Texas Science Scholars program Essay Example for Free

Texas Science Scholars program Essay Mrs. Page, I would like you to know that I do not consider English as one of my strongest subjects; however, I still am excited to be in this class. From what I can tell, your particular style of instruction will definitely be helpful towards my education in literature. I feel you are someone who can help me to better myself in writing. My name is Michael Cortinas. I will be majoring in Computer Science and I am currently part of the Texas Science Scholars program. I enjoy reading, but struggle when it comes to writing on a designated prompt. In high school, I was part of both the varsity track, and cross-country team. Before college, I would run two or three miles every morning, but, because all my classes take place in the morning, I haven’t had time. I have been working part-time at H-E-B for nearly a year now, where I do anything from cashier to push carts. I currently live with my mother, step-father, and three younger siblings, meaning most of my homework will be done on campus. When it comes to college, I hope to obtain the skills necessary to become an impact in my community and in the lives of those close to me. I feel if I can get enough from college, I can be the type of person that people feel confident in putting their trust and coming to for advice. I guess this desire was inspired my great-grandfather, who passed away last year. He was someone that everyone felt comfortable confiding in and always seemed to know just what to say. Your class, being one that works with word choice, is a great start towards this goal. I feel that I am going to enjoy your class and all it has to offer.

Cosmology and the Bible Essays -- cosmology, universe

As one grows older, he begins to question life and how the universe was made. Therefore, it is vital that he has a solid worldview. This worldview has its foundation in cosmology. Cosmology is defined as the branch of science concerned with origin, structure, changes, and the final destiny of the universe. Therefore, the importance of origins/cosmology in a worldview is that it shapes how one sees the universe. Without studying cosmology, one would not have a firm foundation for his worldview because he would not understand how or why the universe was formed. Through the study of cosmology, one is able to better understand how the universe was formed and how it will one day become. Therefore, cosmology affects a worldview because it sets a foundation for the perspective of the person because it explains how the world and living things came about. Thus, once someone determines the origin of the universe, he is able to build the rest of his worldview around th at one idea. In order for cosmology affect one’s worldview, he must first study it so that he is able to better understand it. This theory can be demonstrated in Spurgeon’s article, â€Å"Astronomy As a Source of Illustration†. Spurgeon opens his article with the statement, â€Å"every student for the Christian ministry ought to know at least something of every science, he should intermeddle with every form of knowledge that may be useful in his life’s work. God has made all things that are in the world to be our teachers† (Spurgeon 404). This statement could not be more true. Through studying cosmology, students are able to understand more about the universe that God has created. Thus, learning more about God and building the foundation for their world... ...on event. However, it is important to keep in mind that the theory must be aligned with the Bible. Works Cited Moffett, Rick. "Reliability of the Bible." Kenosha Christian Life School, Kenosha. 2011. Lecture. Moffett, Rick. "Worldviews-Biology/Geology." Kenosha Christian Life School, Kenosha. 2012. Lecture. The Privileged Planet. Dir. Lad Allen. Perf. John Rhys-Davies. Illustra Media, 2005. Black Board. BlackBoard. Blackboard Inc, 2014. Web. 23 Jan. 2014. Ross, Hugh. Why the Universe Is the Way It Is. Grand Rapids, MI: Baker, 2008. Print. Schroeder, Gerald. "Chapter 4: The Six Days of Genesis." The Science of God: The Convergence of Scientific and Biblical Wisdom. New York: Free, 2009. 60-61. Print. Spurgeon, C. H. "Astronomy As a Source of Illustration." Lectures to My Students. Fearn, Ross-shire: Christian Heritage, 1998. 404-409. Print.

