Wednesday, October 30, 2019
ADHD Essay Example | Topics and Well Written Essays - 1000 words
ADHD - Essay Example Conservative estimates indicate that AD/HD affects between three to seven percent of school age children, and between two to five percent of adults†(Freer, 2004). This is how one author defines the disorder and its prevalence; although there has been a more recent interest in adult ADD and AD/HD, the disorder is primarily associated in the media and in most existing articles with children and adolescents. This means that the disorder is also aligned with the educational system in this country. At the same time, there has been a federal concentration on outlining programs that are relatively sensitive and malleable and do not reflect federalization in dealing with the problems brought up by special situations of AD/HD. In terms of the symptoms that they show, generally the individual with AD/HD, â€Å"Fails to pay close attention to details or makes careless mistakes in schoolwork†¦ has difficulty sustaining attention, does not seem to listen when spoken to, does not follow through on instructions and fails to finish, has difficulty organizing tasks†¦ avoids or is reluctant to engage in tasks that require sustained mental effort, loses things†¦ easily distracted†¦ forgetful†(Dreher, 1998). These symptoms could be seen as simply shortcomings in attention span or irresponsibility, so in many cases the student or child is blamed for their condition, when it is really the brain chemistry that deserves the blame, not the individual. This is why teachers and parents need to give children with AD/HD more tools to overcome the symptoms: they often have trouble writing neatly, so teachers could advocate early use of word processors. â€Å"Children with ADHD are sometimes poor s pellers, so let them use a spell checker to edit their stories. Wherever possible, let kids use checklists - to assess key elements of their stories during the revision process, to determine whether theyve followed important steps†(Weaver, 1998). Symptoms of
Monday, October 28, 2019
Project Management and Leadership Essay Example for Free
Project Management and Leadership Essay Leadership is a set of profound practical approaches that determine the success of various change projects within any organizational context. Leadership has already turned into the instrument of guidance and direction for the majority of international and local companies. The close conjunction of leadership and management guarantees that the company will take stable position on the market in the long-term period. Leadership helps determine the basic priorities of the company’s development and lead the organizational process towards predetermined goals and objectives. Innovation and change remain the two key components of the successful leadership; the ability to implement innovative decisions and strategic changes determines the success of any leadership strategy that is implemented within specific company. The development of shared vision, communication strategies, and commitment determines the success of management projects in the constantly evolving organizational environment. Successful leadership: innovation and change Change is the key to successful management. The ability to implement changes determines whether the company is able to stay afloat in the constantly changing competitive environment. Change is intensely personal. For change to occur in any organization, each individual must think, feel, or do something different†(Duck, 1993). That is why leadership skills require understanding the significance of change. Leadership cannot exist without change; without leadership, the change cannot become real. For the change to become relevant and useful, the leader should guarantee that all followers have their experience and thinking conversed to end up in the â€Å"at a predetermined place at approximately the same time†(Duck, 1993). Such approach to leadership will ensure that the leader and the followers follow the same leadership line, clearly understand their performance goals, and possess sufficient and effective tools for achieving these goals. These leadership approaches will also insure the sharedness of thinking, and the leader’s realization of possible problems and obstacles on the way towards organizational and performance highs. Change requires innovative thinking; change means developing new thinking; change implies meeting the challenges which leaders and followers have never confronted before. The combination of innovation and change in leadership serves the instrument for addressing the major challenges and tasks within any organizational framework. However, how do we shape the required leadership framework that allows implementing changes and affecting the process of organizational performance? Several key factors determine perfect leadership. Leadership is the critical element that guarantees appropriate balance between leaders, managers, and employers from all company’s divisions. To be a leader and to manage changes means to be able to stabilize the relationships between the leader and the group of followers, who further carry the leader’s vision of organizational change across all organizational levels. Duck (1993) writes that managing change means managing the conversation between the people leading the change effort and those who are expected to implement the new strategies, managing the organizational context in which change can occur, and managing the emotional connections that are essential for any transformation. Thus, leadership is the source, the initial stage, and the ruling force of transformations within any organizational context, but it becomes irrelevant if the leader is not able to deliver the message, the mission, and to develop emotional connections between the separate elements of the organizational structure. Leadership is impossible without conversation; leadership is also impossible without the already mentioned emotional connections. Leadership cannot turn into management, and cannot bring any positive results if is does not turn into the tangible set of organizational goals. Such transformation is impossible if the leader fails to speak his ideas to the followers in a way that makes them comprehensible and