12 Angry Men Essays (755 words) - Fiction, Film, Literature

12 Angry Men Every person may have his own way of defining the term "reasonable doubt." In the play "Twelve Angry Men", by Reginald Rose, one juror, number Eight, stands alone against 11 others to convince them that the boy is not guilty. He looks beyond the given testimonies in order to give the boy a fair trial, though this is more then the others think the boy deserves. If the jury finds a "reasonable doubt", it must declare an innocent verdict. A young man stands accused of fatally stabbing his father, and his fate now lies in the hands of his "peers:" 12 men from all walks of life, each with his own agenda, fears and personal demons. At first, based on their conversation, it seems that it will be a unanimous conviction.The first vote is taken and one man stands out; his confidence to stand alone is strong. He is the only man voting not guilty. His opinion is reasonable; he feels that there is no way to prove it was the boy, saying the testimonies given were shaky. The others do not agree on this, arguing that the boy comes from a slum and one can't expect more from someone with this upbringing. Eight goes into the case assuming the boy is innocent, while the others attribute guilt to him. He first brings in a knife directly like the one used in the killing, to prove that it was not one of a kind. He discounts the testimony of the old man, saying it was impossible for him to hear the boy scream over the roar of the passing El-train. He also makes a point of demonstrating that it was impractical for him to reach his door in 15 seconds, in order to see the boy running down the stairs. To some this and other logical arguments proved to be a "reasonable doubt", and in consequence they changed their votes to not guilty. By the end, Juror Eight has everyone convinced, besides Juror Three, who holds true to his ground. Eight was the juror responsible for giving the boy a chance. If he would have given into the others in the beginning, the boy would have been falsely convicted of murder. Juror Three is the last juror to change his vote; nothing anyone says can convince him that there is a "reasonable doubt" in the case. This man was the most stubborn of all. He refused to pay attention to things that were being stated in order save the defendant from death. It was as if the word guilty seemed to dwell in his mind and was unable to be altered. He becomes outraged that the others are changing their votes and letting this kid "slip through their fingers." He says that the whole case is based on the testimony of the woman across the el-tracks. The jurors play out the murder to themselves, and talk about the lady across the street. They notice several things about her. The lady claimed that she saw the murder through the last two cars on the train that was passing. A juror also noticed that she had indents in her nose which means she wore glasses. She never mentioned the glasses in the trial. It was finally agreed with eleven jurors that there was "reasonable doubt" that the lady could not have successfully seen the murder without her glasses, and through a train. Everybody is angered and the votes gradually change to not guilty, some come from people that honestly believe it and others who just want to leave and get it over with. Juror Three, who deadlocked the jury, was full of anger. He finally gave his plea of not-guilty when, angered, he shouts out that he is entitled to his opinion and shall have it. A couple minutes later he caves in, most likely due to the anger he has combined with frustration. He had gone into the case thinking the boy is guilty, before any evidence was even resgistered into his head. The Juror acted as if no ones opinion counted but his, and talked above everyone else. Juror Three gave into the pressure of the jury, realizing that he shouldn't have voted guilty to punish the boy for the memories he had of his son. He brought his personal life into play, following his heart instead of his head. There are some people in life who like to make things more difficult for others, the way Juror Three did. He was

Instagram Influencer Marketing How to Get it Right in 6 Steps

Instagram Influencer Marketing How to Get it Right in 6 Steps Why tell the world how wonderful you are when you can get someone else to do it and make 1000 times the impact? Big name department stores have fashion bloggers on their payroll because their target market is influenced by the say-so of the people they engage with daily. They’ve recognized that people’s purchasing behaviour has changed. A  Nielsen survey  found that only 33 percent of people trust advertisements while 90 percent trust peer recommendations. And Instagram is where peer recommendations are happening more than ever. Instagram influencer marketing  may just be the golden ticket that provides your business with access to a huge pool of potential customers. If you follow the right strategy†¦ Instagram Influencer Marketing: How to Get it Right in 6 Steps by @acquireconvert via @ Table of Contents: Whats In This Post? What Exactly is an Instagram Influencer? How Powerful is Instagram Influencer Marketing? STEP 1: Define What Success Looks Like to You STEP 2: Identify the Right Influencers to Partner With STEP 3: Refine Your Pitch to Influencers and Increase the Chances of a Response STEP 4: Design and Optimize Your Influencer Campaigns STEP 5: Follow Best Practices and Maintain Transparency STEP 6: Track the Success of Your Strategy How Much Does It Cost? Who Should Be Using Influencer Marketing? A Problem With Instagram Influencers (And a Solution) What You’re About to Discover†¦ When the retailer Lord Taylor  enlisted the help of 50 influential names in fashion on Instagram, its strategy involved all influencers wearing the same dress which promptly sold out by the end of the weekend. How can you start getting a piece of the action? Instagram influencer marketing is more challenging than most marketing strategies on the platform especially if you’re just starting out. Everyone  wants a ‘piece’ of the influencers that’s why they’re influencers! Your efforts will fall flat on their face without a strong guiding strategy. But the potential rewards are huge. You’re probably not ready just yet to ask Prince Harry and Meghan to endorse your brand.  But that’s OK. Any size business can use influencer marketing. The main question is: how do you get the right influencers sitting up and taking notice? That’s what I’ll take you through here. As well as clearing up a myth or two about influencers, you’ll learn why Instagram influencer marketing is so powerful, what it costs, and what types of businesses it’s for. Most importantly, I’ll take you through a series of six practical steps covering: How to create an influencer marketing strategy that can be measured Who you should be trying to partner with How to approach influencers and actually get a response The types of influencer campaign you can run: Best practices transparency and disclosure Tracking how your campaigns are going Before we get into the practicalities of your strategy, let’s understand a little more about Instagram influencer marketing and why it’s so powerful†¦ Make @instagram influencer marketing easier with these free templates What Exactly is an Instagram Influencer? When you think ‘influencer’, do you think ‘celebrity’? If so, you’re only partly  right; celebrities ARE often influencers but not all influencers are A-listers. In fact, most aren’t like this chap: So let’s not restrict ourselves to Ronaldo, Beyoncà ©, Taylor Swift, and Jay-Z. As well as celebrity A-listers or ‘top tier’ Instagram influencers, you have: ‘Macro’ influencers  - those who have built up a very large Instagram following in their specialist area (generally 10,000 plus) ‘Micro’ influencers  - those who have built up a smaller but highly engaged Instagram following (generally 1000 - 10,000 or more) For our purposes, we’ll focus less on the celebrities and more on the two other types of influencers - because we want results, not pipe dreams. Only 3 percent of buyers are influenced by celebrity endorsements in their purchase decisions, according to a 2016 Collective Bias survey. And, according to Google, The Top 25 YouTube stars attract 12 times more comments than traditional celebrities. We’ll get into who exactly who you should be targeting in STEP TWO  below. For now, it’s enough to recognize that Instagram influencers have significant networks of followers and enough ‘pull’ to be able to sway opinion amongst followers. By