Critical analyzing of the knowledge Essay

The role of a manager can be a complex job and although I have opted for five topics there are many more attributes to this position. Using my previous experiences, various research from books that I have read and the internet I will try to explain the rationale for my conclusions. In this essay I will look at the following five topics, Leadership, Communication, Delegation, Decision Making and Support which will help conclude, in my opinion, the five most important skills required to successfully fulfill the a position of a twenty first century manager. These skills underpin the knowledge and abilities which are of key importance to the pivotal role of the manager. LeadershipLeadership is about focusing on the most important resource available to them, i.e people. This process should include the development, academically and professionally of your people. It is important to encourage communication, engaging their thoughts and ideas to promote a win win situation. A manager should always motivate, encourage and promote excellent work, even in the most trying circumstances. A leader must always be aware of the ultimate goals of the organization, and know how their own objectives fit with them. Once these goals have been established you must ensure that your team understands the direction in which they are heading and why, and the purpose of their own activities within the overall plan. The ultimate objective should be broken down into attainable yet challenging goals that ideally will be inspiring and motivating for the whole team. Aims should also relate directly to the specific skills of the individual within the team. Working together towards a shared goal gives people a sense of ownership and responsibility, and  builds an atmosphere of team spirit, (Effective leadership by Robert Heller 1999). The written text of Robert Heller highlights in my opinion that every form of leadership requires strength, perseverance and dedicated staff to be able to fulfill a successful workplace. By choosing the correct employees to fit to you model enables yourself time to pursue further challenges. In my experience you have to show an open mind even to what might appear as, most off the wall suggestion. This shows the interpersonal skills to absorb the information, have time to think situations through and give effective feedback. This inturn promotes diversity amongst the employees that even the wildest suggestion is given time and thought. This objective way of empowering employees give positive vibes to each and every employee whatever their job role within the company or organization may be. With this in mind you can gain valuable commitment and engagement from the most un-co-operative people. Without being a positive open minded leader of people’s thoughts and ideas it is impossible to deliver results by which every leader is judged. A quote which sums this up is,`In fact, Leaders that go from good to great start not with `where` but with `who`. They start by getting the right people on the bus, the wrong people off the bus, and the right people in the right seats†¦Ã¢â‚¬ ¦.. First the people†¦Ã¢â‚¬ ¦then the direction` (Jim Collins, Educational Quotes for the 21 Century)This quote confirms to me the important role each person has in a well run, successful organization. Without this and total co-operation from all parts of the company, from senior management to the youngest most inexperienced person, failure would not be long from coming. Communication The art of communication can be a very complex situation unless steps are taken beforehand to ensure any messages relayed from higher management are correctly and concisely passed on in a positive manner. In my experience as a manager previously I have taken steps to prepare exactly what I was going to say in a manner which was clear, understandable, concise but most importantly which had enough open ended opportunity’s for two way discussions enabling myself to listen and give every opportunity for even negative feedback to be viewed as an opportunity for improvement. In my first few months as a manager within my company a position to which I was promoted from the shop floor, I was expected by the other employees to be able to change all forms of workmanship problems, health and safety issues, right down to the microwave being broken. I had up to then been part of a work force that had so bitterly complained of lack of information. My first steps were to gain trust from higher management to show I was as astute as previous managers and capable of moving on in a way which gave me time to bond as a manager with the employees and gain valuable experience in the role from which I was expected to get results from. My winning formula was simple; to put together a feedback questionnaire which involved everyone from the site leader to the cleaner. Each person was given 25 questions, some relevant, some comical and some which I thought were burning issues. All I asked from the employees was for the questionnaires to be filled out  with honesty. I requested any feedback, positive or negative be given in such a way which could be an opportunity for the company to move forward. The questionnaires themselves were voluntary and anonymous in case employees feared there would be reprisals afterwards. My next step was to get the 6 team leaders to put the questionnaires together in bar graphs, to offset a negative thought of management fiddling the results to look good for them. The findings were presented in an open meeting of 75 