Jail Based Substance Abuse Program Essays - Penology,

Jail Based Substance Abuse Program JAIL BASED SUBSTANCE ABUSE TREATMENT PROGRAM Substance abuse and addiction have changed the nature of America's prison population. Alcohol, drug abusers, addicts, and those who sell illegal drugs dominate state, federal prisons and local jails. Crime and alcohol and drug abuse go hand in hand. Much of the growth in America's inmate population is due to incarceration of drug law violators. With appropriate treatment for substance abuse and addiction, rehabilitation is possible for many of today's prisoners. Once they leave prison they also need continuing aftercare, education and job training. Without treatment and training, most will commit more crimes, get arrested and go back to prison. The choice is ours as well as theirs. Having a group counseling program consisting of 8 to 10 members and one or more trained Chemical Dependency Counselors would be beneficial. The purpose of the group is to provide a safe as well as a challenging place in which to work on personal and interpersonal concerns. Members can discuss their perception of each other and receive feedback on how others perceive them. Establishing trust allows group members to talk openly and honestly. Groups offer opportunity to experiment with different ways of communicating with others and a safe place to try new behaviors. They are able to give support and understanding, offer suggestions, or gently confront the person. Counselor and group members work together to establish trust and commitment to the group. Those who benefit most are usually those who take an active part in the process and who allow themselves to give and receive honest, helpful feedback. The following is information that I obtained from Lt. Kevin Peters at California Institute for Men. In 1980 the State of California had 12 prisons with 32,000 inmates. Today California has 33 prisons with 144,00 inmates. California Institution for Men (CIM) houses 6,500 of these inmates. Over 90% of the inmates at CIM are being incarcerated due to related alcohol and drug crimes. The average sentence is 41.4 months with inmates serving only 21.3 months. One inmate costs taxpayers approximately $232,291.00 for their 21.3 month incarceration, $150,000 for arrest and conviction, another $45,000 for additional bed and $21,470 for housing per year. CIM says 59% to 69% of the inmates are repeat offenders and have served time before. CIM feels it is just a place to house inmates and that there is no structure for rehabilitation. It is not their job to rehabilitate. CIM also states that the inmates have access to programs, such as AA, NA and Control of Substance Abuse for Mental Health. CIM feels that if an inmate wants to attend a program, it is available. It is not mandatory for them to attend and they cannot force an inmate to do so. The desire must be there for the inmate. Most inmates do not attend these programs since they are not mandatory. Most of the inmates dropped out of school due to substance abuse, the major contributing factor regarding their lack of interest in education. Additionally, many inmates come from poverty backgrounds. Why do we continue to release prisoners back to the community still using and still dealing, to commit further crimes and threaten our well-being and that of our children without treating the problem for which they went to prison? I feel that prisons would be a good place to develop the rehabilitation of offenders with substance abuse. The prison system needs to take on a mandatory substance abuse treatment program for all inmates incarcerated due to crimes related to drug use. Continuing to fund and build more prisons for housing offenders of drug abuse are a waste of taxpayers' money. Our prisons are full and the majority of inmates get early releases due to the problem of overcrowding, only to go out and commit more crimes. Drug addiction is a chronic disease. We treat people who have cancer, heart problems or any other disease. Although, the addicts have committed a crime, it doesn't change the fact that they have a disease, we must also treat those who have the disease of addiction. Looking over the different therapeutic community drug abuse treatment in prisons throughout the country, we may ask, why haven't all prisons adopted a program to treat inmates with an addiction on a mandatory basis? We must target these institutions because they house the parents of children and their child's future. If the parents are setting the example that drugs are okay and are doing time and repeated time, then what kind of future is in

365 Professor Ramos Blog

The Informer-sider-viewer 24/7/365 Annotated Bibliography Staff, ProQuest. â€Å"Censorship Timeline.† Leading Issues Timelines, 2018. SIRS Issues Researcher, https://sks.sirs.com.This article covers how things were banned in the media field to show that it didn’t only start with music but started with banning books at first. I mainly use the example of the first pope who banned books that was not approved by the Vatican. SIRS is an academic website that has a lot of credibility with institutions and the work published, which they use ProQuest, another academic reliable website that is managed by scholars with masters degrees and above in each field they publish. Censorship. Dictionary of Media and Communication Studies, James Watson, and Anne Hill, Bloomsbury, 9th edition, 2015. Credo Reference, https://search.credoreference.com/content/entry/dictmedia/censorship/0?institutionId=5312. Accessed 25 Jul. 2018.This article covers who was affected by the things that were not censored before and how it affected them. I use this to show how different my research was from they information James Watson received when he did his. This reference comes from Credo a scholarly site that goes through rigorous nitpicking of what articles should be scholarly published. This segment is just for my filler in my video to show numbers. Kirkegaard, Annemette and Jonas Otterbeck. Introduction: Researching Popular Music Censorship. Popular Music Society, vol. 40, no. 3, July 2017, pp.257-260. https://www.tandfonline.com/doi/full/10.1080/03007766.2017.1307656. This article brings forth the conversation to the â€Å"present.† What’s happening with popular music that we still air it on the radio with the bad words bleeped out. This article makes well-known artist in the music field due to Annemette having a PhD in Philosophy and in musicology. And since the artist are in our time period we get to know and discover ourselves about the artist and what they said to get that â€Å"Explicit Content† warning on their album. Her work comes in ebsco search without the full text, but if you go to the website provided you can view the full article without paying a dime.

Budgeting is a key component in management short and long term Essay

Budgeting is a key component in management short and long term planning - Essay Example Budgeting helps in figuring out the issues that are faced by the organization and the stakeholders of the organization (RICH, 2012, p.970). This done by finding the difference between the actual outcomes and the budgeted outcomes, if the actual outcomes are not consistent with the budgeted outcomes, the organization is said to have been experiencing issues that need to be resolved. Budgeting is a means through which alternatives are identified and analyze this is done to find the best alternative which will end up in providing fruitful results to the organization. Budgeting is an essential element in the planning role played by the management of an organization. It plays a key role in creating plans that are short and long term in nature. Both the short and long term goals of the organization are of great importance. The achievement of the long term goals is entirely dependent on the successful achievement of the short term goals of the organization. Short Term Planning A manager is involved in the process of making both short and long term planning. The plans that are created for a shorter period of time are created while keeping a deadline of one year or as long as two years in mind (SPEARMAN, 2007, p.194). The plans are created while analyzing expectations of earnings, cash inflow and outflow and expenditures conducted to obtain resources. The plans may be created for as long as one single month or even for as low as one single week. Short term plans created within the organization are heavily dependant on information obtained within the organization and these plans consists of detailed information of tactical objectives that an organization aims at achieving. The short term plans are well structured and hardly experience change with changes in environment, the outcomes of these plans are easily determinable and the outcomes can be analyzed quite frequently (NIEUWENHUIZEN, 2007, p.61). The plans of revenue earning and profit making that are short term in nat ure are devised in accordance to the current products offered by the organization and the current market in which the organization is operating. Short term profitability programs should be developed in accordance to different responsibilities and areas. Plans that are short term in nature are dependent on departments and all departments create their own short term plans. Once short term plans for each department is created, all the short term plans are viewed and reviewed together as all functions/departments are dependent on each other for their success. For the creation of short term plans, involvement of lower level managers is quite significant. Line manager is one of the lower level managers who play the most important role in defining the short term objectives and short term plans should be finally devised with the ultimate aim of achieving long term targets of the organization. Long Term Planning The nature of the long-term planning is quite strategic and it covers a broad ra nge of purposes. This kind of plan is scheduled to be completed within five to ten years of operations and it is formed in accordance to the future operations of the organization. These plans are not only based on the conditions of the internal environment of the organization, they are created while giving importance to the external environment which includes the