engaging these influencers in marketing initiatives, we tap into their ability to build favorable sentiment towards us and our products. Curious to know what #Instagram influencer marketing is all about? Check out this guide from... How Powerful is Instagram Influencer Marketing? Ever since brands started hiring celebrities to wear their trainers, carry their designer bags, or endorse their sports gear, the power of influencer marketing has been no secret. It’s why you see David Beckham collections in HM stores. That it has come to Instagram should be no surprise. Everyone from YouTubers to Tweeters, Facebookers and Snapchatters have been dabbling in it in recent years. In 2016 for instance, Twitter reported  that: Nearly 40% of users claim to have made a purchase as a direct result of a tweet from an influencer Elsewhere, the Collective Bias survey mentioned earlier reported that: 70% of millennial consumers are influenced by recommendations from their peers in buying decisions Instagram as a marketing vehicle has been on a sharp upward trajectory over the past few years. As a result, Hashoff reports  that 91.9 percent of 150,000 influencers chose Instagram as their number one platform. With 800 million active users, the potential is obvious. But standing out from the crowd has become ever-more challenging when all the smartest kids on the block are marketing the hell out of Instagram. Instagram influencer marketing can set you apart. Let’s go†¦ Recommended Reading: The Best Guide on How to Use Instagram For Business STEP 1: Define What Success Looks Like to You All the best marketing strategies are measurable. Set out with some expectations, goals, and KPIs in mind. This will help you decide not only which influencers you partner with (STEP 2) but what type of campaigns you run (STEP 4) and what you will end up tracking (STEP 6). Here are a few of the most important questions to consider when working out your goals: Do you want to increase brand awareness in general? Do you want to simply gain more followers and more engagement? Do you hope to expand your reach? By how much? Are you hoping to increase click-throughs (store traffic)? Is the main aim to increase sales of a particular product (like the Lord Taylor dresses)? Do you hope to raise revenue in general? If so, by how much? Are you looking to increase conversion rates? Do you want to raise awareness about a particular event? Do you need help making a splash with a startup launch? Is the main aim to find brand reps to work with on an ongoing basis? If there's a way to add a fun illustration to represent each goal, that'd be cool if time allows. Identify precisely what you want to achieve and then how you’re going to measure success. This will help decide the types of engagement levels, reach, and traffic you need from your partner influencers, as well as how much you’re willing to spend. Here's how to decide the engagement levels, reach, and traffic you need from your Instagram... . STEP 2: Identify the Right Influencers to Partner With If there’s one golden rule for Instagram influencer marketing it would be this: make sure you find the right influencers. It’s easier said than done: two-thirds of marketers consider finding relevant influencers their biggest challenge, according to a joint study  by Tapinfluence and Altimeter. It’s made easier by a wide range of tools  specifically designed to identify influencers that suit you. Find out more about these tools here  but let’s assume that you’re trying to work it out without their help. Where do you start? What should you be looking for in an influencer? Firstly, let’s return to the three basic types of Influencers: Celebrity influencers ‘Macro’ influencers ‘Micro’ influencersHere are three different types of Instagram influencers to knowWhy Focus on Micro-Influencers? The vast majority of small businesses should focus on micro influencers and perhaps a few macro influencers. Most can forget about celebrities. If you’re a food brand, you might think ‘Jamie Oliver’ at first but you need to get more realistic. Besides, there’s plenty of evidence to suggest that aiming smaller is more effective. The Collective Bias survey referred to above found that 30 percent of consumers were more likely to buy a product recommended by a non-celebrity blogger  whereas only 3 percent were influenced by celebrity endorsements. (Note: this applies to influencer marketing in general rather than just Instagram.) People often find it hard to relate to celebrities. While they may dream to be like Beyoncà © or LeBron James, it’s a fantasy world. And always at the back of the mind is the question: â€Å"Are they just saying that because they’re getting paid for it?† The opinions of people a little closer to home are more trusted  and believable. The best Instagram influencers may be experts in their field; they are influencers because they’ve earned it and risen through their niche; but they’re mainly people like you and me rather than big-name actresses, singers, or sports personalities (i.e. from another niche or even another planet!) There are exceptions but the general rule is to find influencers who are prominent in the specific niche that you play in. Their audience is the same as yours so it helps you get really targeted and in front of the right people. For instance, if you sell women’s shoes, it makes sense to target micro-influencers in ‘women’s shoes’ rather than ‘women’s accessories’ or ‘women’s fashion’. Some micro-influencers may not even consider themselves as an ‘influencer’ until you approach them - even better! They’re more likely to be authentic and won’t have an Instagram feed full of product endorsements; so their support of you will seem more selective. Ten posts from well-selected micro influencers will normally be less of a risk and may be more effective than one from a celebrity. Ten posts from well-selected micro influencers will normally be less of a risk and may be more...Their recommendations appear like authentic recommendations from friends. This encourages more engagement between the influencer and the audience - which is better for you. With limited budgets, multiple posts from micro-influencers are also good for increasing the amount of content out there about you and your brand - especially if content is simultaneously published by several influencers. Suddenly this has the effect of making your brand look ‘bigger’ and more ‘buzzy’. Recommended Reading: Everything You Need to Know About Instagram Analytics to Smash Your Goal The all-important metrics to look out for OK, so you’ve decided on targeting micro influencers. What metrics should you be looking at? The wrong influencers can be expensive mistakes, remember. So invest time into the prep work. Here are the most common metrics to pay attention to: Industry niche - usually there must be an intersection between their niche and yours. If you specialize in yellow hats, make sure they have a strong connection to yellow hats too. Engagement levels of posts - are followers deeply engaged with posts - liking, commenting and sharing? (At least 2-4% and ideally higher). Use tools like Iconosquare,  Tapinfluence  or  Sprout Social  to help calculate engagement levels. Follower numbers - this has become less important than engagement as Instagram’s algorithm has changed. Follower quality -  does the influencer’s audience reflect the quality of potential customer you’re looking for? A good example of follower makeup/quality trumping everything was when HP Australia  partnered with 20 Instagram fashion influencers  to promote the HP Spectre laptop. While they play in very different niches, HP wanted to reach a young audience that was well-aligned to the fashion influencers. The results? 62,943 direct engagements with campaign content and almost a million consumers reached. Traffic - how much web traffic does the influencer generate? Post costs - how much do they charge for posts? Does it realistically fit within your budget? You probably can’t afford what Kim Kardashian West charged for this one†¦ Location - is the influencer’s location important to you and your followers or for marketing your products/services? Are you going global or hoping for more of a local uptake? In general, go for balance. Raw follower numbers are a poor yardstick to use on their own because the temptation to go for huge follower numbers may ignore a lack of engagement. Celebrities may have hundreds of thousands or even millions of followers but low engagement levels.  