What problems are associated with trying to measure social class?

The main problem with trying to measure social class is that the term social class is most controversial. Therefore the way in which it is measured will vary according to how it is defined. Many theorists argue that the question of how to measure social class cannot be separated from the question of class-consciousness. Thompson believed that social class would only exist if there were class- consciousness. By this he meant â€Å"class is only class if you believe that you belong to a certain class†. What this meant was that individuals in the same class situation share a sense of their common interest, and thus think or behave in a similar manner. Whereas Marx believed that class was identified according to an individuals relationship to the dominant mode of production. He believed that the â€Å"two great classes† of a capitalist society were the bourgeoisie and the proletariat. The bourgeoisie were those who were the owners and controllers of the means of production ands the proletariat were those who only had their own labour power, which they were forced to sell in order to survive. This then leads to class inequalities, as the bourgeoisie will aim to maximise production with minimum costs. This would mean that the bourgeoisie make the proletariat work exceptionally hard and pay very little. Marx would argue that these economic inequalities lead to class inequalities. The main way in which individuals are allocated to their â€Å"social class† is via their employment position and the structure of employment has been divided up in various ways in order to generate them. This is know as the employment aggregate approach to class analysis. There are many ways in which class schemes that are available. One of the main schemes is the register general. This scheme has six categories, ranging from professional occupations to unskilled manual workers, which clearly show the hierarchy of occupations advantages and disadvantages. The register generals class scheme show support for Marxist theory of class inequality on the bases of economic factors. As he argued that class division does occur on the bases of the type of employment you are in and the register general's class scheme clearly reflects this. Marx would also go on to argue that those in the lower professions are unable to move up the class structure as it is not in the interest of the bourgeoisie, also they are not given the same life chances as the bourgeoisie, for example the education that those in the top professions receive is argued to be better than those in the lower professions. It has also been argued that even if social mobility does occur its is much harder for the working class to get to the top professions as they are faced with more difficult along the way. However there are a number of problems with using the register generals class scheme to define which social class an individual belongs to. This is because in order to gain the information to categories individuals into their social class the Government produce a census form, which the public must complete. However because it is a questionnaire there are many methodological problems associated with it. The main one being that the public may not be completely honest when completing the form, in fear of being judged or not wanting others to know their personal information. Also the census only requires a simple job description and not detailed information, this can not then be a reliable way in which to categories peoples occupational status. Another problem with using occupational scales to measure social class is that although a certain job may come under the heading of a manual worker the actual job it self may be highly paid and involve a lot of skill, but due to the fact the individual is doing manual work they would still be classified as working class. An example of this would be a builder, their job involves a lot of skill and is highly paid but it is still a manual job, therefore you would be considered working class. Another main problem with using the register generals class scheme is that there are many people who don't classify to any of the categories provided. For example domestic workers and employer don't figure in the scale therefore how can they be allocated to a certain class. Another method for measuring social class is on cultural and political factors. What is meant by this is that the type of lifestyle you lead is a measure for what social class you fit into. For example if an individual wears designer clothes such as Gucci and drives a fashionable car then they would be consider to be middle or even upper class, due to their lifestyle. However if an individual was to elect Labour in the public election then they would be considered to be working class as they are believed to be a working class political party. The problem with using this measure of social class is that it is very subjective and to what one individual would define as middle class another may define as working class. Also another problem is that although a person may have the lifestyle of a middle class person e. g. expensive clothes etc they may have a working class job and therefore work extremely long hours in order to live a life similar to the middle class. Another problem with class measurement is the gender factor, although many theorist consider the topic of class to be gender neutral, it has been argued by many that this is not the case. It has been argued that the class structure for men differs from women's due to employment opportunities. It was not until recently that women were actually able to do the same jobs as men and get equal pay. Therefore this would cause problems when measuring women's class position, because although they were working their income was fairly low compared to men doing the same job. Therefore a man and women who doing similar jobs were unlikely to be measured at the same social class if the cultural method was being used. However if they using the employment aggregated method they would be the same social class. This therefore shows the some of the problems with the different methods available. The other gender problem is that until recently women were not able to get the highly professional and powerful jobs therefore would not have been considered as middle class unless there husbands job was middle class. However once women were able to get the higher positioned jobs their employment still had little effect on the families social position because it was always the males employment that was used even if it was lower than the women's. Therefore having considered the different measures that are available to measure social class I believe that it very difficult to measure a persons class position on just the bases of either their occupation, cultural or political factors. This is because I don't believe a person occupation does necessarily indicate which class a person belongs to. This is because although a person may have a professional job there wealth in terms of assets may be very low. Also an individuals may have a classification of a professional job but their status within that job may be low, that's why I feel that Goldthorpe's class scheme is a more accurate than the register generals. Having brought this discussion to an end I believe that in order to accurately measure an individuals social class position all three dimension should be measure (economic, political and cultural) as this would give a more valid social class position.

Mpo Notes

Extrinsic motivation is related to rewards such as salary, job security, benefits, promotional prospects, the working environment and its conditions. Intrinsic motivation comes from within the individual. It relates to rewards which are psychological such as positive recognition and a sense of challenge and achievement. Vroom’s expectancy theory – Vroom believes that people will be motivated to do things to reach a goal if they believe in the worth of the goal and if they can see that what they do will help them to achieve it.Maslow Theory hierarchy of needs – self actualisation, esteem needs self esteem recognition status, social needs sense of belonging love, safety needs security protection, physiological needs hunger thirst. Herzberg two factor theory – hygiene factors (maintenance factors to avoid dissatisfaction but do not necessarily motivate employees) – Company policy and administration, Wages, salaries and other financial remuneration, Qua lity of supervision, Quality of inter-personal relations, Working conditions, Feelings of job security.Motivator factors – Status, Opportunity for advancement, Gaining recognition, Responsibility, Challenging / stimulating work, Sense of personal achievement & personal growth in a job. McGregor’s X and Y theory – Theory X = Individuals who dislike work and avoid it where possible, Individuals who lack ambition, dislike responsibility and prefer to be led, Individuals who desire security. Theory Y = Consider effort at work as just like rest or play, Ordinary people who do not dislike work.Depending on the working conditions, work could be considered a source of satisfaction or punishment, Individuals who seek responsibility (if they are motivated). Taylor’s scientific management theory – Man is a rational economic animal concerned with maximising his economic gain, People respond as individuals, not as groups, People can be treated in a standardised fashion, like machines. Porter and Lawler’s Expectancy Model is a further development of Vroom’s theory.It considers performance as a whole, pointing out that effort expended does not lead directly to performance but is influenced by the ability of the individual and his/her perceptions. They identify motivation, performance and satisfaction as individual and separate variables and attempt to explain the relationships between the three. Adam’s equity theory – focuses on the way people feel they have been treated in the workplace, looks at fairness of treatment between people, expectation – what people expect to receive in return for there hard work.People may try and get others to leave, they may start to compare themselves to someone who they think they are more like. Methods of removing inequity – increased pay, perks, better working conditions, transfer a member to another department. Locke’s goal theory – clarity, challeng e, commitment, feedback, task complexity. Teamwork is important for staff morale, work performance. Empowerment, quality circle and TQM. Improves productivity, improving quality, improvement in motivation and commitment.Organisations arrange their workforce into groups of people who work together for a common purpose or goal but who each have their own jobs to do. Teamwork creates synergy, in groups leadership is shared, empowerment is making people responsible for the quality of their own work, it enables all knowledge to be utilised, and people doing the work are those that know most about the job. Where group members share the same office this can lead towards group cohesiveness.Good teamwork – Commitment to the team’s success as well as the development of team member, The appropriate skills to do the tasks, The team has its own clear identity to both the members and others, Team members are positive and motivated, The team learns from mistakes and copes with setbac ks, The team is results focussed and produces real results. The authoritarian manager: Motivates by reward, Imposes decisions, Does not delegate, Has only a superficial trust in their staff, Occasionally involves staff in solving problems.The democratic manager: Shares opinions and ideas, Has complete confidence and trust in their staff, Allows staff to participate in making decisions, Motivates by reward for achieving goals set by participation. The autocratic manager: Threatens or bullies staff into action, never delegates, Always imposes decisions on others, Has no trust and confidence in staff, Has little communication and teamwork.