Entrepreneurship Essay Example | Topics and Well Written Essays - 2750 words - 1

Entrepreneurship - Essay Example strive to achieve within the workplace from a customer service perspective, as well as approaching the problem solving (and conflict handling) with customers on a creative basis when dealing with potentially "damaging" situations with respect to the image of the company. The basis of approaching situations on a more proactive and suitable problem approaches to these situations leads me to believe that I have a higher internal locus of control, based upon the fact of such proactive approach within the organizational setting, as well as my personal belief in handling events, and thereby my own development within the direction I wish it to move in or progress. Ones personal development and skills can never really be viewed as perfect and the ongoing commitment to personal, and professional, growth development allows for one to make the necessary efforts and initiatives within this process. Although at times the achievement drive requires attention, due to negative influences within both personal and professional capacities, the main hindrance here is often the influence of personal factors that spill over into the workplace, which is seen as perhaps one of the main areas of focus required for improvement. My current employer does not really encourage the talent aspect within employees, however more so on a management level, whereby authority is granted to management to make specific business and customer service related decisions within the normal course of a working day. This allows for management to make suitable decisions, as well as the related autonomy that accompanies this authority within their capacity as a manager, the organization furthermore encourages this decision-making process with adequate recognition in the case of correct and suitable decisions, however within the case of a decision that they do not agree with the company is very accommodating and encouraging in terms of developing the necessary skills to make the right decisions in line with the

Company Analysis of Green Estate Company Essay Example | Topics and Well Written Essays - 2500 words

Company Analysis of Green Estate Company - Essay Example The working environment provides with the piece of information that they consider their employees as well as the volunteers associated with them a valuable asset to them, and Green Estate works towards bringing improvements to their (employees and volunteers) individual personalities. The mission and vision of the enterprise elucidates their principal interest. In addition, the SWOT and PESTEL analysis have widened the perspectives of the current working environment of Green Estates in a much broader spectrum. Moreover, the evaluations have enlightened that they continuously endeavor towards social, economic, and environmental enhancements. These analyses has provided with a wide variety of options to make recommendations that can expand and enlarge the position in the countrywide sphere. Table of Contents Table of Contents 3 Introduction 4 Method 5 Findings & Discussion 6 Conclusions 8 Recommendations 9 References 13 Task 2b - Employability Skill Audit 15 Introduction The history of the Green Estate Ltd. reveals the piece of information that 1998 was the year that experienced the emergence of this organization in the region of UK. Environment and Heritage was the program that came into existence as from the Manor and Castle Single Regeneration Budget programs that was a partnership program involving Manor and Castle Development Trust (MCDT), Sheffield Wildlife Trust (SWT), and few other partners (Green Estate, 2012). Green Estate has come under initiation with the primary purpose to develop a flourished open space of public that has come under observation as poor quality public open space. In addition, the program of Green Estate also established to construct a social capital for the citizens and even highlight the eliminated ones. However, the Green Estate in the wide-ranging context wants to develop a permanent and enduring heritage for the people once they receive the support (Green Estate, 2012). The company entered into the social arena less than a decade ago when it intended to revolutionize the culture by utilizing available and possible assets and resources to develop quality living and working places for people. The enterprise soon gained a reputable recognition across the nation based on their contributions for restoring open spaces for public, administering their programmes and ventures commendably and providing sincere services (Green Estate, 2012). It created multiple open areas including parks and gardens for the purpose of recreation and maintained it well by making certain that adequate cleanliness and security come under provision. Furthermore, the estate believes in working on continually on regeneration plans and projects since its establishment. Its efforts are catering to a broad faction of society to resolve and constantly examine any enormity that comes under association to environment. Moreover, regular assistance also comes under provision to collect funds and resources for upcoming programmes (Green Estate, 2012 ). Method The PESTEL and SWOT analyses are two of the prime evaluation tools that provide with strategic analysis of the organization and facilitates in understanding the big picture of the situation and atmosphere wherein the operations of the organization is running (Chapman, 2011, pp. 148-149). The significance of both the analyzing tools cannot come under ignorance as, PESTAL assists in examining the broader context of the

