Assignment Essay Example | Topics and Well Written Essays - 750 words

Assignment - Essay Example At the end of the program, a gala was to be held, and the other competing schools-and in essence, companies-would gather for a competition to showcase what type of company they operated, how they operated and awards were up for grab for: The most profitable company. The best financially kept/managed company. Leadership award. The best overall company. Yes, visions can indeed be negative. In as far as visions are what we see as the situation in the future and this being the only drive necessitating changes towards realizing it, and in resting the job of creating the vision solely in the hands of â€Å"the leader† then certainly, visions can be negative. What is desirable is different from what is not desirable. Most firms focus on what they are to avoid rather what they aim to achieve (Senge 2006). The source of visions is primarily centered on the aims and preference of the particular individual generating it in lieu of the prevailing conditions in the operative environment. A leader that is cut off from the world can lead to development of visions that are impaired. The substance of that vision in particular can be extremely retrogressive and archaic as was the case in leaders such as Adolph Hitler. In the Company project, I was privileged to have worked on two fronts: Firstly, as a sales man and secondly as a human resource manager. It was ironic indeed, and rather vaguely clear to my fellow company members as to the excisions of my duties in both capacities. However, to me it was a chance to bring about the skills of adaptability-integrating both my outstanding leadership skills with my ability to work as part of the team (Woodcock 2007). A paradigm shift in my life occurred when I got the opportunity, shortly after the conclusion of the Company program, to form part of the team representing Kenya in an exchange program between Kenya and the Nederland. This opportunity opened my view on a lot of major aspects of my life, certainly culturally. The exch ange program introduced me to cultures of 3 European nations namely France, Belgium and the Nederland. My view of the world was immensely enriched, and the sight and first-hand experience of life in a developed society cannot be matched with any other in my life. I now understood what local policy makers meant with â€Å"development geared towards pushing the country into a developed nation†. Communication skill is certainly my strongest point. The ability to articulate thoughts, ideas and arguments in a manner that enriches discussions, induces and sustains action is by far my greatest asset. I believe strongly in the right of individuals over any matter; that one must speak up and rationally express their choice both in speech and in action. Historically, the very action of dissent has proved time and again as the driver of change. For where there is dissent, comes change; with change progress comes (Woodcock 2007). Again from a personal experience during the Company progra m, indeed both the shareholders and the executive board were against my dual role position. Claim that it would affect the performance of the team as a whole on either ends was my constant fear. Such difference in opinion and stiff resistant only served to strengthen my desire for the jobs. Clear explanations on how you plan to perform your duties, how they integrate with the overall team effort and providing a mechanism against which performance can be assessed

Dietary Education Program for Patients at High Risk of Coronary Heart Dissertation

Dietary Education Program for Patients at High Risk of Coronary Heart Disease - Dissertation Example Conclusion and Recommendations P. 47 – P. 50 10. References P. 51 – P. 55 11. Bibliography P. 56 12. Appendices P. 65-83 Tables Table 1 Boolean Table P. 22-23 Table 2 Search Terms Acknowledgement My sincere thanks to people who have helped in the formulation of this paper, from the initial typing of the draft to the editing and correction my heart is filled with thanks. To my supervisor who painstakingly made corrections and suggestions, and to my classmates who also provided inspiration and suggestions, my personal appreciation and thanks. Without you, I wouldn’t be able to fulfil my academic obligations. Abstract Coronary heart disease is a common sickness and a major killer among industrialized countries of the world, Hong Kong not excluded. While we are considered advanced in many areas, in technology, the sciences and in medicine, we have forgotten how to deal with sickness and the common risk factors that kill our people. This is due primarily to our contin uing lifestyles of inactivity and continuous energy intake without regard for the kind of food we take. There are many suggestions contained in the literature on how to reduce CHD risk factors and deaths but the best suggestion so far is education. Through education available for patients and people at high risk of cardiovascular disease and CHD, we can reduce the risk factors and mortality of the disease. The aim of this study is to provide a dietary education approach for long term treatment of people at risk of CHD. Our conclusions and recommendations provided this approach and this is a combination of several strategies. The strategies include a community based education programme for patients and persons at high risk. The program should use the Mediterranean diet, or a pattern of fish, fish oil, olive oil, fruits and vegetables, which has to be combined with physical exercise. Other programmes include the INFO, PEP, FIT, which recommends healthy habits and physical exercise. Th e method used was review of the literature. The critique provided was a comprehensive study that applied various dimensions to include theoretical aspects, ethical issues, including the methodologic concepts, interpretations and presentation methods. The themes are all about dietary education to reduce the risk factors for CHD and to prevent myocardial infarction or cardiac event. In the reviews, we found the themes to be the focus for discussion and the influence of the body of the literature. Changes in major risk factors have positive effects in CHD mortality rates. Common risk factors are almost similar in many studies, such as blood pressure, cholesterol, smoking, obesity and diabetes. A study in Hong Kong concluded that for the period 1989 to 2001, CHD mortality was reduced by 78% due to improvements in treatment and education/information provided to patients and families. Compared to CHD mortality rates in western countries, Hong Kong’s was very low. Treatment, educati on and control of risk factors were attributable to reduction in CHD mortality rates. Chapter 1 Introduction Hospital Authority’s plan of action for the next five years addresses the issue of enhancing quality health care and patient-community relationship, along with adequate resources in meeting healthcare needs. The strategic planning process was led by the Hospital Authority Board and participated in by 750 stakeholders composed of patient groups, representatives, clinicians and heads of agencies. The Strategic Plan introduced a framework for healthcare workers and professionals

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

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.

Technology :: essays research papers

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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 .

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.