Challenging Obstacle

Well the most challenging obstacle that I had to overcome was the death of my father. My life was turned upside down when it all happened. It greatly impacted me on a physical and mental level. Luckily this challenge taught me to cherish life. It even brought me closer to God and to understand that he has a plan for all of us. It pushed me to become more determined and motivated in any activity I partake in. Our family is much closer now then we were before. His death opened my eyes and my mind to accept the idea that you must live life to the fullest. Not only did it teach me to live life but it showed me how to be confident, strong, respectable to everyone and everything, and how to appreciate the little things in life. This would definitely be the hardest obstacle that I ever had to face in my life. Ever since that faithful day my views on life have changed dramatically. Now I have become more an optimistic individual. Yes, I am more optimistic because now I see the true beauty of the world that I always overlooked. When I see pictures of nature it releases a feeling of sanctity or even solace. I don’t take life for granted anymore, now I strongly believe that every life is precious even the pesky bugs. His leaving revealed that instead of rushing life I should stop every once in a while and take a gander at nature. Like a moment to soak it all in and embrace the true beauty that so much people fail to see. Now I live in the moment instead of worrying what the future brings. This ordeal has brought me a lot more near to God. In my prayers I learned that God needed him and that my father had fulfilled his purpose. I know it sound cliche but it is the truth and no one can tell me differently. Instead of resorting to drug I turned to God and he helped me through the pain. In a way God has taken the role of a fatherly figure and I am grateful. I go to church more often and I feel more alive and refreshed. This trial has shown me the love that God has to offer and how he will take care of you when your love ones are gone. God has become an important factor in my life after my dad died. My determination is at the highest point it could be. I have this motivation to strive to become the best I can. I do these things to make my father proud and to honor his legacy. To be honest, if my father was alive today I wouldn’t have fathom the idea of taking Advanced Placement courses. I would have relied on my dad to do everything for me including finding and paying for my college. Now I can proudly say that with this newfound determination I can succeed on my own. For once in my life I am actually studying and pushing myself to the limit on how much I can learn and retain. I was able to turn such a negative situation into a positive by using it to fuel my dreams. When all was finished this traumatic event created a feeling of togetherness. Our family became tighter and closer together. Now we set up family nights where it would either be Mexican night meaning we make Mexican dishes or game night where we battle it out on the Wii. On certain Saturday’s we all would go out to any restaurant mostly Chili’s and sit-down and talk about how our week was. In a sense we come together and evaluate our week and sometimes we even reminisce about him. It is better to remember the good times than to remember what happened that cold December night. His death brought our family together and taught individual to enjoy the times we have left on Earth because you never know when it is your time. The experience I gained was how to be confident in everything I do. I learned how to be strong in times of great distress. I now have the utmost respect for every living thing. Also, his death allowed me to see how important life is and how we must make the most of it. You always live like it is you last day and always be willing to aid those in need. My father passing away gave me lesson that I hope to pass onto my children. Seeing my father go would have to be the hardest thing that I ever had to overcome. Thanks to God I am standing here stronger than ever. Instead of using this as an excuse I am using this as fuel to empower me. This situation has impacted me physical and mental but I won’t ever let it hold me down. In my heart I know that my father will never accept less so I will aim for the highest peak and ride it out to the end. Challenging Obstacle Well the most challenging obstacle that I had to overcome was the death of my father. My life was turned upside down when it all happened. It greatly impacted me on a physical and mental level. Luckily this challenge taught me to cherish life. It even brought me closer to God and to understand that he has a plan for all of us. It pushed me to become more determined and motivated in any activity I partake in. Our family is much closer now then we were before. His death opened my eyes and my mind to accept the idea that you must live life to the fullest. Not only did it teach me to live life but it showed me how to be confident, strong, respectable to everyone and everything, and how to appreciate the little things in life. This would definitely be the hardest obstacle that I ever had to face in my life. Ever since that faithful day my views on life have changed dramatically. Now I have become more an optimistic individual. Yes, I am more optimistic because now I see the true beauty of the world that I always overlooked. When I see pictures of nature it releases a feeling of sanctity or even solace. I don’t take life for granted anymore, now I strongly believe that every life is precious even the pesky bugs. His leaving revealed that instead of rushing life I should stop every once in a while and take a gander at nature. Like a moment to soak it all in and embrace the true beauty that so much people fail to see. Now I live in the moment instead of worrying what the future brings. This ordeal has brought me a lot more near to God. In my prayers I learned that God needed him and that my father had fulfilled his purpose. I know it sound cliche but it is the truth and no one can tell me differently. Instead of resorting to drug I turned to God and he helped me through the pain. In a way God has taken the role of a fatherly figure and I am grateful. I go to church more often and I feel more alive and refreshed. This trial has shown me the love that God has to offer and how he will take care of you when your love ones are gone. God has become an important factor in my life after my dad died. My determination is at the highest point it could be. I have this motivation to strive to become the best I can. I do these things to make my father proud and to honor his legacy. To be honest, if my father was alive today I wouldn’t have fathom the idea of taking Advanced Placement courses. I would have relied on my dad to do everything for me including finding and paying for my college. Now I can proudly say that with this newfound determination I can succeed on my own. For once in my life I am actually studying and pushing myself to the limit on how much I can learn and retain. I was able to turn such a negative situation into a positive by using it to fuel my dreams. When all was finished this traumatic event created a feeling of togetherness. Our family became tighter and closer together. Now we set up family nights where it would either be Mexican night meaning we make Mexican dishes or game night where we battle it out on the Wii. On certain Saturday’s we all would go out to any restaurant mostly Chili’s and sit-down and talk about how our week was. In a sense we come together and evaluate our week and sometimes we even reminisce about him. It is better to remember the good times than to remember what happened that cold December night. His death brought our family together and taught individual to enjoy the times we have left on Earth because you never know when it is your time. The experience I gained was how to be confident in everything I do. I learned how to be strong in times of great distress. I now have the utmost respect for every living thing. Also, his death allowed me to see how important life is and how we must make the most of it. You always live like it is you last day and always be willing to aid those in need. My father passing away gave me lesson that I hope to pass onto my children. Seeing my father go would have to be the hardest thing that I ever had to overcome. Thanks to God I am standing here stronger than ever. Instead of using this as an excuse I am using this as fuel to empower me. This situation has impacted me physical and mental but I won’t ever let it hold me down. In my heart I know that my father will never accept less so I will aim for the highest peak and ride it out to the end.

China History assignment Essay Example | Topics and Well Written Essays - 500 words

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Why cambrige college lladd - Essay Example Flexible timings of Cambridge College would facilitate me to improve my education and learn necessary skills. Working population today faces more challenges and therefore they need to expand their horizon of knowledge through continuous learning for new skills and competencies. The evening classes of Cambridge College are not only convenient for working adults but it also offers excellent academic programs and opportunities of personal development. By enrolling for the part time professional academic program, I would be able to improve my job prospects. I am highly ambitious and my long term goal is to become senior Director of the firm I am working in. The evening academic program would significantly add value to my skills and knowledge. It would thereby equip me with informed choices so that I would be able to make more efficient and effective decisions in my personal and professional arena. I am confident that the part time program from Cambridge College would help me realize my

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Iraq War Coverage - Essay Example The first article comes from the New York Times and it is has been written by Richard Oppel to describe how a buried bomb killed five American soldiers in Iraq. The second article is also from the New York Times, written by Steven Farrell and it discusses how American soldiers have been charged with the murder of Iraqi civilians. From the foreign news sources, Aljazeera.net provides us with two articles where the first shows how the president’s plan for Iraq is coming under fire and the second shows how deaths in Iraq have fallen in number. Finally we have an article from PBS.org that discusses how the military is handling the issue of homemade Iraqi bombs. The commonality between all articles is the fact that they are dealing with the Iraq war and all of them are trying to present both sides of the issue. However, for the American sources, there is a clear differentiation between the right and wrong side. Aljazeera also has offered its own clear distinction but it is quite different from the one given by the New York Times. The independent news source, i.e. PBS.org, presents the transcript of an interview with various individuals from different fields that have been to Iraq and can understand the situation on the ground. Another similarity between the all the news sources is their data gathering which seeks to get information from all possible sources. For example, the New York Times gets statements from American soldiers as well as American government officials regarding the situation in Iraq. They also got words from the anti-American clerics who are part of the leadership in the Mahdi Army that has been reportedly engaged in attacks on American interests in Iraq. Similarly, the foreign news source i.e. Aljazeera reports on what the American statesmen are saying about the war in Iraq and one would think that such statements

Cessnas Logistics System Essay Example | Topics and Well Written Essays - 1000 words