A survey by Markerley  of over 800,000 Instagram accounts with over 1000 followers found that: Influencers with 10-100,000 followers were most effective at providing a balance of engagement and reach; Influencers with fewer than 1000 followers get their audiences to like their posts 8% of the time and comment 0.5% of the time Instagram influencers with 10 million+ followers get their audiences to like their posts 1.6% of the time and comment 0.04% of the time. In most cases, target micro influencers who already have a strong affinity with your niche and who, preferably, are experts in the field. And while lower follower numbers may limit your potential audience initially, it may help your case for building a strong influencer partnership. You should also tailor this advice towards your target market. According to Twitter, youngsters 13-25 lean heavily towards social media influencers while people over 45 tend to prefer established, household names. Beware!   It’s not unknown for some unscrupulous influencers to buy followers to boost their appeal to businesses. Some may even artificially boost engagement rates with automated comments. Do your homework on influencers and avoid those with questionable followings or repetitive or bland comments. If something seems fishy, it probably is! Final tip:   Don’t limit yourself to human influencers! Get creative: pet care companies often partner with ‘influencer animals’: cute dogs, cats (or raccoons) with large followings (1.5 million) for instance: STEP 3: Refine Your Pitch to Influencers and Increase the Chances of a Response So you’ve boiled it down to a shortlist of influencers you want to target. What next? Before we look at how you contact them, let’s get into the mind of an influencer a little. Why are they doing what they do and how can you demonstrate the right approach to working with them? Are there any approaches that will increase the likelihood of successful outcomes? Influencers won’t necessarily agree to work with you just because you pay them. In fact, you want your influencer to be choosy because it means they’re authentic and interested in alignment and quality, above all. So here are some basic ground-rules to follow: Ensure that you make it easy for your influencer to understand how your brand aligns with their own values: Crowdtap found  that influencers value work that is aligned to their own; create an easy-to-read one-page overview of what your brand represents. Here’s how Fast Company does it on their website: Show respect to influencers you approach - as you would any potential publisher of your content: this was considered vital to influencers interviewed by Crowdtap in their survey. Guarantee the freedom for influencers to express themselves creatively - don’t try to dictate terms to them; it’s their audience and they know their followers better than you. If you’ve selected the right influencer and are well-aligned, trust them to talk to their target audience in a way that will get your own message across and produce win-wins. Keep it authentic - trying to fake it with influencers won’t work. They’ll see through you - and they won’t jeopardize their relationship with their followers for you! â€Å"...when working with influencers, brands have to let go and allow influencers control of the narrative to preserve the authenticity of what is being communicated.† Priyanka Dayal, content marketing manager at Centaur Media PLC. Work directly with the influencer rather than going through a marketing agency- they just prefer it  that way. Tracking Down Your Influencers Now- how do you actually find and get in contact with your influencers?   Fortunately, the Instagram search engine makes it relatively easy to search for influencers. Here’s what you do: Search for hashtags that relate to your industry. For a men’s shoe store you might look for #mensleathershoes: Identify more hashtags by clicking on posts in the search results and exploring what other hashtags they use. Try each of these hashtags - they needn’t all contain the word â€Å"shoes†. They can be closely related to shoes. The posts with the most engagement are listed at the top - these are usually from influential Instagrammers: Examine the accounts of leading posts with these hashtags. Check for content, frequency of posting, engagement levels, follower quality, etc. Really do your homework before identifying them as candidates. Have you found a potential influencer? Beyond this, there are several tools that you can use to make life easier with finding and contacting influencers. These are covered in some detail here. Recommended Reading: Instagram Marketing Strategy: How to Build One the Best Way Outreach to Your Influencers Understand that you’ll be most effective if you look to build a relationship  with your influencer. One direct message is not going to cut it. Use your communication and relationship-building skills rather than treating it as a single ‘transaction’. Assuming you don’t use one of the influencer search engines included in the tools mentioned above, expect to contact your influencers multiple times by direct messaging (DM) or email. For DM-ing: tap  Ã‚  in the top right of FEED. From there, you can  send messages and manage received messages. For email, you can ask for an email address, if it is not listed on their bio. Note that DM is not available on the browser versions of Instagram. You’ll need to download the desktop app to use on a PC; it is however included in the mobile versions of the app. You’re ready to start your outreach to your influencers: 1. A very brief initial introduction message  to test the water and to pop your head up on their radar. Make sure you’re knowledgeable about your influencer and sincere. You don’t want it to sound like spam! Something like this: â€Å"Hi Melanie! This is Jon from XYZ here. Your Instagram content is pretty inspiring and aligns closely with what we’re trying to do. I see quite a few similarities with your values and ours - particularly your XXXX and your XXXX. We’d love to work with you. If you’re interested in making that possible, let me know and I’ll call at your convenience.† 2. Follow up according to their response: if NO - thank them and point out that the door is always open. If YES - email or call to discuss details (what you’re trying to achieve, what your budget is, etc.) 3. Even after you have run the campaign, stay in in contact with your influencer  and share their content if it’s of use to your followers. Who knows when you can hook up again? STEP 4: Design and Optimize Your Influencer Campaigns There are many creative ways to set up campaigns once influencers agree to work with you. Start to collaborate to create more brand awareness, promote certain products or services, or achieve other goals defined in STEP ONE. Before you get going, you might like to create and share a mood board  with your influencer, as a guideline for the content of posts. This can help the creative direction of posts - though typically, remember, influencers like their own freedom of expression. So play this one by ear. Some of the most common types of influencer campaigns are: Sponsored Posts This is when influencers provide exposure for particular products or services by creating a post that you pay them for. Contests Give your Instagram contest a boost by getting an influencer to either run it on their account or to promote it to their followers: Branded Content Work with your influencer to weave your brand name or products into their content in informative or entertaining ways that engage their followers- and get your message across: Reviews A thorough review of your product or service can educate and inform your target audience, building trust through a peer recommendation from an influencer. Brand Rep Programs Brand reps are influencers that you send free products to; enthusiasts in your field who may appreciate the quality of your products and communicate it to their followers†¦ Influencer Takeovers Some influencers will agree to take over your Instagram account for a day. This will be appreciated by your existing followers and should attract the influencer’s followers to your account, expanding your potential following: Campaign Optimization Tips Create branded hashtags:  For each campaign, decide on a hashtag that suits your products or brand. Then all influencers can use this hashtag, helping to build identity and consistency for your brand. Get promoting yourself:  Just because you have an influencer in charge of posting content for a while doesn’t mean you can sit back and watch the sales roll in. Do your own promotional stuff too.