employees, which just coincidently fell at the same time as the area manager being on site looking at our set up. The outcome even surpassed my widest dreams, Ideas were given time and place, open discussions followed on subjects which some of the other managers were unaware of. But most importantly as a result of my actions a discussion group was formed which consisted of one manager, three employees, two team leaders and most importantly one of the junior employees the cleaner. All this led to a positive communication line from top to bottom. Everyone now felt they had as much responsibility as the next person, views were discussed openly, and problems dealt with by everybody. My ideas had ultimately been successful with some of the ideas being transferred into cost cutting and work improvement measures. One of my most positive actions was to get the microwave fixed. This gave me a foot into the door of management while successfully putting my  knowledge of frustrations of earlier years on the shop floor into good use. I learnt it is far better to listen and communicate then in a real way rather than pay lip service only. Action speaks louder than words. DelegationDelegation is probably one of the most arduous things a manager or leader has to do. Balancing the work load, too little and the person loses interest, too much and the person cannot successfully achieve the desired results for which you are looking for. And the reason for delegation?As a manager it is impossible to achieve everything yourself. You also need the support of subordinates(Team leaders, Supervisors) to process daily routines maybe now not on the top of your list, such as team meetings, daily forecasting, filling out of charts and overall managing of a team environment but yet pivotal to the success of your company. This also empowers employees to show their leadership qualities and the effectiveness of their skills. Choosing the right person to delegate to is vitally important. They have to have the knowledge, skills, motivation and be given sufficient time to be able to fulfill the tasks you are asking them to do. At most times these skills are not most openly visible so you have to choose the person you feel has the necessary intelligence and willingness to move up within your organization. With this you also have to give support, guidance and time to fulfill your expectations. The best way to achieve this would be to give smaller less important tasks to start with to build the person’s confidence, monitor the results, and gradually increase the level of responsibility so that the person`s powers of judgement increase with the more demanding work load you require from them. Delegation not only helps you get your work done; it can be used to improve your subordinates’ performance and therefore your trust in their ability to carry out more responsible work. Instruction training and development are part of the process of delegation. (How to be an even better Manager Sixth Edition, Michael Armstrong 2004)As I mentioned previously my early days of Management were extremely testing trying to find the right balance between concentrating on my new duties and trying to also hit production targets with ever changing goal posts. My attitude at first was to complete my work load given to me by my Manager then spend four more extra hours of the day completing work which I had left behind to make the transition. I was wrong, but this carried on until I was asked to attend a manager’s course in the Lake DistrictIt was basically 6 people from different backgrounds all sent on a course which fundamentally had the same out come whatever we were doing. Each day had a specific task, leading, assessing, team building, support and guidance and funny enough delegation. Each day a different person had to lead the task and by coincidence I had the day which turned out to be delegation. The task was for me to play draughts, I was in the control tower, and I had two people in a shed with whom my only contact was through a two way radio, and three people on the board moving the pieces. Initially my thought was to quickly make up a board with 64 squares and make my moves using this board and by radioing my moves to the two people in the  shed who would then run to the other three people who would make the move. They would then radio to me my competitors move and so on. My problem was I was still thinking of work and how if a problem arose I would try solving it myself, but what a big mistake. The game had a limit of 15 minutes and although I had thought my ingenious way of winning was superb I was ultimately beaten by blind foolishness, stubbornness and of course lack of delegation skills. It wasn’t till afterwards I realized how easy it would have been to let the two people in the shed co-ordinate with the three people on the board to solve a winning formula. It was a valuable lesson learnt and one I didn’t dither on too much when I returned to work, I used it to my advantage and re-assessed my team leaders performances and gave them new responsibilities which increased my time for more demanding business issues of which my new position entailed. Decision MakingDecision making is about thinking out a problem or situation, working out possible causes of concerns and making the correct choice or option. A decision is a judgement. It is a choice between alternatives. It is rarely a choice between right or wrong. It is the best choice between almost right and probably wrong- but more often a choice between two courses of action neither of which is probably more nearly