Cessnas Logistics System - Essay Example The process would speed up based on the moods and temperaments of the people involved. It was enthusiasm and cheerleading that drove the supply chain management process, and such could not continue or survive changes in management, not to say that such an antiquated, "boss-centric" way of working would undermine the company's competitiveness in this "modern" age when speed, quality, and devotion to customer satisfaction are what determine the survival of a "modern" corporation. Katzorke realized that the system had to change into one that he called "more rational", i.e., one attuned to the more "modern" way of management that was based on clear goals and the alignment of the efforts of all involved with and towards these goals. This is in contrast with the "traditional" or old-fashioned system whereby following the rules of the game, such as typing up requisition forms, filling them, ordering, producing, delivery, testing, reworking, etc. follow a slow process of iteration that takes time and costs money. Recognizing, at all levels of Cessna's organization, that the business world has changed was the first help that these tools and practices gave the company. Without such admission to change, Cessna would not have embraced the 21 tools and practices of change. Although it was only hinted towards the end of the case, Katzorke must have used the language of money - cost reductions and higher profits - that, fortunately, is timeless and easily understood by everyone in the company. The 21 tools had one over-all goal, which was to rationalize supply chain management, and four objectives or steps that lead to it: driving the best possible supply-based rationalization decisions, accelerating the supply-base rationalization process, improving suppliers' performance, and integrating key suppliers with the company's critical business, manufacturing, and design processes. The first objective meant that the company had to find the best way to change the supply chain management (SCM) system. This it did by outlining clear targets for the whole company and for the SCM system, communicating these simply and clearly to the whole company (using the catchy slogan Cessna 20/20), and securing total buy-in from everyone. This was an important step when effecting change, because unless total agreement is secured, the work of getting things done will slow down, perhaps remain unattained, or even worse, reverse its course once the idea's champion leaves the scene. The use of benchmarking with the Baldridge helped the process along, as it linked the change effort with the image of improving quality and focusing on total customer satisfaction. And to guard against complacency and laziness, stretch goals were set. These were ambitious targets that posed a challenge to everyone to do their best and in a way that was consistent with the objective of giving all of one's efforts. This reminded both workers and suppliers that Cessna wants to build the best planes and that this would be possible only if everyone did their best. There was no room for slackening and third-rate efforts here. The second objective was to accelerate or speed up the process. Having high goals and ambitious targets are good, but if no one lights a fire underneath everyone, those same high goals would be nice to look at and

Spiders Research Proposal Example | Topics and Well Written Essays - 750 words

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Lab report Essay Example for Free

Lab report Essay A molecular diffusion experiment of acetone-air (redundant w/ last sentence. . concise)was conducted with the goal of determining the diffusion coefficient of acetone into air. For this experiment, acetone was placed in a test tub 3mm OD, 2mm ID . . (is that correct? ) NMR tube? e and was allowed to diffuse into non-diffusing air that was passed over the test tube. The air that passed over the tube was from natural circulation in the room and no air was forced over the top of the test tube. The diffusion occurred over a period of approximately eight hours, with readings taken each hour. After analyzing the data collected from the performance of this experiment, tThe diffusion coefficient was calculated to be 0. 098 + 0. 02 cm2/s at T = ?. After completing our calculations, oOur results were then compared using the Chapman-Enskog equation as well as the Fuller, Schettler, and Giddings method. The diffusion coefficient calculated by the Chapman-Enskog was 0. 990 + 0. 001 cm2/s and the result of the Fuller, Schettler, and Giddings method was 0. 104 + . 002 cm2/s. The literature value found in Perry’s Chemical Engineer’s Handbook was 0. 125 + 0. 00 cm2/s. (at T = ?. . . or extrapolated from? ) The agreement of our method with the other methods available for calculating the diffusion coefficient was very good (how good is â€Å"very† good. .. significant discrepencies or not? ), and also agreed well with the literature value found. This led to a conclusion that this method of determining the diffusion coefficient of acetone into air can be aconsidered a reasonably reliable method. BACKGROUND Molecular diffusion is the transfer or movement of individual molecules through a fluid by random molecular movements (Geankoplis 412, year of publication). In the diffusion process, the molecules of interest flow from regions of high concentration to low concentration. Molecular diffusion can occur in both directions with the system. In the case of the diffusion tube experiment, however, acetone diffuses through non-diffusing air, which is passed over the top of the test tube containing the acetone. The air is allowed into the test tube, but does not diffuse into the acetone. Molecular diffusion of gases has been studied for many years. Molecular diffusion is a mass transport process Motivation for its study comes from the fact that chemical separation processes such as distillation, drying, ion exchange systems as well as many other processes depend on molecular diffusion (Kirk-Othmer Vol 8, p 149(check format)). EXPERIMENTAL METHODS For the performance of this experiment, a small test tube was filled approximately a third full of acetoneBe specific. . how small, starting height, diam, etc. This test tube was then vertically placed in a 10mL graduated cylinder which contained small beads. The purpose of the beads was to ensure that the test tube remained vertical. This assembly was then placed on a digital scale. The amount of air movement provided by the ventilation system was assumed to be adequate so as to ensure that the concentration of the acetone at the top of the tube was zero. An initial acetone level in the test tube was taken, as well as the mass of the assembly and the temperature of the area surrounding the assembly. After this initial data was taken, the area temperature and mass of the assembly were taken approximately every hour for the next eight hours. The final level of the acetone in the test tube was taken when the final temperature and mass reading were taken. DISCUSSION OF RESULTS From the data collected from the experiment, the diffusion coefficient was calculated using equation 6. 2-26 from Geankoplis: (Equation 1) As the z value was only recorded at the beginning and the end of the experiment, the intermediate values of z had to be calculated. The following equation was used for the calculation of the intermediate z values: (Equation 2) Thus, all values but DAB were known and could be plotted versus time to obtain a linear plot. By rearranging equation 1, it can be seen that the slope of this plot will be equal to 1/ DAB : (Equation 1. 1) The initial plot of data which includes all points is shown below in Figure 1. This plot contains all points and has an R2 value of 0. 9478. From this plot the molecular diffusivity coefficient was determined to be 0. 108 + 0. 022 cm2/s. Figure 1: First plot of data in Equation 1 The second point in the data (t=2700s) showed no diffusion occurred in the first 45 minutes, which seems unlikely (yes, good- sensitivity of balance, etc). If this point is taken as erroneous, the R2 value goes up to 0. 9639 (more important here will be the confidence interval on the slop. . . get that from Tools- Data Analyis-Regression menu in Excel or else in Polymath or TableCureve, etc) and the molecular diffusivity calculates out to be 0. 098 + 0. 021 cm2/s. The plot of the experimental data excluding the second point is presented below in Figure 2. Figure 2: Second plot of data in Equation 1. . forcing through zero point is good. . . looks to me like first FOUR points would give a lower Dab then the last 4. Problems with next 3 that lie below line? Anytihing suspicious happening here? To determine the time it takes for the system to reach steady state, the following equation can be used to calculate the fraction of steady state the system is at: (Equation 3) By plotting the value of ((NA)t/(NA)t=? ) versus time, the curve in Figure 3 was generated which demonstrates the systems approach to steady state. Wow, great! Cite source.  (still wonder about SST conditions of 1st 4 pts though. . . Figure 3: Fraction of steady state versus time From this plot, it could be said that the system achieves steady state in 115 minutes; however, there is strong evidence this may not be accurate. As mentioned earlier, the second point may be erroneous. This would change the path of the curve. In addition, data was not collected at a high enough frequency for this curve to be highly accurate at predicting the time to steady state. If in fact the second point is erroneous, the system could have come to steady state well before 115 minutes. This time of 115 minutes at best, could be the upper bound (or lower bound according to Whitaker’s criteria in his article (handout). . . not sure!! for the time it takes for the system to come to steady state. The scatter in the data can be attributed to various factors in the experiment. The scatter could be attributed to the changes in temperature, as the temperature did fluctuate slightly through the duration of the experiment – Good!. At what time did it stabilize?. The change in temperature would cause a change in the partial pressure of the acetone leading to further deviations. In addition, there was no measure of airflow past the tube. Changes in the airflow could also have contributed to the scatter as it could effect the concentration of the acetone at the top of the test tube (Good! ). The diffusion coefficient was also calculated using the Chapman Enskog equation, (Equation 4) and the Fuller, Schettler and Giddings method. (Equation 5) A literature value was also found for acetone at K(check Perrys), which was corrected to our experimental temperature using the correlation (Equation 6) The values obtained with these methods as well as those from the experimental data are presented in Table 2. Table 1: Values of molecular diffusivity coefficients found. ** ** A very good way to show this graphically in Excel would be to use a bar graph showing the values of Dab as height of a bar by method used, and error bars to easily demonstrate any overlap of uncertainty, discrepancy, etc. Example: The Chapman Enskog method is accurate within 8% and the Fuller Schettler and Giddings value has a lower accuracy than the Chapman Enskog (Geankoplis 425). The Chapman Enskog value is less than 1% different than the experimental value and the Fuller Schettler and Giddings value only about 6% different. From this analysis, it seems these equations predicted the experimental value very well. These calculated values are about 20% lower than the literature value. This variance may come from the inconsistent temperature in the room or from pressure fluctuations in the room caused perhaps by the starting and stopping of the HVAC systems. For the derivation of Equation 1, several assumptions are made. Beginning with the general equation (Geankoplis 6.  2-14): (Equation 7) One assumption was that because the case examined was a diffusing A (acetone) into non-diffusing B (air), the diffusion flux of air into the acetone (NB) was equal to zero. Another assumption made was that since the total pressure was low, the acetone gas diffusing into air was an ideal gas. This allowed for the term c to be replaced with its ideal gas equivalent, P/RT. Add itionally, the air passing over the test tube was assumed to contain no water vapor. An average air velocity that was uniform was passing over the acetone containing test tube was also assumed. There are non-idealities that exist in the molecular diffusion of acetone into air. Some of these non-idealities are corrected for in the journal from Lee and Wilke. Acetone displays surface tension effects which, instead of having a perfectly horizontal liquid surface, give the liquid acetone a slightly downward curved liquid level. Because of this curvature, the actual diffusion path length that the acetone travels is smaller than what the diffusion length would appear to be based on center liquid level or calculated liquid volume (Lee 2384). Along with a non ideal liquid surface, the air passing over the open end of the tube may cause some turbulence to exist in the top portion of the tube. With its existence, the turbulent area of the tube will cause a length to exist inside the tube where the concentration of acetone is zero. With the presence of this acetone vapor-free region, the diffusion length is again shorter than it would appear to be. To account for the non-idealities in the diffusion process, Lee and Wilke do not use the apparent diffusion path. Instead, they use an effective average diffusion path which they give by: (Equation 8) Where x is the effective average diffusion path, ? xs is the length of the curvature of the non-ideal liquid to account for the surface tension forces, ? xe is the length of the tube where the acetone vapor-free region exists due to turbulence that exists from the passage of the air, and ? x ­ is the sum of ? xs and ? xe (Lee 2384). When this is substituted back into the diffusion equation, it becomes the following: (Equation 9) Where Da is the apparent diffusion coefficient and D is the true diffusion coefficient based on the true diffusion path (Lee 2384). The way our experiment was setup, the driving force for the air across the test tube was natural air flow and did not employ forced air flow. Because of this, the length of the tube where the turbulence existed in the Lee and Wilke journal would most likely not have been present in our experiment. Also, the initial liquid acetone level selected in our experiment was such that the length of the curvature due to the surface tension forces on the acetone would have been negligible when compared to the apparent diffusion length of the tube. The initial height of the liquid in the tube for this experiment was chosen wisely. The reason for this is that with the initial level that was chosen, a sufficiently long diffusion path existed such that the non-idealities that were accounted for in the Lee and Wilke journal entry would have had a very insignificant impact on the results of our experiment. CONCLUSIONS AND RECOMMENDATIONS From the data collected an analyzed, it has been determined that the experimental procedure used here can determine the molecular diffusivity coefficient with some level of accuracy. For future experiments, some form of air flow regulation should be investigated. Something as simple as a room fan could be placed next to the scale to ensure a more constant air flow. Another increase in accuracy could be achieved by regulating the temperature with more consistency. If the experiment could be performed in a large insulated room, the temperature may not vary as much. Good job on Discussion, Conclusions, etc. . . to improve maybe expand to relate what YOU think are the main ‘uncertaintys’ that caused problems in your particular case and show evidence to support.