Mary C. Breckinridge and the Frontier Nursing Service

Mary C. Breckinridge and the Frontier Nursing Service Laura J. Roberson Abstract This paper explores the life and legacy of Mary C. Breckinridge, the creative force behind the Frontier Nursing Service. Despite great hardship and heartache, Mary never faltered in her desire to improve the health care of every child. Instead of seeing the daunting task as an insurmountable obstacle, Mary continually looked for ways to make positive change. Statistics show the incredible contribution that Mary and the Frontier Nursing Service made to the health and well-being of the children and families of eastern Kentucky. In addition, Breckinridge was instrumental in bringing nurse midwifery to the United States. This paper provides a snapshot of the contributions that Mary C. Breckinridge made to the profession of nursing and health care for rural women and children. Building A Legacy: Mary C. Breckinridge and the Frontier Nursing Service While no one will live forever, a person can continue to exist through the legacy they leave and the impact that it has made and will continue to make in the world. Mary C. Breckinridge, the founder of The Frontier Nursing Service, left a legacy that is still influencing lives and nursing practice almost 50 years beyond her death. Events Leading To Development of the Frontier Nursing Service Born into a famous family, the Breckinridge name provided many opportunities and open-doors for Mary. However, Clifton and Katherine, Mary’s parents, were not as monetarily affluent as the rest of the Breckinridges. They taught their children that â€Å"personal qualities such as honesty, integrity, and service to others, rather than a large financial fortune, determined their worth† (Goan, 2008, p. 22). In addition, southern culture encouraged young females to be â€Å"demure and self-sacrificing, focusing on the needs of others† (Goan, 2008, p. 23). Mary’s adventurous and ambitious personality, combined with the influence of her family and society left her determined to use her giftedness to help others. After the untimely death of her first husband, Mary spent the summer of 1907 at the Elisabeth McRae Institute, a home for girls in North Carolina. Experiences there prompted Mary to enter nursing school at St. Luke Hospital in New York City. She graduated with honors and passed her state boards in 1910. Mary married her second husband in October of 1911. She became a traveling lecturer with the United States Children’s Bureau which allowed her to see the predicament of rural mother’s first hand. At the end of her term with the bureau, Mary went to France to help with reconstruction after the end of World War I. With the financial backing of her mother, Mary helped improve the health of malnourished children. During this time, Mary developed the administrative skills that would assist her with successfully running the Frontier Nursing Service. She developed a visiting service in France that provided healthcare to men, women, and children in her territory. In one year, she increased her area of responsibility from one village to 72. Mary returned to the United States, divorced her second husband, and one month later, her mother died. Once again she was faced with the decision of what to do with her life. Her experience in France and her contact with British nurse-midwives, prompted her to think of the possibilities of a similar need in the United States, especially with rural mothers and children. Access to physicians in rural areas was virtually nonexistent. Typically the closest doctor could be 100 miles away. Pregnant women were assisted by untrained family members or neighbors when they were ready to deliver or gave birth alone. These conditions greatly concerned Mary, inspiring her to develop a plan to offer low-cost care to rural mothers and babies. She submitted a proposal to the American Child Health Association, which included free health care for every child within her organization’s territory. Mothers would also receive health care. Central to her plan was a new direction for nursing, the profe ssional nurse-midwife. These caregivers were trained in both nursing practice and specialized obstetric care. They could handle normal deliveries but would have access to a physician for difficult births (Hostutler, Kennedy, Mason, Schorr, 2000). The Frontier Nursing Service When making the decision of where to locate her proposed health service, she was drawn to the plight of the people of Appalachia, specifically eastern Kentucky. After training and receiving certification through the British Central Midwives, Mary returned to Kentucky in 1925. She hired her first two employees, promising them $150 per month plus living expenses. The first clinic opened in Hyden, Kentucky in September 1925, followed by six additional outpost-nursing centers. The nurse-midwives that staffed these centers held clinics and made house calls via horseback to provide home care. Each center served an average of 250 families. Besides tending to the administration of the organization and seeing patients, much of Mary’s time in the early years was spent raising funds. In 1927, Breckinridge changed the name of her organization to the Frontier Nursing Service (FNS). Breckinridge raised money for a twelve-bed hospital that was dedicated on June 26, 1928. It became the center of the FNS medical system. In November 1939, Mary established the Frontier Graduate School of Midwifery to supply the need for trained midwifes. The school has been open since that time and has continued to add additional degrees including a nurse practitioner program. Despite drought, famine, the great depression and wars, Breckinridge championed the cause of the Appalachian people and through effort and patience she developed a deeper understanding of the region’s problems. By her death in May of 1965, Mary raised almost ten million dollars for the FNS and left an endowment of more than two million dollars. During her time of leadership, the FNS provided service to almost 58,000 patients, provided 248,000 inoculations, delivered 14,500 babies, and lowered the maternal death rate in eastern Kentucky, from the highest in the country to well below the national average (Frontier Nursing Service, 2014). When a mid-wife in Nashville, Tennessee was asked if she knew of Mary Breckinridge and if Mary’s work had affected her in any way, she said, â€Å"Mary was an eternal optimist operating within the accepted social norms of her time, but determined to make her world a better place. She paved the way for all of us that would follow her exam ple. Thanks to her leadership, I have had the opportunity to pursue a very rewarding career in midwifery† (T. Bruce, personal communication, October 4, 2014). Mary Breckinridge created a legacy whose ripple effects will continue to affect eastern Kentucky, the United States and the world for a long time to come. References Frontier Nursing Service (2014) History of Mary Breckinridge. Retrieved from https://www.frontiernursing.org Goan, M. (2008). Mary breckinridge: The frontier nursing service and rural health in appalachia. Chapel Hill: The University of North Carolina Press. Hostutler, J., Kennedy, M.S., Mason, D., Schorr, T.M. (2000). Nurses and models of practice. American Journal of Nursing, 100(2), 82-83. Retrieved from http://ovidsp.tx.ovid.com.ezproxy.mtsu.edu/sp-3.13.0b/ovidweb.cgi?

Being Popular Essay -- Drinking Drugs Peer Pressure Essays

Being Popular Drug and alcohol abuse is a serious problem among many young people. Most drug and alcohol abuse happens on the weekend at a party or at a friend’s house. Young people want to be popular and fit in, and if fitting in means drinking or using drugs, they are going to do it. After a few parties, and a few nights out at a friend’s house,young people start to get addicted to drugs and alcohol and their life begins to fall apart.   Ã‚  Ã‚  Ã‚  Ã‚  Being popular is a goal that all teenagers want to achieve. There’s nothing like sitting at the popular lunch table or knowing all of the football and basketball players. Being popular also means that you have to do all of the things that the popular kids do, like drinking or smoking cigarettes once in a while. Smoking cigarettes and drinking just a little leads to worse things like drinking more, and trying drugs.   Ã‚  Ã‚  Ã‚  Ã‚  The parties that last a whole weekend, because their parents are out of town, are where most of the drinking and drug abuse is going on. Getting drugs and alcohol is very easy. The young people get someone older to buy the alcohol for them, and anyone can find someone to sell them drugs. After going to a party every weekend, they become used to the alcohol and drugs and begin to drink and do more drugs. Then they become addicted.   Ã‚  Ã‚  Ã‚  Ã‚  Once they’re addicted, their life begins to fall apart. School grades drop, they are not studying at night any more, they don’t pay attention in class, and they don’t do the ...