right than the other (Peter Drucker, The Effective Executive, 1967)Every good Leader can expect praise by making decisive decisions based on the information gathered at any given time although census shows making excellent decisions is generally based on two or more conflicting disagreements, this enables the Leader to gauge opinion, have time to access the information and proceed with the best course of action. Many rules have been written about the best way to proceed when making the  best decision but from my experience getting the best answers means possibly accumulating five or six different reasoning processes and making the correct one, which I have listed below. Based on this way of thinking decisions become easier as time goes by, but as a leader you must have the confidence to implement and stand by your decisions. SupportAll good managers only become great leaders by entrusting the support of the work force of which they have been chosen to lead and visa versa. Experience tells me that trust can be very difficult to build and very easy to lose, as many employees have a `them and us` attitude towards management, so building trust can also bring loyalty amongst your workforce towards you. Building the initial trust is a very difficult thing to achieve as you have to prove your support towards them; This can be achieved by reassuring them you have no hidden agendas, and continually keeping them up to date on any information that affects them and keeping promises when made. Providing the workforce with the equipment and resources to succeed in their job also enlists support from them as well as recognizing successful targets achieved, this can be a motivator in itself. By appraising individuals and teams in successful target achievements with an  audience present can build a confidence within that teamUsing the team to present the results through interaction reinforces their stature of a job well done. Some mistakes are undoubtedly bound to happen in a high pressure situation where targets are hard to achieve but making sure any reprimand serious or not is made on a one to one basis is criticalThis does not undermine the individual or their performance but can be used as a learning curve on the way to build positives from a negative situation. Being a supportive leader means addressing all kinds of situations. I once had an employee who had just gone through a separation from his wife, was only seeing and visiting his children once a fortnight and was hitting the drink in such a manner that I had to warn him of his behaviour towards other employees around him. We both decided that visiting the dedicated counsellor was imperative and I took immediate action and drove him there the same day and waited for the session to end. I didn’t have to stay but I felt responsible for his welfare as a valued member of my team. It took many more sessions for him to finally turn his life around and get on the straight and narrow once again and finally earn some respect from his co-workers, but he managed to stand up in front of them and apologise for the sometimes meaningless disruptions he may have caused. Although I dealt with it in a sympathetic manner and got him the help he required, he was fully aware of the consequences of me assisting him instead of neglecting the situation and throwing the book at him. Sometime later he moved on to be one of my trusted team leaders. I truly learnt the difference between being a manager and a leader in those few weeks. As a manager you are asked to look after the business side of  things, targets goals etc and as a leader you have to look after people and the daily roles of different personalities. Combining both makes you a stronger more competent person able to adapt to any given situation. Conclusion To be successful as a Manager and leader in my opinion you have to have a work range that compares to a Politician and a Football Manager. As a politician you have to be diplomatic when required often in difficult situations, be able to judge and compare when best to communicate sensitive information and of course when to lead. Where as a football manager chooses his squad, puts his players in the best position for him and the team and is judged by results. Both these professions need dedicated people to run them and committed people to assist and participate wholeheartedly. In each case knowing the objectives, goals, targets, providing direction and facilitating change, enables the Manager a platform in which he can be competent to achieve the desired outcome which the position requires. Essentially Management is about setting out what work to do and getting it done through the co-operation of people to achieve this!Realise that the greatest asset is the co-operation and dedication of your staff. I hope my essay sheds some insight into the way I feel a manager of the 21st century should conduct themselves to become a successful part of their organization. Bibliography Teach yourself Leadership, Catherine Doherty and John Thompson, Hodder Education, 338 Euston Road, London 2007. On Leadership, Allan Leighton with Teena Lyons, Random House business books, 20 Vauxhall Bridge Road, London 2007. The Rules of Work, Richard Templar, Pearson Education Limited, Edinburgh Gate, Harlow 2003. How to be an even better Manager, Michael Armstrong, Kogan Page, 120 Pentonville Road, London 2004. Effective Leadership, Robert Heller, Dorling Kindersley, 80 Strand, London 1999. Modern Management, Siobhan Tiernan, Michael j. Morley, Edel Foley, Gill and Macmillan Ltd, Hume Avenue, Park West, Dublin 12, 2006. The Effective Executive, Peter Drucker, Heinemann, London 1967. www.leading-learning.co.nz/famous-quotes

