The Advantages and Disadvantages of Using the Internet free essay sample

Jargon: worldwide town, a plenty of alternatives, administrations, dispersal of data, silver slug, Babel, meandering aimlessly, unwavering quality, veracity, determine the dependability, fast pace of progress, data over-burden, landmines, at the snap of a mouse, censured, solace of home, absorbed, imperative, unavoidable, overflowing, program versus program, approaching, blameless, offended, Be cautious about one/you/we/I Linking words Brainstorm Information: (be cautious that you should clarify and not expect the peruser knows online terms) Advantages: 1) Information on pretty much every subject possible. 2) Powerful web indexes 3) Ability to do investigate from your home versus inquire about libraries. 4) Information at different degrees of study. Everything from insightful articles to ones coordinated at kids. 5) Message sheets where individuals can examine thoughts on any theme. Capacity to hear wide scope of thoughts. Individuals can discover others that have a comparable enthusiasm for whatever they are keen on. 6) The web gives the capacity of messages. Free mail administration to anybody in the nation. We will compose a custom article test on The Advantages and Disadvantages of Using the Internet or then again any comparable subject explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page 7) Platform for items like SKYPE, which take into account holding a video meeting with anybody on the planet who additionally approaches. 8) Friendships and love associations have been made over the web by individuals engaged with adoration/energy over comparable interests. 9) Things, for example, Yahoo Answers and different destinations where children can have promptly accessible assistance for schoolwork. 10) News, of numerous sorts is accessible promptly. Critique, on that news, from each possible perspective is likewise accessible. 11) web based shopping 12) online courses Disadvantages: 1) There is a great deal of wrong data on the web. Anybody can post anything, and quite a bit of it is trash. 2) There are predators that hang out on the web holding back to get clueless individuals in risky circumstances. 3) Some individuals are getting dependent on the web and in this way causing issues with their collaborations of companions and friends and family. 4) Pornography that can get in the hands of small kids too without any problem. 5) Easy to burn through a ton of time on the web. You can begin surfing, and afterward acknowledge definitely additional time has gone than you understood. Web and TV together of added to the more inactive ways of life of individuals which further intensifies the weight issue. 6) Internet has a great deal of con artist locales. Individuals can purchase expositions and make them look like their own definitely more effectively than they used to have the option to do. 7) There are a great deal of deceitful organizations that have jumped up on the web to exploit individuals. 8) Hackers can make infections that can get into your PC and ruin important information. 9) Hackers can utilize the web for wholesale fraud. 10) It can be very discouraging to be on the web and acknowledge exactly how uneducated such a large number of individuals have become in todays society. 11) an absence of human touch and customisation of learning e. g.in educating, facebook 12) wholesale fraud 13) online fixation; exercise in futility Plan: (You should amass the data from the conceptualize and guarantee the data can be utilized to help your TOPIC SENTENCE) Intro: Internet is all over the place. Youngsters think its essential. Para 2: An Advantage of the Internet is that it awards us a great deal of accommodation web based shopping, betting, simpler to perform look into, gathering bunches for conversation Para 3: An Advantage of the Internet is that it permits us better comprehension of the world the world is nevertheless a tick away, google search, interpretation device, youtube, coursera Para 4: A burden of the Internet is that it expands wrongdoing of different structures tricks in buys, reserves move, data fraud, hacking of PC frameworks, secret key assortment Para 5: A weakness of the Internet is that it diminishes human contact with the accommodation of buys and correspondence from ones work area, one may not go out of the solace of home. facebook, buys, explore Conclusion: the web is highly censured yet truly it has both adv and weaknesses. We should be reasonable. (a suggestion) Sample There are sure things in life which are fundamental: daylight, food, water and oxygen. Be that as it may, in the event that you ask a credulous adolescent what is urgent for him to lead his life, it would be nothing unexpected on the off chance that he revealed to you that it is the Internet. (The previous sentence is in the past tense as it is theoretical. ) This is truly to be expected as the Internet and its utilization have swarmed such an extensive amount our lives. Like every single other innovation, the Internet carries with it focal points and burdens. (It is up to you whether you need to list the adv and disadv in the introduction. In the event that you do, show them in the request that you write to show ORGANIZATION. ) Perhaps the most clear bit of leeway of the Internet is the comfort it gives. For pretty much anything that we have to do throughout everyday life, the Internet offers an elective method of doing it. Truth be told, frequently with the Internet, we can perfo rm exercises quicker and less expensive. For instance, already, when we expected to perform investigate for school extends, the conventional technique was that we walked to the library, pushed through reference books that gauge a ton. We at that point made copies of the pertinent materials before aggregating all the data utilizing a typewriter or by hand. Today, Google is a specialists closest companion, and with a couple of keystrokes of the console and snaps of the mouse, presto †we have discovered the data! Conversations among venture individuals should even be possible by means of discussion bunches on the web or basically over informing projects, for example, Whatsapp. The comfort of the Internet is endless! (You might need to compose more on other accommodation e. g. online diversion. Notice how the L in PEEL is rethought. ) Another advantage of approaching and utilizing the Internet is that we increase a superior comprehension of the world. Numerous researchers declare that the world is presently a worldwide town; maybe they are correct †the world is tremendous yet today everybody and everything feels so close and personal. Furthermore, why not? We have unhampered access to any and each snippet of data that we want to know. We can simply get familiar with the laws of Singapore as we can discover how to buy illegal medications! This in truth is valid for any subject that we decide to find. In any event, when the data is an unknown dialect, there are online apparatuses for interpretation! Do we have any reason for not having a more profound information on everything? Without question, the Internet isn't blameless. Wrongdoing is a constant dash of humankind and the Internet isn't saved from it either. Truth be told, week by week, for each