Alternative Health Paradigms Essay Example | Topics and Well Written Essays - 750 words

Alternative Health Paradigms - Essay Example gathering scientific knowledge but also with establishing institutions for the production of scientific knowledge free inherently from ideological biases. The technological dimension of science has been apparent in how science has bred and has interlinked with technology for economic uses and benefits. These dimensions were also temporally successive in that Western science was borne out of philosophical study which emphasized the requirement of empirical investigation and rationalization. Science in its nascent stages was more on shaping its characteristically Western attitude of objectification and reductionism; that is, scientific truths were either derived from viewing Nature as an object for man’s benefit or from the deconstructive analysis of knowledge. Subsequent philosophies of Western science shifted its focus from experimental results to experimental processes. Although Jamison did not point it out explicitly, one can infer that the institutionalization of science was borne out of the early scientific community’s shift from its study of the results of experimentation to the study of the process of experimentation. This segued into the production of knowledge by means of formulating hypothesis and carrying out the experimentation to verify and produce new kn owledge. With science out in the open, its progress escalated and the production of knowledge led to new knowledge that can be of economic advantage; Western science has thus come to where it is now – a commodity. Criticism has dogged Western science from the time of its inception and up to the present. Jamison (1994) narrowed down his analysis of the various criticisms to relevant issues pertaining to how the relativism between Western science and traditional knowledge apply to contemporary concerns. Jamison (1994) grouped the criticisms into three thematic categories: romantic critique, environmental critique, and feminist critique. The romantic critics claimed that Western science

Prduction Planning and Scheduling Case Study Example | Topics and Well Written Essays - 250 words

Prduction Planning and Scheduling - Case Study Example An organization takes the advantage of planning and scheduling in various instances such as in online campaigning. In this case, an organization narrows down their targeted customers in the market in order to avoid unnecessary cost incurred during marketing and advertising to people not interested in the respective products and services. Creation of a schedule of online ads gives the organization an opportunity to take advantage of price promotions, and also set a budget. According to the Balloons Aloha case study, there are six customer jobs that need to use the helium tank in filling balloons. Therefore, there must be an effective way to sequence the jobs in order to allow a proper sequence order. In the short-term, the six jobs at the company need to have a clear planning and scheduling that allows filling of balloons in a sequential order. The Aloha’s Balloon sequencing system ensures the set six jobs are carried out in an effective manner as per schedule. Jobs are categorized based on processing time, and due dates to prevent collision during the procedure. Therefore, the company must aim at accomplishing long-terms goals by embarking on planning and

Leadership Effectiveness And Personal Managerial Qualities

Leadership Effectiveness And Personal Managerial Qualities Leadership is about knowing the pros and cons of change, and comprehending the interplay of oneself and others. Leadership is the perception of ones connectedness both personal and business wise, thus leadership is about being self aware and choice-decision making. Thus, it is a process where a person influences a team to accomplish there objectives, and direct those objectives to be more coherent for the organisation, this is viewed by (Northouse, 2007). Hence, a leader is one who has a clear vision, communicate passionately, and direct their actions and those of the team toward the goal, by driving to completion. 1.1 Background Who is the author? The author born October 1978 belongs to a Christian home; newly married and is at the early stage of parenthood with bringing up a young family, has earned an Upper Second Class Bachelor of Arts in Business Management from Anglia Ruskin University who is currently pursuing Masters in Business Administration with emphasis in Leadership, Entrepreneurship and Innovation. The author holds the position of an Office Manager who performs a wide array of diverse duties, thus, working alongside the president to meet the companys staffing and organisational needs. Furthermore, the author is responsible for designing and implementing various policies, supervisory responsibilities, recruiting and training, which facilitate efficient and smooth functioning, with focus on supervising works of administrative staff. After eleven year service in the marine industry as Office Manager at Windjammer Barefoot Cruises, the author now partly owned and is a Director of a Sign Company. In addition, the author also landed a new job as Office Manager at another marine company, which operates tugs and water tankers. However, the author currently has no outside activities due to studies, a new family, working part time with spouse business, plus having a full time job. Therefore, the author has a tight schedule, with a vision to complete studies and become successful in being a confident leader and expressing creativity to find unique solutions for the family business with a joyous presence, continued dedication and people skills. The author strongly expressed values that everyone deserves to be fairly treated and education is the key to success. These few leadership traits, qualities and skills of the author are known to be soft skills that will assist the authors ability to resolve conflicts and build consensus, to motivate and inspire employees. Thus, office is like family, they get cranky and having a positive and genuine attitude will assist tremendously. 2.0 Reflection on Leadership Effectiveness Effective Leadership begins with the fundamental ability to believe in oneself, which incorporates maturity, conviction and expertise that translate into a purpose and direction, thus, having a dream and vision that will better the company or society. Effective leadership is composed of a number of different competencies, thus effectiveness of leader is limited, where leaders are person who know how to inspire and relate to subordinates. This all depends on how appropriate the leadership style is to the situation in that it is operated, which comes from matching style and follower task relevant maturity, or task readiness. Based on the Myers Briggs test, the author type indicator reflected ENTJ (Extroversion, Intuition, Thinking, and Judging). ENTJ are generally gets straight forward, decisive, and leadership natural, they also see illogical very quickly and notes inefficient procedures, also generally develops and implement comprehensive systems in solving any company or business problems. Along those same lines, enjoys setting future planning and being goal oriented, usually well up to date, well read, enjoys on expanding knowledge as required and passing it to others by giving forceful present ideas. Thus, true effective leaders possess specific leadership qualities, skills and styles beyond industry knowledge and technical skills. 