Relationship banking

Youth, adolescence, and maturity of banks Credit availability to small business in an era of banking consolidation. pdf more complete conceptual framework for SME finance. pdf Bank Size and Small- and Medium-sized Enterprise (SME) Lending Evidence from China. pdf Bank size, lending technologies, and small business finance. pdf Bank-firm relationships, financing and firm performance in Germany. pdf Collateral, type of lender and relationship banking as determinants of credit risk. pdf Competition and relationship lending Friends or foes. pdf Credit protection and lending relationships. pdfFirm failure and relationship lending in an emerging economy new evidence from small businesses. pdf How do lending relationships affect access to credit and loan conditions in microlending. pdf Information verifiability, bank organization, bank competition and bank-borrower relationships. pdf Lending relationships in line-of- credit and nonline-of-credit loans Evidence from collateral use in small b usiness. pdf Loan officers and relationship lending to SMEs. pdf Multiple banking relationships and the fragility of corporate borrowers. pdf On the importance ot retail banking relationships. t On the prortability and cost of relationship lending. pdf Organizational distance and use of collateral for business loans.SME, borrowing constraints and banking relationship in Japan. pdf The number of banking relationships and the business cycle New evidence from Colombia. pdf The relationship banking paradox No pain no gain versus raison d†tre. pdf The relationship between banking market competition and risk-taking Do size and capitalization matter. pdf Trends in relationship lending and factors affecting relationship lending effeciency. pdf What's in a relationship The case of commercial lending. pdf Collateral, type of lender and relationship banking. pdf Collateral-based lending in emerging. pdf Do lending relationships matter. f Does gender matter in bank-firm relationships Evid ence from small. pdf Does market size structure affect competition. pdf Empirical determinants of relationship lending. pdf Evidence of Jointness in the terms of relationship. pdf How do lending relationships affect access to credit and loan conditions. pdf How important are small banks to small to small business lending. pdf How SMEs exploit their intellectual property assets. pdf Information verifiability, bank organization, bank competition and bank,

Human Skill Essay Example

Human Skill Essay Example Human Skill Paper Human Skill Paper Abstract Now, more than ever, businesses or organizations have begun to focus on the important role of Employer and Employee relationships. In review of Stalemates Organizational Management Leadership, Human Skills are noted as the second fundamental characteristic that a manager needs to possess besides Technical and Conceptual Skills. Human Skills are needed so that communication can be delivered and received effectively with positive results. Communications must be clear, concise and understandable by all parties involved. The reasoning for this is: the better the communication is delivered, the better the feedback will be. All messages that are transmitted either verbally, written or non-verbal has a meaning; the vocal tones, writing or the way a message is presented can convey a good or bad feedback from the receiver. Overall, communications plays a very important role in business and personal lives; therefore, how it is relayed depends solely on the delivering party. Human Skills In todays society, peoples communicate with one another In different ways. These ways may be mobile to mobile, chat to chat, Instating, Social Networking Sites I. E. , Twitter, Backbone; all of which may be verbal, written or non-verbal, However, when e communicate, it must be clear and understandable in order to receive proper feedback. In the day to day routine of friendly casual conversation (person to person), one doesnt really to the extreme for communication to reach its fullest potential because we too often use the slang approach whether vocally or in writing, In the business or employment area, communication skills are a much needed asset and then, how we relate as humans is essential to position status, ambitions, achievements and employment development; this Is where Human Skills come Into play. What Is the Meaning of Human Skills According to Easterlies Organizational Management Leadership, Human Skills are the managers ability to interact and work well with others, (Easterlies, Pig. 12). Managers must be able to relate with others, including their subordinates, in a way that is very clear, concise and understandable. When a manager does not understand something that is communicated to him or her in writing, verbal or non- verbal form, questions should be asked for clarity. Clarification stems for the top (Corporate-Executive Level), Middle (Management Leadership) and the Bottom (Subordinate-Blue Collar) Level. What are the Fundamentals of Human Skills The greatest asset of good leadership or management is when a person has the ability to get along with another entity regardless of the circumstances or situations. He or she should be able to Interact well with another. However, when a leader communicates with other Individuals, the statement or message should be thought upon first. Why Is this? Hastiness and outbursts are follies for negative feedbacks. By phone, and of course