Internet example of overcoming adversity we read, we read a proportionate web wrongdoing. Tricks are extremely common. Who can overlook the reiteration of Nigerian messages professing to sell intense medications or modest cell phones? Maybe rarer however progressively criminal is wholesale fraud. As much as we appreciate the delights of the Internet, we have to step cautiously in the place where there is minefields. Another drawback of utilizing the web is that we may step by step lose the human touch. In years past, we associated by investing energy at shopping centers with companions, lazing on the lounge chair while staring at the TV programs with our family. Today, we associate by refreshing our status on Facebook, while numerous families don't accumulate before the TV as every last one of us watch our favored shows by means of a PC or a cell phone. In any event, when we are on a trip, regularly, we are transfixed on the telephone! So regardless of whether truly we are one next to the other, intellectually we are repelled. There is no uncertainty that the Internet has carried with it a heap of advantages. (you may need to re-list the adv and disadv in the event that you don’t have enough words. ) Yet, it is inescapable that the cons exist together with the masters. Ideally, the greater part of us †particularly youngsters †have the reasonableness to receive the rewards of utilizing the Internet while moderating their impediments by settling on mindful and sounds choices. (don’t end with new information or new adv or disadv; here we end with a basic, short suggestion. The explanation behind including â€Å"teenagers† is to connection to the presentation. )

Special Education Assessments of Functional Abilities

Specialized curriculum Assessments of Functional Abilities Useful Tests For youngsters with essentially debilitating conditions, they have to have their utilitarian capacities tended to before tending to different aptitudes, for example, language, proficiency and math.â In request to ace these subjects, understudies should be capable first to freely deal with their own needs: taking care of, dressing, toileting and washing or showering themselves (all known as self care.)â These abilities are vital for the future autonomy and personal satisfaction for these understudies with disabilities.â In request to choose which abilities should be tended to, an uncommon instructor needs to evaluate their abilities. There are a few trial of life and practical aptitudes. Extraordinary compared to other known is the ABLLS (articulated A-bels) or Assessment of Basic Language and Learning Skills. Planned as an instrument for evaluating understudies explicitly for Applied Behavioral Analysis and discrete preliminary preparing, it is an observational instrument that can be finished through meeting, circuitous perception or direct perception. You can buy a unit with a considerable lot of the things required for specific things, for example, naming 3 of 4 letters on letter cards. A tedious instrument, it is likewise intended to be total, so a test book goes with a kid from year to year as they gain skills.â Some educators of youngsters with essentially impairing conditions will configuration programs, particularly in early intercession programs, to explicitly address shortfalls in their appraisal. Another notable and legitimate evaluation is the Vineland Adaptive Behavior Scales, Second Edition. The Vineland is normed against a huge populace across ages. Its shortcoming is that it is contained guardians and instructors studies. These are backhanded perceptions, which are extremely helpless to abstract judgment (Mommys young man can't take the blame no matter what.) Still, when looking at language, social cooperation and capacity at home with regularly creating same matured companions, the Vineland furnishes the extraordinary instructor with a perspective on the understudies social, utilitarian and pre-scholarly needs.â In the end the parent or guardian is the master in that childs qualities and needs.â The Callier Asuza Scale was intended to evaluate the capacity of visually impaired hard of hearing understudies, but on the other hand is a decent device for surveying the capacity of kids with numerous debilitations, or youngsters on the Autistic Spectrum with lower work. The G Scale is the best for this associate, and is anything but difficult to utilize dependent on an educators perception of a childs work. An a lot snappier device than the ABBLs or Vineland, it gives a speedy depiction of a childs work, yet doesnt give as much elucidating or analytic information.â Still, in the current degrees of an IEP, your motivation is to portray the understudies capacities so as to survey what should be aced.

Next Big Mailing is out

Next Big Mailing is out The first wave of the Next Big Mailing (NBM) has been sent out (several hundred of them late this week; more will be mailed next week, be patient). Formally known as the A60 for historical reasons we can no longer remember, the NBM represents the transition of the newly admitted class from the Admissions Office to the Academic Resource Center (ARC): theyre the firstyear and Orientation folks. What does the NBM include? A cover letter from Marilee, formally transitioning you to the ARC. The Final School Report. This report tells the Admissions Office your final coursework and grades. Information from the ARC. A letter about the Communication Requirement and Freshman Essay Evaluation (FEE). The Medical Report from MIT Medical. Instructions for obtaining your MIT computing (Athena/Kerberos) account, including your email address. The last item is the one that generates the most excitement. For many students, it doesnt really set in that theyre an MIT student until they send their first email from their MIT account. This day is almost here! Because I care about you, here are some tips for choosing an email address: You must choose a username that is between 3 and 8 characters. Choose a username that you wont be embarrassed sharing with your professors. In some circles on campus, you may become known by your username, so choose wisely. Feel free to choose something with some personality, if you like! A couple ways to check if your username is already taken: 1) put the username into the people search; 2) point your web browser to http://web.mit.edu/yourusername. Neither of these methods are foolproof, but they are good first checks. Good default usernames are your last name (if it is fairly unique and 8 letters or fewer); your first name (if it is fairly unique and 8 letters or fewer); your first and last names concatenated (good for people whose first last names are short). Characteristics I dont recommend: underscores (david_h), numbers (david789), unpronounceable terminations of long last names (hasselho). Note: you can, through Moira, request an email list, which, if you set your username as the only subscriber, can function as a second email address for you; this list name can be longer than 8 characters. Signing up for your account will give you storage space (an online locker) and a website at http://www.mit.edu/~yourusername. And, of course, once you have your MIT email address, you can sign up for Facebook. MIT students/alums what advice would you give?