2.1 Qualities of Leadership Leadership behaviour reflects the traits and personal characteristics that will facilitate success in leadership role. ENTJs are imaginative, conceptual learners who learn best in a challenging and interactive environment. The combination of intuition and logic leads them to enjoy dealing with concepts and strategic thinking, and excellent language skills. These qualities of the author are drawn from work and personal life balances that are reflected as follows:- Strengths of Personal and Work Life Communication and Relationship The author an ENTJ is an enthusiastic communicator who loves to interact with tremendous amount of self-confidence, has excellent verbal communication skills and value honesty. The author has always been the centre of attention that is being an extravert with intellectual freedom to think and speak, who has a disposition of always being frank and getting straight to the point with strong regards for positive structure that is able to synthesize and adapt to new ideas. Even though the author had been tested to be extraverted, the author has Introverted Intuitive functions which complement Extraverted Thinking, such as, being talented in creating great benefits through the ability to recognise the expected potential of others, and showing others the way to get past difficulties within the given situation. Career and Work In the position of an Office Manager ENTJ shows exactly that the author is assertive, loyal, and knowledgeable and manages people, along with marshalling resources. The author is career-focused in long-term perspective with visualisation of both businesses with high performance and standards. The author is generally an energetic people person who likes to be in charge and make things happen, along with others participating, especially in team projects rather than work alone. The author tends to move up the ladder very quickly when joining any company or generally in life. With this current company the author has been there for two months and a major travelling abroad is ahead. On entering the organisation, the author has been leapfrogging people who have been there longer, thus, the cumulative experiences have prepared the author for it. The author has always been level headed, shows improvement and value the position given. Throughout the authors career, as most ENJT can identify, vision is priority and risk does not scare the author. The payoff has been consistent on an executive level, and once going towards the goal, the author makes sure it is attainable, and believing all production must be done to the best with logic and rationale. 2.1.2 Weaknesses of Personal and Work Life Some major flaws of the author:- Gets frustrated by lack of closure of people not meeting deadlines, thus, bearing in mind the given work produced should also show professionalism, which is one of the main priorities in and ENTJ. The manner in which conversation is carried out, such as, being harsh and blunt in criticism when errors occur. Tends not to listen to other peoples sentences or have them finish their sentences, especially if what was said do not make sense to them, thus, not giving the chance for the person to justify their point. Limited patience with a temper over relatively small matters that escalates into bigger things with inefficiency and can be very judgmental and argumentative. Low regard for people who are intimidated by them that is intensified by arrogance, thus, making hasty decisions, without understanding the issues and possible solutions to the problems. Therefore, the author must enforce balance due to the qualities possess above, in order to accomplish whatever goals are set. Below, speaks on the leadership skills which need improving by the author. 2.2 Leadership Skills Leadership skills are based on leadership behaviour, thus, skills alone do not make a leader style and behaviour do. Leadership is interesting because it is about talent and the natural ability that is mostly about oneself and maintaining that personal authenticity, by being true; not just slavishly following others ideas. Good leaders always rely on their ability to read situations and improve tasks, and acknowledge their shortcomings, which may work for them. However, a good leader would want to improve their skills of communication, decision-making and problem solving and not shy away from new opportunities to lead. The author skills are most effective when matching styles to the needs of the people that are trying to influence. Thus, the challenge is that leading people is the opposite of trying to control them. It is not just what happens when you are there; it is what happens when you are not there. The author believes that leadership is not something you do to people; it is something you do with them. Listed below are two simple ways suggested for the author to improve leadership skills for future growth? The author must prioritise time for proper organising and planning, thus, by consulting with experts for feedback Political skills can be developed by the author in order to reduce the gossip and rumours, that is, look for further critical information that others cannot get Thus the continued characteristics of developing good leadership skills for the author will take time, as if perfecting an idea for a project, because without investment of time, the author will not be able to become the great leader envisioned, thus these few skills that contribute to the authors behaviour will be able to accurately and successfully adapt to changing environment with limited challenges. Below speaks on the style of leadership the author is engaged in. 2.3 Leadership Styles Leadership style is the manner and approach of providing direction, implementing plans and motivating people. Effective leadership style takes time and energy but provides benefits, which helps to enhance team spirit and effectiveness among members that identifies preferred management styles. The style describes the personal way of leading; it becomes effective when matched with the skill sets and motivation of the follower. However, there is no right style of leadership, because it varies with the personality and situational needs. Thus, the author likes a mixture of working with others and working alone, in the form of management and leadership positions which can energise others to carry out the vision via the objectives and tries to motivate the team to work towards those goals. Leaders within the organisation have been found to account for some of the organisation overall performance, thus, the authors style has been identified as an important area of interest. Additionally, the author likes teamwork and interactions that convince and influence enthusiasm with an invaluable source of vitality and drive according to the style needs of Participative or Democratic Leadership. 2.3.1 Participative or Democratic Leadership Participative leadership or democratic style encourages employees to be part of the decision making, which takes everyone words as a considerable opinion before carrying out the final decision. This style of leader is coach, the one who has the final say, but still gathers information from staff members before making such decision. Ultimately, the author works in an environment that is still very autocratic, but given the changes that the organisation has hired the author for, participative leadership is what they are looking at. However, the author is not equipped to all situations that arise, thus, team handling is an assets and the author must use the required skills of facilitating discussion and ideas that is generated by the group. Furthermore, the author likes being in charge and to know what is going one at all times, thus, enjoys marshalling facts and planning future directions. Additionally, if the author foresees the project cannot be handled, someone will be brought in to carry out the project, and this person must have clear understanding towards the goal, because the author demands high quality and standards. The