Feasibility Study Essay Example for Free

Feasibility Study Essay 1. 1 Tourism Profile Long Meadows is located in Mahabang Parang , Sta. Maria, Bulacan. Mahabang Parang is1. 0466 squared kilometer and as we saw the ranking of barangays in Sta. Maria we saw that Mahabang Parang is in the 19th place. First it was owned by Mrs. Luzviminda Aguirre. When Mrs. Luzviminda Aguirre past away, her husband Mr. Bonifacio Aguirre and their children Armine Aguirre Garcia and Jayson Adlai Aguirre manage the resort. Established in 1988, Long Meadows Country Resort started as a private Guest’s house and opened to the public as a resort. It is less than 30 minutes away from Balintawak toll Entry going to North It sits on a 3-hectare property, more than a hectare of which is properly developed. The resort features two (2) adult Pools, two (2) kiddie Pools, a private Pool with Villa, 17 air-conditioned rooms and open cottages, Bowling Center and Restaurant and Praderas Garden Pavillion The place exudes that rustic yet charming appeal of a countryside resort complete with quality service and facilities. Long Meadows Country Resort is also Affiliated with Bulacan Association of Resort Owners ( BARO ), Sta. Maria Business Association ( SMBA ) and Tourism Projects.. 1. 2 Geography Mahabang Parang is generally flat. The source of living here in Mahabang Parang are agriculture and sewing or tailoring. And also this is the best place to build a resort. CLIMATE Santa Maria has a climate â€Å"first type† which is defined as having two pronounced seasons: Dry from November to April and wet during the rest of the year. During the dry months, precipitation is less because of the prevailing easterly wind blow to produce rainfall in its leeward side. Santa Marias most perceptible months start from May and may have its maximum in August, which gradually decreases until December. During these most months, thunderstorms and rain showers causes precipitation in May and June while the rest is primarily due to the southeast monsoon that prevails on this particular part of the year. Others which occur in November and December are caused by tropical cyclones that pass through the area. Temperature The annual mean temperature in the area is 27. 7  °C. The warmest month is May with mean temperature of 29. 9 0 C while the coldest is January at 25. 2  °C. 1. 3Demographics Language As it is part of the Tagalog cultural sphere (katagalugan), Tagalog is the predominant language of Bulacan so in Mahabang Parang we used Tagalog. Population During the census year of 2010, there were 3,411 people residing in Mahabang Parang and grew to 3,628 in 2013. CHAPTER II: OBJECTIVE SETTING To rehabilitate Long Meadows Country Resort because we want this to be on the popular tourism spot located in Sta. Maria and to grow the economics of the town. Also to set up and develop new amenities of this resort and meet customer needs. To construct recreational resort to gain more guest. We construct new and relaxing amenities to provide relaxation and recreation to the guest. To rehabilitate recreation and leisure because we want to develop new amenities and meet customers need. Also to construct resort and gain more guest, visiting the resort. Having the marketing strategies to increase the sales of recreational activities and accommodation of the resort and to be as one of the competitors here in Bulacan. Lastly, to become â€Å"catchy† in terms of different new trending activities and known the resort through this. CHAPTER IV: FINANCIAL CONSIDERATION (Including 30% labor) Pool 2 Slide concrete stair 150,000 Wall Climbing 50ft. 120,000 Bowling Center 1,500,000 Gate 2 26,000 ______________ Total Amount:1,796,000 CHAPTER V: APPENDICES MAIN GATE ENTRANCE ONE OF THE COTTAGES POOL 1 PRIVATE POOL JACCUZI VACANT LOT FOR WALL CLIMBING POOL SLIDE POOL STAIR GATE 2 BOWLING CENTER INSIDE BOWLNG CENTER.