Essay The College Common Room

It’s not a lie if you say that the college common room is a real paradise for the student. That’s the place, where he or she is absolutely free. When the student enjoys the break, he finds relaxation and recreation in the common room. In between classes students have long conversations. If the debate is really hot they make their contributing with an expertise confidence. A college common room is the place, where a needy student has an opportunity to reveal all his academic cares and the dreadful fears for the examinations. This is where academic attendants feel like they are the masters of their own fate and they can take the whole care of themselves. College common rooms are known for their special utility. The classes are absolutely challenging: to be compelled to take notes for several hours while listening to the professors really makes a student exhausted. After a couple of hours spent listening to the know-it-all tutor, the students start feeling like they are in need of relaxation. This is when the time to visit the college common room comes! During the break it reloads the overburden brain, refreshes the tired mind and gives a real blessing for some time. Often it is the common room where the best friendships occur! It is here that the funniest and the most memorable moments usually take place. Here is where the students completely forget all the regrets of the college life and feel relief in mind. The common room is there for a student to make vows, to face the turning-points and avail of larger opportunities! A lot of students openly state that in case they ever have an opportunity to pick between a college with high class teachers and the educational establishment with a perfectly equipped common room, they would definitely give preference to the second option. Once both of these points can be brought together – nothing can be better than that! Here is what it all comes down to – college common rooms are a must for the academic life. They are the significant difference between the high school and college. Every day at school is packed with lots of classes while the college is a great bunch of opportunities! Without a well-set common room class-free periods would become a real trouble. Students need to have their leisure perfectly spent and as soon as they enter the common room at college, they feel they are grown-ups and they are absolutely free. One should, however, admit that the college common room is known for its dark sides too. Yes, it is! The attention grabbers of the room have proved to be real demotivators for the most promising students. But no college student is worth the academic place he takes in the educational life, if he or she has no idea of how to deal with the pitfalls hidden behind the privileges. This was an example of The College Common Room essay, written by the writers of our custom writing service. To buy an essay on the necessary topic, please, fill in the Free Inquiry form in the top right corner of this page.

Relapse Prevention Plan Essay - 1065 Words

Relapse Prevention Plan Margaret Farley Grand Canyon University PCN 501 November 26, 2014 Relapse Prevention Plan Jed, a 38 – year old welder, enrolled in the treatment center after his arrest resulting from drunken driving (DUI/DWI) (National Institute on Alcohol Abuse and Alcoholism, n.d.). His lawyer has advised him to stop drinking and get treatment until his trial date, which is in approximate two months. Jed does not believe that he will serve any jail time, but feels that treatment could help strengthen his court case (National Institute on Alcohol Abuse and Alcoholism, n.d.). In this paper, I will create a relapse prevention plan that will aid Jed as he enters into his treatment program. This paper will also show†¦show more content†¦This would be accompanied by the reconstruction of the current problems, the alcohol and substance use history, life history and retrieval relapse history. Through the reconstruction and presentation of problems, the now and here issues that stand to cause immediate threat to sobriety can be pinpointed and crisis plans developed to resolv e such issues. Step 3: Relapse Education Relapsers have to be familiar with the relapse process and the best ways to manage it. Involving the family and other sponsors is a great idea. The education should strive to emphasize four main messages: First, relapse is an ordinary and a natural process in the recovery out of the chemical dependence. One should not be ashamed of it like in the case of Jed who â€Å"gets jumpy† when he tries to stay away from drinking, feeling â€Å"closed in or like he is suffocating†. He also cannot imagine how to explain to his buddies why he is not joining them in the bars. Secondly, people are not all of a sudden taken drunk. There are gradual warning sign patterns that indicate they are slowly cropping in again. Such signs can only be recognized when one is sober. 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To what extent can motivation be used as a leadership tool Free Essays

string(102) " the next reward that person would not maintain the same behaviour because of negative reinforcement\." Abstract Numerous investigations have linked organizational success to effective leadership. The fact that leaders provide guidance as well as monitoring and evaluation of the staff in an organization they provide a link between the organization’s objectives and the needs of the staff. Good leadership should ensure both the organization and the staff are satisfied with the outcome of the processes and operations of the organization. We will write a custom essay sample on To what extent can motivation be used as a leadership tool? or any similar topic only for you Order Now This paper analysed the importance of using motivation and a leadership tool and its application in the military. Motivation is an important aspect of effective leadership since it not only guarantees performance within an organization but also ensures sustained effectiveness of the staff. The analysis of this factor as a leadership tool was conducted based on literature review of various sources that examine organizational motivation processes and practices that are applicable in military environment. The main theories of motivation identified to influence leadership with respect to military environment were Humanistic Theory of Motivation, Incentive theory, Drive theory, and Cognitive dissonance theory. Social incentives have been identified in the paper to play an important role in leadership success of a military organisation. This is mainly due to the fact that they develop the intrinsic motivation that makes the workers highly productive. Generally, social recognition, collaboration, talent retention and productivity and reinforcing the corporate culture are the social incentives that can be used to motivate military officers. More so, friendship at the workplace should be upheld as it fosters learning among the workers and