Coming of Age in A Tree Grows in Brooklyn :: essays research papers

Betty Smith’s A Tree Grows in Brooklyn presents the issues of a little youngster transitioning, when she is confronted with new difficulties and must defeat snags. All through the book the hero, Francie Nolan finds herself developing as she battles with forlornness, the loss of guiltlessness and an existence of destitution in a Brooklyn ghetto. This topic is clear in (1.) her affection for books which she utilizes as friendship, (2.) her point of view toward the world as she develops lastly, (3.) her acknowledgment that so as to prevail in life she should acquire instruction and endeavor to do it. Perhaps the greatest test Francie faces while growing up is forlornness. As a small kid living in a Brooklyn ghetto, Francie has no companions her age. Different youngsters either see her as excessively calm or disregard her for being diverse on account of her broad jargon. Betty Smith portrays how the majority of Francie's youth days are spent: in the warm summer days the desolate youngster sat on her stoop and imagined scorn for the gathering of kids playing on the walkway. Francie played with her nonexistent friends and made accept they were superior to genuine youngsters. Yet, at the same time her heart beat in musicality to the impactful misery of the melody the youngsters sang while strolling around in a ring with hands joined. (106). Francie is desolate, and yearns to be incorporated. As Francie develops, she starts to encounter an alternate sort of dejection. Betty Smith depicts her emotions as she watches her neighborhood: spring came early that year and the sweet warm eveni ngs made her fretful. She strolled all over the boulevards and through the recreation center. Also, any place she went, she saw a kid and a young lady together, strolling affectionately intertwined, sitting on a recreation center seat with their arms around one another, standing intently and peacefully in a vestibule. Everybody on the planet yet Francie had a darling or a companion she was by all accounts the main desolate one in Brooklyn without a companion. (403). Forlornness is a consistent test for Francie however it is through her depression that she finds another buddy in her books. Francie peruses as an option for her absence of companions and partners. It is through her adoration for perusing that Francie builds up her broad, modern jargon. Her books lead her into development and assist her with figuring out how to be free and defeated her numerous difficulties.

Impacts of the War on Terror on Human Rights

Presentation The very heritage of war of any sort is its negligence for human rights. The September 11 assaults on the United States’ business center points in New York and Washington incited America and partners to dispatch a universal hostile to counter the developing danger by dread gatherings. Be that as it may, the choice to dispatch a worldwide war on fear has had a lot of both negative and positive consequences on global human rights (Ishay 2004, p. 364).Advertising We will compose a custom paper test on Impacts of the ‘War on Terror’ on Human Rights explicitly for you for just $16.05 $11/page Learn More Combating political or strict fanatic systems of any size has had a progression of limitations, encroachments, and infringement of human rights in remarkable scale. In the wake of war on dread, various nations have needed to fight with discretionary limitation on common freedoms in a loathsome exertion to free the universe of radical gatherings. Human right s watch record these situations over all countries principally considering the US Patriotic Act, Intelligence Cycle, and the privileges of prisoners as being complicit in the journey for human rights (Human Rights Watch 2015). War on dread delivers another worldwide setting that encourages powers of suppression to take extreme tall on universal human rights. The language of war on dread summons a solid energy to legitimize infringement of human privileges of even conventional populaces with no or deliberate expectation to cause commotion. Following the underlying foundations of fear based oppression: Jihad in Islam and different points of view Jihad is a far reaching content created by one of the most persuasive and exceptionally observed Islamic researchers of the twentieth Century, Sayyid Maudoodi. Maudoodi was a man of different features, serving as a thinker, columnist, scholar, and political lobbyist. In 1941, for instance, he guarantees credit for the foundation of the Jamaat- e-Islami in Pakistan and India a belief system that re-empowered the spread of Islam. This political development was committed to supporting for the foundation of untainted Islamic states in the locales represented by Sharia law (Huzen 2008, p. 33). Instead of view Jihad from a customized, parochial perspective on Islam, Maudoodi perspective on Jihad as indicated by Sharia law involves at the highest point of its need: Family relations, financial and political organization, legal frameworks of the Muslim world that ensure the laws of harmony and war in discretionary relations just as obligations and privileges of residents. Compactly, Jihad under the Sharia law tries to grasp all the junctures of life. As needs be, Sharia law plans to accomplish a far reaching plan of life by endeavoring to grasp and reestablish social request characterized by the plenitude of life and wealth of the individuals (Kelsay 2007, p. 57). To the remainder of the populace, Jihad inspires struggle and war a nd it is the characterizing factor for making Islam to have minimal gathering in the psyches of such adversaries. The translations about Jihad in a few conventional Islamic locales may have been right for their own exact old style setting, all things considered today as the whole structure disintegrates, the worldwide relations proceed to flounder, and worldwide world have experienced incredible modifications, it appear to be hard to comprehend the helpfulness of Jihad in today’s context.Advertising Looking for article on universal relations? We should check whether we can support you! Get your first paper with 15% OFF Learn More The Islamic fanatics see Jihad as an Islamic heavenly war whose importance is inferable from battle as the establishment of its doctrine. Jihad as a famous Islamic practice exudes from the word Juhd significance battling in the method of Allah. Jihad along these lines indicates endeavoring to make the realm of Allah significant by raising Allahâ€⠄¢s expression of which all Muslims have a qualification to ensure Islam as a holly religion. The disarray in the conceptualisation of Jihad is incompletely answerable for the proceed with ascent of radical gatherings that are presently threatening the world. As per Kelsay (2007, p 36), Jihad, along these lines, is suggestive of a progressive demonstration, a battle to the most extreme effort, which the radicalized Islamic sentiment brought into play in accomplishing their targets. With the as of now radicalized attitude of the Muslim world, the Islamic fanatics tried to annihilate all administrations and destabilize all expresses that were less open to or restricted to Islamic philosophy and projects. The purpose of Islam was in this way, to set up states dependent on the belief system and programming of the Islamic conclusion, paying little mind to which states become responsive of the Islamic philosophies (Huzen 2008, p. 42). The most influenced highlight of the Jihadist as a dev elopment was to reveal a program that guarantees no state subverted Islam. Following the foundations of war on dread: Iraq’s reversal of Kuwait The Iraq’s awful reversal of Kuwait on 2 August 1990 sent shockwaves to all edges of the world with America feeling the squeeze actually. For America, this was an affront to territorial serenity, yet in addition articulated locally as bearing heartbreaking future to the district and the world. President George H. W. Bramble especially observed Iraq’s animosity as a demonstrated assurance to destabilize the worldwide framework and to cause a philanthropic emergency in extraordinary scale. Hedge in his official limit as president censured the reversal and talked about it in severe tones, frequently looking at Saddam Hussain, the Iraqi chief, to Adolf Hitler of Germany (Hinnebusch 2007, p. 10). The Bush’s organization saw a need to discover an answer for this superfluous animosity and in time turned into sure that th e most intelligent response to Iraq was a military activity. War, as per President Bush, was the main language that Saddam would see best. Accordingly, the Bush Administration proceeded to manufacture worldwide alliance for a well known Iraq subduction. Not exclusively was universal reversal important in totality. The Bush organization considered the to be of Bagdad as a chance to strengthen the worldwide network. As the situations developed, the universal network knew Iraq’s aim; Bush in face to Iraq’s resistance mobbed a well known grudge to suppress Iraq at a most fortunate moment.Advertising We will compose a custom article test on Impacts of the ‘War on Terror’ on Human Rights explicitly for you for just $16.05 $11/page Learn More Coming soon after the United States’ restriction to Iraq’s impedance in Kuwait, the United Nations Security Council expressed their judgment in the attack for its proclivity to human rights infringement (Hinneb usch 2007, p. 22). Be that as it may, in only a range of seven days, the UN, and the worldwide network hit Iraq with a far reaching authorize. The consistent activities coordinated to Iraq by the worldwide network dropped as the most grounded demonstration of solidarity against constraint. The Just-War Concept Whether it was by plan or default, the Gulf war was, and still apparent as an ethical triumph for the American individuals and the world as a rule. In this war, matchless quality posed a potential threat and the powers of double dealing drove by Saddam Hussein were going to curb world harmony. The Gulf strife as Hinnebusch (2007, p. 24) notes was a war, structured, arranged, and executed by the very powers who have never needed the useful for humankind, powers that are tingled by harmony and shared characteristic of direction. The United States’-drove alliance against Iraq’s powers demonstrated Saddam’s activities as obtuse, yet in addition as a sign of di sdain and hasty negligence for détente as has consistently been fronted by the United Nations. Maybe Saddam’s dismissal to focus on famous practices that alleviate the odds of war is the thing that lion's share of the individuals stick to as a barrier for their accommodation of justness in the enslavement of Iraq in the Gulf struggle. For quite a while, the simply war idea has been instrumental in directing the viability of doing battle or not, and once agreed, the manner of the soldiers are irrefutable subsequently the breakdown of human rights in wars against dread. It is possible that after the annihilation of Saddam Hussein, the propensities of the Gulf war pulled together to shape an imposing fear bunch for one more attack (Ludvig 2014, p. 384). With regards to the 21st century, war on dread has had some positive human rights outcomes however. For instance, Afghanistan has had the option to disregard from the Taliban system. Aside from that, the on-going compromise form s in Sri Lanka keeps on fortifying helpful points of view in the district. War on dread has incredibly compelled Pakistani’s support for Kashmiri psychological militants gatherings. Regularly, however, considered on a decent scale, the worldwide war on fear has impactsly affected human rights. Loyalist Act and Federal Powers The USA Patriot Act, came into power in 2001 as the most clearing institution following the 9/11 assault. At the command, the assumption of the demonstration laid on its joining together and fortifying capacity to give in addition to other things, proper instruments important to block and impede fear based oppression. As a compelling country security duty to guarantee the wellbeing of the American individuals, the Patriot Act meant to reestablish request through observation and fast following reaction including seizures and detainment of suspected psychological militant specialists. In the repercussions of the 9/11 assault, President Bush along with the A ttorney General John Ashcroft viably mobilized the Congress to build the government forces of search, seizures, observation, just as confinement of suspects (Etzioni 2004, p. 175). Meanwhile, the worries of residential freedoms were taken care of purposely as the demonstration collectively got help from both the Democratic and Republi

How to Write a Research Paper

How to Write a Research PaperThe first thing you should do when considering writing a research paper is to identify the purpose for which you need to write. It may be for your school, college or university, or for the purpose of getting a job. To be able to achieve your aim in a sensible manner, you should choose a topic that is not too broad or too narrow.First, decide on the target audience. Secondly, you should try to get a taste of what it is they are looking for. If you can convince them that you know enough about their topic to make a good study, then you have come a long way. Remember that the research paper is something that you will have to present as part of your academic portfolio, so this is a major factor that you should consider.The next thing to do is to prepare the outline of the research paper. Take into account the thesis statement and the main idea of the paper. Then you need to keep your point of view clear. After that, you need to move from your starting point to make your conclusions.You need to keep the flow of the paper smooth and consistent. Make your points of view as clear as possible and make sure that the substance of the paper is easy to understand. If it is not, your audience will get bored easily and may stop reading.Do not use a doodle pad and create the paper right on your computer, especially if you are a student. This means that you will be able to get a chance to look at it more often than any other places. The main reason why people prefer using a computer is that it is convenient and yet provides the proper method of thinking. After all, you need to have your ideas clearly in order to present them in the best way possible.Lastly, you need to know your limitations. If you are a beginner, you will need to learn about how the research paper works before you start writing it. All you have to do is to spend some time in reading about the techniques, and if you keep practicing them in front of the mirror, you will surely be able to write it easily.If you are a student, do not forget to keep the length of the paper to a maximum of twenty pages. Since it is the job of the researcher to know how much time he will be given for writing the research paper, he has to prioritize the task carefully. There is no use of wasting time that will not be needed.Finally, remember that you should not get yourself stressed out. The goal is to make a good research paper, so do not be afraid to take risks and do not give up easily. You can always go back to it later on when you get used to writing, so you do not need to give up completely.