Research proposal and literature review

Abstract This research proposal consists of several parts that provide a relevant direction for the development of a research project on the topic of talent management and knowledge management in contemporary organisations. The first part introduces the mentioned topic by providing adequate background details that aim at exploring the direct link between talent management and knowledge management initiatives used by companies. The second part is the literature review consisting of solid evidence obtained from management literature. The third part of the proposal includes the proposed research methodology, which is quantitative in nature, as the selected data collection method is survey. Advantages and disadvantages of this type of research methodology are clearly outlined along with the suggested model of data analysis. Part 1: Introduction and Background The present study intends to explore the close relationship between talent management and knowledge management as related to the constantly developing HR field. It is important to understand how the implementation of knowledge management activities can contribute to better functioning of modern organisations especially in terms of talent management procedures and reinforcing the potential of employees (Arthur, 2012). It can be indicated that the combination of talent management and knowledge management is beneficial for the operations present at companies (Aiman-Smith et al., 2006; Analoui, 2007). Talent management has been found useful to motivate employees to demonstrate their skills, as this would be possible through raising awareness about the importance of knowledge management. Different knowledge management concepts can be identified as directly related to talent management initiatives in organisations (Analoui, 2007). Such concepts are related to recognising the potential of k nowledge employees, presenting adequate orientation to create and share knowledge as well as demonstrate activities pertaining to the retention of solid knowledge. For that reason, the purpose of the study is to demonstrate the relationship between talent management and knowledge management. This issue has been adequately explored in the literature in an attempt to find out essential aspects pertaining to each of the two concepts (Armstrong, 2007). Yet it is expected that the present study can provide significant insights into different methods and strategies that relate to using the advantages of talent management and knowledge management in practice (Ingham, 2006). Three main research questions are identified for the present study: Research Question 1: What is the relationship between talent management and knowledge management in the context of contemporary organisations? Research Question 2: How can knowledge management contribute to extending the impact of talent management initiatives across organisations? Research Question 3: How can organisations improve the aspect of learning among employees as well as empower them? Such research questions are considered helpful and thus will be covered in the study by providing adequate answers. Specific objectives are identified for the study: To assess and enhance the impact of both talent management and knowledge management initiatives across organisations; To determine employee contribution and attitude towards the functioning of the organisation and outline of specific strategic goals; To include a series of recommendations on how the relationship between talent management and knowledge management can be enhanced to achieve optimal results Part 2: Literature ReviewIntroductionThis section of the study outlines major points related to the connection between talent management and knowledge management as outlined in the literature. The introduction of knowledge management programs is found beneficial to develop and enhance mechanisms of talent management initiatives. This in turn will result in more empowered employees who tend to be more satisfied with their job and thus more productive in the long term. A substantial part of the literature review section refers to exploring the link between talent management and knowled ge management. The emphasis is on the attitude demonstrated by employees regarding the combination of these two essential concepts of the HR field.The Link between Talent Management and Knowledge ManagementIt has been argued that talent management is mostly associated with enhancing the potential of new employees as well as recruiting and retaining existing ones. In the process of retaining employees, the focus is on the most competent and qualified workers in the organisation. Other elements emphasised by talent management include educational and training opportunities, progression planning, and organisational expansion (De Wit and Meyer, 2005). The benefits of talent management have been recognised in the literature (Aiman-Smith et al., 2006). Such an activity is subject to control by the HR department. Researchers have focused on the optimal ways that can be used to expand the skills of their employees, which would be possible through the development of relevant strategic objecti ves (Analoui, 2007). Organisations should be adequately prepared to correspond to any changes or aspects of financial performance. The contribution of talented employees should be considered in the process of organising adequate talent management and knowledge management initiatives. In addition, researchers have argued that the interrelation of knowledge management and talent management is mostly maintained for the accomplishment of particular strategic goals (Aiman-Smith et al., 2006). As a specific area in the HR field, talent management requires significant attention in order to utilise the optimal potential of employees in the workplace. On the other hand, knowledge management has been perceived as introducing regulatory mechanisms that can facilitate or motivate employees to achieve their full potential. This can be done through the creation, accumulation and application of solid knowledge mechanisms in the organisational context (Aiman-Smith et al., 2006; De Wit and Meyer, 2005). It has been identified that knowledge connection management is a specific field within the broad domain of knowledge management, as it has been considered such differentiation is important to expand the knowledge in modern organisations. The focus of employee performance has been emphasised in the literature especially in a direction of recruiting talented employees and advancing the possibilities of information technology (Evans et al., 2007). As a result, companies would be able to use and share knowledge in an efficient manner. The idea is to enhance organisational performance at all possible levels (Haesli and Boxall, 2005). The effective execution of talent management and knowledge management in organisations requires an adequately constructed process, which is related with the identification of talented employees, creating solid knowledge base, and sharing such knowledge efficiently. In addition, it is important to motivate employees to practice such knowledge in the best possible manner by demonstrating creativity and innovation. According to research, knowledge management mechanisms can be rather effective if they are combined with models of talent management and thus focused on the capabilities and structure of organisations (Green, 2000). It can be argued that knowledge management mostly relates to essential aspects of technology development and organisation, with the utmost goal to create adequate knowledge procedures across organisations. It is significant to note that successful knowledge management can be achieved if companies ensure efforts to combine these two areas of the HR field (Frank and Taylor, 2004). Knowledge management application can help organisations manage their knowledge base properly, while talent management application can reinforce the talent of employees and supervise them accordingly (Evans et al., 2007). In this context, it is important to differentiate some of the most viable knowledge management competencies to include dimensions of organisational behaviour, structure and empowerment of knowledgeable employees.Knowledge Management and Organisational CapabilitiesKnowledge management is a dynamic area of the HR field pertaining to the identification of essential capabilities and dimensions of organisational performance (Frank and Taylor, 2004; Green, 2000). The most relevant idea is to generate knowledge principles continuously, which would contribute to better functioning of organisations. The HR department is usually responsible for raising awareness regarding the importance of knowledge management and knowledge creation at all levels of the organisation (Evans et al., 2007). Therefore, it would be possible to identify knowledge management mechanisms as rather structured in nature as well as controlled by managers with the purpose to manage and control knowledge effectively. The process of accepting certain knowledge forms may be challenging, but the combination of knowledge management and talent management can significantly facilitate the performance of organisations (Evans et al., 2007). Knowledge management indicates the necessity to ensure constant reinforcement of certain HRM activities. Researchers have argued about the importance of measuring the performance of each employee especially through feedback, which has been found effective not only for the organisation but also for the professional development of employees (Frank and Taylor, 2004). In terms of performance, it has become important to implement a relevant strategy and present a strong vision; hence, companies are expected to introduce clear strategic goals for future initiatives that can combine successfully talent management and knowledge management. As a result, this would improve both the external and internal capabilities