achievable. The leader’s ability to speak the goals and methods of organizational change implies that the leader is able to move the employees out of their control zones, and to establish the sense of urgency in terms of any organizational change and any organizational objective. Overestimation of leader’s abilities to move people ahead is one of the major mistakes a leader makes at the first stage of implementing change. Most successful change efforts begin when some individuals or some groups start to look hard at a company’s competitive situation, market position, technological trends, and financial performance†(Kotter, 1995). However, it is not enough for a good leader to realize the scope of the needed changes, and the need to change the current organizational context; successful leadership has a clear vision of how the minds of the followers should be changed to make them follow the leader and to realize the critical need for a change. Followers should be moved; they should be pushed towards changes. Followers require motivation, and a successful leader is the source of this motivation. To see the need for change may be easy, but it is a deceptive impression. In reality, the first stage of change management is the most difficult of all: employees should be motivated and driven. As soon as the employees and followers are motivated and driven towards change, the next stages of change implementation will be faster, easier, and more goal-oriented. A good leader will never quit if change efforts fail at the initial stage of change initiative. A good leader is able to distinguish the major problems, to facilitate the frank discussion of these problems with the followers, and to further promote the importance of change championships across all company’s departments. Here, ideal leadership combines the sense of urgency with the ability to persuade the followers that the first failure does not indicate the need to give up the whole change management process. The sense of urgency is always reasonable and important: â€Å"when the urgency rate is not pumped enough, the transformation process cannot success and the long-term future of the organization is put in jeopardy†(Kotter, 1995). A successful leader will never be too safe; a successful leader will not be too cautious, but will constantly move towards the predetermined goal, overcoming obstacles, meeting challenges, and inspiring the followers. The urgency rate is high enough to transfer to the next stage of change management, when the three quarters of the company management are convinced that change is inevitable. â€Å"People in the organization may need to hear a message over and over before they believe that this time, the call for changes is not just a whim or a passing fancy. It takes time for people to hear, understand, and believe the message†(Duck, 1993). A successful leader is not only able to deliver the message, but can objectively evaluate the responses from team members. Duck (1993) says that â€Å"what counts is the point of view of everyone else in the organization†, and the success of change management depends on whether the leader is able to interpret, reinterpret, and reevaluate the way followers see the ultimate goals of organizational changes. Communication and balance requires understanding whether followers believe in the success of change, and whether they know what this change means for them and for the organization in general. The leader’s role is to understand whether employees require leadership assistance to better understand the ultimate goals of the implemented change, and whether they are able to communicate their concerns to the leader. When the leader is able to pass the first stage of change management and to incorporate his vision into the minds and souls of employees, the next stage is to make the followers communicate their opinions. A perfect leader will never compel his followers to deliver â€Å"a winning love vision†as soon as employees are involved into change management process (Davenport, 2005). To expect this type of response means to put the whole change management process under the threat of failure. The need to communicate is justified by the need to create different systems of employees’ opinions and thoughts; these subsequently form cohesive working teams that further lead the organization to a new changed position. For a good leader, the followers’ viewpoints are the keys to creating an integrated and well guided coalition of thinkers who realize the need for the change and are ready to act. A good leader understands that a good team is not created overnight; â€Å"the leadership coalition grows and grows over time†(Kotter, 1995). A good leader understands that it is not necessary to involve all senior managers into change management process; on the contrary, a careful analysis of the team members is required before they enter the change process altogether. â€Å"In both small and large organizations, a successful guiding team may consist of only three to five people during the first year of a renewal effort. But in big companies, the coalition needs to grow to the 20 to 50 range before much progress can be made in phase three and beyond†(Kotter, 1995). A good leader realizes that the number of team members is not critical; content is more important when it comes to guiding change initiatives. Leadership implies the importance of team integrity and performance integrity (Sirkin, Keenan Jackson, 2005). â€Å"By performance integrity, we mean the extent to which companies can rely on teams of managers, supervisors, and staff to execute change projects successfully†(Sirkin, Keenan Jackson, 2005). The integrity between the leader, managers, supervisors and the staff determines the stability and success of leadership. Senior managers are frequently reluctant to invite key performers into the team, but a successful leader realizes the value and importance of these performers for the whole process of change management. That is why the company should make everything possible to free these performers from their routine work and to provide them with sufficient â€Å"change freedom†within the change team. With the key performers being involved, the project team will be able to handle a wide range of pressures, challenges, and obstacles.