Leadership in the Process of Collaboration

Leadership in the Process of Collaboration Leadership is a relationship between those who aspire to lead and those who choose to follow (Kouzes et al., 2007). Leaders must master the dynamics of this relationship. They must learn how to mobilize others to want to struggle for shared aspirations. This means that leaders need to acquire the understanding, skills, and experience to collaborate successfully. Within this context, leaders move away from being the sole decision maker to involving others such as staff, and community members in the decision making process. I have looked deeply into the leader-constituent relationship. Through case analyses, books and journal articles, I have discovered that leaders at all levels follow rather similar paths as they guide others along pioneering journeys. By these studies, I was able to identify one of the most important practices common to most leadership achievements that is enabling others to act. This practice has stood the test of time, and it is available to anyone, in any organization or situation, who accepts the leadership challenge. This essay discusses the broader study that focused on collaboration in order to contextualize and highlight the findings related to the affective elements of collaborative leadership. The essay examines how the leader supports collaboration in their organisation to enlist and enable others to act and analyses the emotional competencies involved in. Finally, consideration is given to how leaders might be supported in the development and acquisition of the key skills required for affective leadership in their organisation. This essay also highlights the data related to how the leaders support collaboration. It specifically describes the perceptions that leaders and other stakeholders had regarding the role of the leader in fostering collaboration. The essay includes the description of behaviours exhibited by leaders and perceived by participants in the study as supporting collaboration. The purpose of the essay is to analyse these collaborative behaviours in terms of their emotional component. It is important to note that the goal of this study was not to examine emotional competencies of leadership. Data related to the affective domain of leaders work emerged as significant findings of the research question. Enlist others in a common vision by appealing to shared aspirations Motivation is what drives individuals to work in the way they do to fulfill goals, needs or expectations. These are numerous, varied and changing. (Bush, T. et al, p237) People can imagine an exciting, highly attractive future for their organization. Leaders may be driven by their clear image of possibility and what their organization could become. In this case, leaders passionately believe that they can make a difference. They create the way that no one else has ever produced. They uplift peoples spirits with an ennobling perspective about why they should strive to be better than they are today. This means that to create an organised movement as well as significant change, leaders need to enlist others. They also must appeal a shared aspiration because people will not follow until the vision is accepted as their own. Leaders must speak others language to enlist them in a vision. Leaders not only understand peoples needs but also have their interests at heart when they are to sign up for journeys into the future. Leaders breathe life into visions through vivid language and an effective style. Their own enthusiasm and excitement are contagious and spread from the leader to constituents. Their belief in and enthusiasm for the vision are the sparks that ignite the flame of inspiration. (Kouzes et al. 2007, p. 16-18) Breath life into your vision and align your dream with the peoples dream According to Kouzes et al. (2007) and Hallinger et al. (2002), people desire to do something that can make a profound difference to the future of their families, friends, and communities and their life as well. Therefore, leaders not only show the directions and set the standards but also effectively communicate a vision. Visions are about our strong desire such as ideals, hopes, dreams and aspirations to achieve something great. In communicating shared visions, leaders need to make them meaningful by awakening dreams, breathing life into them, and arousing the belief that they can get extraordinary things done before bringing these visions into the conversation. In order to make their visions become true, leaders need to keep people focused and excited about the meaning and significance of their work. Leaders have to animate the vision and make manifest the purpose so that others can see it, hear it and feel it. It is not leaders dream alone but is the peoples vision. Hall (2002) shows that they need to show how their individual and collective efforts could make a positive difference and make sure that each team member could repeat the vision not just by rote but also from the heart. This would enable them to realize these aspirations and make all people have the power within themselves to accomplish whatever they desire. Expand your communication and expressiveness skills to animate the vision Kouzes et al. (2007), Shriberg et al. (2005), Green (2000) and Ginsberg et al. (2003) show that to enlist others and arouse them to go decisively forward, leaders not only appeal to their ideas, animate the vision and breathe life into it but also help them understand how their own interests and dreams are aligned with the vision. The constituents will become internally motivated to commit their individual energies to its realisation if leaders recognise that their enthusiasm and expressiveness are indispensable factors in their efforts to generate commitment in their constituents. People always desire to work more effectively and find out the fastest way to achieve their common goals but it will be very difficult if the visions are not images in their mind. Therefore, to enlist others and inspire a shared vision, leaders must be able to paint word pictures that best portray the meaning of their vision and that others get a natural mental image of what things will be like in the future. To find the ways of giving expression to their collective hopes for the future, leaders face some challenges. Firstly, extraordinary things are often very difficult to get for leaders and their constituents. They may be dispirited while facing these difficulties. In this situation, leaders must recognise that their constituents look for them to demonstrate an enthusiastic and genuine belief in their capacity and supply the means to achieve and express optimism for the future to remain passionate despite obstacles. These mean that their vital tasks are to foster team spirit, breed optimism, promote resilience as well as renew faith and confidence. Thus, leaders must look the situation at the bright side and keep hope alive. They must strengthen their constituents belief that lifes struggle will produce a more promising future. (Kouzes et al. 2007, p. 147) Secondly, in mobilizing people to struggle for shared aspirations, their intensive enthusiasm is required to generate. Consequently, leaders are responsible for the energy of authentic excitement in their organization. They need to add more emotion by using all means of verbal and nonverbal expression to their words and their behavior to communicate with their constituents because it really makes their messages to be more memorable. In addition, the prerequisite to enlisting others in a shared vision is genuineness. The first place to look before taking to others about the vision of the future is in your heart (Kouzes et al., 2007, p. 151). If the vision is not leaders or they do not believe in what they are saying, it will be very difficult for them to enlist the others. As Staler (2005) point out, people identified specific communicative behaviours that the leader demonstrates which can support collaboration in the organisation. However, they felt that listening and openness are particularly important in providing support. Inherently, such behaviour is emotional work. Openness is related to the honest sharing and disclosure of information, both personal and professional. Similarly, Kouzes and Posner (1999) indicate that in order to become fully trusted, we must be open. Furthermore, when the leader takes the risk of being open, others are more likely to take a similar risk, thereby building interpersonal trust. The ability of the leader to foster such a safe environment, to promote and exemplify such a learning model is, in part, an emotional capacity. Foster collaboration by building trust and facilitating relationships In todays virtual organisations, cooperation can not be restricted to a small group of loyalists. It must include peers, managers, customers and clients, supplies, citizens. All those have a stake in the vision. (Kouzes et al., 2007, p. 20). Leaders have to know that to produce the good results people must feel a sense of personal power and ownership. Instead of the command and the control techniques of traditional management, the new effective way to enable others to act is to make people feel strong, capable, and committed by giving the power away. Show trust to build trust Need for trust working together, as Mayer, R. C. (1995) said, often involves interdependence, and people must therefore depend on others in various ways to accomplish their personal and organisational goals. The development of mutual trust provides one mechanism for enabling employees to work together more effectively. The emergence of self-directed teams and a reliance on empowered workers greatly increase the importance of the concept of trust (Golembiewski McConkie, 1975; Larson LaFasto, 1989). In the use of self-directed teams, trust must take the place of supervision because direct observation of employees becomes impractical. Further, a clear understanding of trust and its causes can facilitate cohesion and collaboration between people by building trust through means other than interpersonal similarity. According to Kouzes et al. (2007) and Grint (2003), trust must be at the heart of collaboration. Leaders have to be trust others if they want others to trust them. They can not lead without trust. Therefore, to create a climate of trust, leaders need to be the first to trust by being the first to open up, to show vulnerability and to let go of control. Self-confident and self-disclosure are also required to build interpersonal trust. Moreover, Dinham (2007) point out that leaders must understand that besides sharing information and resources to foster collaboration they need to care for others needs and interests that play a key ingredient to build the team around common purpose and mutual respect. They understand that mutual respect is what sustains extraordinary efforts. If leadership is built on trust and confidence, people will take risks to make changes and movements alive. Leaders have the most significant impact on their organisation, promote cooperative goals and build trust by engaging in frequent conversation. It is impossible for leaders to take their people or their organisation to the next level without meaningful, frequent, and consistent communication. Huber (2002) reveal that a collaborative environment leads to greater satisfaction of individuals within the organisation, and therefore enhances their performance. Yet a collaborative environment does not just emerge because one declares there will now be collaboration. It takes a great deal of trust and respect for this type of synergy to occur. A leader builds this trust by asking and utilizing others input, considering alternative perspectives, allowing others to make decisions, and communicating, communicating, communicating. When employees feel that they are trusted, they will become trustworthy. On the contrary, when individuals feel that they are not trusted, they will exhibit behaviors creating a toxic environment. In the book the Leadership Challenge, Kouzes and Posner point out that trust is the most significant predictor of individuals satisfaction with their organisation. Highly effective leaders recognise that it is not important for them to be right, but rather to listen, take advice, lose arguments, and in some cases follow. Through these behaviors trust is built and performance is maximized. Get people interacting to facilitate relationship The most genuine way to demonstrate your care and interest in others is to engage them in conversation. Frequent conversations build trust while learning about anothers values, interests, concerns, and desires. People do not perform at their greatest levels when in isolation. Shribersg et al. (2005) argue that it is important that an organization provides opportunities to interact whether it is though social events, common meeting spaces, or regular staff meetings. Some leaders may see frequent social opportunities as wasteful or non-productive; the reality is an organization cannot develop shared priorities or reach common goals if there are not opportunities to interact both personally and professionally. In addition, Kouzes and Posner (2007) and Shriberg et al. (2005) showed that a sense of interdependent community in which everyone coordinate their efforts and need the others to be successful is one of the most crucial components to cooperation and collaboration. To bind others into cooperative efforts, a specific reason for being together must be provided by sharing and developing cooperative goals. It is also necessary for leaders to establish and keep the norms of reciprocity and fairness in their mind to improve relationship and decrease stress while working together. While people keeping the common goal in their mind, leaders need to help them to understand that they can not achieve the group outcomes unless they all play successfully their individual parts. People need to know that the long-term benefits of common group are more significant than the short-term benefits of working alone. There are many things that no one can gain on their own, but they can easily accomplish by working together. Moreover, Kouzes et al. (2007) pointed out that: group goals, reciprocity, and promoting joint efforts are all essential for collaboration to occur, but what is critical is positive face-to-face interaction. Nowadays, with the great help from technology people have many ways to connect with the others such as the emails, instant messages, and video conferences. However, the most effective interaction to build trust and promote teamwork is face-to-face conversation frequently. Durable and regular interactions between people make them always remember about how they have treated and have been treated by others. This helps them to have positive feelings on the rest of their group, which may be a solid foundation for success. Some people claim that face-to-face connection takes considerable amount of time, but despite this disadvantage, leaders need to make it one of their leadership imperatives because of the effectiveness it brings to them. Strengthen others by increasing self-determination and developing competence To allow people to feel more powerful and ultimately be more productive, it is critical to increase their ability to influence. This may be done through increasing their signature authority, reducing unnecessary approval steps, eliminating rules when possible, and assigning non-routine jobs. Unfortunately, in many organizations employees are charged with tremendous amounts of responsibility yet are not able to influence their environment to efficiently and effectively get the job done well. Employees must feel that they have the freedom to move around freely and maneuver resources necessary to accomplish an assigned task. (Jill Tomac) Creating a climate in which people are involved and feel important is at the heart of strengthening others. Leaders must make sure that everyone involve in all the group work. They need to listen to the opinions of others carefully and then help them to build up their capabilities as well as update their own information and perspective. When people are trusted and have more discretion, more authority, and more information, they are much more likely to use their energies to produce extraordinary results. (Kouzes et al., p. 21) Moreover, one key to success is that in order to gain respect leaders must also show respect for others. Jill Tomac shows that leaders are those individuals who are not widely known; they have very little interest in placing themselves in the forefront but are quite happy having their successors in the spotlight. In effect, these leaders create stars all around them, allowing others the glory. As a result, each member of the organization is performing at his/her maximum potential and bringing the organisation to new levels of achievement. Leaders recognise the importance of empowering others, through sharing information and assigning responsibility while enforcing accountability. A leaders ability to understand and appreciate others perspectives can be the critical distinguishing factor between a success and failure. Leaders who prefer to work by themselves and do not engage or believe in those around them have great difficulty achieving their goals. They have a tendency to share power and provide choice; allowing others the latitude to make choices and take responsibility. Of course, i t is valuable to provide the expectations, parameters, direction, and skill building needed to be successful. However, beyond that people must feel that they have the respect and trust of their superiors to get the job done. Effective leaders use their power in service to others through strengthening and supporting them. In effect, leaders turn subordinates into leaders themselves enabling people to consider variables, make choices, and act on their own initiative. As Kouzes and Posner state Leaders strengthen others when they give their power away, when they make it possible for constituents to exercise choice and discretion, when they develop competence to excel, when they assign critical tasks, and when they offer visible support. Increase individual accountability to enhance self-determination To help people increase accountability and then enhance self-determination, leaders need to act by following a scientific process. Firstly, as Riley et al. (2003) said, people can not finish their work as their group desire and can not make a difference if they have no freedom of choice about what they do as well as the way that they think fit. Thus, leaders need to help them to recognise their abilities and assign them to roles that they are comfortable by listening to their ideas and suggestions. By this way, every group member can bring value to the whole team and be responsible for their work Secondly, leaders must design work proactively to allow others discretion and choice. It means that people must have the latitude in decisions what they desire and believe should be done in their own creative and flexible ways. By this way, leaders can empower and strengthen others to do their best. Thirdly, personal accountability is a critical factor of collaboration. It seems to be a contradiction between cooperation and personal accountability as some peoples opinions. They argue that they will take less responsibility for their action while working collectively because others do their parts of work for them. Although they have a point in thinking that, their opinions are not true. This is because the team do not accept the slackers unless they increase their own responsibility. People are forced powerfully to do well by the expectations of the rest of their group. Therefore, by promoting collaboration, leaders simultaneously increase individual accountability. (Kouzes et al. 2007). Offer training support to develop competence Leithwood et al. (2003) indicate that when increasing the authority and influence a person has within the organization, it is critical for people to develop the needed skills and knowledge to perform effectively. It is foolish to ask people to begin making decisions or take actions that they have never been assigned before without preparing them to be successful. Through training, coaching, and mentoring staff, they will not only increase their abilities but also their interest and dedication to their work. (Jill Tomac) Valuing people means not only listening to what they have to say or contribute, but taking their input and using it to solve problems or make decisions. To value the contribution of other people, the leader supports the collaborative process by focusing on the interdependent nature of their work (Staler, 2005). However, as noted by Beatty (2000a), and the studies of Blase and Blase (2000), leaders may feel concerned about losing control while letting go of control. Therefore, they need to understand about shared responsibility. Advocacy for collaboration includes the promotion of beliefs, goals, and information about the value of collaboration. A principal advocates for collaboration by conveying the ongoing visible endorsement of, and participation, in collaborative activities (Leonard and Leonard 2001). As previously mentioned, when principals model collaboration they build credibility, because their actions are consistent with their words or they do what they say they will do. However, to set an example, principals need to be clear about their values and beliefs; they must know what they stand for. According to Kouzes and Posner (1999) thats the say part. Advocacy then might take the form of conveying information on the attributes and goals of collaboration or describing the decision making model for implementation. People say that the leaders advocacy for collaboration helps to support the process are in accordance with Gerbers view (1991: 48), that effective advocacy puts collaboration on the launching pad for take-off in the school. Goleman (1998) introduced the term emotional competency to describe learned, job-related capabilities or skills that individuals develop based upon their emotional intelligence. As Goleman (1995) identified, five domains of emotional intelligence are self-awareness, managing emotions, motivating oneself, empathy, and adeptness in relationships. People agreed that in collaboration, workplace skills related to emotional intelligence are required leadership competencies. Staler (2005) show that to understand others, leaders need to actively listen to their ideas and sympathise with their feelings, perspectives and concerns. In other word, the artful skill of understanding another persons perspective depends upon a communication skill such as emotional competencies. Emotional self-awareness that is also identified to relate to competencies is a crucial skills in collaboration. According to Goleman (1998), people who know their emotions engage in accurate self-assessment, and have a strong sense of their own self-worth. Having the courage to speak out is an emotional competency based on self-confidence. The development of self-awareness meant discovering their own voice and coming to their own sense of power. It also means that in a collaborative situation people need to recognise the strengths that they bring to the group (Slater, 2005). In addition, Options, latitude, and accountability fuel peoples sense of power and control over their lives. Yet as necessary as enhancing self-determination is, it is insufficient. Without the knowledge, skills, information, and resources to do a job expertly, without feeling competent to skillfully execute the choices that it requires, people feel overwhelmed and disable. (Kouzes et al. 2007). Without education, training and coaching to develop their skills, people may not know how to exercise their knowledge to operate their critical tasks because they are scared of making mistake. Therefore, leaders not only increase the latitude and discretion of their constituents but they also need to raise expenditures on training. This means that the group members need be understood and then to receive training in both basic and expert skills and problem-solving techniques. These investments will develop peoples competences and foster their confidence. They may be more qualified, more capable and more effective in taking their part of common work. Basing on understanding how the contextual factors of others jobs perform to designed their works to help them know what is expected of them is another important way that leaders can strengthen their constituents. Thus, leaders must to: provide sufficient training and technical support so that people can complete their assignments successfully. Enrich their responsibilities so that they experience variety in their task assignments and opportunities to make meaningful decisions about how their work gets accomplished. Create occasions for them to network with others in the organisation. Involve them in programmes, meetings, and decisions that have a direct impact on their job performance. (Kouzes et al. 2007, p. 264) Conduct coaching conversations to foster self-confidence As Kouzes et al. (2007) said, without adequate self-confident, people can not convince to take challenges. They will feel powerless to make choices and to face opposition because they do not believe in their skills as well as they are not sure to make decisions. The lack of self-confident also leads to the lack of self-determination. Therefore, fostering the confidence for people to accomplish their tasks is critical in the process of strengthening others. Similarly, Gold (1998) and Northouse (2010) point out that leaders must take a careful look at what people are doing and communicate to them that they can be successful if they persevere in their works. It is true that by helping people learn from their skills and experiences, leaders act as coaches. If coaching occurs regularly, people will become more capable because of being encouraged to broaden their skills and experiences. Jill Tomac indicates that to foster self-confidence, leaders create stars all around them. Rather than shine the spotlight on themselves, they sing the praises of others. Effective leaders need to find out what others doing well, then thank them for their contribution, and finally sharing it with others. CONCLUSION Evidences in this essay reveal the need for leaders to enlist and enable others to act in the process of collaboration. To this end, leaders need appropriate professional development of the fundamental abilities that are required in facilitating groups, reaching consensus as well as team building. In this way, leaders must develop new skills, behaviours, and essential knowledge. Firstly, to enlist others, leaders breathe life in to the shared vision that is meaningful to them. They make people feel proud to be a part of extraordinary common work. Secondly, to foster collaboration, leaders must create a climate of trust and facilitate effective relationship by getting people interacting. They must develop cooperative goals to make senses of collective purpose. Thirdly, to strengthen others, leaders have to extend power and responsibility to them. They develop others competence and confidence as well as enhance self- determination by offer training and coaching support. Accordingly, this essay has explored a crucial practice of leaders that is to enable others to act, in which collaboration is the central component. Understanding and managing the emotional aspects of the collaborative process is a challenge for leaders who wish to work in collaborative ways. The success of collaborative reform efforts and the improvement of organization performance rely on the leaders skilful implementation of the collaborative process. Consequently, further studies that examine the emotions of leadership would enhance our understanding of how leaders competencies in the affective domain can be used to build the capacity for leading in the modern time.