of the organisation, as shown in the literature (Green, 2000). However, short-term and past-oriented financial pointers cannot become distinctive indicators that can appraise the overall company’s performance anymore. In this context, intangible assets such as knowledge management and talent management rather than tangible financial assets are a measure of a company’s strategic value (Smart, 1999). As a result, knowledge management has emerged as a quite important branch of management in the sense of developing intangible asset monitor systems to evaluate performance indicators of the workforce as well as provide certain details about financial performance (Sewell, 2005). The intangible asset monitor is a system consisting of performance pointers that can link such intangible assets in a relevant manner. Moreover, the classification of intellectual capital has become a priority to many organisations in an attempt to enhance their internal structure and acceptance of certain criteria for employee performance, which may contribute to extensive growth (Frank and Taylor, 2004). For that reason, researchers have proposed the implementation of Benefit Cost Analysis (BCA) emerging as a strategic management parameter that includes both financial pointers and nonfinancial indicators (Green, 2000; Sewell, 2005). Such a strategic learning system is able to modify a particular business theory through the implementation of strict monitoring mechanisms. The goal is to assess an organisation’s knowledge management and talent management initiatives. At the same time, knowledge management emerges with significant objectives related to the improvement of all parameters of organisational knowledge, introduction of innovative mechanisms that support knowledge and motivation of employees (Evans et al., 2007). The combination of knowledge management and talent management activities is useful for enhancing organisations to achieve essential strategic objectives through a clearly defined path of possibilities (Redman and Wilkinson, 2006). Yet, it can be indicated that knowledge management has not significantly contributed to the actual organisational performance. Its combination with talent management activities has been found a preferable option to enhance organisational performance (Green, 2000). The cost-effective parameters of such a combination of activities should be considered as well. Researchers have indicated that the BCA can realistically measure knowledge management and talent management performance through the method of cost analysis (Nonaka, 1994). In this sense, knowledge management refers to an entire philosophy of training employees in order to enhance their collaboration and integration within the organisation. Therefore, researchers have suggested the method of knowledge management scorecard (KMSC) as a relevant way to evaluate performance through the lens of knowledge management (Evans et al., 2007).Effective Combination of Talent Management and Knowledge ManagementThe conceptualisation of the link between talent management and knowledge management is required in order to expand the potential of employees to bring greater value to the organisation. Talent management has been found important in eliciting a sufficient amount of intellectual knowledge (Nonaka, 1994). In addition, the notion of talent management clearly adheres to the principles outlined b y strategic management. It aims to strengthen the dimensions of knowledge in organisations through the identification and reinforcement of talented employees, as the leading point made in the literature is that once these employees have been recognised, they should be retained in the long term (Sewell, 2005). The concept of talent management also refers to the affective domain of the HR department especially in terms of facilitating a proper vision for emotional intelligence. Various examples can be also found in relation to how talent management and knowledge management can be adequately combined to create the south positive impact and retain qualified and experienced employees in the long run (Sewell, 2005). It appears that there are plenty of successful companies that have demonstrated their aim to combine these two branches of management in an effective way. For instance, Igus, which is a leading manufacturer of energy systems in Germany, is a clear example of such successful organisations (Igus Official Website, 2014). The company is noted for its commitment to arranging all aspects of management in a clear and efficient way by reinforcing the potential of employees so that they can contribute to optimal organisational performance.ConclusionIt has been argued that the necessity of including both talent management and knowledge management in contemporary organisations can contribute to improved performance, productivity and adequate employer-employee relationships. The focus is on the formation and implementation of a clear HR strategy for organisations to operate in particular markets or industry sectors (Green, 2000). As illustrated in the literature review, the concept of combining talent management and knowledge management has been subject to extensive discussions among management scholars. It has been identified that both systems should be carefully considered upon the implementation of a particular organisational strategy. Scholars have focused on the necessity to direct the HR department in a proper direction by taking advantage of the strong aspects of both talent management and knowledge management (Evans et al., 2007). Yet, greater emphasis is put on exploring the effects of different knowledge management frameworks that could further lead to the accomplishment of various strategic management goals. This literature review also emphasised that the combination of talent management and knowledge management initiatives is associated with rather positive effects on employee performance and productivity as well as job motivation. The adoption of a positive attitude among employees is a clear sign of the effectiveness of the mentioned combination of management approaches. An extensive focus on the talent management and knowledge management initiative has been outlined in the research literature. Despite the usefulness of training and development programs, the mentioned initiative has been considered more important in relation to specifying long-term implications. In addition, different recommendations have been introduced of how to expand the positive effect of talent management and knowledge management activities in today’s organisations (Evans et al., 2007). The improvement of organisational control mechanisms has been extensively discussed in the literature. As a result, researchers have indicated the importance of extending employee learning and empowering them to succeed as professionals in a particular area of expertise (Green, 2000). Therefore, the presented literature review fulfilled the objective of enabling individuals to understand the complexity of the talent management and knowledge management initiative. Part 3: Research Methodology Prior to proposing the most viable research method to be used in this study, it is important to clarify that focusing on research philosophy is inseparable part of the entire research process. Quantitative research methodology is considered most appropriate to answer the presented research questions and achieve the stated objectives. In this way, the researcher needs to focus on collecting a substantial amount of numerical information that would be sufficient to explain particular research phenomena (Balnaves and Caputi, 2001). In terms of presenting a clear paradigm of research philosophy, the emphasis is on the use of positivist research philosophy, in the sense of providing an adequate explanation for human behavioural patterns from the perspective of cause and effect. The social environment has been identified as an optimal place to collect the information necessary for presenting research findings (Nonaka, 1994). Moreover, the possibility to achieve a high level of generalisabil ity of findings is a relevant way to ensure greater objectivity of the obtained information. to generalise the findings to the wider population.Advantages and Limitations of Quantitative Research MethodologyThe basic aspect underlying the specificity of quantitative method is its focus on retrieving sufficient numerical information, which would allow the researcher to conduct an in-depth statistical analysis (Balnaves and Caputi, 2001). The retrieval of quantitative data is statistically dominated and thus emerges with substantial accuracy considering that it is not open to various interpretations as in qualitative research design. One of the benefits of adopting quantitative research methodology is that it contributes to the easy collection of data, as it can be visually presented with charts and figures. Another benefit of this type of methodology is associated with the possibility to carry out a research at a large scale due to inclusion of extensive statistical details (Green, 2 000). A disadvantage of the research method selected for this study is that it may represent a rather costly option compared to qualitative research design (Vogt, 2006). A second disadvantage of quantitative research methodology relates to changing numbers as a result of specific operations and calculations, as this may have a negative impact on the overall results obtained in the study (Nonaka, 1994).Sampling ProcedureThe sampling procedure used to construct a relevant sample of participants is random sampling, which refers to selecting individuals on a random principle (Balnaves and Caputi, 2001). There is a sense of unpredictability associated with this sampling procedure, as the intention of the researcher is to ensure optimal objectivity of results. It can be stated that all people from a particular segment have the equal chance to participate in the study. The