The Geography of Detroits Decline

During the mid-20th century, Detroit was the fourth largest city in the United States with a population of over 1.85 million people. It was a thriving metropolis that embodied the American Dream - a land of opportunity and growth. Today, Detroit has become a symbol of urban decay. Detroits infrastructure is crumbling and the city is operating at $300 million dollars short of municipal sustainability. It is now the crime capital of America, with 7 out of 10 crimes unsolved. More than a million people have left the city since its prominent fifties. There is a multitude of reasons as to why Detroit fell apart, but all the fundamental causes are rooted in geography. Demographic Shift The rapid shift in Detroits demographics led to racial hostility. Social tensions were further perpetuated when many desegregation policies were signed into law in the 1950s, forcing residents to integrate. For years, violent racial riots engulfed the city, but the most destructive one occurred on Sunday, July 23, 1967. A police confrontation with patrons at a local unlicensed bar sparked a five-day riot that left 43 dead, 467 injured, 7,200 arrests and more than 2,000 buildings destroyed. The violence and destruction only ended when the National Guard and Army were ordered to intervene. Shortly after this 12th street riot, many residents started to flee the city, particularly the whites. They moved out by the thousands into neighboring suburbs such as Royal Oak, Ferndale, and Auburn Hills. By 2010, whites only made up 10.6% of Detroits population. The Size Detroit is particularly difficult to maintain because its residents are so spread out. There is too much infrastructure relative to the level of demand. This means large sections of the city are left unused and unrepaired. A scattered population also means law, fire, and emergency medical personnel have to travel greater distances on average to provide care. Moreover, since Detroit has experienced consistent capital exodus for the past forty years, the city is unable to afford an adequate public service workforce. This has caused crime to skyrocket, which further encouraged rapid out-migration. Industry Many of Americas older cities faced a de-industrialization crisis starting in the 1970s, but most of them were able to establish an urban resurgence. The success of cities like Minneapolis and Boston is reflected on their high number of college graduates (over 43%) and their entrepreneurial spirit. In many ways, the success of the Big Three inadvertently restricted entrepreneurship in Detroit. With the high wages earned on the assembly lines, workers had little reason to pursue higher education. This, in conjunction with the city having to reduce the number of teachers and after-school programs due to declining tax revenues, has caused Detroit to fall behind in academics. Today, only 18% of Detroit adults have a college degree (versus a national average of 27%), and the city is also struggling to control the brain drain. Ford Motor Company no longer has a factory in Detroit, but General Motors and Chrysler still do, and the city remains dependent on them. However, for a large portion of the 1990s and early 2000s, the Big Three did not react well to changing market demands. Consumers started to shift from power-driven automotive muscle to more stylish and fuel-efficient vehicles. The American automakers struggled against their foreign counterparts both domestically and internationally. All three companies were on the verge of bankruptcy and their financial distress was reflected on Detroit. Public Transportation Infrastructure Unlike their neighbors Chicago and Toronto, Detroit never developed a subway, trolley, or intricate bus system. The only light rail the city has is its People Mover, which only encircles 2.9-miles of the downtown area. It has a single set of track and only runs in one direction. Although designed to move up to 15 million riders a year, it only serves 2 million. The People Mover is considered an ineffective rail, costing taxpayers $12 million annually to operate. The biggest problem with not having a sophisticated public infrastructure is that it promotes sprawl. Since so many people in the Motor City owned a car, they all moved away, opting to live in the suburbs and just commuting to downtown for work. Additionally, as people moved out, businesses eventually followed, leading to even fewer opportunities in this once great city. References Okrent, Daniel (2009). Detroit: The Death- and Possible Life- of a Great City. Retrieved from: http://www.time.com/time/magazine/article/0,9171,1926017-1,00.htmlGlaeser, Edward (2011). Detroits Decline and the Folly of Light Rail. Retrieved from: http://online.wsj.com/article/SB10001424052748704050204576218884253373312.html

Socrates Guilty as Charged - 1761 Words

In Plato’s Apology Socrates is being tried by Anytus and Meletus for two new charges: â€Å"corrupting the young, and not acknowledging the gods of the city acknowledges, but new daimonic activities instead† (Morgan 2005, 51). Throughout Plato’s Apology and Euthyphro Socrates uses complex rhetoric to challenge the charges brought against him based on his thoughts and understanding of what is right and wrong. He never once states he is not guilty nor does he provide reasons to support his innocence. He suggests rather that he is on a divine mission stating â€Å"this is what the god orders me to do, and I think there is no greater blessing for the city than my service to the god† (Morgan 2005, 55). Socrates uses his trial as an opportunity to show†¦show more content†¦Plato’s Euthyphro demonstrates Socrates searching for a definition of what piety is so that he can prove that he is not impious. Through the dialogue with Euthyphro, Socrates using his typical mannerisms refutes each response through questioning to prove that what piety is hard to define and in fact one consistent definition is unattainable. The argument that holds the most weight is when Euthyphro suggests the being pious is God loved while impious is God Hated. Socrates infers â€Å"†¦different sets of Gods, too, consider different things to be just, or fine or shameful, or good or bad†¦Ã¢â‚¬ (Morgan 2005, 39) ultimately concluding that some Gods love the things that others Gods hate, therefore that being impious and pious are the same thing, and that he cannot be one and not the other. Based on the discussion the conclusion Socrates draws is accurate however does not prove his innocence but shows that Euthyphro is unable to define what piety is. Socrates is aware that through his questioning this will be the outcome, his purpose is rather to provoke thought in Euthyphro’s mind, and engage him in thinking what is just or unjust, and that because he cannot provide a concrete definition then perhaps he is not qualified to decide. In Plato’s Apology Socrates argues that he did not corrupt the youth but rather that he was trying to improve them. This is an opinionated belief not based on fact.Show MoreRelatedEssay Is Socrates Guilty As Charged?1134 Words   |  5 Pagesquot;Is Socrates Guilty As Charged?quot; nbsp;nbsp;nbsp;nbsp;nbsp;In any case of law, when one is considering truth and justice, one must first look at the validity of the court and of the entity of authority itself. In Socrates case, the situation is no different. One may be said to be guilty or not of any said crime, but the true measure of guilt or innocence is only as valid as the court structure to which it is subject to. Therefore, in considering whether Socrates is guilty or notRead MoreApology On Apology Of Socrates852 Words   |  4 PagesNathan Poage Philosophy 1301 March 2, 2017 Apology of Socrates Socrates was a Greek philosopher and the founder of western philosophy. Plato was the student of Socrates who was very motivated by the life and teaching of Socrates. Plato was also one of the greatest Philosopher of ancient Greece. Apology is the actual recorded speech of Socrates by Plato, which was delivered at the trail to defend himself. Many people did not agree with Socrates, so they made several charges against him, which is recordedRead MoreSocrates Trial Essay807 Words   |  4 PagesApology Socrates was charged and put on trial for impiety, as well as accused of committing many other crimes. I will first explain the most important issues of why Socrates was sent to death. Then I will argue the position that Socrates is innocent, and should not be have been found guilty. To introduce, Socrates was placed on trial and charged with the crime of impiety. Impiety is the lack of reverence for the gods and other sacred things. As well another major claim was that Socrates was corruptingRead MoreEssay on Socrates Was NOT Guilty1667 Words   |  7 Pages   Ã‚  Ã‚  Ã‚  Ã‚  Socrates, in his conviction from the Athenian jury, was both innocent and guilty as charged. In Plato’s Five Dialogues, accounts of events ranging from just prior to Socrates’ entry into the courthouse up until his mouthful of hemlock, both points are represented. Socrates’ in dealing with moral law was not guilty of the crimes he was accused of by Meletus. Socrates was only guilty as charged because his peers had concluded him as such. The laws didn’t find Socrates guilty; Socrates was guiltyRead MoreWhat Are The Charges Against Socrates?1019 Words   |  5 Pages2015 What are the charges against Socrates as recorded in the Apology. Is he guilty of them? Why or why not? The Apology is assumed to be the most realistic account that has been conserved of Socrates defense of himself as it was presented before the Athenian Council. It is in essential agreement with the references to the trial that occur in Plato s other dialogs. We may determine that Apology is not written by Socrates and only contains the words of Socrates that were memorized by Plato, sinceRead More The Apology of Socrates: Guilty or Innocent? Essay928 Words   |  4 PagesThe Apology of Socrates: Guilty or Innocent?   Ã‚   In any case of law, when considering truth and justice, one must first look at the validity of the court and the system itself.   In Socrates case, the situation is no different.   One may be said to be guilty or innocent of any crime, but guilt or innocence is only as valid as the court it is subjected to.   Therefore, in considering whether Socrates is guilty or not, it must be kept in mind the norms and standards of Athens at that time, and theRead MoreThe Case Of Socrates : The Guilt Of Justice944 Words   |  4 Pages Socrates was a classical Greek philosopher, credited with founding modern philosophy. He was a genius who created Socratic irony and the Socratic method, as well as posthumously influencing all of modern society and government since his death in 399 BC. Socrates’ ideas of politics and government are still referenced today. He was a groundbreaking mind that was accused on the grounds of corrupting the youth of Athens, as well as impiety. I believe that he was rightfully convicted in accordance withRead MorePlato s Apology Questions On Socrates1104 Words   |  5 Pages04, 2017 Plato’s Apology Questions 01) Socrates says he faces two groups of accusers or accusations What/who are these? Socrates faces old accusers who for years have accused him of things he has not done. Socrates fears these accusers but he believes that they are not the worst of them. Socrates believes the far more dangerous accusers are the ones who have grown up as children in these falsehood beliefs and have these views embed in their minds. Socrates was accused of corrupting the youth andRead MorePlato s Five Dialogue Apology865 Words   |  4 Pagesrecords the actual speech that Socrates delivered in his own defense at the trial. Basically, Socrates is accused to the action of corrupting youth, which he taught norms and value to many people and charge a fee for it (19d6). He is also accused to the action of teaching spiritual things, for not believing in Athens god, and last but not least, Hubris, the question of human wisdom. Socrates, in fact, provides brilliant responses towards all accusations that are charged against him, saying that notRead More Socrates Defense Essay843 Words   |  4 PagesThey begin by telling everyone not to be deceived and to take caution because Socrates is a â€Å"clever speaker†. According to Socrates, the difference between him and his accusers is that he speaks the truth. He is on trial for two items, which include, corrupting the youth and impiety. Socrates tells everyone that he has no experience with the court and he will speak the way he is used to by being honest and direct. Socrates explains that his behavior is from the oracle of Apollo at Delphi. nbsp;nbsp;nbsp;nbsp;nbsp;