it also makes it easy to identify small problems at the work place. The paper concludes by asserting that in the case of military training together in one country, the use of the stated motivation tools are bound to enhance the levels of leadership efficiency. As such, motivation should only be extended to social recognition, collaboration, talent retention and productivity and reinforcing the corporate culture. Introduction Leadership is not a captivating personality that results due to ability to charm and talk nicely. Neither is leadership defined by the ability to influence and make friends. These are empty qualities of leadership that can be viewed as flattery. Leadership is making an individual change his/her vision to hire levels, raising an individual’s performance, and building a unique personality that inspires the followers (Foti, 2007) this are very essential elements of effective leadership in military units. All these aspects of leadership revolve around motivation of the followers. Motivation is highly individualised and complex and can be achieved physically, psychologically, instinctively, and sometimes unconsciously (Eccles Wigfield, 2002). In many organisations, motivation is an important factor that drives performance and innovations. It is commonly agreed that once an individual is motivated he/she becomes productive because work becomes passion. Therefore, motivation is the intrinsic desire that drives an individual to give his/her best at work. The level of relatedness of leadership and motivation among the followers places motivational tools at a central position in achieving good leadership. The approach to leadership in the military is a complex amalgamation of directive, coaching and delegating leadership styles, where discipline is the universal rule (Horn Walker, 2008). It is common knowledge that whenever an order has been given out, it is a must for the junior officer in that ranking to act immediately. The fact that discipline requires motivation in order to maintain it at highest standards; the military leadership are required to develop approaches that can ensure the officers are highly motivated. This paper intents to analyse the concept of motivation as a leadership tool and its application by the military to enhance leadership. Theories of Motivation Motivation is an important aspect in organizational leadership in that is used in ensuring the staff are mission driven (Eccles Wigfield, 2002). Approaches used to realise motivation vary from one organisation to another depending on the nature and rules of the job. There are four common theories of motivation that have been used by many research studies into the issues revolving around staff and employee motivation. These include; Humanistic Theory of Motivation, Incentive theory, Drive theory, and Cognitive dissonance theory (Deci, Koestner, Ryan, 1999). Humanistic Theory of Motivation This theory is rooted on the fact that most human beings are rational and anything done by anybody is driven by reason (Hoffmann, 2007). This type of motivation is realised either through a push and pull model or self control (Eccles Wigfield, 2002). Push and pull is used to create external motivation while the self control is emotional intelligences that give an individual the will to perform a task without being rewarded. This theory is well illustrated by the famous Maslow’s Hierarchy of needs which has divided motivation into various levels with numerous reasons that promote the performance of the affected actions (Hoffmann, 2007). In a military environment, the soldiers can be motivated by providing the staff a reason to why they should be motivated to conduct the stated task. Incentive Theory This theory proposes that motivation and behaviour are influenced by beliefs or engagements that are profitable to the individual (Guay et al., 2010). This theory is based on reward system is the major focus of motivation because it is generally believed that by attaching a reward to an action, there is a likely chance that the same action will be repeated (Guay et al., 2010). However, since it is coined from the value of a reward, the time taken to give the reward is an important driver of the motivation. Additionally, continuous rewarding is a catalyst for a prolonged behaviour towards achieving the target. Conversely, the incentive theory focuses on the reinforcement principle as the fundamental mover of motivation because it determines the behaviour in the future. For example, if an individual is rewarded for an action, maintaining the same behaviour requires a pledge of another reward. This way, the promise is a positive reinforcement of the action. Contrastingly, if there is no clear plan for the next reward that person would not maintain the same behaviour because of negative reinforcement. You read "To what extent can motivation be used as a leadership t ool?" in category "Essay examples" Drive Theory A drive is an individual aspect that causes a behavioural change such that the individual is confident of attaining the objective (Eccles, Wigfield, 2002). The desire, which acts as the drive for attaining the goal can either be external or internal within the person. For instance, during starvation a person is compelled by the force of being hungry to seek food. The drive will only be relaxed after the individual has accessed food and he or she is no longer hungry. Another good illustration of the drive is the desire for sex, which is a biological push that is found in all animals because it is a hormonal controlled system in the body. Depending on the hormonal level in the animal, the drive would either be surfeit or low. This shows that the drive theory proposes that intrinsic factors are the major forces that make motivation possible. Therefore, the drive theory is rooted in the escapism and seeking models because it is what develops the drive in a person (Guay, et al., 2010). This theory can be analysed from a military point where the main drive is search for peace where an individual is motivated not to stop functioning at his/her best until peace is realised (Horn Walker, 2008). Cognitive Dissonance Theory This theory proposes that cognitive dissonance results after an individual becomes uncomfortable based on the opinion of people around him and what he /she believes in (Eccles, Wigfield, 2002). For example, when a consumer buys an item, it is common knowledge that the item provides him/her the desired satisfaction. However, if the consumer prefers another item for the same purpose shows that the value of that item is not consistent with the view of the consumer. Consequently, this theory highlights that people are forced to become motivated in the hope to reducing dissonance. This can be achieved through changing their attitudes, beliefs, mitigating, blaming, rejecting or actions in fear of facing the inconsistencies resulting from mental strain (Guay, et al., 2010). Intrinsic and Extrinsic Motivation Based on the analysis of the above