Saturday, October 26, 2019
Technology :: essays research papers
APR Visa Card * Save money with balance transfers * As low as 2.99% Intro rate or 9.99% ongoing APR * Great rewards program * 100% Safe Shopping Pledge * 30 second approvals * Why wait? Start saving money today - Transfer your balances now Platinum card offers: * 1.9% APR for the first 3 billing periods for purchases and balance transfers * 30 second online credit decision - subject to verification * 9.9% APR Fixed Rate * No Annual Fee Gold card offers: * 1.9% APR for first 2 billing periods * No Annual Fee * Variable APR after first 2 months Classic Card is for those establishing or re-building their credit Top Rated Credit Cards Best Overall Card     Cash Reward Card     Low Fixed Rate Card      APR: 9.99%Annual Fee: $0          APR: 14.99%Annual Fee: $0          APR: 9.99%Annual Fee: $0 Blue from American Express - Offers a variety of benefits and services to cardholders (too many to list here), with no annual fee, a very low interest rate, and a low introductory rate.     Fleet Titanium Cash Rebate - Earn up to 2% cash back on purchases made with the card. In addition, the card has a reasonable low interest rate with no annual fee.     GetSmart Visa Platinum - Individuals who plan to carry a balance on this card, will find doing so to their advantage due to the low introductory rate and low fixed rate thereafter.                     Gas Reward Card     Business Card     Limited / Poor Credit      APR: 13.99%Annual Fee: $0          APR: 9.99%Annual Fee: $0          APR: 0% Monthly Fee: $8 Shell Platinum MasterCard - Earn a 5% rebate towards free gasoline with every purchase made at Shell Gas Stations and a 1% rebate with every purchase made elsewhere. It has a reasonable low interest rate, a low introductory rate, and no annual fee.     Fleet Smart Visa Business Card - is an ideal credit card for small business owners, as it offers a low APR for purchases, a 0% introductory rate, and various business related discounts and services - too many to mention here!     Net First MasterCard - Reports to all three credit bureaus as an unsecured card, there is no credit check for those who apply, a 100% approval rating* (for those who complete an accurate application), and there is no interest rate applied on the account. An ideal card for those who need to establish credit. CD rates Consistent high yieldsâ€â€Our CD and Money Market Account yields are consistently among the nation's highest. Discover Bank received Bankrate's Top Tier award for deposit products with annual percentage yields (APYs) consistently among the top three banks nationwide.
Thursday, October 24, 2019
Audience Analysis Essay
Many of us may know that Breast Cancer is a real prominent disease. With breast cancer being one of the top five killers of man-kind, I wanted to give information in regards to what the disease is. This disease is Cancer of the Breast; one of the most common malignancies in women in the US. This topic means a lot to me being that I’ve watched two grandmothers die from the disease and currently watching a auntie battle from it, not to mention my mom being a survivor, so in my opinion this topic felt extremely suitable for this informative speech. The purpose of my speech being on Breast Cancer, is simply to inform my audience about what Breast Cancer is, who/what it effects and its early detection. According to the American Cancer Society (ACS), breast cancer is the most widespread cancer in U.S. women, it is very severe that women/men become aware of this disease. More than two million women are living with breast cancer, and more than 40,000 deaths are expected this year. The death rate has dropped steadily since 1990 (averaging a 2.3% decrease per year) due to improvements in early detection and treatment; the 5-year survival rate has risen to 88% (ACS, 2005). The type of organizational pattern I plan on using is being able to inform; I want to be able to educate my audience about my topic. I want to include some facts and statistics based on my research in regards. The information I plan to provide to my audience will be useful and interesting to help them develop their own questions and thoughts about breast cancer. References: American Cancer Society (ACS) . ( 2005 ). Breast cancer facts and figures, 2005–06 . Atlanta : Author .
Wednesday, October 23, 2019
Famous Botanist Francisco Hernandez Essay
During the time of 1700 hundreds many artist made their way to spain to seek out what they believed to be an art form but done in garden designs. So many people thought that this was a great cause and belived that this was they were meant to do for life. Francisco like other believed that this was the way to go so he to set to become a famous garden designer and soon he got his wish and was sent for by the duke of Earl. It took many years to establish a good working condition with his boss so he just continued to give his best at what he did which was deisgn the most beautiful garden that you would have ever seen. For many years it wqould be difficult for him to do anything else vbut design because that is all he thought about all day. In the winter it wouod prove to be cruel to him but he weathered the storm and kept right ahead with what he was doing and that was to creat the perfect garden fro duke. Many times the duke became frustrated with his work that he should have never sent for and this made Frncisco so very unhappy to where he put his all into what he was doing even more so but this was not enough until one day he finally decided to tell his boss that he was to ask him to send him back home.
Subscribe to:
Posts (Atom)