in person. I have heard it said that the most common word used in conversation is the word I. We speak highly of ourselves, and to our shame, e have slandered anothers reputation with our choice of speech. We literally speak thousands of idle words each day, (Articles. Com 2009). This particular saying doesnt necessary pinpoint how communication should be handled between the one sending the message and the receiver of the message, but, it does implies that one needs to be selective in his/or choice of words because what we say and how we say things can and will demean ones character to the extent that feedback may be received negatively or not at all. Therefore; managers must also have a good understanding of what is or should be communicated and how it should be incommunicado to others. To ensure that communication is clear and understandable, by both parties, for positive feedback to be warranted, these steps should be initiated: a) Make sure your non- verbal communication matches your message that is being delivered?this clearly states that one should consider their tone(s), facial expression or body movements. These elements can lead one to believe or think the opposite of what is actually being delivered. For example, a frown can mean you are angry when you are not or a nod, taken to mean k when you had the inclination to move your head. B) Remove or avoid barriers-attractions are considered things that causes interference, so, try and stay clear of noisy equipment-noise in general. A quiet surrounding would be the applicable place to hold meeting or communicate with others. This will prevent the likelihood of one having to repeat themselves because someone was unable to hear. C) Consider using powerful words and words that have specific meaning?do not use words like might or think which leaves room for unclear communication. Be specific, give an exact timeshare or date and be very confident in what is being delivered. -Know the facts. D)Ask questions when you have delivered your message?this is to ensure that everyone understands and does not leave room for negative results. If someone has problems with what was said, it doesnt hurt to reiterate and explain exactly whats unacceptable and acceptable or what is expected and what is not, (Anderson, Blobs to Communication, Copyright 2011). The Importance of Human Skills Many businesses or corporations hire peoples that are skillful in the use of computers, technical skills, training and communication but there are other concepts to interpersonal relationships between the leader and employee: a) Being a Good Listener does not apply to only the subordinates but it to the Managers as well. A company cannot operate off of the ideas of only one person; so when an employee has something to say, Management should be attentive. When a conflict or disagreement arises between two employees, both parties reasoning should be heard. When Management and an employee disagree and it cannot be resolved at their level, a Superior Staff should be notified and then both sides heard for a resolution. B) Be a Team Player: Managers and employees should be able to function as a TEAM. At church, we are taught that each auxiliary (Mother Board, Deacon Board, Ministerial Staff, Choir, Ushers, Custodial Staff, Sunday School, Bible Class) cannot function on its own, assistance is needed from all bodies. Take for instance, the human body. The hand cannot move with the help of the arm, the foot organization, get to know your employees-, their behaviors, attitudes, weakness and strengths. Be able to provide motivational techniques, encouraging words to help then accomplishment a particular task when he or she thinks the odds are against them. Do not say what you will or will not do to your employees. Lead by example, for positive, productive and nourishing working environment. C) When a group of individuals work together on a day-to-day basis, eight or more hours a day, confusion and disagreement is will show its ugly head sooner or later. This is where being a Good Listener manifest itself (subtopic A). Do not show favoritism or partiality. No two individuals are the same and therefore, he or she should not be treated as such. The Manager should be fair, firm, flexible, yet attentive, in all matters. In Psalms 73, ASAP trusts God, yet he is somewhat disturbed about life (world) being unfair. God is fair and always will be. Yet, in society, situation occurs when the sinful man profits and it seems at naught for the Christian, (Relevant Bible Teaching. Com). But, God tells us that it rains on the Just as well as the unjust-here God in showing no partiality. The world in His and the fullness thereof and be blesses whom He may. Being carnal minded and looking at how the wicked is fairing can cause a stumbling block, if not rooted in the word of God. It may make one wonder, Can I do the same as him or her and reap the benefits. Yes, you may but there is a price for disobedience. One may think he or she has gotten away but in Hebrews 9:27 and Romans 2:6, it is stated that God will render the Just reward for all deeds done in this body, whether good or bad. In this world, we pay a penalty, if caught and when one dies there is a Judgment that me must meet with God alone. So, it behooves, us as Christian and even those who knows, to be fair or impartial, whether in business or personal experiences, (Relevant Bible Teaching. Com). Human communication skills are a broad field. There are many dos and dont to consider. Interpersonal skills, how you communicate with others, is a key to success. As