Media Use of Stereotypes Essay - 1273 Words

Media Use of Stereotypes We live in a world of technological innovation where mass media is a major part of us today. People make assumptions on what they hear. They do not try to analyze the situation to see who is right and who is wrong, and mass media is the main source of manipulating ones mind. The concept of propaganda has changed over time. Propagandists create ideas stereotypically through the use of propaganda and use media to promote it and target peoples minds to have influence on their views towards a certain group of people. These ideas create negative or positive images in the intended audiences minds. However, it is notable that the information is only the one that is exemplified through media and therefore, can be†¦show more content†¦These generalizations create negative or positive attitudes towards these stereotype groups. Stereotyping is defined as the making of generalizations about groups of people on the basis of limited information (Straubhaar and LaRose: 379, 2004). Stereoty pe is not the way people behave in certain environments but in fact, the way one has views about them either negative or positive through the way media portrays them. However, living in a democratic society there is freedom of choice, independence and social equality is a right and in the age of technological innovation. This is where we get hands on information on any particular subject matter we intend to choose through any form of media. However, what we do not know is how much of the knowledge we consume through mass media is accurately representation of the reality. Stereotypes work well in political campaigns where government takes certain steps as a propagandist to exhibit information to a group of targeted audience in order for them to have a certain view or opinions towards others, which is profitable in any manner for the government itself. However, governments take these steps for various reasons including creating opinions towards other governments, religious affiliated groups, other national citizens, etc and the only reason is for its profitable means whether it is for elections, power or control. For example, 9/11 attacks supports t he fact that media demonstrates aShow MoreRelated Propaganda and Stereotyping Essay1382 Words   |  6 Pagespropaganda lightly. One such disaster is the stereotype – a felicity confused with the truth. In this research paper, a closer attention will be given to the propaganda generation of stereotypes about a specific age group; how easily and believable stereotypes are carried by propaganda tactics on youth will be presented. Throughout this paper, a demonstration of the negative stereotypes on public opinion will be presented along with important methods in which stereotypes work in propaganda. The conclusionRead MoreSatire In Family Guy1384 Words   |  6 PagesWhat is a stereotype? The Free Dictionary defines a stereotype as â€Å"a simplified and standardized conception or image invested with special meaning and held in common by members of a group† (Stereotype). Although many people may not realize it, stereotypes influence how they interact with others each day. People judge others because of their race, ethnicity, religion, and heritage before they even know the person. These judgements come from stereotypes they encounter in their lives. There areRead MoreEssay about Gender Based Stereotype in the Media1723 Words   |  7 PagesIntroduction The media plays an extremely important and arguably the most powerful role in shaping the perception individuals and members of the public holds towards themselves and their surroundings. This therefore makes it extremely difficult for one to maintain his/her unique self identity or perception of others without the influence of the media. People will define themselves and others based on the messages insinuated by the media. The problem hence emerges when the media insinuate the wrongRead MoreThe Media And Its Impact On The Entertainment Industry Essay1282 Words   |  6 Pagesmass media has developed into a highly influential platform that relays information to audiences all around the world, but are the images seen in advertisements and television, devaluing individuals by labeling them under stereotypes? In order to truly understand the core of such a question, it is important to first define and solidify some key terms. To begin with, what mediums of mass media will be considere d in the analysis of this issue? Specifically, I will attempt to highlight the use of genderRead MoreThe Topic Of Representation And Stereotypes 983 Words   |  4 PagesFor this essay I have chosen to write about the topic of ‘Representation and stereotypes’. Using a media example I will be exploring the concept of why stereotypes are used so commonly and do they really matter. Through my research, I hope to provide substantial evidence, which backup my points throughout and give the reader a clear understanding of how stereotypes are used in my chosen piece of media text. Stereotypes have always been around it’s not a new concept people are only discovering recentlyRead MoreStereotypical Images Of Mexican Americans And Black Americans909 Words   |  4 Pagescontemporary media? Angel Garcia Bakersfield College In today’s society judging races and ethnic groups have left stereotypical images on them. Stereotypical images are seen all over, even in contemporary media. Hispanic Americans and Black Americans are two ethnic groups that I’ve recognized on having that stereotypical image in the contemporary media. Hispanic Americans and Black Americans are left with harm because of these stereotypes that have been shown in the contemporary media, for exampleRead MoreMedia And Its Effects On Society976 Words   |  4 Pagesaddicted to media. Used as a powerful source of knowledge and entertainment, media plays an enormous role in the development of human life and gender distinction. Through the use of media, guidelines consisting of generated ideas and ways of living, affect both men and women. This then creates an altered thinking process that leads to an environment susceptible of stereotyping and ridicule. For both sexes, this negative portrayal of media causes a constant downfal l of self-image and media persuadedRead MoreComparison of Turkeys in the Kitchen and You Just Walk on By Essays1640 Words   |  7 Pagesgender, and racial stereotypes that have been present in our world from the very beginning. Barry suggests through a sarcastic and humors tone that gender stereotypes have been present since before the start of time; he uses a highly conversational style to prove this, as well as narrates to give the reader a better understanding of exactly what he’s talking about. Staples, on the other hand, uses a more authoritative tone to support his theme of racial stereotyping; he also uses the mode of rhetoricRead MoreRace in the Media739 Words   |  3 PagesRace in the media is a very sensitive issue now a days. When it comes to minorities we can still see that the media portrays us in a bad light. The image of blacks in the American media has changed over the past two decades with the civil rights movement, changes in attitudes towards minority g roups, and increased sensitivity on the part of those who and project these images. An examination of the image of Blacks in the articles and advertisements to show attitudes subtly represented, and these attitudesRead MoreMedia s Influence On Society1293 Words   |  6 PagesMedia is a major contributor of how social groups are perceived in today’s society. Mediais around us every day almost all day, and it constantly sends messages about the world’s environment. There are many indicators shown pertaining to how media really affects society. One of the most prominent explanations of those questions is the way media influences stereotypes. There has been previous research linking media sources and biased attitudes. This research paper explores articles supporting media

Did Differences in Wealth and Status in the Colonies Increase of Diminish from 1700 to 1750 Essay Example For Students

Did Differences in Wealth and Status in the Colonies Increase of Diminish from 1700 to 1750? Essay Throughout the history of mankind, there has always been a gap between the wealthy and the poor. America made miniscule attempts to end this course of action, but it is simply human nature and therefore cannot be changed. From 1700 to 1750, the differences in wealth and status in the colonies continued to increase. Once the gap started to widen, it was very difficult to alter due to the structure of the political system (or lack thereof). The plague of war created a class of widows and orphans, who became dependant for their survival on charity. The supply of unclaimed land dwindled and families grew, existing landholdings were repeatedly subdivided. By 1750, Boston supported a large number of homeless poor, who were supported by charity, and compelled to wear a large red â€Å"P† on their clothing. The riches created by the growing slave population in the eighteenth century were not distributed evenly among the whites. Wealth was concentrated in the hands of the largest slave owners, widening the gap between the prosperous gentry and the â€Å"poor whites†. In conclusion, the differences in wealth and status greatly increased from 1700-1750 in the colonies. The wealthy seized every opportunity to add to their high status. These opportunities were often times a chance for the poor to â€Å"climb out of the gutter† a little bit. Instead, the poor were forced to rely on charity and support from taxes. The social and political structure of colonial America was very poor, allowing the difference in wealth and status to increase. Kennedy, David M. and Cohen, Lizabeth and Bailey, Thomas A. The American Pageant: Thirteenth Edition. Boston: Houghton Mifflin Company, 2006.

Retail Management in UK

Introduction The fashion and apparel industry in the United Kingdom has experienced steady growth as more customers embrace renown brands such as Ralph Lauren, Nike, and H$M. The fashion industry and Apparel of the UK has an estimated market value of  £50 billion.Advertising We will write a custom report sample on Retail Management in UK specifically for you for only $16.05 $11/page Learn More Specifically, this industry is estimated to be growing at an annual rate of 7% as fashion becomes popular in the UK. At present, the fashion industry command 6% of the total market value of the consumer purchases in UK. The market share is expected to expand further to 15% by 2015. The fashion industry in the UK at present is controlled by Ralph Lauren, Nike, and H$M who have managed to establish a household name for their fashion brands. Moreover, promotional services adopted by these companies have spurred the growth of fashion production in the United Kingdom market. In addition, adoption of efficient and reliable technology in the marketing of these products has positively skewed the market to the advantage of these three retail giants. Thus, this reflective treatise attempts to explicitly review the aspects of store layout and design, retail pricing, and merchandise assortments in these retail stores. The treatise adopts a comparative analysis module. About these Companies Nike Inc Nike Inc is one of the top sports footwear and accessories designers in the world. At present, the company controls a market share of 30% of the UK athletic market. This company stocks sports balls, bags, and eyewear, footwear, and sports shoes for adults and children. The London store is located at Westfield London Shopping Centre along Oxford Street (â€Å"NIKE Free: Products and Market†, par. 5). HM Inc This company has been in existence for more than two decades. The company stocks a range of fashion ware for adults and children of both genders. T he company has an amazing range of fashion collection that is relatively affordable to the majority of Londoners. The head store in London is located at Regent Street in Dinkins and Jones building (â€Å"HM: Marketing Strategies†, par. 3). Ralph Lauren Inc The Ralph Lauren UK store specializes in fashion accessories and apparels such as fashion clothing and footwear brands for males and females of all ages. The company boost of uniqueness and brand loyalty to the middle class customers in London. The London office is located at Cork Street (â€Å"Ralph Lauren: London Marketing Activities†, par. 2).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Store Layout and Design Ralph Lauren The topological structure of Ralph Lauren Company consists of communication and operations management system which help in managing marketing, online sales, and direct sales. Based on the credo em phasize, it stresses on ethical behavior among sales staff and customer satisfaction within accepted standards of moral obligation on the forefront as indicated in the mission statement hanging on the front office wall. The Ralph Lauren store occupies more than 6000 square feet of space and has the traditional UK design architecture. The store has a unique arrangement in terms of utilization of space. The store is divided into four areas, that is, the exclusive range focal point, entertainment and refreshment area, office area, and the focal store points. Upon entering the expansive store, the customer will notice the attractive display of polo shirts, watches, shoes, and other sports ware hanged on the traditional UK brackets. The brackets are made in bright colors and the wall beaming with displays of fashion celebrities such as David Beckham and Naomi Campbell. The next room is the exclusive range focal point which stocks customized and expensive designer wears. Advertising We will write a custom report sample on Retail Management in UK specifically for you for only $16.05 $11/page Learn More The marketing and distribution channels are run from a central point, that is, the main store area. It is apparent that company structure, operations management, and efficiency of the advertisement department determine sustainability of its business. Besides, the ability to customize products, attractive display, and offer competitive but high quality services has made this store successful and profitable in the UK. Skills required in supporting business strategy plan are found in the integrated management model which functions as an implementer and driver of business decisions. The Company’s retail management systems incorporate planning, development, implementation, and discovery. Reflectively, the process captures organization chart, status reports, process map, compliance requirements, review structure, activities, dates, and r esources employed within a specified period of time against response from customers. The pictures below were taken from within the store. The transfer of brand knowledge is enhanced by other factors that include awareness and image. It is an area that continues to fascinate considering the interconnection between the recognition, recall, uniqueness, and positive attributes. Growth in brands is mainly subjective in nature meaning that the internal environment has the greatest influence. Nike Inc Nike store is larger than Ralph Lauren store and occupies a space of more than six thousand square feet. The store is very spacious and has an artistic display of its assortments arranged by sizes and categories. The main mall’s walls have animated Nike products advertisement and pictures of the world athletic champion Hussein Bolt and the basket ball player Kobe Bryan among other renowned sports personalities.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Just like in Ralph Lauren product display, Nike’s products displays easily attract a potential customer upon entry into the store. In fact, the first thing a customer will notice is the unending line of different product assortments from brightly painted stalls with the Nike brand logo running below the products. This aspect facilitates easy identification of customer responses to external stimuli, branding of private store labels, and evaluation of the marketing strategies that is used to promote store’s brands. The store’s brands have benefit greatly from the improvement of overall production quality and marketing support as much as it is done from evolving purchasing habits based on the rapid changes in geo-demographic and psychographic behaviors of the customers influenced by what they see. The resultant dependent variables of the Nike’s layout include increasing customer numbers, improved quality of goods, improved customer satisfaction, increased m arket share, and extended brand loyalty to the store. Essentially, the bridging of quality concerns between store and name brands has reduced the reputation gap leading to increased propensity of store brands. Nike’s strategy in marketing its products relied on the assertion that â€Å"products don’t just perform, they actually exhibit behavior† (Kotler 22). This exhibits the nature of niche marketing by focusing on utmost premium brand quality that customers demand or may not know that they require at that time. The company emphasized on creating sportswear trends. This is opposite of the conventional approach of forming focus groups who are interviewed on what attributes potential customers preferred. Nokia took the approach of innovating new features positioned to be of great use in the feature without necessarily involving the potential customer in the development process. Specifically, the brand logo has remained instrumental in the marketing strategy. Unde r certain conditions there was chance that they might consider switching to other brands. This is an avenue that is available for store brands which are targeting the market shares of name brands implying that the increasing pressure on  name brands is benefiting them. The possibility that consumers could consider switching brands is important in increasing brand awareness. Through intensive marketing, the logo Nike is recognizable by nearly all potential customers in the UK. Since the logo has been animated and runs 24/7 at the store’s entrance, the self advertisement is critical in attracting undecided customers who are just passing by the store. HM Inc HM Inc store occupies three floors with each floor selling different categories of fashion products. Basically, this company has utilized the role of the digital media in increasing the targeting objectives to promote brand growth and brand logo in its attractive and convincing display price tags. By combining the chosen generic strategy along with product and market positioning strategy, HM brand has been able to develop its niche identity in the UK as that store stocking affordable designer clothing along the Regent Street. Linking the two sides of the market is important, that is, the low income and high income customer ends. In essence, a brand involves; name, packaging, advertising, consistency, and reliability. It involves the symbol(s) of identification of a product or service that seeks to establish a degree of differentiation between it and other similar products and/or services. Branding offers â€Å"differential advantage (desirable attributes) over rivals’ products† (Kotler 34). It is vital part of establishing healthy brand equity. The choice of branding is driven by the need to create that perception of differentiation. It takes some initial costs to develop the branding concepts but the advantages of branding products are; easier to sell, ability to legally protect the product, it offers some barriers to competition, and generally promotes customer loyalty (Kotler 33). As a matter of fact, HM has internalized this in their display of product. The logo HM and their display are unique and cannot go unnoticed by any potential customer. Besides, the store is very spacious and offers customized services from its many sales staff. Retailers preferred to generally use the associative name HM to refer to its assortment of fashion designs that continues to make statement in the stratified UK market. The unique features are trademarked and allow HM’s strong brand equities to establish reasonable barriers to competition. This was mainly because of these products being considered as off-brand unlike the HM’s on-brand logo. HM Inc has exploited the power of positioning in relation to perception among the UK clients in its layout. Perception of brand equity is a major driving in promoting the acceptance of store brands. The positioning strategy t hat is implemented by the retailer dictates the perception of the consumers about the brand and its related value to them. The HM logo advertisement is very effective in terms of attention since it is decorated with simple to understand scenes besides the warm red color. The strategically placed background red color is an eye catcher associated with pomp and sophistication. In addition, the targeted passing customer would immediately develop curiosity to understand the symbolic importance of the bright displays in the store. As a result, it creates an intrinsic motivation response that triggers the mind to activate affiliation, self acceptance, and feign community feeling of belonging to the HM brand. In the end, this advertisement succeeds in appealing to emotions through capitalization on biases and prejudices of UK population in the streets of London. Generally, through envision creation of a simultaneous but independently functioning need to identify with attractiveness at Ralph Lauren, Nike, and HM, a customer is easily swayed into buying the advertiser’s appeal when purchasing (Levy and Weitz 79). Often, the attractiveness is displayed in tonal variation and language affirmativeness that directly appeal to positives emotions among target audience of the pitched idea. In the end, target audience will â€Å"accept the product without thinking very much about what the glittering generalities mean-or whether they even apply to the product†(Kotler 56). Retail Pricing Pricing differences between private labels and national labels is decreasing with taste, durability, and quantity being the more important factors for the consumers. Marketing around premium products positioning has long-term sustainability. This is supported by sustained advertising promotions, product availability, and sustainable sourcing. Reflectively, â€Å"a best value strategy represents somewhat of a trade-off between the risks of a cost-leadership strategy and the risks of a differentiation strategy† (Kotler 71). The strategies may be broad or narrow based on the three strategies of differentiation, cost-leadership, and best value. In spite of well-developed strategies, competitive dynamics are fluid (Levy and Weitz 29). Pricing objective The pricing objective adopted by the Ralph Lauren, HM, and NIKE is quantity maximization since the companies’ main mission is to become leaders in terms of market share amongst companies in the fashion and apparel industry of the UK. Consequently, the pricing objective of these companies seeks to maximize the number of the new fashion products to be sold in the dynamic UK market. Pricing strategies According to Kotler (2003), several pricing strategies exist for companies to choose from, however, some of these pricing strategies only work well with certain pricing objectives. The three companies have adopted multiple pricing, good, better, best pricing, loss leader pricing, penetration pricing and produ ct bundle pricing for their different categories of fashion products (Kotler 19). Multiple pricing: aims at luring customers to make large purchases by offering slight discounts to customers who buy goods in large quantities. At HM and Ralph Lauren stores, the prices of single items are slightly higher to those that purchased in bulk. For example, at Ralph Lauren store, buying one new polo shirt cost the customer approximately $ 25; the customer will be required to pay $ 40 for two shirts. As a result, the customers will feel that they are getting discount for buying two items since $ 40 for two shirts is $ 2.5 less than $25 for a shirt. The strategy has been able to generate more profit for the company by increasing the quantity of items sold, as well as through increasing prices for customers who purchase one item. Practically, the strategy penalizes the customer for purchasing one item since the price is typically set higher than it will cost. Good, better, best pricing: this is a pricing strategy in which the price of the same item increases with slight changes that are made to the product, for example, changes in design. The price can be offered in a series of three formats with the price of each series rising above the price of the previous series. The goods that are priced at ‘better† price and those that are priced at â€Å"best† price require more attention from the producer than those with â€Å"good† price; however, the higher prices charged for them are worth the extra effort (Levy and Weitz 36). For example, the 2009 NIKE air sports shoe edition is categorized as being â€Å"good† price, while that of 2011 is categorized as â€Å"better† price and the 2013 edition of the same product is priced at â€Å"best† price in the NIKE store. Loss leader pricing: in this strategy, the customers are enticed into visiting the shop that deals with different product or parts by reducing the price of one item. This is done with the hope that when customers visit the shop to make purchase of the cheaper item they may also buy other items. For example, in applying this strategy to the pricing of the female clothes, HM Company uses other accessories such as shoes as the loss outfit product, thus customers who come to buy clothes may end up buying other accessories such as matching shoes to complete the outfit. Product bundle pricing: this pricing strategy is applied when the producer wants to get rid of overstock or sell complementary products. The products are bundled together and the customer who buys the new item can get an older or complimentary good for less. In respect to the strategy of clearing 2012 stock models, the three companies have decided to sell the older versions or accessories in bundles at lower prices. Merchandise Assortments In merchandise assortment, planning is critical, especially in a dynamic market controlled solely by customer preference and perception. In sales forecas ting, HM and Ralph Lauren companies have assorted their merchandise according to the lifecycle of each category. For instance, the seasonal winter items such as heavy clothing for the companies are categorised as slow movables. Besides, the latest fashion design products are categorised in the exclusive purchase segment in the stores. Basically, the assortment adopted by these companies was informed by past volumes of sales and customer responses to periodic surveys by the companies (Levy and Weitz 41). Through shotgun merchandising, the two companies have assorted their products to capture all the segments of the fashion and apparel industry of the UK. On the other hand NIKE store has been assorted as a general store with the speciality department occupying a negligible space in the store. The company has amalgamated its inventory turnover to categorise the products. Through rifle merchandising, the NIKE Company has captured the athletic market segment of the fashion industry throu gh it multiplex strategy of product market penetration. Conclusion The success of retail management depends on execution pricing, assortment, and design layout as components of marketing. Successful execution solely functions on inclusiveness, creation of quantifiable tracking devises for results, and recreating an informed support team. Generally, these aspects should be practiced flexibly since event marketing environment is characterized by constant dynamics that may make previous designs irrelevant. NIKE, Ralph Lauren, and HM companies are successful in marking their products in the UK. Works Cited HM: Marketing Strategies 2013. Web. https://www2.hm.com/en_gb/index.html Kotler, Paul. Marketing management: Analysis, planning, implementation and control. New Jersey: Prentice-Hall, Englewood Cliffs, 2003. Print. Levy, Michael, and Weitz, Barton. Retailing Management, London: McGraw-Hill Education, 2011. Print. NIKE Free: Products and Market 2012. Web. Ralph Lauren: London Marketing Activities 2012. Web. http://www.londontown.com/LondonInformation/Shops/Ralph_Lauren/5990/ This report on Retail Management in UK was written and submitted by user Jared Woodward to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