Gwenllian Princess of Wales :: European History

Gwenllian Princess of Wales Gwenllian was only a few months old when her father, Llywelyn the Last, was killed near Irfon Bridge on 11 December 1282. Her mother, Llywelyn's cousin, Eleanor de Montfort, died while giving birth to her in the palace of Pen-y-Bryn, in Abergwyngregyn near Bangor, Gwynedd on 12 June 1282. Llywelyn and Eleanor (the daughter of Simon de Monfort) were married in Worcester in 1278 following Eleanor's release at the end of a period of about three years as a prisoner of the English crown. Gwenllian was the only child of the marriage. There were no sons, therefore, to inherit the title of Prince of Wales, but as the daughter of Prince Llywelyn, Gwenllian was the heiress of the Princes of Gwynedd and the royal family of Aberffraw. She was the Princess of Wales and as a result represented considerable danger to the king of England. Were it not for their close family ties it is likely that the king would have arranged for her too to be killed. Instead, she was destined, upon the orders of Edward I, to spend the remainder of her life in a Gilbertine priory at Sempringham in Lincolnshire. Edward kept the title of 'Prince of Wales' for the crown, bestowing it upon his son Edward who was crowned in Caernarfon in 1301 aged 17 years. Sempringham was far from Wales, and the Gilbertine order was an English order led by a highly respected prior who was requested to take care of the Welsh princess for the princely sum of  £20 a year. Although the princess was cloistered at Sempringham to ensure her disappearance from the face of Welsh history, the king of England was not averse to using Gwenllian to his advantage as he saw fit. When Sempringham fell upon hard times the king wrote to the Pope requesting assistance, reminding him that the prior was the guardian of the daughter of Llywelyn, Prince of Wales. Gwenllian spent her life in the flat fenlands of eastern England rather than amongst the mountains of the land of her birth and, in all likelihood, she never knew the sounds of her native tongue. Throughout her time at the priory the English never succeeded in correctly pronouncing her name; she is listed as 'Wencilian' in the priory's records and it seems that she herself used the signature 'Wentliane'. According to the priory's records, Gwenllian, daughter of the Prince of Wales, died in 1337 having spent fifty-four years in the order.