theories, motivation can either be internal or external depending on how and where it is applied. Intrinsic motivation is a determination to perform in an individual that is driven by personal interest or enjoyment of the role given. It forms an important element of cognitive, societal and physical development of a person in the organisation (Deci, Koestner, Ryan, 1999). In this regard, intrinsic motivation does not rely on external factors or reward for it to be nurtured in an individual. This is a very important form of motivation in the military since it gives them a sense of purpose even when the situation they are facing is life threatening (Horn Walker, 2008). On the other hand, external motivation also known as extrinsic motivation is a managerial tool whereby a certain activity is performed with an aim to realise a desirable outcome. Thus, it is a dependant of the external factors that would drive the desire to become a will through giving reward or other forms of incentives (Eccles, Wigfield, 2002). Competition is considered a major ingredient in developing extrinsic motivation among a group of people. Competition in the military can be cultivated through development of reward system which can be in monetary form or grade (Eccles, Wigfield, 2002). The disadvantage of embracing this form of motivation is that it may lead to over justification, which has a devastating effect to the overall intrinsic motivation level created in an individual (Deci, Koestner, Ryan, 1999). Furthermore, external motivation in the military can be created through threats. This is common during military training where, only those who display the ability to tr ain hard and pass all the hurdles graduate to become soldiers. For the case of those who are reluctant, they are punished by being dropped from the graduating lot. As a result, all the recruits strive to attain the requirements to qualify for graduation. Leadership and Management in the military Leadership is a social ability that a person uses to influence others in a community or an organisation (Bonnie, 2008). Through the social ability, the person is able to win the support of the majority. When an individual assumes the leadership of a group or an organisation, he becomes responsible for attaining a desired goal. There are several forms of leadership that does not depend on the formal education of a person. However, leadership can also be natural or acquired. The major role of a leader as in the case of the military is to give directions on certain matters affecting a group so as to avoid conflict among its members (Bonnie, 2008). The only similarity between a manager and a leader is that they are both tasked with ensuring the success of an organisation (Udge, 2002). The manager is responsible for administration while a leader creates ideas. Therefore, a manager can be made, but a leadership is natural. Managers are supposed to implement all the structures while a leader is more concerned with its constituents. Managers are more concerned with systems while to a leader the constituents are given the first priority. A new economy manager is tasked with nurturing the skills of workers and motivating the workers to produce results, but a leader is ensures that there is efficiency (Udge, 2002). From this analysis, it is evident that military organizations operate with leaders and not managers due to the uniqueness of the military work environment (Horn Walker, 2008). Furthermore, the differences between a manager and a leader can be reconciled through defining the roles of each person (Foti, 2007). The difference between a manager and a leader has made many people think of leadership as the ability to deliver results. When a manager is able to handle his workers properly, then the result is a good performance of the organisation. Also, a leader’s success is measured on how he/she is able to change the well- being of his constituents. Therefore, both leadership and management is measured in terms of success. Qualities of an effective leader in a military organisation A learning organisation is a setup that promotes a continuous state of acquiring knowledge and skills within an organisation (Shannon, 2002). The learning process can be both beneficial and disastrous depending on the learning program itself. However, in other cases an individual can learn, but fail to disseminate this information to others in the organisation. As such, the basis to which learning can be promoted depends on the leadership skills and capabilities. Learning is a process that involves the transfer of information, and it greatly depends on whoever is mandated with disseminating the information (Foti, 2007). The first effective quality of a military leader is to have good communication skills. A good communicator will enable learning because the information will be relayed to the desired audience properly. Another quality of an effective military leader is the ability to embrace teamwork (Foti, 2007). The team spirit is the determining factor for the success of learning because through teamwork it is possible to consider both the strength and weakness of an individual military officer. More so, a good military leader should be able to anticipate change in the organisation to facilitate the process. In addition, other important qualities of an effective military leader include: knowledge about organising meetings, interest, a positive attitude, commitment, the ability to maintain confidentiality, the ability to adapt and function in times of uncertainty, the ability to plan and set goals effectively, honesty, a high character, enthusiasm, patience, and logic (Cromwell, 2004). Leadership strategies and Organizational Learning Leadership strategies are an important tool in organisational learning because it ensures the direction adopted by an organization will ensure full realization of the organization’s objectives. Military heads need to develop effective leadership strategies that will form a framework to realising positive outcomes during the learning process. The most important leadership strategies in promoting staff motivation are organisational culture and leadership style (Cromwell, 2004). Organisational culture is a supposition that exists between staff and leaders in a military organisation that help to attain positive organizational performance (Shannon, 2002). It is a leadership strategy because it outlines the responsibility of an officer in the military institution. For instance, if the organisational culture is networked with high sociability and high solidarity, then it will facilitate teamwork; this gives the organisational learning a positive outcome because the information will be shared amongst the members (Shannon, 2002). On the other hand, if the culture is fragmented with low solidarity, then it encourages individualism hence it can lead to negative outcomes because there is no sharing of information (Shannon, 2002). Therefore, the leadership style adopted by the management determines