English Rulers essays

English Rulers essays The English rulers from the time of James I till William and Marys reign, encountered many problems economically, with parliament and with the people. Many of the mistakes they made have occurred many of times throughout history and could easily have been avoided. By looking at problems endured by the English rulers of this time, one can easily find problems that through simple measures would have been prevented. James I inherited a rich English thrown, and although many of his problems were caused by little accord of his own, his personality caused many problems; he fiercely believed in the divine right of kingship and his own importance, but found great difficulty in gaining acceptance from an English society that found his rough-hewn manners quite unbecoming. James saw little use for Parliament. His extravagant spending habits and nonchalant ignoring of the nobility's grievances kept king and Parliament constantly at odds. He came to the thrown at the zenith of monarchical power, but never truly grasped the depth and scope of that power. If James had merely allowed Parliament some power, to appease the English people, acceptance for him would have been much easier. Charles I inherited his fathers beliefs in the divine right of kings, and found little use of Parliament, this ultimately led to his downfall in a showdown with Parliament. Charles required money for armies, which English people did not support, and by dismissing Parliament numerous times angered the people. England disrupted into civil war, in which Charles still would not bow down to Parliaments demands. Both Charles and James I would have been much more successful had they been lenient with Parliament and have saved more money for matters that evolved the English people. After the Civil War in which Cromwell came to power, he still disagreed with the laws Parliament wished to pass and with the English army forced matters his own way. Cromwell was...

The writer can choose the topic to fit into the paper Essay

The writer can choose the topic to fit into the paper - Essay Example BMSs were considered amongst the initial multi-user server systems to be built, and thus they provided an excellent support for the new developments in the form of latest systems design methods for consistency and scalability which are widely used in a number of other areas. Though, up till now a large number of researches have been carried out to propose new algorithms as well as determine the efficiency of existing algorithms for databases. However, not many researchers have taken into consideration the design and architecture of databases. The research has shown that the modern database structure is based on three level architecture (Hellerstein, Stonebraker and Hamilton; Hoffer, Prescott and McFadden 3). This paper presents an analysis of three level architecture in the context of database management systems. The basic purpose of this research is to discuss the basic scenario of three level architecture and how it forms the basis of database management systems. Database management systems are believed to be mission-critical and complex software applications and tools. At the present, modern DBMSs exemplify decades of educational and industrial research as well as influential business software development. In view of the fact that database systems were amongst the initial well developed web based server applications, hence they are considered a significant part of most of the design solutions on both sides of not simply data administration, however as well systems, networked services and operating systems. Additionally, the initial database management systems are considered amongst most powerful software applications and tools in the history of computer science, that’s why the ideas and theories invented for DBMSs are extensively copied and followed in other disciplines of computer science (Hellerstein, Stonebraker and Hamilton; Hoffer, Prescott and McFadden). In addition, for a number of reasons, the concepts regarding DBMS’s architecture and design are

What was the ideal female image projected by mass media in the 1950s Essay

What was the ideal female image projected by mass media in the 1950s Was this ideal also the reality Why, or why not - Essay Example While the husband was away, the ideal woman would clean the house, make porridge for the babies and bake cookies for the children returning from schools. The family seemed to offer a psychological fortress, a buffer against both internal and foreign threats. In this ideological climate, independent women threatened the social order. Under cultural pressure and with limited options for work outside the home, women, contained and constrained, donned their domestic harness. (Meyerowitz, 1994). The ideal image was not quite real because many women did not feel comfortable restrained into the boundaries of their home. They felt that their rights were subdued and they did want things to change for good. Women of 1950s wanted to play their role in social development along with men and yet maintain a balance between their professional and domestic life. Their constant effort improved their lifestyle in the 1960s when more women joined schools and entered the workplaces than ever

