez-faire leadership style It gives the employees authority and they are allowed to work without being interfered. The leadership style is found in the situation where the leader gets least satisfaction. The subordinates get more advantage to take decisions for their own jobs. Transactional leadership style The transactional leadership style focuses on achieving the goals in the process of the exchange. The followers are awarded for executing the vision of the leader. The followers get rewards and in the opposite situations they followers are given punishment for doing their job. The leadership style focuses more on the need of clarifying the expectation of the performance of the followers. It also explains how to achieve the expectations (Sandel, 2009). The style allocates rewards that meet the objective of the organisation. Charismatic leadership style The charismatic leadership style refers to the ability of the leader to make a transfer of the values beliefs of the followers. To become a charismatic, one requires having a structure of specific attitudes. Apart from the above six important leadership styles a leader requires to be a visionary. The leader requires possessing outstanding ability to transform the vision into reality. The modern organisations are based on corporate and global culture. The employees of the organisation are from the different cultures. The leader requires dealing the employees from the different culture and focusing more on understanding people and their expectations (Greyvenstein Cilliers, 2012). This will help the leaders to lead the people in the right direction. Motivating people to accept the change and the culture of the organisation is one of the important styles of the leaders. The leader requires motivating people by fulfilling their expectations and supporting them to excel both in their social and professional life. Conclusion The leader exhibits different styles as per the need of the situations. A true leader understands the situation and utilizes the knowledge and intelligence as per the demand of the situation. The success of the organisation depends on how the leader leads the people in different situations. The different leadership styles educate the leaders to be effective in managing the situations. Referances Bradberry, T. (2015, 07 16). Are You a Leader or a Follower? Retrieved 04 18, 2017, from entrepreneur.com: https://www.entrepreneur.com/article/248293 George-Godfrey, E. S. (2012, 09 13). The Role Of Follower in Leadership. Retrieved from kaizenbiz.com: https://kaizenbiz.com/the-role-of-follower-in-leadership/ Greyvenstein, H., Cilliers, F. (2012). Followership's experiences of organisational leadership: A systems psychodynamic perspective. South African Journal of Industrial Psychology, 38(2), 1-10. Kannair, J. (2007). The Ethical Mind. Harvard Business Review, 85(3), 51-56. Sandel, M. J. (2009). Justrice: What's the right thing to do? New York: Farra, Straus and Giroux. Walton, B. (2008). The ethical executive. Library Journal, 133(19), 79-80.