the effectiveness of a military organization. A style that is all inclusive is likely to lead to a positive performance outcome because it allows brainstorming and sharing of information. However, segregated leadership style is likely to result to negative performance outcomes in an organization because the followers do not interact with the leaders limiting the level of motivation in the organization. Qualities a leader exhibits that may hinder the learning process in a military organization The success of the learning process depends on the qualities of the military leader in that the qualities may promote or hinder the learning process (Horn Walker, 2008). There are several qualities of a leader that may hinder learning, including poor communication skills, negative attitude, lack of interest, failure to maintain confidentiality, dishonesty and an impatient leader (Cromwell, 2004). It is worth identifying the implications of these qualities for a leader in the process of cultivating a learning environment in an organization. Poor communication may result in a situation whereby the leader cannot disseminate the correct information effectively. As such, either the information is misrepresented or misunderstood. Having a negative attitude towards something makes an individual to become less committed to the learning process (Cromwell, 2004). A good leader should be fully committed to the activities involved in learning at all costs to ensure that all information is disseminated properly to the intended persons as it is a major tool that promotes motivation among military personnel. The organisation information requires a lot of confidentiality. For example, some members of a military unit may find it hard to learn in a team especially on professional issues. This information should be treated as confidential by the leader so as not to expose such persons. The role of ethics in the decision-making process in military organizations Ethics is personal attribute that helps an individual to effectively execute his responsibilities in a unified way (Shannon, 2002). Decision making is an inevitable aspect of leadership that ensures the smooth running of processes within a military organization. A poor decision making process leads to unwanted results that may have detrimental effects to the organisation (Cromwell, 2004). Therefore, ethics play a role in critical thinking to ensure that decisions made effective and ethically acceptable in the organization. Since ethics is an individual belief, it determines the way an individual would respond to a certain situation because it gives the basis through which the thought will be propagated. According to Shannon (2002), â€Å"moral philosophy can be summed up in three approaches: materialism, utilitarianism, and deontology† (p. 271). Therefore, the decision making capability of an individual depends on the moral approach. In decision making, an individual’s personal ethics can deter making substantive decisions even where there are options available. For instance, sometimes leaders are forced to a make decision whose impacts greatly satisfy their self-interest. Take the example of a politician who promises to implement safety rules in the passenger service vehicles. As much as this is a decision that would affect the entire population positively, ethical issues may arise if the politician makes it mandatory to buy safety belts from a specified company for his/her own vested interests. Effects of using a systems perspective in decisions making Decisions in a military organisation can be both constructive and destructive. Therefore, the decision making process should be bound by organisational and leadership systems that limit the extent to which the decision can be altered with regard to the organizational objectives, vision and culture (Shannon, 2002). When a decision is not made on a system perceptive, it is likely to lead to conflicts within the organisation. For instance, members of a military organisation are bound by the culture and objectives of the organisation that are specific to that organisation (Horn Walker, 2008). Most military organizations have an elaborate mechanism for decision making that ensure that all the interests of the stakeholders are considered in the decision. More so, organizational decision making mechanism serves as a control measure that ensures the decisions made by the leadership do not promote self interests, but the objectives of the organisation in general (Cromwell, 2004). Conflicts will always develop in cases where decisions are made without abiding to the organizations system’s perspective. This is a major demotivating factor in military settings (Horn Walker, 2008). This occurs mainly when a leader makes a decision that is based on his self interest. For example, tendering is a vital exercise within a military organisation that is affected by decision making. Individuals holding power in such an organisation have the ability to influence the tendering process in their favour. In such a case, the tender may be awarded to a bidder who does not meet the required qualifications specified in the systems perspective. This would lead to a situation where the work done is shoddy, or the organisation pays more for low quality services. Employment Relationship and its application in the military setting The term ‘employment-relationship’ is transposable with others when describing aspects of the general relationship between the leaders and the staff in an organization.According to Kaufman (2004), this relationship basically describes the exchange of work by employees for pay from employers. The role of a well defined and productive employment relationship is to equitably lead the various employer worker relationships in an organisation and resolve conflicts within the organisation (Kaufman, 2004). As such, several employees have developed a psychological contract with their employers. Breaching the developed psychological contract has negative implication to the business because loyalty, motivation and commitment of the workers is greatly reduced (Hodgkinson, 2003). The goal of most military organizations is to developing an effective production mechanism to promote the output level. This is achieved if there is an elaborate employment relationship within such an organisation. Most successful organizations have a well established Human Resource Management department which is in charge of the employment relationship. This department has been obliged with the responsibility of monitoring the employment relationship and both internal and external factors that affect it. According to Gospel and Palmer (1993), employment relationship is an economic, social and political association in which employees provide labour for an accepted reward by the employer. Thus, a successful employment relationship must be formulated using a psychological contract that is developed in the mutual agreement between the employer and the employee. On the other hand, Lewis