History of Hospitality Essay Example for Free

History of Hospitality Essay Hospitality is the extension of home like services to persons other than of one’s household or immediate relative. Hospitality involves treating strangers and guests to warm welcome into strangers’ homes. Hospitality brings people who rarely know each other together. Hospitality is traced back to as early as human existence is known. The most intelligent of human evolution, the homo sapient was identified as indicating hospitality traits. The seventeenth century in the British culture had evidence of hospitality traits, (O’Connor, 2005). The face of hospitality though has changed over the centuries to what it is today. The emphasis of persons being hospitable towards fellow people has been relaxed and only a few institutions are left to practice it. Hospitality today is not much to be practiced by everyone but by a few who are deemed to naturally possess this quality as a gift. For there to be an in depth understanding of what is entailed in hospitality, a review of the ancient definition’s and motive of hospitality is necessary. This will help us determine whether the principles on which hospitality was founded have changed over time. Among the Greeks, hospitality was viewed as a sacred activity to honor their gods and thus the whole society was obliged to be hospitable (O’Gorman, 2005). Failure to extend hospitable attitudes towards guests or strangers invited the wrath of the supernatural. Greek and Roman Societies Hospitality was thought of as transferable from generation to generation. The virtue was not only a personal choice but was also applied in public affairs. Different types of guests were received at treated variously according to their status, (O’Gorman, 2005). Traders were received differently from cultural visitors. Hospitality was exercised even at national level where state or city guests were received with honour and dignity. Commercial hospitality was rare in the early Greek civilization. In the Roman culture, hospitality was expected to be an exercise of all pennons and it was more pronounced in the Greek society. Public hospitality was exercised by Rome and other countries. Hospitality is traceable even in religious writings like the Bible. Some fundamental principles are evident from the studies of early hospitality. Underlying Principles Hospitality was viewed as necessary for human existence. Because no person was immune to requiring hospitality services at some time, there was an obligation for all to be hospitable. Hospitality established and maintained relationships which cultivated togetherness. Hospitality was further viewed as an honorable tradition deserving passing from one generation to another. Being hospitable was to be practiced all through irrespective of changes in the world. Hospitality by then was stratified in that particular groups of person were accorded different treatment according to their social standing. The extent of the different groups of guests required that laws be established to govern this. This indicates that hospitality was highly valued in these early societies. There was an unwritten law that hospitality, once extended to a person, one had to respond by extending it to others. This ensured its continuity. In the ancient set up also, hospitality was used to gain honour for persons exercising it. The more a person is involved with receiving guests and strangers into their households, the more respected they became in the society. Emphasis was laid on domestic hospitality in which guests were welcomed in households. Hospitality Today The face of hospitality has evidently changed today. The society lays little emphasis in reception of visitors or strangers at large. Domestic hospitality today is a rare phenomenon. Today’s society treats strangers with suspicion and it therefore becomes harder for people to extend hospitality. With the growing security concerns, strangers are more likely to be shunned in the suspicion that they have malicious intentions. This is more so for the developed countries where homes are fenced to lock out intruders and sensors installed to man the compound. Commercialization The society today has commercialized hospitality services to the extent that it has lost its meaning. Hospitality is exercised only when the host stands to gain financially from the guest. The building of luxurious hotels across the world emphasizes this. Rarely would a sizeable town lack accommodation facilities for guests or people in transit. Without any gain from hosting these people, such hospitality centers would be inexistent. The commercialization of hospitality has further sidelined those needing the services from receiving them. Before a guest is booked into these hotels it has to be ascertained that they are able to pay accommodation fees. Guests are also required to produce many documents to identify themselves and at times, they are required to state their motives. Some guests are turned away if the hosts doubt them. The personalized sympathetic contact between a host and guest has been lost long the way (Dittmer, 1997). Suspicion Today also extension of kindness is raise suspicion. When persons become so hospitable even in the commercial facilities, the guest realizes that their hosts must be after favours. There are standard ways of showing hospitality in the commercial facilities and all workers and obliged to follow them. But when they do more than is required, guests become wary. This is in contrast with the traditional view where acts of hospitality were interpreted as well intended. Public Hospitality Public hospitality as exercised in the past was to build relationships between cities or states. The representatives of states were sent to foreign nations to foster better relations. Such persons were supposed to be received well in alien land. Failure to receive them with dignity and respect was regarded as abuse to their native lands. Today this principle is largely applied. Countries send their representatives to foreign lands to build friendships and also negotiate deals. These representatives are received in well built guest houses set apart for this very purpose. Reception of these people with great dignity is interpreted as friendliness towards countries (Hobbs, 2001). In businesses, there are established hospitality dockets which accord certain levels of treatment to their guests. A cup of tea is offered and some companies offer more. This is an extension of the past trends of building relationships thorough hospitality. A deviation from past hospitality trends lies in today’s detachment of the virtue with religion. In the past, hospitality was largely viewed as a religious obligation. With the developments in the science world, religious issues have progressively lost much meaning to some people. This removes personal obligation on individuals to be hospitable. It shows the extent to which modern society has abandoned collective responsibility to care for strangers leaving it in the hands of the commercial institutions (Hobbs, 2001). Hospitality is a virtue that every reason should exercise. The emphasis should not be resented to commercial facilities along but just as it was the practice traditionally, it is everyone’s responsibility to ensure guests and strangers are comfortable. The society today should redefine hospitality to what it used to be. Bibliography Dittmer, P. (1997) Early Development of the Hospitality Industry. Dimensions of the Hospitality Industry, New York: John Wiley and Sons, Inc. , pp. 33-77. O’Gorman, K (2005) Modern Hospitality: Lessons from the Past. Journal of Hospitality and Tourism Management, 12 (2), pp. 141-151. Hobbs, T (2001) Hospitality in the First Testament and the ‘Teleological Fallacy’’. Journal for the Study of the Old Testament, 26, (1), pp. 3-30. OConnor, D (2005) Towards a new interpretation of hospitality. International Journal of Contemporary Hospitality Management, 17, (3), pp. 267-271.

The Beach Essay -- essays research papers

The Beach Brothers and sisters grow up arguing, screaming, and fighting from dusk until dawn. The arguments range from talking on the telephone, sharing the bathroom, to who gets dibs on the car. These confrontations appear to be the norm between siblings. In reality, when one comes face to face with losing a sister, all the arguing, screaming, and fighting seem of little importance. I realized this during a blistering hot July afternoon sojourn at the beach. The long drive felt like a never-ending adventure. Instead of cool air, the air conditioner blew air from the gates of Hell. My sister and I sat in the back seat of the ever-shrinking Toyota Camry arguing and hitting each other until dad threatened us yelling, â€Å"Don’t make me drive this car into a telephone pole!† Mom sat on the other side with only two jobs, control the radio and navigate us to the beach. Both were done very poorly, giving us static from the radio and forty-five minutes on a road with no name. After hours of driving, which felt like an eternity, we finally arrived at the beach. Running toward the ocean, I felt the cool sand squish between my toes. The water was clear and inviting, seashells cover the bottom, and rolling waves punctuate the surface. My sister and I went into the ocean, diving through the waves and swimming as quickly as we could. We rode enormous waves into the shore on our raft and then swam back to catch more. We enjoyed ourselves for hours until I was totally exhausted and hea...