a manager, you just be aware and knowledgeable of your shortcoming in communication. If you have weakness, it will not hurt to practice with a colleague to provide pointers or gesture on the areas that need improvements. It is also beneficial to watch others that delivery good, effective communication. You can learn by incorporating some of their techniques in your presentation; but, always remember that you can only be you and not anyone else. Be yourself, and works on what motivates you and your subordinates. If you have problems with what you should reflect upon or say, make notes and study what you write-this will help prevent a loss for words. All Scripture is breathed out by God and profitable for teaching, for reproof, for correction, and for training in righteousness, 17 that the man of God[a] may be complete, equipped for every good work, (The Holy Bible, 2 Timothy 3:16). The Bible states that we are to study the scriptures for ourselves and get a clear understanding so that we cannot be lured into the wrong direction or presented misleading advice. It will correct us and convict us. So, for a manager to decisively notate their weaknesses; it will help him or her to make corrections and be better prepared in the works of communications. Commitment is a requirement to be an effective communicator when interacting with others. A manager or leader must be committed and time has to be employed communicate with others, verbally or non-verbally; yet, it stills requires putting forth effort. Just as a singer is gifted with the talent of signing, it is necessary to invest time in training to further develop his or her vocals and to keep the current vocal capacities active. Peoples change Just as trends, so managers need to know their employees, what makes them a self-starter, what agitates them. As an effective manager, one must not speak in double meaning; say one thing ND their actions state another. Managers but be honest and truthful in expressing himself or herself and look for the well-being of their subordinates. When an employee has determined that the management, under which they are assigned, is ethical is the employer-employee relationship, morale will increase in the workplace because a bond of loyalty, (the willingness to remain faithful to the interest of others and concern for followers), (Easterlies, Pig. 8) and trust,(the willingness of a party to be vulnerable to the actions of another party based on the expectation that the other ill perform a particular action important to the trust or, irrespective of the ability to monitor or control that other part as a positive expectation that another will not act opportunistically) (Easterlies, Pig. ) has developed. It also motivates the employees to perform at their best level of achievements and standards. In this relationship, the manager is direct the employees in a positive way. In-service training will be provided when deemed necessary and when problems occur on and off the boundaries of the worksheet, the manager should still possess a positive attitude and rye to provide any ways of assistance or referral to help resolve the situation. The achievement of a business or organization depends upon management and the employees. Good leadership leads to good employees when all negative facets are cast or removed from within the relationship. Employees respect sound Judgments and support from their employers. A leader or manger that show a lack of respect for other positions, causes division among employees, shows a lack of interest for others concerns or problems and will not support or stand behind what he or she communicated, will not be respected by employees nor will employees work at their least potential. The working environment will not be friendly and compassionate. Friction develops and soon hostility and resentment will surface also. Managers must deter all unethical practices or choices. Employees must not be allowed to take down on other employees. Employees cannot be made to like another individual but they must show respect to one another in the workplace. Employees should not be allowed to leave a task unfinished, when time has permitted, for another employee to complete. Employees should not be permitted to disrespect others by using name calling, using derogatory comments or profanity. Managers should follow the same attributes. In the workplace, when managers and employees are on one accord, unity will abound. Rules and regulations will be adhered too and following the managers specified lines of communication will be understandable and honored. However, in supervision of subordinates, both parties must realize that there are barriers that cannot be crossed or broken. Managers have specific tasks and functions to carry out differently from those of employees; and employees have specific tasks and functions to carry out differently from those of their leaders or managers. When this is understood by both, the employee and employer, it helps to establish a good communicate. It should then be evident that the leader or manager is only as strong, efficient and productive as the employees. The manager needs the support of the followers as well as the followers need the support of their leader or manager. A manager left to make all the decisions or ideas without input from others will create confusion. The confusion comes when there is no outside input because the manager will see whats only best for him or her, not realizing that others ideas plays n important part in establishing a business and epitomizing an emerging workforce.