and his colleagues (2003) define employment relationship as an economic, legal, social, psychological and political relationship where employees dedicate their time and expertise experience to the best interest of the employer in exchange of a varied range of rewards in terms of personal financial and non-financial gains. Therefore, the application of effective employee relationship management in the military context as a motivational tool requires in-depth analysis of the employee to ensure hi/she is highly motivated. Social incentives and motivation in the military The workplace happiness is one of the major factors that contribute largely to the success of a leader. Every leader has a unique role to play in order to ensure that all the staff is happy at the workplace so that they can become productive. David (2012) found out that workers’ productivity is significantly higher when an employee is attached to friends who are more able. Perks, monetary rewards and social incentives have been widely used as approaches of enhancing workplace happiness and hence staff motivation (David, 2012). However, the perks and monetary rewards have an insignificant effect in promoting motivation in the current organizational environment (Deci et al., 1999). According to the Harvard business review, perks and monetary rewards do not promote happiness, but instead they promote a culture of entitlement (David, 2012). However, monetary terms can be used for those workers under the piece rate terms as a social incentive. This results to a complex situation wh en analysing leadership approaches that are founded on followers’ motivation. Social recognition is a leadership tool where positive relationship is maintained at the workplace through acknowledging and rewarding employees’ achievements (David, 2012). This is an important tool because it enables employees to celebrate their success thus improving their work experience. There is a social pressure created among the employees when he or she is given credit of an outstanding work. Additionally, other workers are also forced to compete for the social recognition thus promoting productivity. The idea of social recognition sets to bring about the intrinsic motivation aspect that makes the worker productive. Moreover, it helps the workers build a corporate culture and advance personal legacy (Robison, 2006). Once the culture is developed at the workplace, then it becomes a long term solution to promoting happiness. As a result, social recognition is a powerful leadership tool in promoting the happiness that can be used as a motivational tool in the military. Th is can be achieved through fostering collaboration, increasing talent retention and productivity and reinforcing the corporate culture of the military organisation (Rath Clifton, 2004). Collaboration at the workplace is a sure way of motivating the workers because it satisfies the social recognition of that particular worker. This can be achieved through allowing praise and recognition to become public at the workplace so that those who are praised feel appreciated (Nahapiet Ghoshal, 1998). Perks and monetary enumerations do not promote happiness because they do not promote the intrinsic factors that spur contentment. A worker would only work to get into the next job group to get the enumeration, but this does not mean he or she is contented. Collaboration rewards the best out of a pool of workers thus making the individual blissful because it creates friendship within the departments. On the other hand, collaboration can be used to facilitate the distribution of workers ability that has a positive effect to the firm’s aggregate performance. Thus, the use social incentives by the management promotes sustained productivity as opposed to monetary motivational packages which have limits. Furthermore, staff motivation can be realized through increasing talent retention and productivity (Robison, 2006). Different employees have different capabilities, and those with the best abilities should be retained as much as possible. This is because such employees work hard for the company to realise its goals. The productivity level of such workers becomes better when they are offered an opportunity to enhance their ability and realise their full potential. Additionally, talent retention saves the organization extra cost of recruiting and training new employees. Moreover, the morale of workers is maintained at high levels in an institution where workers with good talents are retained for a longer period (Rath Clifton, 2004). This is because such workers feel recognised and happy about their role at the workplace. Tapping into the talent and ability of an individual is a motivational aspect that makes the employee work more to obtain innovations. In this way, the employee sets to gain in developing the career and monetary incentives where talent has led to important innovations. Additionally, motivation can be realised through reinforcing the military operational culture because it gives the workers an opportunity to share the success story within the organisation (Horn Walker, 2008). Success is not automatically inclined to organizational infrastructure, but the extent of the human capital. This is evaluated in terms of how comfortable and content the staff is as they are more productive when contented with the work and the environment. Therefore, leaders have the responsibility of motivating the workers, and this can be achieved through establishing peer-peer programs that develop a shared culture (Robison, 2006). A strong culture will give the workers an opportunity to become more productive in their duties. More so, culture develops a network that is capable of attracting competent employees across the board to improve the performance and effectiveness of an organization in general (Nahapiet Ghoshal, 1998). Leadership Style and staff Motivation in the military Leadership style is significant to determine the level of motivation to the staff in the military. This is because during the entire life of a person, his or her ambitions keep on changing depending on the needs and the environment (Shannon, 2002). Therefore, the leadership style under which an individual works is a clear catalyst of motivation because it provides the social incentive as well as environmental settings that define the ambitions of the followers. Further, it has been realised that command-and-control leadership reduces ambition while worker responsibility increases ambition. As such, the leadership style should focus on developing ambition because it is a major motivating factor for specified job requirements (Udge, 2002) such as the military job. For instance, a military leadership style that is based on minimal supervision enables the staff to be motivated to trust their decisions. In this case, the workers have decision making responsibilities which make the whole team to be motivated to work. Consequently, where the leadership style offers both limited supervision