Eefects of Leadership Styles on Employee Prformance

CHAPTER ONE INTRODUCTION 1. 0OVERVIEW This chapter covers the background information of the study, statement of the problem by the researcher and objectives of the study to be attained. It also covers the research questions, significant of the study as well as the scope of the study and its limitations. 1. BACKGROUND INFORMATION There is an ongoing problem about leadership styles and its impact on various aspects of employee performance and their work-related health.It has been suggested that leadership factors had an influence on the employee performance, although relationship between leaders and subordinates has gradually been more focused; but it is still scientifically unclear as to what extent and in what ways leaders influence the employee’s performance. The leader can be described as a possessor of the tools to create and change the structure and culture within an organization. The structural changes have led to new demands on employees’ flexibility and ability t o handle changes, which is referred to as a heath risk (Aronson & Sjogren, 1994).With the ever changing business landscape of more and innovative competitors, most service firms recognize the need to introduce innovations and new technologies within their organizational processes to stay in the market, or retain their competitive advantage compared to their rivals. An attempt was made to find out the correlation between leadership style of mangers and performance and satisfaction of managers and followers. Democratic/participative leadership style involves employees in decision making process (determining what to do and how to do it) to attain the organization goals.Using this style is not a sign of weakness, rather is a sign of strength that our employees will respect. This is normally used when you have part of information, and your employees have other parts. Note that a leader is not expected to know everything. This is why you employ knowledgeable and skilful employees. Using t his style is of mutual benefit. It allows them to become part of the team and allows you to make better decisions. A democratic leadership style will lead to the use of non-controlling tactics of influence in which managers and employees discuss work-related issues.It is also effective for the performance evaluation as illustrated below:- 1. 1. 1 Diagram showing performance evaluation. 1. 2STATEMENT OF THE PROBLEM The relationship between leadership style and employee performance has been a subject controversy by researchers (Nwadian 1998 and Adeyeni 2006). The controversy was centered on whether or not the leadership style influences the level of job performance among employees. Common observation shows that leadership style could perhaps have serious impact on human relationship hence affected the employee performance.For the purpose of high performance of employees and subordinates there was the need of using effective leadership style and also important. Research also described that effective leadership styles can enhance the employee performance and commitment with their job. So the execution of leadership styles is one way that with use of different leadership styles, leaders can construct commitment and job satisfaction of employees that increase their performance. 1. 3RESEARCH OBJECTIVES The general purpose of the study was to establish the relationship between employee’s performance and leadership style.The specific objectives of the study were: i) To identify the extent of democratic leadership style used in the organization. ii) To determine the indicators of employee performance. iii) To establish the relationship between democratic leadership style and employee performance. 1. 4RESEARCH QUESTIONS The study covers the questions which are from the objectives so that it answers them appropriately. i) To what extent does democratic leadership style improve employee’s performance? ii) What are the indicators of employee’s performan ce? iii) Is there good relationship between democratic leadership style and employee’ performance? . 5SIGNIFICANCE OF THE STUDY The study intends to bridge the gap between the researcher and other previous researchers who undertook a similar case study. This study will benefit other researchers in learning instruction such as universities to make reference from. It shall also benefit companies in the way that they will have knowledge about the use of democratic leadership style and employee performance. Employers will generally have an overview of how workable and effective democratic leadership style should be handled through the project.It is hoped that as a result of the study, employees at the middle management and lower level will benefit from more productive and efficiencies in performing their duties. 1. 6SCOPE OF THE STUDY The study was conducted in Mombasa Municipal Council in Coast Province Mombasa District at Mwembe Tayari. 1. 7LIMITATIONS OF THE STUDY 1. Time limi tation 2. Lack of funds to facilitate and complete the study 3. Lack of material for reference 4. Disclosure of information by the population. 1. 8DEFINITION OF TERMINOLOGIES 1. 8. 1LEADERSHIP STYLELeadership style is the behaviour of leader that has expressed ability to influence the subordinates toward the achievement of goals (Armandi Oppedisans & Sherman 2003). Leadership style has been classified in different ways in prior researches. Some of them are as follows:- 1. Participative Leadership Style Is defined as a leader who shares decision making with group members or subordinates (Dubrin, 1995). The leader will identify the problem, generate solutions and evaluate the alternatives together with subordinates.The decision-making of participative leadership style is decentralized authority throughout the organization (Steers, 1977). 2. Democratic Leadership Style Is defined as a friendly, helpful leader who encourages participation. A leader with a democratic leadership style sha res his or her power with subordinates and decisions are made by consensus or majority vote (Seidenberg & Snadowsky, 1976). Democratic leaders encourage subordinates to discuss and make decisions as a group on the policy and steps towards achieving goals. 3. Autocratic Leadership StyleIs defined as a directive leader, controlling, discouraging or suppressing participation. An autocratic leader centralizes power with little or no room for subordinates to participate in decision-making process (Seidenberg & Snadowsky 1976). Autocratic leader determine all policies, dictate techniques and activities, assign tasks and work partners to group members and are personal in their criticism and praise. 1. 8. 2INDIVIDUAL PERFORMANCE This can be stated as the product of ability multiplied by motivation it gives performance.Furthermore it can be the belief that performance is ultimately an individual phenomenon with environmental factors influencing performance primarily through their effort on t he individual determinants of performance. Despite the motivation to perform, it is necessary to briefly highlight the barriers that might affect the performance of employees. 1. 8. 3INFORMATION This is the processed data which was collected, interpreted and analyzed to give a meaning. 1. 8. 5POPULATION It refers to the entire group of individuals having a common characteristic. . 8. 6SAMPLE This is a small group obtained from the accessible population. 1. 8. 7SAMPLING It is the process of selecting a number of individuals for a study in such a way that the individual selected represent the population. 1. 8. 8STATISTICS This is the science of organizing, describing and analyzing data. CHAPTER TWO LITERATURE REVIEW 2. 0OVERVIEW This chapter covers all the literature review from different authors of different text books, Journals, newspapers, magazines and any other related source of obtaining information. 2. 1. 1PURPOSEThe purpose of the research was placed on managerial initiative, the technique had been applied to solve the following problems:- – Lack of operating flexibility – Low morale – Poor work quality – High labour turnover – High absenteeism 2. 1. 2DEMOCRATIC LEADERSHIP BENEFITS This brings about the following:- – Improvement of productivity – Improvement in quality of a product/service delivered – It reduces labour turnovers – It reduces need for direct supervision – Reduction in idle time – Increase of good communication which brings about feedbacks. 2. 2INFLUENCES OF PERFORMANCENevertheless, the principle influence on the organization performance is the quality of the workforce at all levels of the organization. The function that human resources can play in gaining a competitive advantage for an organization is empirically well documented (Brewster, Carey Dowling, Grobler, Holland and Warnich, 2003). For organizations to accomplish their goals, they must continually look f or better ways to organize and manage their work. There is a growing recognition that the primary source of competitive advantage is derived from an organization’s human resource.This was not always the case, as human resources were traditionally seen as a cost (Brewster, et al, 2003). Due to the realization that people are the most valuable assets in an organization, the importance of performance management has been pushed to the fore (Bartlett and Ghoshal, 1995). The complexity of managing organizations today requires managers to view performance in several areas simultaneously. The performance measurement system employed in an organizational must therefore measure the performance of all assets including the human ones.The Balance scorecard of Kaplan and Norton (1996) is a mechanism which provides a holistic measure of organizational performance. It is a set of measures that provide mangers a fast but comprehensive view of the business. The Balanced scorecard is not only a measurement system but also a management system, which enables organizations to clarify their vision and strategy and translate them into action (Kaplan ad Norton, 1996). It provides feedback around both the internal business processes and external outcomes in order to continuously improve strategic performance and results.When fully deployed, the Balance Scorecard transforms strategic planning from an academic exercise into the nerve centre of an enterprise (Norton, 1999). The Balance scorecard includes both financial measures that tell the results of actions already taken, and operational measures that are the drivers of future financial performance (Kaplan and Norton, 1996). It can be seen that the individual’s performance has an impact on the organization’s wider objectives, and it is thus imperative that every employee’s performance should be managed.This process of performance management includes group assessments and peer reviews, as well as written repor ts (Hellriegel et al, 2004). In recent years performance management system have become more important because managers are under constant pressure to improve the performance of their organizations (Holloway, Francis Hinton, 1999). As the performance of organizations influence the organization’s continued existence, it is therefore necessary to discuss the notion of managing this performance. 2. 3IMPORTANCE OF PERFORMANCE Performance is important to us as a people and organizations.In fact, most of us believe that we can, and will, improve at what we do, and we expect others to improve over time as (Temple, 2002). People are an organization’s greatest assets individuals and organizations have learned about the importance of the role of people in an organization depends on its people (Barlett and Ghoshal, 1995). According to (Armstrong and Baron, 1998) states that the role of human resources is absolutely critical in raising performance in an organization. Ultimately it is the performance of many individuals which culminates in the performance of an organization context.According to (Hellriegel, et al 2004) states that performance management is an integral part of effective human resource management and development strategy. Performance management is an ongoing and joint process where the employee, with the assistance of the employer, â€Å"strives to improve the employee’s individual performance and his contribution to the organization’s wider objectives† (Hellriegel, et al 2004). According to Amos, et al (2004) defined performance management as â€Å"the process that begins with translating the overall strategic objectives of the organization into clear objectives for each individual employee†.Performance Management can also be seen to incorporate all of these aspects of human resource management that are designed to progress and/or develop the effectiveness and efficiency of both the individual and the organization (A mos, et at. , 2004). First-class performance management begins and develops with the employee’s understanding of the organization’s expectations (Hendrey, 1995). To elevate and sustain the level of work performance, managers must look past individual or team performance to a larger arena of play: the performance management system (Campbell, McCloy, Oppler and Sagar, 1993).The success of a performance management system is reliant on the commitment/support of an organization’s management. Performance Management Systems must be seen to reward personal development and achievement (Hendrey, 1995). Within the performance management field itself, it is important that targets are viewed to be fair and equitable across all groups. It is imperative that employees have confidence in their work and recognize that management supports them (Cherrington, 1994; Baird 1996).A good performance management system motivates employees to better their own performance, promotes self-mo tivation, and builds and strengthens relationships via open communication between employees and managers (Baird, 1986). 2. 4EMPLOYEE PERFORMANCE According to Amos, et al. (2004) states that â€Å"the effective management of individual performance is critical to the execution of strategy and the organization achieving its strategic objectives†. Performance cannot be left in anticipation that it will develop naturally, despite the employee’s natural desire to perform and be rewarded for it.This desire needs to be accommodated, facilitated and cultivated (Amos, et al 2004). In return for this performance, organizations extend themselves in various forms of acknowledgement (Foot and Hook, 1999). Individual performance has become a topical issue in today’s business environment, so much so that organizations go to great lengths to appraise and manage it (Armstrong and Baron, 1998). Whetten and Cameron (1998) states that individual performance is the product of ability multiplied by motivation.Furthermore, Cummings and Schwab (1973) concur with the belief that performance is ultimately an individual phenomenon with environmental factors influencing performance primarily through their effect on the individual determinants of performance-ability and motivation. Organizational leadership can be described as the leadership present within the organization, having a direct and indirect effect on individual employee performance – ability and motivation. According to Cummings and Schwab (1973) describe the need for at least minimal ability before an employee can carry out a task, regardless how motivated he may be.Similarly, an abundance of ability will riot result in successful performance if the employee is completely unwilling to perform adequately. This view is supported by Vroom (1964) who indicates that factors influencing individual performance within the organization are factors such as the ability of the willingness of the person to exert effort (motivation). 2. 4. 1LEADERSHIP Finally, organizational leadership can be described as the leadership present within the organization, having a direct and indirect effect on individual employee performance.This role of organizational leadership is further substantial in Hall’s (1996) Competence process, which depicts performance as a dependent collective competence. The competence process is a three-dimensional approach consisting of collaboration, commitment and creativity. The message conveyed by an organization’s leaders may be one that encourages and enables competence and, in turn, performance. 2. 4. 2FACTORS AFFECTING PERFORMANCE Despite the motivation to perform, it is necessary to briefly highlight the barriers that might affect the performance of employees.For organizations purposes factors affecting overall employee performance may be separated into two groups: Internal and external. Internal factors are those factors over which the organization ha in fluence and control, such a job descriptions and employee selection. External factors are those factors over which the organization has little or no control, such as demands for jobs grading systems (Hellriegel, et al. , 1999). Having outlined and defined individual performance, it is now necessary for this research, to review the relationship between performance and leadership. . 5PERFORMANCE AND LEADERSHIP Ultimately is the individual employee either performs, or fails to perform, a task. In order for an organization to perform, an individual must set aside his personal goals, at least in part, to strive for the collective goals of the organization. Thus, effective leadership enables greater participation of the entire workforce, and can also influence both individual and organizational performance (Bass, 1997; Mullins, 1999). The success of an organization is reliant on the leader’s ability to optimize human resources.A good leader understands the importance of employees i n achieving the goals of the organization and that motivating these employees is of paramount importance in achieving these goals. To have an effective organization, the people within the organization need to be inspired to invest themselves in the organization’s mission. The employees need to be stimulated so that they can be effective; hence effective organizations required effective leadership. To have an effective organization, there must be effective and stimulating relation between the people involved in the organization (Paulus, Seta and Baron, 1996).It is generally accepted that the effectiveness of any set of people is largely dependent on the quality of its leadership. Effective leader behaviour facilitates the attainment, of the followers desires, which then results in effective performance (Martiz, 1995; Ristow, et al. , 1999). Preliminary research undertaken by (Swanepoel et al. , 2000) found that outstanding leaders, in terms of effectiveness, are perceived to s how a strong and direct, but democratic and participative leadership style, and are seen as agents of change and visionaries who increase organizational performance.According to (Botha, 2001) concludes that the need of firms to flourish in the world of escalating competitiveness, of technological advances, of altering government regulations and of changing employee attitudes, requires an advanced level of leadership more than ever before. His views further demonstrate the importance of leadership in the business arena. Research data (Brand, et al. , 2000) has clearly shown that transformational leaders are more effective than transactional leaders regardless of how â€Å"effectiveness† has been defined. This can be further supported by research conducted by Ristow, et al. 1999), which concluded that there was a positive relationship between certain styles of leadership and organizational effectiveness within the administration of East Africa. 