Sophocles Antigone - Creons Flaws :: Antigone essays

Antigone: Creon's Flaws In the play Antigone, I choose Creon to be the tragic hero because he is the King of Thebes and he looses everything he has. Creon being King makes the audience believe that something like that can happen to the King then what can happen to us. Antigone the niece of Creon, The sister of Polyneices was punished by Creon for burying Polyneces after his death, Creon has forbidden anybody to do so. Once Creon punished Antigone the blind prophet Teiresias told him that the Gods will take revenge for his actions, then Creon tried to change everything but he is too late. Creon's tragic flaws were his stubbornness, the abuse of power and the actions he took to cause the downfall of the Thebes. Creon showed his stubbornness by not wanting to be proved wrong because of pride. When the Choragos tried to tell Creon that he made a mistake by telling that nobody can burry the body of Polyneices. Creon did not want to listen to the people of Thebes who tried to tell him that Antigone did the right thing, but of fear to Creon the could not really say anything. Creon thought by making an example of Antigone's execution, everybody would get scared and won't try to brake his laws. It actually worked for a while. Creon abused his power by thinking that he can change or brake the laws of the Gods and not allowing other people to brake his laws. He did not want to burry Polyneices' body, but one of the God's law is that every human deserves to be buried after death not depending what that certain person did in his lifetime. Creon caused fear among his people by making a public announcement that nobody is allowed to burry Polyneices. He said that the state of Thebes consists of only him, and that there are no other laws then his. According to the play the major actions that Creon took to cause the downfall of Thebes are that he did not want to burry Polyneices nor did allow any body to do it. Creon broke the burial law of the Gods and punished Antigone for following their laws. The people of Thebes knew that Creon made a mistake but still were too afraid to speak up. Antigone thought that she should get honored for that what she did, but Creon did not think that way.

Poverty Eradication Essay -- Global Development

Introduction Poverty eradication has been on the global development agenda since the birth of development itself. Unfortunately for the impoverished, the agenda of the neoliberal and transnational classes are not as concerned with poverty eradication as they are with capital and industry. This means that the needs of the citizens, poor citizens in particular, get put on the back burner in the name of economic growth and free market policy. In Latin America, 40% of the population is categorized as poor, and in Brazil the extreme level of disparity and the states refusal to adequately address it has led to the formation of a Landless Workers Movement which calls itself the MST (Leiva, 2008). The MST believe that agrarian reform and redistribution of wealth and power are the solution for Brazil's poverty woes, and that the current top-down, or trickle down policies are not solutions but are in fact a part of the problem. The purpose of this case study will be to not only get a better understanding of the MST but to also find out how, or even if its results can be duplicated in other third world countries. Identifying the problem the general problem is poverty, but under the surface there are many different elements at work. The driving force behind it all is the most important because identifying and understanding it will make it easier to diagnose, and from the research it is clear that the locomotive behind the poverty in Brazil is capitalism and its sidekick, consumptionism. As most probably already know 20% of the worlds population accounts for over 85% of total private consumption expenditures (UNDP, 1998). In Brazil, 10% of the population owns 75 percent of the nations wealth, to bring it even closer into perspective 0.1% ... .... Fernando Leiva writes, â€Å"Latin American policies on poverty are tricky because they must be designed without being perceived as a threat to the profit rate of domestic conglomerates and transnational capital; they cannot restrict capital mobility, flexible labour markets, or upset stable expectations for investors† (2008). It is against this mighty agenda that the MST fights and yet the MST has proven itself mighty in its own respect, with its ambitious, almost ridiculous demands. But the neoliberal capitalists need for stability and predictability, has been and must continue to be overpowered by the waves of change, if there should be any hope of a poverty free Brazil. As one MST advocate was quoted to have said, â€Å"there can be no progress as long as the demands are being deemed acceptable according to the standards of the establishment† (Branford and Rocha, 2002).