simple technique pertaining to random sampling is the availability of random number tables, which serve a notification purpose in the sense of informing the researcher to select study subjects at a particular defined period and thus participants are generated on a random principle (Vogt, 2006). However, it should be noted that the use of randomisation devices may be also considered in this study, as it has been found to produce effective results in terms of avoiding bias in research (Maxim, 1999). The application of random sampling is a proper way to produce legitimate results as well as adequate findings and implications for long-term practice. It is important to indicate that the results obtained from randomly selected participants are perceived as credible and accurate and thus such a sampling technique should be preferred in the research process (Balnaves and Caputi, 2001). However, there is a significant challenge associated with the selected sampling technique. It obviously cannot include all representatives of the general population, which may result in the formation of sampling errors. There is an aspect of uncertainty, but this usually emerges with any method and thus the researcher should be prepared to address similar concerns (Maxim, 1999). In order to accomplish the research objectives outlined in this study, the researcher considers the formation of a sample that consists of 250 senior managers employed in a UK based financial institution.ValidityThe aspect of internal validity is important in research, as it relates to evaluating whether the study can assess what it was initially outlined. In addition, validit y refers to determining whether the obtained results can be considered truthful. There is also an aspect of external validity, which is associated with achieving a high level of comprehensive research results in the sense that they find a broad application in various research settings (Vogt, 2006). Thus, it is assumed that the present study has an adequately high level of internal validity because of the lack of insufficient knowledge on the topic or improperly introduced arguments. However, it should be considered that data insufficiency may pose a significant risk to ensuring validity of data. It is important to avoid situations leading to the generation of low internal validity from research findings (Carmines and Zeller, 1980). In addition, certain instrumentation issues in relation to the data collection tool may create additional challenges in the process of ensuring internal validity. The possibility to generate invalid scores is also clear and similar situations should be apparently decreased in the organisational context. The issue of order unfairness is a concern which is also considered in the present study, as the focus is on the order of particular involvement conditions that should not be removed from the precise effect of those conditions (Carmines and Zeller, 1980). Other threats considered in the present research include particular errors in statistical analysis testing, improperly constructed correlations and the emergence of causal errors, which are most likely to appear in the data analysis process. In terms of exploring the dimensions of external validity, it is important to consider its important role in determining outcomes in quantitative research. External validity refers to drawing more general inferences in relation to the collection of data among participants. Specific time periods and settings are important in determining the study results, b ut there are problems in relation to external validity that should be adequately considered. The major problematic issue is related to survey population, which is followed by time and attempts to ensure a sufficient level of environmental validity (Balnaves and Caputi, 2001). In terms of testing survey population validity, the researcher is concerned with the idea of whether specific inferences can be obtained from a particular population segment. In case bias is demonstrated throughout the research process, it is clear that external validity is subjected to substantial threat. Furthermore, in case the sample size is considered insufficient or lacking characteristics of randomness, it may appear that the respective calculations are irrelevant. The process of achieving greater generalisation of results to the wider population may be problematic. The concept of time validity may emerge in order to demonstrate the degree to which obtained research findings can be comprehensive as related to other time periods (Carmines and Zeller, 1980). There may be certain changes occurring in the connection between variables, implying that the perceived level of time validity in this case would be rather low. The notion of environmental validity shows that the retrieved results can be comprehensive across a variety of settings. Despite the assumed high reliability and accuracy of the selected research methodology, it should be noted that achieving proper international generalisability may be a problem especially when it refers to small surveys and case studies (Carmines and Zeller, 1980). In conclusion, it can be argued that the notions of validity and reliability are more applicable to quantitative research than qualitative research. Part 4: Data Analysis The process of conducting an in-depth data analysis is fundamental to achieve the research objectives of the study. Considering that the proposed data collection tool is survey is important to implement statistical analysis, which is properly constructed. Yet, it should be considered that the researcher may provide various alternative ideas in terms of analysing the information obtained from research participants (Vogt, 2006). It is important to adhere to a properly constructed strategy of data analysis considering that extensive knowledge of working with survey data is essential throughout all stages of the data analysis process. There are different paths of analysis that can be followed by the researcher in this study, as the most important aspect is to recognise the specific audience and research objectives, and thus the implementation of an appropriate analysis tool to interpret the data would be possible (Maxim, 1999). The initial stage of data analysis is represented by Exploratory Data Analysis (EDA), which indicates that the researcher initially looks into the data set in order to determine specific categories that will be later grouped for analysis. It is a preliminary form of data analysis (Vogt, 2006), but the essential part of the process is to derive the main findings from the collected survey data. It is important to make sure at this stage that analysis files are adequately consistent with one another because the issue of data analysis inconsistencies may be quite problematic in the long term (Maxim, 1999). It is also important to mention that the survey results can be analysed with specific software applications, which are intended for similar purposes. Other basic aspects to be considered during the data analysis process include filtering, comparing and showing rules as well as using saved views of the data set. Once the researcher prepares a summary of the retrieved data, the next step would be to focus on individual responses and exporting charts. As mentioned in the research literature, the use of charts and figures significantly facilitates the visual presentation of the research findings (Vogt, 2006). References Aiman-Smith, L., Bergey, P., Cantwell, A. R., and Doran, M. (2006). ‘The Coming Knowledge and Capability Shortage’. Research-Technology Management, pp. 15-23. Analoui, F. (2007). Strategic Human Resource Management. London: Thomson Learning. Armstrong, M. (2007). A Handbook of Employee Reward Management and Practice. New York: Kogan Page. Arthur, D. (2012). Recruiting, Interviewing, Selecting & Orienting New Employees. New York: AMACOM. Balnaves, M. and Caputi, P. (2001). Introduction to Quantitative Research Methods: An Investigative Approach. Thousand Oaks, CA: Sage Publishing. Carmines, E. G. and Zeller, R. A. (1980). Reliability and Validity Assessment. Thousand Oaks, CA: Sage Publishing. De Wit, B. and Meyer, R. (2005). Strategy Synthesis. London: Thomson Learning. Evans, W. R., Novicevic, M. M., and Davis, W. D. (2007). ‘Resource-Based Foundations of Strategic Human Resource Management: A Review and Extension’. International Journal of Learning and Intellectual Capital, vol. 4(1-2), pp. 75-91. Frank, F. D. and Taylor, C. R. (2004). ‘Talent Management: Trends That Will Shape the Future’. Human Resource Planning, vol. 27(1), pp. 33-41. Green, M. (2000). ‘Beware and Prepare: The Government Workforce of the Future’. Public Personnel Management, vol. 29(4), pp. 435-443. Haesli, A. and Boxall, P. (2005). ‘When Knowledge Management Meets HR Strategy: An Exploration of Personalization-Retention and Codification-Recruitment Configurations’. International Journal of Human Resource Management, vol. 16(11), pp. 1955-1975. Igus Official Website (2014). About Igus [online]. Available at: http://www.igus.com/AboutIgus [Accessed on: 20 Oct. 2014]. Ingham, J. (2006). ‘Closing the Talent Management Gap’. Strategic HR Review, vol. 5(3), pp. 20-23. Maxim, P. S. (1999). Quantitative Research Methods in the Social Sciences. Oxford: Oxford University Press. Nonaka, I. (1994). ‘A Dynamic Theory of Organizational Knowledge Creation’. Organization Science, vol. 5(1), pp. 14-37. Redman, T. and Wilkinson, A. (2006). Contemporary Human Resource Management-Text and Cases. Harlow: Pearson Education. Sewell, G. (2005). ‘Nice WorkRethinking Managerial Control in an Era of Knowledge Work’. Organization, vol. 12(5), pp. 685-704. Smart, B. D. (1999). Top Grading: How Leading Companies Win by Hiring, Coaching, and Keeping the Best People. Paramus: Prentice Hall Press. Vogt, W. P. (2006). Quantitative Research Methods for Professionals in Education and Other Fields. New York: Allyn & Bacon.