2. 5. 1CHANGES AFFECTING LEADERSH IP Leadership is a dynamic process, influenced by changing requirements of the task, the group itself and the individual members. The implication o this is that there is no â€Å"one best way† of leading, and leaders need to be able to exercise a range of behaviour to maintain their role effectively (G. A Cole 2002). Cole said that the leader’s principal role is to influence the group towards the achievement of group goals.In an official group, such as a production team, goals are set mainly, if not exclusively, by senior management. In an informal (unofficial) group, composed of people who have got together as friends and workmates, group goals are much more likely to be agreed on a consensus basis. Either way, the leader’s task is to gain the group’s commitment to these goals. Research studies conducted over the last thirty (30) years have suggested that there are at least four key variables which are crucial in any analysis of leadership. These are: 1. the attributes (knowledge, skills, attitude) of the leader 2. he nature of the task of goal 3. the nature of the group or team 4. the climate, or culture, of the organization. The most recent researches suggest that a contingency approach to leadership is likely to achieve the most productive balance between the need of the team, the requirements of the task, the nature of the organization climate and the pressures exerted by the situation or context. According to (G. A Cole 2002) elaborated that a contingency approach is one where the leader adopts his or her behaviour to suit the needs of the situation.Clearly, such a view makes leadership somewhat problematic in practice. 2. 6LEADER ATTRIBUTES The earliest studies of leadership focused on the personal qualities, or traits, of leaders. The thinking behind this approach was that the secret of leadership lies in some innate â€Å"qualities of leadership possessed by selected member of society†. Indeed, since most of the lead ing early exponents of management such as Henri Fayol and Frederick Taylor were themselves lively personalities as well as successful entrepreneurs, it is not surprising that personal qualities were the focus of attention.It is true that personal qualities – or charisma – can play a part in the exercise of leadership. Nevertheless, the so-called â€Å"trait theories† of leadership produced such varied accounts of the key characteristics that Handy (2976) mentions that by 1950 over 100 studies into leadership qualities could only find common features in about 5% of the cases studies. Although trait theories are largely discredited as an instrument of leadership theory, the qualities approach can have some useful applications in management training and development. . 7LEADERSHIP STYLE THEORIES Since the 1950s much of the study of leadership has centered on the behaviour, or style of the leader. If leadership is not much about personal attributes, the argument goes , then perhaps it is about the way in which the leader exercise leadership? The ‘style theorists’; as they have been called, were influenced by an earlier study by Lewin, Lippitt & White (1939) in which the effects of three different styles of leadership on the performance of groups in camp were studied.It was found that in terms of both goals achieved and member’s satisfaction, a democratic style was preferred to automatic or Laissez-faire styles. The style theorists have taken dimensions such autocratic-democratic and employee centre-task-centred in order to test ideas about leadership style and leadership effectiveness. Leadership effectiveness, or success, refers to performance that leads to: 1. the achievement of organizational goals 2. a high degree of commitments to those goals by the group 3. a high level of group member satisfaction.Reddin (1970), in a discussion on managerial effectiveness distinguishes three types of effectiveness. 1. Apparent effectiv eness – the extent to which the manager gives the appearance of being effective by maintaining a high input into the job, but where in reality, his or her achievements are disappointing. 2. Personal effectiveness – The extent to which the manager achieves his or her own objectives, as opposed to those of the organization. 3. Leader effectiveness – The extent to which the leader influences his or her followers to achieve group objectives.The concepts of leadership that we are concerned with in this are associated with leader effectives. That is to say, they are concerned with the results of leadership rather than the inputs they are concerned with the achievement of organizational rather than personal goals, and they are intimately concerned with the relationship between the leader ad his or her group. The way in which the leader approaches the task and people needs of the situation is commonly referred to as leadership style.There have been several well-known st udies into styles of leadership and these are summarized brief below. 2. 7. 1THE MICHIGAN STUDIES In a series of studies carried out in early 1950, Rensis Likert and his colleagues studies that behaviour of supervisor of both high-and low- producing groups. The researchers observed that supervisors of high-producing groups tended to be employee-centered in their approach. That is they paid attention to relationships within the group, exercised less direct supervision, and encouraged participation in decision-making.By comparison, supervisors of the low-producing groups tended to be more directive in their behaviour and appeared to be more concerned with the demands of the task than the needs of people in their groups. High-producing groupsLow producing groups Employee-centered approachTask-centered approach 2. 7. 2THE OHIO STUDIES These were also conducted in the early 1950, but from a slightly different perspective from the Michigan studies. The basis of the Ohio researches (Stogdi ll and Coons, 1957) was a leader Behaviour Description Questionnaire of some 150 items.The analysis suggested that unlike the Michigan conclusions, the two approaches represented separate dimensions. That is to say, people could be scored on consideration and on initiating structures. High Consideration Low LowHigh Figure 2. 7. 2: Initiating structure The researches found that employee satisfaction was greatest under leaders who were rated high on consideration. However, the context had a bearing on responses, since military groups tended to discount consideration in favour of initiating structure. 2. 7. 3MOGREGOR AND LEADERSHIPDouglas McGregor (1960), reflecting on leadership and motivation at work, took the available literature on organizations and examined contemporary managerial policy and practice. Leadership style may affect either positive or negative performance of employees. Leaders who practice democratic style do motivate their employees hence performance increases. When an employee is recognized as part and parcel of the organizational contributors then he/she tend to work hard towards the achievement of the set organizational goals. 2. EMPLOYEE JOB SATISFACTION AND LEADERSHIP STYLE According to Mosadegh Rad and Yarmohammadian (2006), employee job satisfaction refer to the attitude of employees towards their jobs and the organization which employees them. The researchers pointed out that job satisfaction is influenced by many organizational contextual factors ranging from salaries, job autonomy, job security, workplace flexibility to relationship. In particular, leaders within organizations can adopt appropriate leadership styles to affect employee job satisfaction, commitment and productivity.Previous studies have examined the relationship between employee job satisfaction and leadership behaviour in various settings such as healthcare, military education and business organizations (Chenand Silversthorne, 2005). These studies generally indicate th at employee job satisfaction in the public sector is just as important as it is in the private sector. Consistent with this, the present study intends to examine the relationship between leadership style and job satisfaction in the public sector.Leadership is a process of interaction between leaders and followers where the leader attempts to influence followers to achieve a common goal (Northhouse, 2010; Yuki, 2005). According to Chen and Chen (2008), previous studies on leadership have identified different types of leadership styles which leaders adopt in managing organization (e. g. Davis 2003; Spears and Lawerence, 2003, Dorfman and Gupta, 2004; Murray, and Riordam 2007). Among the more prominent leadership styles are burns (1978) transactional and transformational leadership styles.Transformational leaders emphasize followers’ intrinsic motivation and personal development. They seek to align followers’ aspirations and needs with desired organizational outcomes. In so doing, transformational leaders are able to foster followers’ commitment to the organizations and inspire them to exceed their expected performance (Silvanathan and Fekken, 2002, Jaokko and Ali 2006). With regard to day’s complex organizations and dynamic business environment, transformational leader are often seen as ideal agents of change who could lead followers in times of uncertainties and high to risk-taking.In contrast, transactional leaders gain legitimacy through the use of rewards, praise and promises that would satisfy followers’ immediate needs (Northhouse 2010). They engage followers by offering rewards in exchange for the achievement of desired goals. 2. 9LEADERSHIP STYLES AND CONCEPTS Leadership styles range widely from a job-or task-centered orientation to a people or relationship-centered one, with many other combinations. A participative style has special merit for consideration. A supervisor uses in trying to direct, activate or otherwise p rovide a motivational atmosphere for employees.It includes leadership traits skills attitudes and behaviour that employees perceive their supervisor to have and consistently use. According to John W. Newstorm (2001) study guide stated that leadership is one in which the leader sets goals, makes decisions, gives orders and demands obedience, autocratic style of leadership. A democratic or consultative style is one in which the leader presents problems, consults with relevant individuals or solicits ideas from those with expertise and interest before making decisions. It is highly consistent with the need to employees and assumptions of Theory Y.True participation gives one or more employees the right to explore problems, gather information, make decisions, and implement them. The positive results is employees are mentally and emotionally to its success. Conditions that should be in place to assist in having the participative approach succeed include:- 1. Adequate time to consult with employees. 2. The benefits of allowing participation must exceed the cost. 3. The issue must be sufficiently interesting to engage the workers’ mind and imaginations. 4. The problem must be within the supervisors area of job freedom. . Not all problems lead themselves to the participative approach and the supervisor and employees must understand this. Examples of formal programs that encourage employee participation include:- a) Suggestion systems, which invite individual employees to submit recommendations for work improvements. b) Quality circles and total quality programs which involve formal training and problem solving, group decision making, and statistical techniques to encourage employee to continuously search for improvements in their operations. ) Employee ownership plans, also called employee stock ownership plans (ESOPs) which allow employees to purchase shares of common stock in the company, thereby becoming art owners. When participate leadership fails its ofte n because:- a) It is uncomfortable to change old habits. b) It is attempted in a insincere fashion. c) Supervisors fail to follow through on employee input and decisions. d) Performance pressures produce fear and insecurity. e) Supervisors fear it could result in a loss of personal power. 2. 10SELECTING AN APPROPRIATE LEADERSHIP STYLELeadership styles should be selected with a keen sensitivity to individuals and circumstances involved. An autocratic, authoritative task centered style workers best in situations where the supervisor has lots of real power, the process requires strong control and rapport is good and in situations where just the opposite conditions prevail. A participative/democratic people centered style is best where the supervisor’s authority hasn’t been clearly spelled out or acknowledged, where the process and procedure are somewhat flexible, and where rapport is only average.For good performance in production or service delivery and contain style of leadership should be put in consideration as that employees are at easy and free from stress caused by bad leadership practices. When selecting an appropriate style one has to bear in mind that employees are people who have differences in both attitude likes and dislikes, so they should be all involved when coming 2. 11INTERVENING VARIABLES To understand how a leader can influence the performance of a group or individual employee or organizational subunit, it is helpful to examine intervening variables that determine employee performance.The six intervening variables in the model are based on earlier research and theory on determinants of individual and group performance (Hackman, Brousseau & Weiss, 1976). Unlike most other situations theories, the intervening variables are defined primarily. 1. Task Commitment – The extent to which unit member strive to attain a high level of performance and show a high degree of personal commitment to unit t ask objectives. 2. Ability and r ole clarity – The extent, to which unit members understand their individual job responsibilities, know what to do, and have the skills to do it. 3.Organization of the work – The extent to which effective performance strategies are used to attain unit task objectives and the work is organized to ensure efficient utilization of personnel, equipment, and facilities. 4. Cooperation and Mutual trust – The extent to which group members trust each other, share information and ideas, help each other and identify ;with ;the work unit. 5. Resource and Support – The extent to which the group has the budgetary funds, tools, equipment, supplies, personnel and facilities needed to do the work, and necessary information or assistance from other units. . External coordination – The extent to which activities of the work unit are synchronized with the interdependent activities in other parts of organization and other organizations (e. g. suppliers, clients, joint v enture partners). The intervening variables interact with each other to determine the effectiveness of a group or organizational subunit. A seriously deficiency in one intervening variable may lower group effectiveness. The greater the relative importance of a particular intervening variables the more employee performance will be reduced by a deficiency in this variable.The relative importance of the intervening variables depends on the type of work unit and other aspects of the situation. 2. 12SITUATIONAL INFLUENCE ON INTERVENING VARIABLES The situational can influence the intervening variables independently of anything done by the leader. There are two situational variables that influence task commitments are the formal reward system and the motivating properties of the work itself. Member commitment to perform the task effectively will be greater if the organization has a reward system that provides attractive rewards contingent on performance.Motivation is likely to be high for subordinates if work requires varied skills, is interesting and challenging, and provides automatic feedback about performance. Role clarity is affected by task structure, prior member’s experience, and external dependencies. Conditions that increase role ambiguity are as follows: 1. the task has multiple performance criteria that are somewhat incompatible with each other and priorities are unclear. 2. the task requires continuous coordination and mutual adjustment among members. 3. he nature of the work or technological is changing requiring new skills and procedures. 4. a crisis or emergency creates confusion and 5. work unit operations are frequently affected by changes in policies, plans or priorities determined by higher management or clients. 2. 13DETERMINANTS OF TEAM PERFORMANCE 1. Commitment to shared objectives Employee performance will be higher when they are highly motivated to attain shared objectives (Mackenzie and Ahearne 1997) Task commitment is higher when the team considers the objectives worthwhile and the strategy for attaining them appropriate.Leadership behaviours that are especially relevant for increasing members commitment to shared objectives include articulating an appealing vision of what can be accomplished by the team, describing the task in a way that links it to member values and ideals, explaining why a project or task is important, involving members in planning strategies for attaining the objectives and empowering members to find creative solution to problem. 2. Member skills and Role clarityTeam performance will be higher when members have the knowledge and skills necessary to do the work and they understand what to do, how to do it, and when it must be done. In a newly formed team, or when the team has a new type of task to perform, leader can clearly explain member responsibilities and relevant procures for performing specific types f activities (Marks, Zaccaro & Mathieu, 2000). 3. Internal Organization and Coordinat ion The performance of a team depends not only on the motivation and skills of members, but also on how members are organized to use their skills.The design of work roles and the assignment of people to them determine how efficiently the team has talented people but they are given tasks for which their skills are irrelevant, or if the team uses a performance strategy that is not consistent with members skills. 4. External Coordination The performance of a team also depends upon adjusting their activities to be consistent with the activities of interdependent units inside or outside the organization (include suppliers), and the need of clients who must be accommodated (Ancona 1990).Many specific types of leadership behaviours are relevant for improving external coordination. These include maintaining a network of contacts who can provide relevant information, monitoring external events to identify threat and opportunities for the team, meeting with clients o users to lean more about their needs, consulting with other units of the organization abut plans and decisions that affect them, and facilitating shared mental models that accurately describe the relationship between the team and its environment. 