Analysis Of Zero Crossing Detector Engineering Essay

A zero traversing sensor detects the passage of a assorted signal wave form from positive and negative and gives a narrow pulsation that precisely coincides with the nothing electromotive force status. At high frequences it will be rather hard procedure. ( Rod Elliott, 2005 ) Zero traversing sensor is utile in many applications in power electronics. At a specific frequence zero traversing sensor can be used and operates without hold at prognostic finite impulse response [ FIR ] and filters like set base on balls filters with negative stage hold. ( Polla, 2011 ) The application of Zero cross household of optically stray triac drivers are less cost, easy to run and effectual solution for interface applications between low current District of Columbia control circuit such as logic Gatess and microprocessor and ac power tonss ( 120,240 or 380 volt individual or 3-phase ) . These stray triac drivers provides adequate gate trigger current for high current, high electromotive force thyristors between the line and the control circuitry with 7.5KV dielectric withstand electromotive force and besides it will non mean for such devices as solid province relays. It will include assorted resistances and capacitance combinations such as Full Wave Rectifier Bridge, distinct transistor, trigger SCRs. In the three stage power system, the developing demand for solid province shift of AC power warming controls and other industrial applications has resulted in the usage of the triac circuits in the control of three stage power. hypertext transfer protocol: //www.fairchildsemi.com/an/AN/AN-3004.pdf hypertext transfer protocol: //www.fairchildsemi.com/sitesearch/fsc.jsp? command=text & A ; attr1=Appications+of+Zero+Voltage+Crossing+Optically+Isolated+Triac+Drivers & A ; attr2=undefined & amp ; v0=Applications+of+Zero+Voltage+Crossing+Optically+Isolated+Triac+Dr & A ; vid= % 24__visitId__ % 24 & A ; g=sitemap+taxonomy & A ; i=sitemap+id & A ; qid= % 24__queryId__ % 24 & A ; s1=sitemap+id % 2F % 2F1 & A ; s0=iphrase+relevance % 2F % 2F0 & A ; tq=1 & A ; q=20 & A ; as=1 & A ; qtid= % 24__queryId__ % 24 & A ; t=0 & A ; ia=1 & A ; c0=i % 3A1 % 3B770 % 3Bsitemap+content+metadata+description % 2Csitemap+content+metadata+keyword % 2Csitemap+name % 2Csitemap+taxonomy % 2Csitemap+text % 3BApplications % 2CZero % 2CVoltage % 2CCrossing % 2COptically % 2CIsolated % 2CTriac % 2CDr % 2Cof % 3B % 3Aapplication % 2C % 3Azero % 2C % 3Avoltag % 2C % 3Across % 2C % 3Aopticalli % 2C % 3Aisolat % 2C % 3Atriac % 2C % 3Adr % 2Ciphrase+stopword % 3B1 % 2C1 % 2C3 % 2C1 % 2C4 % 2C1 % 2C5 % 2C1 % 2C6 % 2C 1 % 2C7 % 2C1 % 2C8 % 2C1 % 2C9 % 2C1 % 2C2 % 2C1 % 3B % 2B0+ % 2B1+ % 2B2+ % 2B3+ % 2B4+ % 2B5+ % 2B6+ % 2B7 & A ; qt=1303230794 & A ; text= In other words, the circuit provides the positive and negative electromotive force, when the positive electromotive force is input electromotive force and the negative electromotive force is end product electromotive force. In that zero traversing sensor is utilizing the AC electromotive force and generated by VSC to the system Ac electromotive force and it provides the zero crossing of the system AC wickedness moving ridge in the signifier of square moving ridge and it have to used this wave signifier as mention to bring forth the AC electromotive force. ( Javed, 2006 ) The circuit is shown below:Analysis OF DRIVER CIRCUIT:One of the electronic circuits is Gate Driver. The intent of gate driver are apply exact power degrees to Insulated Gate Bipolar Transistor [ IGBTs ] and it gives as isolation amplifiers and often supply short circuit protection. Based on the insulated Gatess, IGBTs provide a uninterrupted gate circuit in order to obtain the gate current. Basically, they are four types of gate drivers. For positive supply, the high side gate drivers are used to bring forth IGBTs and it will non be connected at land mention, and for negative supply, low side gate drivers are used to bring forth the IGBTs. Gate drivers includes some specifications are supply electromotive force, peak end product current, extension hold, rise clip, autumn clip and power dissipation and operating temperature and switching frequence. The conventional diagram of driver circuit is: ( Javed, 2006 ) Pathak and ochi ( 2003 ) explained about cut downing the entire losingss and higher operating efficiency for some subsystems, accomplishing compact design and ciphering the weight of attendant systems. In hard-wired electronic circuits they are different ways of MOSEFET/IGBTs and besides there are some advantages of IC Drivers. First, the concentration is one of the advantages. In some designs, the use of IC Drivers consequences is smaller sized circuits and those subsystems are applicable in multiple drivers design there are some characteristics like UV, OV, OL and DESAT can be construct in some control logic and generates IC Drivers of MOSFET/IGBT. Shorter Propagation Delays are used at IC Drivers. This is used at geometry ; it provides the consequences into the smaller distances and it pass through by signals. Harmonizing to geometry and Shorter conductivity waies, the IC Drivers end products are developing from lower rise and autumn times for available capacitive tonss. Repeatability and Predictability are one more advantage ; it can non be provide exact consequences at difficult wired driver. There are some of import parametric quantities that are generalised in an IC Drivers, developers are need non to travel for clip devouring stairss for explicating, developing and proving circuits to bring forth ICs of MOSFET/IGBTs which save the clip and capital and bit by bit diminish the aa‚ ¬Aâ€Å"time to marketaa‚ ¬A? for complete merchandises. In half span and 3-phase span constellations, low side drivers are utilizing for driving stage leg, the upper side of MOSFET/IGBT driver are modify to electrically isolation. There are some floating high side drivers with boot-strap power supply along with a low side driver and it has different utile characteristics are: To protect negative electromotive force transients. To equilibrate the latchup above full operating scope. Rise clip and autumn clip will be matching in nature. Propagation hold should be organizing for required end products.5.6 Trial Plan OF MICROCONTROLLER:Basically, the shift techniques are implemented in PIC Microcontroller PIC16F877. Soon, we are implementing the exchanging techniques with applications of fiber optics communicating. ( Javed, 2006 ) The Microcontroller PIC16F877 is designed from Harvard architecture microcontroller and developed by Microchip Technology. It is used to implement the different shift techniques. It contains so many features like less cost, larger user base, wide handiness, general aggregation of applications and it consists of 40 pins. ( Javed, 2006 ) FIGURE 5.32: MICROCONTROLLER PIC16F877 ( Javed, 2006 ) In that, there are some nucleus characteristics and peripheral characteristics for Microcontroller PIC16F877.5.6.1 CORE FEATURES OF PIC16F877:A. While making the experiment with 8-bit CMOS Flash Microcontroller it required 28/40 pin. In that there is one advantage is to wipe out the informations and it can come in the information for many times. ( Javed, 2006 ) B. The public presentation of RISC is high precedence. C. Single rhythm executings are followed by all instructions for subdivisions which are two rhythms. D. In that, there are some specifications to run the microcontroller like the maximal operating velocity is 20MHz clock input i.e. every direction rhythm is of 200ns. It will be operate at 4MHz or 16MHz etc. E. Up to 8K*14 words of FLASH programme memory. F. Up to 368*8 bytes of informations memory [ RAM ] . G. Up to 256*8 bytes of EEPROM informations memory. H. Interrupt capableness [ up to 14 beginnings ] . I. In that, there are different types of turn toing manners like direct, indirect and comparative. J. For reset intent we can run Power on reset [ POR ] . K. Power up timer [ PWRT ] and oscillator start up timer [ OST ] . L. Watch Canis familiaris timer [ WDT ] with its ain on bit RC oscillator. M. The operating electromotive force scope: 2V to 5.5V. N. Low power ingestion.5.6.2 PERIPHERAL FEATURES OF PIC16F877:Timer0: 8-bit timer/counter with 8-bit prescaler. Timer1: 16-bit timer/counter with prescaler can be incremented during SLEEP via external Crystal /clock. Timer2: 8-bit timer/counter with 8-bit period registry, prescaler and postscaler. Capture, comparison, PWM faculties Capture is 16-bit, soap. declaration is 12.5ns. Compare is 16-bit, max.resolution is 200ns. PWM soap. declaration is 10-bit. E. For Analog-to- Digital Converter 10-bit multi-channel is used. F. Synchronous Serial Port [ SSP ] with SPI [ Master manner ] and I2C [ Master/Slave ] . G. Universal Synchronous Asynchronous Receiver Transmitter [ USART/SCI ] with 9-bit reference Detection. H. Parallel Slave Port [ PSP ] 8-bits broad, with external RD, WR and CS control [ 40/44 pins ] . ( Javed, 2006 ) The board unit of Microcontroller PIC16F877 is to plan the different exchanging techniques with utilizing 40 pin microcontroller bit 14-pin AND gate [ P0048SB ] and 14-pin inverter [ 74VHC148 ] . For the different shift techniques the wiring and connexions are somewhat different. ( Javed, 2006 ) For developing the Zero crossing Detector, PWM Inverter and Fundamental pulses intents we are utilizing the Microcontroller PIC16F877. It is fundamentally three stage system with one degree Statcom. Actually, we are put to deathing the end products with applications of fibre optics.5.7 APPLICATIONS OF MICROCONTROLLER:In the micro chip engineering PIC is one of the households of Harvard Architecture microcontroller. Basically it was developed by general instruments of micro electronics division. The full signifier of PIC is Programmable Interface Controller. We consider a individual bit ; in that micro accountant is a computing machine control system. In that, manufactures build many electronic circuits, that can be decode and it implement as algorithm and eventually change over them to electrical signals. In microcontroller we use figure of logic Gatess alternatively of difficult wiring and it performs some logic map that is used for Gatess electronically [ 3 ] . The combination of t he instructions needed to the microcontroller that is called plan. ( D.W.SMITH, 2002 ) Tsai and Ke ( 2009 ) explained about PIC16F877 at high-potential high-frequency pulse power supply is to verified for a long clip and besides it examine for assorted industrial Fieldss of semiconducting material fabrication, wadding, PCB and LCD panel fabrication and besides for industrial grapevine systems they are utilizing for chemical processing of H2O and exhausted fume, and disinfection at peculiar distances and it has one more advantage, silent-discharge is developed for big graduated table applications at industrial grapevine systems. In that, a high-potential high-frequency pulse power supply is used at plasma applications. This plasma applications used at different field like gas discharge, dielectric discharge ( soundless discharge ) and corona discharge and besides it is chiefly used in industrial large-scale ozone-generation system and besides practically bring forth ozone gas is at silent-discharge. This is eventually used for gas clean system. The PFC rectifier and a v oltage-source full-bridge inverter are for future extension of high-voltage and high-frequency pulse power supply. The map of inverter out is wiring to lade during high-potential high frequence transformer. For commanding the out of the inverter, they considered Pulse Width Modulation [ PWM ] and Pulse-density Modulation [ PDM ] . This Plasma application has different phases at control unit. There are PFC phase and Inverter phase. ( Tsai and Ke,2009 ) In the PFC phase, the microcontroller UC3854 is an mean manner and it have to finish the experiment with aid of fixed frequence current control with stableness and low deformation. ( Tsai and Ke,2009 ) FIGURE 5.34: Circuit OF PFC STAGE. ( Tsai and Ke,2009 ) In the Inverter phase, it has five positions and besides including active and inactive positions to decide with power exchanging elements of the two legs. In the active position the two diagonally opposite power switches are put to deathing and for inactive position the two power switches is at same electromotive force degrees. In inverter there is taking leg and draging leg. For taking leg the power moves from active to inactive positions. For draging leg the power moves form passive to active positions. In the RLC series circuit, the inverter exchanging frequence is high when compared to lade resonating frequence. FIGURE 5.35: Circuit OF INVERTER STAGE. ( Tsai and Ke,2009 ) There is another microcontroller application which is called as optical maser based smart supplanting detector. This application is really of import for different types of the system. There are some features of contactless and huskiness, optical systems that are based on optical sensors. While making this experiment it gives some drawback. To avoid these drawbacks we have to take different visible radiation emitters and light sensors, displacement-measuring systems so we will acquire hapless declaration or high sensitiveness at the geometrical scenes and environment visible radiation. This application is generalised at direct optical maser light of two light sensors. The optical maser beginning, sensors data acquisition, informations impersonal processing and informations communicating are to be commanding and put to deathing at 8-bit RISC microcontroller and that indicates as the aa‚ ¬Aâ€Å"Brainaa‚ ¬A? of the smart optical maser detector. ( Postolache, Pereira, Gi rao, 2001 ) FIGURE 5.36: THE CIRCUIT DIAGRAM OF THE SMART DISPLACEMENT SENSOR ( Postolache, Pereira, Girao, 2001 )