Sexy

Sexy Sexy Sexy By Maeve Maddox The adjective sexy is a US coinage. According to OnlineEtymologyDictionary, it was first used in 1923 to describe smoldering silent screen star Rudolf Valentino. Sexy to describe the sexual attractiveness of individuals and the sexual aspect or content of things is still probably the most common use of the word: George Clooney Voted Sexiest Man Alive (Again) Joan Crawford proves that you can be a powerful and sexy screen presence even after the age of forty. Out of Sight has been voted the sexiest film of all time in a poll of industry insiders for an American magazine. Can minors go to video stores and buy or rent sexy, violent movies without parental consent? Nowadays, however, sexy is used to describe things that have nothing to do with sexual attraction or content: The 101 sexiest cars of all time Houses with the world’s sexiest garages Homelessness is not a sexy cause unless it’s around Thanksgiving. Not too many mayors  find it very  sexy  to stand next to a fixed sewer or repaired bridge. Childcare and children’s services, in the general public’s view, is not sexy; it is not at the top of people’s agenda. Somewhere in the 1950s, sexy acquired the meaning â€Å"appealing, liable to excite interest, not boring.† The word is especially popular in the marketing industry: How to Make Your Product Look Sexy on Facebook Build a strong foundation for your marketing – now that’s sexy. A retail experience needs to be dynamic, energetic, [and] sexy. The most successful company is the one with the sexy logo, the sexy ads, the sexy products, and the sexy packaging. Considering that the purpose of advertising is to cause consumers to lust after products, I suppose that the extended meaning is not much of a stretch. Just as I felt confident to say that sexy in these contexts is simply a synonym for â€Å"not boring,† I came across a marketing site with the headline â€Å"Sexy Doesn’t Mean ‘Not Boring.’ † According to this site, â€Å"Helpful is the new sexy.† Marketers will continue to use sexy as shorthand for attention-getting, but for me, sexy seems more suitable as an adjective for beautiful people like Antonio Banderas or Cote de Pablo than for an insurance blog. When it comes to describing the appeal of advertising and merchandise, writers may want to explore other words that convey the idea of appealing to human craving and covetousness. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Vocabulary category, check our popular posts, or choose a related post below:16 Substitutes for â€Å"Because† or â€Å"Because Of†Comma Before ButShore It Up

Women in abusive relationships Research Paper Example | Topics and Well Written Essays - 1750 words

Women in abusive relationships - Research Paper Example Abuse in relationships is of varied forms like, sexual assault, physical violence as well as emotional torment. However, there have been intense debates as to why abusive relationships still exist and why others find it hard to give up on their abusive partners. In many instances, studies show women find it hard to put off abusive relationships where they find themselves as victims (Bracken, 2008). Therefore, they make hard decisions to persevere and suffer in silence. The latter has adverse effects to women who find themselves as victims as well as people around her. For instance, her concentration at work is lost and at times, her children may suffer from the emotional setbacks due to their mother. However, women usually have diverse ways of reacting to abusive relationships (Evans, 2010). Among them include various factors which they safeguard if they choose to be out of those relationships like children or desperation (Stark, 2007). However, interventions of such organizations an d programs have not been enough to curb the menace because the statistics are still high. The main question that comes from these results is what is the main solution to curb the vice? Thesis: Various factors lead to intimate partner violence in the world where the female gender usually comprise majority of the victims in those relationships despite preferring to stay in them for varied reasons. As various institutions, programs and organizations to fight the menace continue to increase, the number of women in abusive relationships is significantly quite evident. Hence, prompting the unlikely question that pops up concerning why women involve themselves in abusive relationships (Hatcher, 2013). One would ask what attracts women to relationships where they experience assault. In many circumstances, women find themselves at the receiving end of an abusive spouse mainly because they lack proper financial support on their part. In most cases, women think usually thing of good lifestyle, which they will enjoy and how they stand to benefit from the marriage (Hatcher, 2013). Because of the latter idea, they involve themselves into abusive marriages blindly not knowing of potential repercussions of their actions. Additionally, researchers cite that a spouse who have become victims or witnessed abuse in their family origin, in many instances learn from the menace and become violent to their spouses.(Stark, 2007). However, the theory is also not widely supported because it does not explain how victims of child abuse or partner violence amongst parent end up being violent against their spouses in future. Research done in various countries indicate that there is a persistent increased risk of intimate partner violence among women who have been on the receiving end of child abuse or witnessed abusive relationships among their parents. Scientists explain the latter through PTSD symptoms, which encompasses of childhood trauma (Evans, 2010). Childhood trauma often occurs in t he wake of an abusive relationship and often combined with depression, which may make it more difficult to escape from an abusive relationship once it occurs (Bracken, 2008). Scientists also show that PTSD or depression may lead to decrease in the ability for someone to recognize and respond to signals of danger. The mental distortion in most cases puts these women at risk of future victimization thus decreasing their chances of escaping after being with an abusive partner. This implies women who are victims of childhood trauma may not only be targets of partner abuse by spouses but also tend to be more likely to