Charismatic leadership Essays

Charismatic leadership Essays Charismatic leadership Paper Charismatic leadership Paper A team is a group comprised of individuals who come together for one common goal. Teams face many obstacles such as conflicts, commitments, communication barriers, and leadership roles. Although a team will be confronted with obstacles, team mates must develop resolutions in order to achieve the common goal. Conflict is the result of dissatisfaction, frustration or incompatibility in relations between individuals or groups of individuals such as organizations, cultural groups, nations, management groups, age groups and in a wide range of other situations. Conflict is possible in a wide variety of situations and perspectives. This paper describes a number of different methods for effectively resolving conflict among members of a work team. The paper first characterizes the different stages of work team formation and explains when and why conflicts are most likely to arise. The paper then lays out some ground rules for dealing with conflicts within the work teams while emphasizing the importance of establishing project goals as well as good communication between members. Finally, the paper describes the three different types of conflicts that may arise. In the first stage forming, new team members seek guidance from team leaders. This is an excellent time for a leader to clearly establish goals and objectives. These goals and objectives should translate into expectations. The second stage, storming, is where competition and conflict occur. Conflict and Resolution 3 A new team must be permitted to allow for new personalities to demonstrate levels of flexibility for attitude adjustments. Patience is difficult at this stage but as conflict occurs; the group must work with the understanding that clear expectations are in place to establish rules for whom is responsible for specific tasks, for who is in charge, and what rules lead to reward and discipline. Having established clear expectations prior to or in stage one of the group process can therefore simplify aspects of this stage. In the third stage, norming, group dynamic forms. If expectations have been clearly established, the group begins to think as a unit. Thus, the group can exchange levels of creativity to meet expectations. In the fourth stage, performing, expectations are met at a new level. Here, a group evolves into individual members excelling while still adding to the dynamic of the group. Clear expectations are established when a group successfully gets to this stage. In the fifth stage, adjourning, the group should again be meeting clearly established goals. In other words, clearly established expectations help avoid apprehension during dismissal. Time management and how to achieve a successful balance in our lives among our many activities is something every person needs to know and practice. Often, prioritizing our day or week is not easy, yet by implementing some strategic personal initiatives, we can take giant strides toward meeting our goal of more effective time management. However negative conflict results in upsetting the team composition, which in turn leads to failure of the team to achieve its objectives. The notion that conflict should be avoided is one of the major contributors to the growth of destructive conflict in the workplace. The bad view of conflict is associated with a vision of organizational effectiveness that is no longer valid (and perhaps never was). Conflict can be directed and managed so that it causes both people and organizations to grow, innovate and improve. However, this requires that conflict not be repressed, since attempts to repress are more likely to generate very ugly situations. Common repression strategies to be avoided are: non-action, administrative orbiting, secrecy and law and order. There are three approaches to handling conflict: Traditional (avoid all conflict), human relation (conflict is natural and is dealt with in an appropriate manner) and interactions (some degree of conflict is required to achieve progress particularly in the workplace). A key element in understanding and adapting to these different concepts is often rooted in ones sense of self and self-disclosure. Having an array of individual differences can make the environment endlessly challenging. Growing diversity creates a view of individual differences in increasingly different ways. Conflict and Resolution 5 One important variable in organizational behavior is based on oneself concept. Ideas of self vary from one historical era to another, from one socioeconomic group to another, and from culture to culture, but all these thought patterns are part of the interplay between human beings. Conflict is an expressed struggle; it is a given consideration whenever there are differences among members in a group. An expressed struggle may be verbal or non-verbal, so long as one group communicates effectively the different sentiments that he has about the issue to the other group. A difference in the perceived incompatible goals is another antecedent that cannot be avoided during team conflicts. The individual and his or her work situation are affected by how he handles such issues as conflict resolution, stress management, interpersonal communication, and non-verbal communication. These dimensions of everyday life have to be addressed by everyone, and how well he manages to do this determines his own sense of well-being and self-esteem, on the one hand and how he is viewed. An individuals lack of an understanding of how communication skills work and how important they are to other individuals will seriously impede that persons ability to resolve conflicts, while individuals who have good strong communication skills are able to deal with emotional conflicts quickly and easily. Conflict and Resolution 6 It appears that there are many processes and structures used to teach these things to individuals but they do not always work in the way that they should and many people are left with difficulties in communication when he faces some type of emotional conflict with another individual. It is important for these individuals to develop skills in communication and collaboration that are very effective and when they learn how to deal with emotional conflict management they become assets not only for the clients that they deal with but for their employers as well. Commitment means to agree and/or pledge. In other words, you he must follow through with the commitment as promised. It requires one to evaluate a situation and figure out what can be added or needs to be accomplished. When one commits it is held as a promise to self and/or others. In a learning team environment members of the team are assigned various tasks. Each team member is responsible to complete his tasks. When other people are affected by the commitment it is important to complete the tasks. Learning Teammates are committed to complete his assignment s in an orderly manner. It is also important to give your team mates the best. Maintaining a commitment to yourself gives one a sense of pride and accomplishment. It also allows people to accomplishment their goals. Renewing commitments is important because each person is able to evaluate and assess the various goals that have been set. Conflict and Resolution 7 This is also used as a tracking system so that you are aware of what goals have been achieved and what areas still need work. It is difficult to commit to something by verbally communicating the commitment to others. Therefore, it is advantageous to write the commitment on paper. This can also be used as a tracking system. When you are able to document your progression, it is easier to visually see your progression and failures. This tracking system allows you to evaluate and strategize their goals. Barriers to effective communication spring up just about everywhere in day-to-day life but they can often be most apparent in the work environment. In the past, a major barrier to communication may have been the distance separating one business location from another, but in the modern world of the Internet and satellite communications, there are still many other barriers, which get in the way of effective communication in the workplace. A barrier is anything that gets in the way of the purpose of the organization, or causes people to misunderstand each other. Since communication is a key to just about every aspect of every organization, it is an important and valuable tool for every person in the organization, and if used effectively, it can add to the success and value of the organization for everyone involved. As one communications expert noted, Without communication, not even the first steps can be taken toward human cooperation, and it is impossible to speak about organizational problems without speaking about communication, or at least taking it for granted. Conflict and Resolution 8 Communication refers to the process of creating shared understanding between two individuals or between an individual and a group. This includes that communication is a process of interacting with others. For example, talking is not communication. Having someone hear that talking and create meaning from it is communication. This illustrates one of the main features of communication that it is a transactional process. A transactional process is defined as, a process in which two or more people exchange speaker and listener roles, and in which the behavior of each person is dependent on and influenced by the other There are many different methods of Leadership. Most groups and teams generally use five levels of decision-making: command, consult, majority, consensus and unanimity. It is easy to understand that these decision types are very closely related to the time constraints before a decision is determined. When the command type of decision-making process is used, the leader identifies the tasks at hand and designates responsibilities to all the members. This type of decision-making can be accomplished in the shortest possible time-it however, has a major drawback. It will be difficult for the leader to get buy-ins for the task from team members if the members do not agree with the decision made. Another method is leading highly motivated and skilled people, who have produced excellent work in the past, and have a history of efficiency. Conflict and Resolution 9 Once a leader has established that his or her team is confident, capable and motivated, he or she can step back and let them get on with the task. In this type or organization, if the leader interferes, he or she can generate resentment and detract from his effectiveness. By handing over ownership, a leader empowers his or her group to achieve their goals. What is important to note about this leader, in handing over the ownership, he or she has also relinquished their own active involvement in the process, and thereby diminished his or her influence, and thereby his or her level of effectiveness. There is also the leadership with power. It has different levels of power. The first being reward power or the ability to provide rewards for a job well done. The next is coercive power or the ability to punish for an unacceptable performance. The last type of power that a leader has within an organization is legitimate power or his actual position that gives them the right to have authority. A leaders degree of power in the organization is given with the status of his position. A manager will use these powers at different times depending on the details of the situation. The first one is the talker and the one who receives the communication is the listener. Conflict and Resolution 10 Often, one hears the term lack of communication when some misunderstanding occurs between these two parties, which most of the time implies that whoever delivering the message did not do an effective job. This may not always be true. Unfortunately, few know how to be good listeners. Statistics indicate that the normal, untrained listener is likely to understand and retain only about 50 % of a conversation. One has to develop appropriate skills and techniques to be a good attentive listener during individual conversations and during meetings and lectures. Strange as it may sound, there are courses and training sessions conducted to develop listening skills Other forms of leadership involve direct and indirect leadership. Direct leadership involves those activities which the principle does himself/herself, with very little assistance from anyone else. Alternatively, those activities that are carried out through teachers are regarded as indirect leadership activities. The ability of a leader to lead and appeal to others around him is important. Charisma is defined as charm, personality, appeal, magnetism that an individual possesses. It is a trait most think they are born with-charisma can however also be taught with varying success to people who do not possess it. Emotional resilience and rational thinking in addition to the qualitative leadership skills are important requirements for a charismatic leader. Conflict and Resolution 11 Organizational motivation is an area where charismatic leadership can be used very successfully. The art of knowing how to lead and the ways of leading may differ between various leaders.