author a natural leader encourages team members to participate through listening and communicating, however, the leader maintains the final decision making. The style of leadership reflects the following characteristics of the author:- Organise staff to complete tasks in the most effective way, by delegating those tasks and overseeing the completion of the project to achieve results Motivates staff to meet the goals and objectives, given the overall picture, and vision to follow with new ideas, evaluation of possibilities and rational decisions Create positive work environment, and seek the interest of each employee with fairness given the responsibilities, which allows them the to challenge themselves Allowing subordinates to feel free in thinking creatively for problem-solving, thus, reducing office politics, so the use of ideas will importantly gain credit and reduce the tension generated amount staff Thus, the business cannot afford to make mistakes, using this type of leadership is not a sign of weakness, but rather a sign of strength where the author gains respect from the employees. Also, the author do not have all the information required to achieve the goal that is why knowledgeable staff is hired to allow better decision via teamwork, so that, effective and accurate decisions are made. 3.0 Theoretical Concepts ORegan and Ghobadian (2004) define performance measurements as consisting of quantitative indicators used by management to judge how well the organisation is doing. Leadership depends on whether emphasis is on behaviour or the result of that behaviour according to (Jex, 2002) thus leaders also make attributions about their followers behaviour. Similarly, Kelley (1967) describes leader attribution as a way leader interprets follower behaviours and attributes cause to that behaviour, where leaders can assess follower behaviour by specific task or across tasks and whether it is unique to an individual. Leaders intention is to diagnose problem performance, to understand the reasons for success, or anticipate the consequences as stated by (Mitchell et al. 1981). However, there is a distinction between leadership and management, where a manager carries out administrative duties and exerts control subordinates behaviour, thus obtain reluctant compliance. In contrast, a leader carries out administrative functions along with inspiring and motivating members to strive for excellence, by obtaining commitment, reviewed by (Jex, 2002). So, effective leadership demonstrates by influencing and guiding the activities of a team toward achieving its goals, defined by (Judge et at., 2004). In addition, according to Jex (2002), goals direct attention, focus efforts and maintain task persistence, helps individuals avoid getting sidetracked, thereby, guiding a leader to enhance processes and facilitates development of collective efficacy which has an influence, revealed by (Chen and Bliese, 2002). Leadership therefore, is most relevant aspects of an organisation context and is challenging by different situations, thus, emphasis of future leadership and interpersonal skills that ensure sound management practices and high leadership standards by the author are discuss as follows:- Qualities of Leadership Leadership Skills Leadership Style 3.1 Qualities of Leadership According to Roach and Behling (1984), leadership is the process of influencing an organised group toward accomplishing its goals, therefore, these influential qualities most people associate with leadership are assertiveness, loyal, risk taker, self-sufficient, ambitious, patience, trustworthy, and knowledgeable. Thus, employee trust in leaders is influenced by the level of perceived fairness reflected in the company practices of distributing rewards and benefits. Dirks and Ferrin (2002) stated that leadership has three types of justice; procedural which is an indicator of the leaders tendency to be fair when making decision about rewards; distributive is the fairness of outcomes a follower receives as a result of those procedures; and interactional involves the degree of respect with which the leader treats the follower as they carry out organisational policies and procedures. Thus, Dirks and Ferrin (2002) also, found that trust in leadership is related to attitudinal, behavioural and performance outcomes. Therefore, trust a key concept is where leaders often have the power to impact followers and their ability to achieve goals, reflects that followers will attempt to draw inferences about their leaders characteristics such as integrity, dependability, fairness and ability, because these inferences have consequences for work behaviour and attitudes, viewed by (Dirks and Ferrin, 2002). Building subordinates trust in leadership starts with the managers ability to lead and administer the department functions, stated by (Knabe, 1999), thus, mutual trust needs to be in place. According to Bass (1985), one of the most important conditions that a leader must instill in his subordinates prior to problem solving trusted by his employees is the ability to lead for effective results. So, in order words, for the business to grow qualities of a leader is not only to fulfil goals, but, basic skills in management and leadership will also have to be the foundation in developing a more advance practice, thus, problem-solving, decision-making, planning and delegating, communication and managing oneself are effective leadership skills discussed below. 3.2 Leadership Skills The characteristics of a leader come through our day to day interactions with those around us. If the author stop to think about some the leaders that have been, or even infuriated, the qualities of good leadership skills will become apparent. Leadership skills is not just about showing your superiority, according to researchers (DeHann and Havighurst 1957), it is the use of attributes such as initiative, persistence ambition and dominance to describe leadership abilities, as well as, sensitive to others needs, affectionate and agreeable, that is used to enhance the skills towards leadership and the ability to improve such tasks. Tannenbaum (1983) reported that a correlation exists between the exhibition of leadership skills and general intelligence for advance leadership skills, such as, written and verbal communication, group dynamic, problem-solving, planning and personal skills. Effectiveness of these skills must be able to perform the ability to analyse strengths and weakness, identify and provide training effectively, show success in developing and enhancing skills, and scheduling and controlling work, such as, capabilities in identifying and setting performance goals along with posing all supervisory skills necessary. Thus, real leaders, read their team, analyse the compound between their team members, the tension between the tasks and processes, and how the team builds its competencies. According to Mehra et al. (2006) organisations must seek efficient ways to enable performance, longstanding approach that is, by shaping collective norms, helping teams cope with their environment that provides valuable insights into relationship between leadership and team performance (Guzzo and Dickson, 1996). Furthermore, Herr (1998) identifies a few competencies that should be incorporated into an executive performance appraisal including; coordination, awareness, personnel management, planning, financial management, coaching skills, evaluation skills, accomplishment assessment skills, technical competence, interpersonal skills, communication skills and leadership skills, thus in providing behavioural outcome and performance, that will lead to leadership style. 