5. Resources and Political SupportTeam or group performance also depends on getting information, resources and political support needed to do the work (Druskat and Wheeler, 2003) Relevant resources such as budgetary funds, tools and equipment, supplies and materials and facilities. A production team cannot maintain a high level of output without a dependable supply of materials. Leadership behaviours that are relevant for obtaining necessary resources from outside include planning the resources required for a special project or activity. 6. Mutual Trust and CooperationEven a talented, well-organized team may fail in carrying out its mission unless there is a high level of cooperation and mutual trust among the members. Cooperation is more likely when members identi fy with the team, value their membership in it and are intrinsically motivated to support it. 7. Collective Efficacy and potency. Member/employee commitment depends in part on the shared belief of members that the team is capable of successfully carrying out it mission and achieving specific task objectives (Bandura 2000, Gallagher and Ensley 2002).This shared belief is called collective efficacy or potency. A highly confident team is also likely to have a more positive mood (Mannand Hirst 2002) Collective efficacy is likely to be higher for a team with strong member skills, a high level of mutual trust and cooperation, ample resources and a relevant performance strategy. Prior success can increase collective efficacy, which in turn can enhance a team of subsequent performance. 2. 14ADVANTAGES OF USING DEMOCRATIC LEADERSHP STYLEThe participant can result in high motivation of group members, the knowledge and experience of group members can be used in decision making. Employees may f eel more committed to goals and less resistant to managerial actions. Individual abilities can be developed through participation; they may be better informed as a result of two way communication that is from the employee to the leader and also from the leader to the employee. 2. 15DISADVANTAGES OF USING DEMOCRATIC LEADERSHIP STYLEAs discussed earlier this style of leadership can also have a few drawbacks to the leader and also to the organizations set goals. Some of them are; individuals may dominate the participation or make disruptive contribution, this approach can be very time consuming for the leader because of the use of two-way communication compromise can result in actions that are not the most effective. Conflict may be resolved by making the least offensive decision not the most effective; situation can develop where responsibilities are not clear cut.Participation may be viewed as a sign of inefficiency on part of a leader; subordinates may view leaders as incompetent to handle the job responsibilities. Employee performance will mostly depend on the leadership style used by the management; if it is favourable to be adapted then high productivity shall be experienced. So far the production to be maintained in employee some methods should be practiced that is manager may adopt to use a combination of two leadership style so as to balance both the employee and organization goals. 2. 16OTHER MANAGEMENT TECHNIQUESOther companies tend to use other styles of gathering information from their employees, such as management by walking around (MBWA) is a classic technique used by manages who are proactive listeners managers using this styles gather as much information as possible so that a challenging situation does not turn into a bigger problem. Listening carefully to employees’ suggestions and concerns with help evade potential crises, management by walking around benefits managers by providing unfiltered, real-time information about processes and po licies that is often left out of formal communication channels.By walking around, management get an idea of the level of morale in the organization and offer help if there is trouble. A potential concern of MBWA is the manager will second-guess employees’ decisions. The manager must maintain his or her role as coach and counselor, not director. By leading decision-making responsibilities with the employee, manager can be assured of the fastest possible response time. Competence (or competency) to the ability of a individual to perform a job properly.A competency is a set of defined behaviours that provide a structured guide enabling the identification, evaluation and development of the behaviours in individual employees. Some scholars see â€Å"competence† as a combination of knowledge, skills and behaviour used to improve performance or as state or quality of being adequately or well qualified, having the ability to perform a specific role. For instance management com petency might include systems thinking and emotional intelligence and skills in influence and negotiation. 2. 7BENEFITS OF GOOD LEADERSHIP STYLE Managing employee co-system performance facilitates the effective delivery of strategic and operational goals. There is a clear and immediate correlation between using performance management programs or software and improved business and organizational results. It benefits the organization direct financial gain in sales gain, reduce costs in the organizational also decreases the time it takes to create strategic or operational changes by communicating the changes through a new set of goal. (Business Journal 2002).Good leadership style brings about motivated workforce which optimizes incentive plans to specific goals for over achievement, not just business as usual, improves employee engagement because everyone understands how they are directly contributing to the organizations high level goals. It also improved management control, flexible responsible to management needs displays data relationships, provides well documented and communicated process documentation; organization development, performance can be thought of as Actual Results Vs Desired Results.Any discrepancy, where Actual is less than Desired, could constitute the performance improvement zone. (Business Journal 4th edition 2004) Performance Management and improvement can be thought of as a cycle. 1. Performance planning – where goals and objectives are established. 2. Performance coaching – where managers intervenes to give feedback and adjust performance. 3. Performance appraisal – where individual performance is formally documented and feedback delivered. A performance problem is any gap between Desired Results and actual Results.Performance improvement is any effort target at closing the gap between Actual Results and Desired Results. 2. 18CONCLUSION In summary, an overview of organizational performance was presented highlighting th e need for organizations to deliver results in the competitive business environment of today. As employees play a pivotal role in organizational performance, individual performance has become a topic issue, so much so that organizations go to great lengths to develop, manage and appraise it. In light of this, performance management and individual performance was discussed.Finally, the relationship between performance and leadership was discussed, demonstrating the relationship between them. It is clear that there is definitely a need to identify and implement leadership that enables East Africa Organization to become globally competitive. It has generally been acknowledged that organizational performance requires effective leadership and performance will suffer in direct proportion to the neglect of this. A broad overview of performance has been presented with some reference to its relationship with leadership. It is now important to discuss leadership in detail. CHAPTER THREE METHO DOLOGY . 0OVERVIEW This chapter covers the research design, population of the study, sample design/procedure, data collection instruments, data collection procedure and data analysis techniques. 3. 1STUDY AREA The research design is a case study which involves one single company where the research is to be undertaken. For this case the selected company is Mombasa Municipal Council of Mombasa. 3. 2POPULATION OF THE STUDY The targeted population of the research is the employees of Mombasa Municipal Council. Mombasa MunicipalNumber of employees Percentage Council targeted Top Management612% Middle level employee1836%Lower level employee2652% Total50100% 3. 3SAMPLE DESIGN/PROCEDURE The sampling method employed in undertaking this research was randomly sampling; where the population i. e employees were subdivided into three levels; top management, middle and lower level of employees. 3. 4DATA COLLECTION INSTRUMENTS In getting the relevant data for the research study, the following instru ments were used; a) Interview This involves interaction with the respondent. Direct interview of the top management and some few middle level employees was undertaken in an effort to get more necessary data relevant for this research.This method is of good advantage in the way that it is easier and clear to get feedback from the questions asked, more elaboration is given by the respondent. b) Questionnaire This is a set of questions properly designed in advance related to the subject of the interview. The questionnaire comprising of precise, short and logically segmental and concise questions calculated to retrieve the appropriate data that enabled the researcher make data based conclusions and recommendations, in reflection of the objective and fulfillment of the general purpose of the study. This method is of a good advantage in the way that:- . 5DATA COLLECTION PROCEDURE The event was carefully scheduled in a way that there was time for interview and for submitting of the questio nnaires to the intended respondents. The questionnaires were then collected after three days after having conducted the interviews. 3. 6DATA ANALYSIS TECHNIQUES Charts i. e pie charts, tables, bar graphs, bar charts were used to analyze the collected data. These illustrations were used to represent and interpret the collected data to meaningful and useful information. More clarification was carried in chapter four of the study. CHAPTER FOUR 4. DATA PRESENTATION AND ANALYSIS This chapter covers various findings collected from the field of study by the use of questionnaires and interview. In the analysis, the study simplifies the raw data collected in relation to the objectives of the study. The data was presented in the use of tables, charts and graphs to interpret the findings. 4. 1FINDINGS The targeted population were issued with questionnaires in various departments and collected as shown below in the table. Table 4. 1. 1 showing respondent rate |Employee |Questionnaires |Question naires ollected |Percentage | | |distributed | | | |Top managers |6 |6 |15% | |Middle level |18 |12 |30% | |Lower level |26 |22 |55% | |TOTAL |40 |40 |100% |The response shows that the company uses more than one leadership style. Some of the manager responded well. Figure 4. 1. 1 showing the employee response KEY: [pic] 4. 2LEADERSHIP STYLES USED IN THE ORGANIZATION The leadership style used based on the various department. The council used a combination of Autocratic and democratic style of leadership. Table 4. 2. 1 showing respondent on leadership styles |Leadership Style |Respondents |Percentage | |Autocratic |1 |2. % | |Participation |5 |12. 5% | |Combination of Autocratic & Participation |20 |50% | |Democratic | | | |Combination of Autocratic and Democratic |6 |15% | | 8 |20% | |TOTAL |40 |100% | Figure 4. 2. 1 showing leadership style in the organization. KEY [pic] In fig. 4. 2. 1, 50% of the respondent pointed out the leadership style used by the manager was a combination of Autocratic and Participation, 20% pointed Autocratic and democratic, 15% pointed participation, 12. 5% pointed Democratic and 2. 5% pointed autocratic leadership style. 4. 3EMPLOYEE PERFORMANCE DETERMINANTS The table below shows response on the determinants of employee performance.Table 4. 3. 1 showing determinant of employee performance |Employee levels |Respondent |Percentage | |Top managers |4 |10% | |Middle level |16 |40% | |Lower level |20 |50% | |TOTAL |40 |100% |Figure 4. 3. 1 showing the level of employees who are motivated. KEY: [pic] From the Pie Chart above the percentages of the respondent was 50% of the lower level employee, 40% from the middle level and 10% from the top management. This shows that most of the employees performed better when motivated financial than the non finance which was from the top senior managers. 4. 4DEMOCRATIC LEADERSHIP STYLE AND GOOD EMPLOYEE PERFORMANCE The table below shows employee response on democratic leadership style and employee perf ormance.Table 4. 4. 1 showing democratic leadership style and good employee performance |Good Employee levels |Respondent |Percentage | |Agree |18 |45% | |Strongly agree |22 |52. 5% | |Disagree |1 |2. % | |Strongly disagree |Nil |0% | |TOTAL |40 |100% | Figure 4. 4. 1 showing democratic leadership style and good employee performance KEY: [pic] From the figures the biggest percentage 52. 2% strongly greeted that democratic leadership style brings about good employee performance in the organization, 45% also agreed and the smallest percentage of 2. % disagreed. 4. 5ADVANTAGES OF DEMOCRATIC LEADERSHIP STYLE AND EMPLOYEE PERFORMANCE Employees are more productive when motivated by their leaders hence democratic style is best. It reduces employees’ conflict and stress caused by dictatorship style of leadership. It builds employee confidence, morale hence perform the best. 4. 6DEMOCRATIC LEADERSHIP STYLE REDUCES EMPLOYEE CONFLICT AT THE WORK PLACE The table below shows the responden t to the democratic leadership style & conflict reduction at the work place. Democratic leadership style reduces |Respondent |Percentage | |employee conflict | | | |Strongly agree |28 |70% | |Agree |10 |25% | |Disagree |1 |2. % | |Strongly disagree |1 |2. 5% | |TOTAL |40 |100% | Table 4. 6. 1 showing respondent to the democratic leadership style. 70% of the respondent pointed out that they strongly agreed on the fact that democratic leadership style reduces employee conflict hence increase productivity. 25% agreed and 2. 5% were not to agreeing to that. CHAPTER FIVE DISCUSSION, CONCLUSION AND RECOMMENDATION . 0DISCUSSIONS This chapter covers the conclusion and recommendations. It also fills the gap in between. From the study it was found that the company used more than one leadership style so that it may fit with their employees. The top managers used such different style to be compatible to their employee as a means of motivation so that they perform better. 5. 1CONCLUSIONS It was conducted that for employees to perform better some rules must be applied that is, good working tools, conducive environment, good employee relations, motivation, training of employee on relevant fields.Most of the respondent from the company pointed out that good leadership style may bring about good employee performance. Apart from that age also matters in the way that middle employee tend to be more active hence perform better than those in mid 50’s and above. 5. 2RECOMMENDATIONS In view of the findings the researcher recommendations were, that the company has to put in place good understanding of employees, on matters affecting them and their work. It was suggested that the management should put in place a good communication channel though which employee shall follow when in problem.The management should encourage employees to work as a team, share tasks to avoid overloading employees, share profit of the company, motivate the employees to even work extra harder in doing their jobs hence increase productivity. It is also very important to consider employees in formulation of policies and procedures of the organization; consult the employee so that they express their views on matters affecting them. It was recommended that employees to be given good working tools, share tasks, ideas and also given an opportunity to acting positions of managers so that they have experience as well as motivating them to perform better.Employees will be more committed if the roles and tasks are well defined to reduce role conflict as who is to do what and where or when at the work place. Doing so shall build the employees morale to work hard and gives them confidence to work towards the set goals an objectives of the organization. 5. 3GAPS TO BE FILLED There was a gap to be filled by other researchers. It was not clear whether the leadership style affected the employee’s performance or there’re were other factors affecting them to perform poorly. REFERENCE S . Armstrong and Baron (1998) Performance Management – The New Realities 2. Brewster Cobbler Holland and Warnich, 2003. Contemporary issues in Human Resource 3. Bartlett and Ghoshal (1995) – Harvard Bus Review 4. Norton (1999) The balanced scorecard: Participant’s Workbook 5. Hellriegel et al (2000) Management Second South Africa Edition 6. Hallaway, Francis Hinton (1999) The International Journal of Public Sector Management 7. Amos et al 2004 Human Resource Management 2nd Edition 8. Cherrington 1994, Baird (1986)Organization Behaviour 9. Foor and Hook (1999) Introduction to Human Resource Management 10. Cummings and Schwab (1973) Performance in Organizations determinants and appraisal 11. Bass 1997; Mullins 1999 Leadership and Performance beyond expectations 12. Brand, et al, (2000) Organizational development and transformation 13. Leadership in Organization by Gary Yuki 14. Supervisory Management by P. W. Betts (Seventh Edition) 15. Study Guide Supervision 8t h edition by John W. Newstorm APPENDICES APPENDIX I WORK PLAN OF THE PROJECT Activity |Schedule | |Proposal writing |October 2011 | |Proposal submission |October 2011 | |Data collection |October 2011 | |Data Analysis & Presentation |November 2011 | |Typing setting, editing and printing |November 2011 | |Submission |December 2011 | APPENDICES APPENDIX II FINANCIAL BUDGET |Item |Quantity |Price (Ksh. ) |Amount | | | | |(Ksh. | |Stationary | | | | |Fullscapes |1 ream |@500/= |500. 00 | |Printing papers |1 ream |@500/= |500. 00 | |Typesetting & Printing |50 pages |@20/= |1,000. 00 | |Photocopy |50 pages |@3/= |150. 00 | |Binding |2 copies |@50/= x2 |100. 0 | |Transport |- |- |800. 00 | |Tools | | | | |Pen |2 pieces |@20/= x 2 |40. 00 | |Pencil |1 piece |@10/= |10. 00 | |Ruler |1 piece |@20/= |20. 00 | |Other expenses |- | |200. 0 | |Total | | |3,320. 00 | ———————– DEMOCRATIC+IMPROVED+FAVOURABLE LEADERSHIPPERFORMANCEEMPLOYEE ST YLEEVALUATION Low structure/ High Structure/ High consideration High consideration Low structure/ High Structure/ Low consideration Low consideration Lower level employee Line manager Middle staff Autocratic & Participation Autocratic & Democratic Participation Democratic Autocratic Lower level employee Middle level Top level Strongly agree Agree Disagree