Understanding the Darkness of Writer Edgar Allan Poe

Understanding the Darkness of Writer Edgar Allan Poe When trying to get into the mind and works of 19th century American writer Edgar Allan Poe, it is important to first consider his biographical implications – his life experiences – which the influence the work of all artists. His darker works, like the short stories â€Å"The Tell-Tale Heart† and â€Å"The Fall of the House of Usher,† as well as his famous poem â€Å"Annabel Lee,† all deal with death, sickness, the grotesque, the macabre, even insanity. He is a subject studied by many literary scholars, mostly due to his deeply impressionable and penetrating works that are still read and discussed at length today. One can examine Poe’s life experiences, as well as his obsessions and fears, to better understand the meaning behind his most famous works. He experienced death and loss throughout his life, starting from a young age with the untimely death of his mother just a short time after Poe’s father abandoned the family. Also, years later, his young wife, Virginia Poe, died at the age of 24 due to Tuberculosis. Quite naturally, these horrific events had a definite impact on his life and how he related to people, got close to them, and how he saw the life experience, and this naturally seeped into his creative life: his famous writings. Very little of Poe’s life was pleasant, it seems. After achieving literary success with his famous poem â€Å"The Raven† in 1845, Poe – then 36 years of age – seemed to head downhill. He became a literary celebrity quite young, only to die a few years later a broken, ill, lonely and pathetic man on a rainy, empty street one night in Baltimore, Maryland. He was just 40 years of age. Poe was thought to be a drunk, a womanizer, drug addict and a madman. His life was, unfortunately, one of pain, heartache, and suffering – mostly due to the loss of many of his dearest loved ones. Take a look at his most popular works. They are filled with death and horror, tales and stories that even today demonstrate the work of an insane man – maybe even a brilliant one, both of which are often hard to distinguish in Poe’s works. His poem â€Å"Annabel Lee,† tells of a young couple so deeply in love that even the angels in Heaven were envious. They marry but she ultimately falls ill and is taken away from him, she dies too young, and the narrator is left with the cruel memory of the powerful love they shared. This tragic, though famous, poem is evidently the result of losing his young bride, Virginia. It follows the exact same storyline of Poe’s life, and the famous poem was published just a few years after the untimely death of his young bride. This theme of loss, death, and pain runs in other Poe works, as well. In examining â€Å"The Tell-Tale Heart,† his famous, horrific short story, the reader sees the other side of Poe’s dark tendencies. This time, instead of a person losing a loved one, the narrator becomes â€Å"mad† and plays God himself: he kills another person in cold blood because the narrator is obsessed with the man’s frightening â€Å"vulture† eye. Nothing in Poe’s life provides any insight as to this particular tale and this particular indication of mental illness, but one can point to his assumed madness and depression in order to further understand exactly why Poe wrote it. Perhaps he enjoyed the thought of taking the life of another perhaps because God took the life of his closest loved ones. It may have been a revenge fantasy or a defense mechanism. To conclude, writer Edgar Allan Poe was a dark soul who wrote even darker works of English literature. More than 150 years after his death, Poe is still talked about and highly read in classrooms all across the world. In just a short life, he accomplished so much. And it should be acknowledged that he was at least able to turn such a painful experiences into beautiful works of art. His legacy will endure as long as people experience pain and suffering.

My 3 Pd Skill Areas Essay Example | Topics and Well Written Essays - 1500 words

My 3 Pd Skill Areas - Essay Example In order to improve my skills in giving and receiving feedback, I intend to employ a number of tactics. First, I will ensure that I am always clear about what I say, as Banhegyi (2007) posts. I will also strive to always emphasize on the positive whenever I am communicating. Moreover, I will always strive to be specific in my communication to avoid any ambiguities. Additionally, I will try my level best to focus on the person's behavior and not the person himself. I will also strive not to keep referring to behavior that cannot be changed. In my communication, I will try to be descriptive as opposed to being evaluative. When giving feedback, I will always ensure that I own this feedback through the use of "I" statements. I will also avoid generalizations and instead ask for specifics. Finally, I will be very careful with any advice I receive to avoid making wrong decisions about issues. To improve my networking skills, I will first find out more about myself and my personality as sug gested by Catt and Scudamore (2000). I must make sure that the networking group I join matches my attitude and style. I will also strive to have an agenda and well-set objectives whenever I attend networking events.I must also endeavor to know my audience well so as to establish who needs to know about me to enable an easier achievement of my goals. I also realize that in improving my networking skills, I must always keep the welfare of others in my mind as opposed to always thinking about myself.

ROLE OF BUSINESS ETHICS IN CORPORATE AMERICA, GLOBAL ECONOMY AND Research Proposal

ROLE OF BUSINESS ETHICS IN CORPORATE AMERICA, GLOBAL ECONOMY AND LATEST FINANCIAL CRISIS - Research Proposal Example The corruption and greed that came with power of absolute control through economy also played it pivotal role in the gradual deterioration. The ideology of free market economy and the capitalist economy gave rise to the economic set up that is most evidently practiced in America. It rose against the communist and fascist ideals and became the representative system of democracy. As the economies grew they evolved into a particular system with concrete rules and regulations. The business and industries developed and as the economy became global, these industries and businesses developed into multinational organizations and corporate. The corporate became the central organs of the economic system, and with these in place, arose the need of maximizing profits. However, with the complete control of economy came power for these corporate that also held the place to make key decisions. As is said the absolute power corrupts absolutely, so with the complete control over most of economic decisions and with the power to manipulate governments with their economic sway, the corporate leaders indulged in corruption and the trickle-down effect held true, as all those under them, followed their lead. The corporate culture that developed in these circumstances was fraught with unethical practices; it fed greed and greed in turn lead to corruption in all the main quarters. While some of them were charged and punished for their practices, most of them continued the practices under the pretense of maximization of profits that ultimately had to trickle-down to the lower strata of the society. This however, was not the case and while the money accumulated in the coiffeurs of the few, the main people who were supposed to be the beneficiary of the free market suffered and failed to progress. The situation all over the globe remained the same. The fiscal crisis also, affected those at the lower-strata of society, or in the underdeveloped countries, making their sufferings even worse. Starting with the sub-prime mortgage crisis, the economy in America faced a severe fiscal predicament, and the situation led to a complete withdrawal of faith on part of the people in the economic policies and transactions of government. This crisis in turn affected the global economy as all those nations who had invested in the corporations that were declared bankrupt or were on the verge of it, sank taking with them all the invested money. The economies globally were also affected because of the severely interconnected nature of the global trade and business. A lower federal reserve in any country affected the trust of all other countries in them and with the US itself on brink of fiscal disaster due to lack of liquidity, the current situation becomes a matter of grave concern for all involved. The situation also attests to the fact that transformations in the current economic set-up are gravely required. Conclusion The need of the time is to devise methods and make laws, as well as to make sure of the implementation of