3.3 Leadership Styles Today management needs to command and direct, but also identify needs, communicate, empower, inspire trust and forge a common vision for a better future, defined by (Athanasaw, 2003). In similar, leaders need to enforce recognition of employees and value human being whose ideas are seriously considered, viewed by (Athanasaw, 2003) to support leadership role. Thus, leadership is the process of influencing followers so they cooperate, such leaders are members of groups who influence the context of the organisation they lead, according to (van Knippenberg and van Knippenberg, 2005). There are many types of leadership, but because of society today, participative or democratic leadership is more recognised, thus, Hersey-Blanchard (1998) theory is based on the amount of direction and socio-emotional support a leader must provide given the situation and the level of maturity of the followers. So, the most suitable leadership style would be the development level of the subordinate actions, such as, directing, coaching, supporting and delegating. Similarly, Tannenbaum and Schmidts (1958), leadership continuum reflects that leadership behaviour varies along a continuum and that as one moves away from the autocratic extreme the amount of subordinate participation and involvement in decision taking increase. They also suggested that the kind of leadership represented by the democratic extreme of the continuum will be rarely encountered in formal organisations. The four main types of leadership are, autocratic, persuasive, consultative and democratic. In similar, participative leadership defined by Lewin (1939) and others stated that there are three types, autocratic that is very dedicative, which has led to revolution, laisse-faire which lacks enthusiasm and democratic the effective style. Furthermore, Likert (1967) theorised four styles namely, exploitive authoritative where there the leader uses fear-based to enforce conformance, benevolent authoritative is rewards use to motivate performance, consultative is the seeking of consultation and participative invites participation across all level. Thus, leadership cannot perform without leaders and followers, therefore, leadership results in followers behaviour that is purposeful and goal-directed in some sort of organised setting, although most studies reflect the nature of leadership in a workplace. So, without having a leadership style, business cannot conform to achieve its objectives and goals, thus leaders must a style is able to adapt to the laws of the company and its future expected outcome. Thus, the values and qualities of the author must be able to adapt to the global challenges in an effort to develop proper growth for the business. 4.0 Recommendations With recommendation to continued success, the author should enforce combination of leadership savvy, good judgement based on knowledge and information, and reasonable ability to steer a business in the right direction, which is considerably important. Thus, to become an excellent leader the author must use wisdom (head), feelings and emotions (heart), strength and power (hands) and good communication (tongue) to help others because without leadership within any given situation, there would be chaos and no formability as to where the organisation is headed. In addition, the author must commit in enhancing personal leadership qualities and managerial skills that is needed to initiate and sustain profitable growth for the company. Thus, strong leadership it is essential to the success of any company and therefore it is recognisable that the author should develop qualities of courageousness and patience to strive and become powerful. The author must also, choose competent subordinates, continue to demonstrate high moral standards, and exude charisma, while keeping the control of protocol and process, which will be used to enhance leadership. However, the author should never abuse power and should stay focus and stick up for one another, the author must readily adapt to leadership style to suit the situations, such as, being faced with a crisis, the author ought to take action and use imagination to solve problems and make recommendable suggestions, by simply scanning the business environment. ENTJs should be reminded that not every one is perfect and mistakes are there for everyone, so having quality patience is of foremost and respecting other peoples feelings is appreciated. Even though their personality of sentiments are not powerful, ENTJ must still be mindful the feelings and value judgement ought to sensitive to that individual, because, if submerge emotion and inappropriate problems are found serious problems can occur. Therefore, because ENJT are very informed and extremely creative, the best able to continue to keep head strong and hear others for what they need to say. Always be level-headed and growth will come its way, so that when making judgement and hurting someone, always keep focus that not everyone are leaderships, there must be people to lead, which make you a leader. Another recommendation is to prioritise your time as this will assist in planning and developing in case of an accident or incident occurs, thus, true leaders demonstrate strengths and recognise their weakness. If sound criticism is to take place, be sure that the individual has a strong back and that the criticism is approached in a professional manner and not arrogant as mentioned previously. So in all, leadership skills ought to improve, by making observation from other leaders using a variety of settings, going beyond their prior experience and adjusting or adapting to current business situation is of essences and must be able to develop continued skills. A good leader has a lifetime of study and should acquire indefinable qualities that involve developing and improving leadership skills along with enhancing the managerial skill at the business. Reference Northouse, G. 2007. Leadership Theory and Practices. 3rd Ed. London: Sage Publication,Inc. ORegan, N., and Ghobadian, A. 2004. Leadership and Strategy: Making it happen. Journal of General Management. 29 (3), pp. 76-92. Jex, S.M. 2002. Organisational Psychology: A Scientist-practitioner Approach. New York: Wiley. Kelley, H.H. 1967. Attribution Theory in Sovial Psychology. Cited in D. Levine (Ed.) Nebraska Symposium on Motivation. NE: University of Nebraska Press. Mitchell, T.T. et al., 1981. An Attributional Model of Leadership and the Poor Performing Subordinate: Deveolpment and Validation. Cited in B.M. Staw and L.L. Cummings (Eds). Research in Organisational Behaviour. Greenwich, CT: JAI Press. Jex, S.M. 2002. Organisational Psychology: A Scientist-practitioner Approach. New York: Wiley. Judge, T.A., et al. 2004. Transformational and Transactional Leadership: A Meta-Analytic Test of their relative validity. Journal of Applied Psychology. 89 (5). Pp.755-765. Jex, S.M. 2002. Organisational Psychology: A Scientist-practitioner Approach. New York: Wiley. Chen, G., and Bliese, P.D. 2002. The Role of Different Levels of Leadership in Predicting Self and Collective Efficacy: Evidence for Discontinuing. Journal of Applied Psychology, 87 (3), pp. 549-556. Dirks, K.T., and Ferrin, D.L. 2002. Trust in Leadership: Meta-analytic Findings and Implications for Research and Practice. Journal of Applied Psychology. 87 (4). Pp.611-628 Dirks, K.T., and Ferrin, D.L. 2002. Trust in Leadership: Meta-analytic Findings and Implications for Research and Practice. Journal of Applied Psychology. 87 (4). Pp.611-628. Dirks, K.T., and Ferrin, D.L. 2002. Trust in Leadership: Meta-analytic Findings and Implications for Research and Practice. Journal of Applied Psychology. 87 (4). Pp.611-628 Knabe, W. 1999. Leadership Issues concerning the Los Angeles City Fire Department. [Online]. Available at: http://www.usfa.fema.gov/pdf/efo30918.pdf [Accessed 25 April 2010]. Bass, B. 1985. Leadership and Performance Beyond Expectations. New York: Free Press. DeHaan, R., and Havighurst, R. 1957. Educating Gifted Children. Chicago: University of Chicago Press. Tannenbaum, R. And Schmidt, W. 1958. How to Choose a Leadership Pattern . Harvard Business Review. 36 (2). Pp. 95-101 Mehra, A. et al. 2006. Distributed Leadership in Terms: The Network of Leadership Perceptions and Team Performance. The Leadership Quarterly, 17 (3). Pp.232-245. Guzzo, R. A., and Dickson, M.W. 1996. Terms in Organisation: Recent Research on Performance and Effectiveness. Annual Review of Psychology, 47 (1). 307-338. Herr, J.A. 1998. Developing Leaders and Managers through the use of 360-Degree Performance Appraisals. National Fire Academy. Athanasaw, D.L. 2003. Leadership Styles as perceived by Career Senior Service Executives. International Journal of Public Administration, 26 (10-11). Pp.1207-1236. Athanasaw, D.L. 2003. Leadership Styles as perceived by Career Senior Service Executives. International Journal of Public Administration, 26 (10-11). Pp.1207-1236. Van Knippenberg, B. and van Knippenberg, D. 2005. Leader Self-sacrifice and Leadership Effectiveness: The Moderating Role of Leader Prototypically. Journal of Applied Psycology. 90 (1). Pp.25-37. Hersey, P. and K.H. Blanchard. 1977. Management of Organisational Behaviour. Englewood Cliffs NJ: Prentice Hall. Tannenbaum, R. And Schmidt, W. 1958. How to Choose a Leadership Pattern . Harvard Business Review. 36 (2). Pp. 95-101 Lewin, K. 1946. Action Research and Minority Problems. Journal of Social Issues, 2 pp 34-46. Likert 1967 Fieldler, 1967. A Theory of Leadership Effectiveness. New York: McGraw-Hill Handy, co. 1192. The Language of Leadership in Frontiers of Leadership (Ed. Syrett and Hogg). Oxford: Blackwell Blanchard, K., 1998. Gung Ho! New York: Morrow. http://www.humanmetrics.com/cgi-win/JTypes3.asp

Comparison of the Fantasies and Daydreams of Michael and Walter Mitty Essay

Michael and Walter Mitty are two men who use fantasies and daydreams to escape from their unhappy lives. They both use them to improve their own experience. Both men are seen as weak, seen as failures by the rest of the world. They both are in denial. Walter Mitty’s fantasies stem from boredom and are used to boost his self-esteem. â€Å"I never see a man could hold his brandy like you, sir.† In his fantasies, he plays the character of someone superior, a rebel, or a lifesaver, such as a Commander, a doctor, a criminal, or a Captain. The complete opposite of who he is, a nobody. He changes himself completely because he is unhappy with who he is as a person. Walter is not as clever as his characters; â€Å"Coreopsis has set in.† When Walter says this, he thinks he is sounding clever as he is â€Å"performing an operation† but he is not bright because coreopsis is a flower. Michael needs his fantasies to survive desperate situations. He is lonely â€Å"I am not an attractive companion† and has no job. Michael uses his fantasies to deny his situation, to have something he doesn’t have in real life. He imagines a family, a successful business, and a large house. These are not unrealistic dreams, they could have happened, but in Michael’s case they did not. â€Å"My Castle is not a splendid place, but it is very comfortable, and it has a warm and cheerful air, and it is quite a picture of Home.† Michael cares more about the people there, his family, and his perception of home than material comforts. â€Å"I have enough and am above all moderate wants and anxieties.† Walter is married and feels smothered by his wife who hassles him and feels there is something wrong with him for losing himself in his fantasies. â€Å"It’s one of your days. I wish you’d let Dr Renshaw check you over.† This may anger and annoy him, which pushes him even further into his fantasies. He never involves her in his daydreams, which suggests that he is not close to her and would rather be alone. Michael almost had a happy marriage but Christiana betrayed him. After her he had no other partner and is lonely, he wants a family. Walter feels inferior to other men. â€Å"They’re so damn cocky†¦They think they know everything.† Walter tries to do a ‘man’ thing by taking the chains off his own car, but fails. When he sees a young, grinning man take them off easily he feels annoyed that he, himself cannot. In his fantasies, he is a strong man, or a smart man. He uses his fantasies to deny his personality. Michael’s fantasy starts when he is asked to start a story to entertain his relations but from the depth, length, detail and thought gone into this dream, we know he has thought about this many times before. Walter’s are triggered by certain pictures or situations. Driving his car triggers a fantasy involving a Navy plane, a hospital triggers him into a doctor, and the Waterbury trial triggers a trial situation where he is a gun-shooting criminal. Pictures of bombing planes and ruined streets trigger a pilot fantasy. Michael’s dreams are set in his castle, his home. The scene does not change. â€Å"I reside, mostly, in a †¦ Castle.† Walter’s are set in different locations, on different levels, the ground, and in the air, â€Å"hurtling eight-engined Navy hydroplane† â€Å"in the courtroom† and â€Å"door of the dugout.† This suggests Walter wanted to be as far away, from where he is now as possible. Michael’s fantasies are about family, about others. About who he wishes he could be with, his grandchildren, children, wife and his business partner and his family. About closeness with friends and family. â€Å"It is very pleasant of an evening, when we are all assembled together – which frequently happens.† Walter’s revolve around himself. What he does, how he saves people or places and in one dream about what he has done to another person. Michael’s could have happened if it wasn’t for decisions made by two people, Christiana and his business partner. Walter’s are pure fantasy, which get facts and words wrong. Michael’s and Walter’s fantasies are an escape from their humdrum lives to a happier place where they would rather be.

Descriptive writing Essay

Descriptive writing is a way through which a writer shows his ideas by giving a clear and a vivid image of an object, a person, place or an event. In order to clearly explain a situation thereby creating a clear picture in the reader’s mind, descriptive essay must contain certain important elements. Pamela Arlov guides us to a good description in the book, Wordsmith a guide to college writing. A good descriptive essay uses fine vocabulary, original discussion about an event or an object which appeals to the five senses, uses clear dominant impressions and spatial order. Merely the description is to be used on the basis of the five senses. For instance, while dealing with an event or an object, the description is to be done on the basis of experience or imagination which will enable the reader visualize the discussion. Words which evoke sight, smell, hearing, touch or taste are to be used. The use of dominant impression is quite essential and can be taken as the central theme of the essay. It is the way in which the author conveys his strong feelings about a topic. This can be done by talking about all the possibilities while discussing a particular topic. Moreover, a good descriptive essay is organized in a systematic way. Here we talk about the spatial order. It is essential to maintain an order in an essay. As a result, the essay is more effective and easier to study. In spatial order, things are arranged according to their physical positions. Hence the idea is clearer with the reference of positions like left to right, high to low and so on. Thus, if the discussed techniques, further explained in the book, Wordsmith a guide to college writing, are considered while writing a description, the essay will be quite effective.