and worker responsibility in decision making, the leader should consider goal, reward and recognition as motivation (Lewis et al., 2003). On the contrast, where the leadership style is highly supervised and command-and- control, there should be peer, authority, threat or fear motivation. Here, the motivation will be to be like others, adherence to policy and resist change. This means that there is high status quo dependency, and obviously the leadership style focuses on resisting change. As such, there is low efficiency as compared to the other forms of leadership. Conclusion Motivation is a central aspect of effective military leadership since it not only guarantees performance within a military organization but also ensures sustained effectiveness of the staff (Horn Walker, 2008). Social incentives play an important role in leadership success in an organisation. It develops the intrinsic motivation that makes the military officers highly productive. Where monetary incentives are used, maintaining motivation among the staff becomes hard since they work towards increasing their income. Social recognition, collaboration, talent retention and productivity and reinforcing the shared culture are the social incentives that can be used to motivate military personnel. However, friendship at the workplace should be upheld as it fosters learning among the officers and it also makes it easy to identify small problems at the work place. Therefore, in the case of military training together in one country, there is a need for leadership efficiency. As such, motivati on should only be extended to social recognition, collaboration, talent retention and productivity and reinforcing the shared culture. References Bonnie, G., 2008. The Oxford Encyclopedia of Women in World History. Oxford, UK: Oxford University Press. Cromwell, S., 2004. An examination of work-environment support factors affecting transfer of supervisory skills training to the workplace. Human Resource Development Quarterly, 15(4), 449-71. David, B., 2012. Social recognition or perks: Which is a better incentive in the workplaceHarvard Business Review. Deci, E. L., Koestner, R., Ryan, R. M., 1999. A meta-analytic review of experiments examining the effects of extrinsic rewards on intrinsic motivation. Psychological Bulletin, 125(6), 627–668. Eccles, J. S., Wigfield, A., 2002. Motivational beliefs, values, and goals. Annual Review of Psychology, 53(1), 109–132. Foti, R.J., 2007. Pattern and variable approaches in leadership emergence and effectiveness. Journal of Applied Psychology, 9(2), 347-355. Gospel, H. Palmer, G., 1993. British industrial relations. London, UK: Mansell Publishing Limited. Guay, F., Chanal, J., Ratelle, C. F., Marsh, H. W., Larose, S., Boivin, M., 2010. Intrinsic, identified, and controlled types of motivation for school subjects in young elementary school children. British Journal of Educational Psychology, 80(4), 711–735. Hoffmann, S., 2007. Classical Motivation Theories – Similarities and Differences between them. Munchen: GRIN Verlag Hodgkinson, A., 2003. Gender, part-time employment and employee participation in Australian workplaces. Employee Relations 24 (2), 129–150. Horn, B. Walker, W. R. (2008).The Military Leadership Handbook. Hamilton, ON: Dundurn Kaufman, B. E., 2004. Theoretical Perspectives on Work and the Employment Relationship, Industrial Relations Research Association. Lewis, P., Thornhill, A. Saunders, M., 2003. Understanding employment relations. New York, NY: Financial Times Prentice Hall. Nahapiet, J. Ghoshal, S., 1998. Social capital, intellectual capital, and the Organisational advantage. Academy of Management Review, Retrieved May 23, 2011 from http://www.hkbu.edu.hk/~vwschow/lectures/ism3620/rp01.pdf Rath, T. Clifton, D.O., 2004. The power of praise and recognition. Gallup Management Journal, Retrieved May 23, 2011 from http://gmj.gallup.com/content/12157/power-praise-recognition.aspx. Robison, J., 2006. In praise of praising your employees. Gallup Management Journal, Retrieved May 23, 2011 from http://gmj.gallup.com/content/25369/Praise-Praising-Your-Employees.aspx Shannon, B., 2002. Elite Executives in Issues Management: The Role of Ethical Paradigms in Decision Making. Journal of Public Affairs 2(4): 270-283. Udge, T.A., 2002. Personality and leadership: A qualitative and quantitative review. Journal of Applied Psychology, 8(7), 765-780. How to cite To what extent can motivation be used as a leadership tool?, Essay examples

The Trade Development In Gotland & Great Zimbabwe Essays - Gotland

The Trade Development in Gotland & Great Zimbabwe Yanir Seroussi Social Studies 4/11/96 There were many differences and similarities between the ways trade has developed in Gotland and in Great Zimbabwe. In this essay I would discuss the most important ones, that can indicate something about trade development in other places in the world. The time span in which trade has developed and came to its highest level in both places was about the same. In Great Zimbabwe it was between the 10th and the 16th centuries. In Gotland it started in the Vikings age end (9th century) and ended in the 16th century. The trade was reduced radically after these eras have passed. The main reason for it in Great Zimbabwe was social and environmental reasons_Great Zimbabwe was abandoned. Another reason is that the Portuguese began exploring southeast Africa and made colonies there, that weakened the Shona Kingdom even more. In Gotland the trade amounts were reduced because it stopped being an independent island_it was vanquished by its enemies. The conquering of a place could affect the trade and its development for the worse. The geographical locations in both places have affected the trade development. Both places have coasts. In Gotland, which is an island, it was probably hard to create trade connections when the ships were not so developed. When the ships were more advanced, Gotland was used as a trade station_ships from the Baltic area got equipped and traded with the Gutar. Great Zimbabwe is found in the mainland but it is close to the coast. Great Zimbabwe's region contains many gold resources and it is a good agricultural zone. The location of an area and the resources in it could affect the trade and its development tremendously. The markets that the merchants in each place traded with were ones that the best way to reach them was by sailing. The people from Great Zimbabwe used the winds that are blowing in the Indian ocean and the Arab sea to navigate to the places they traded with. The places are: southern Arabia, India, China. The Gutar traded with ships that came to Gotland from the Baltic area. In the golden age of the trade in Gotland the Gutar have reached to places all over Europe and even to the Mediterranean sea countries. Both places have traded with countries of their areas since the ships were not so well developed at that time_unlike today, they were not good and safe enough for very long sails. In the past an access to a sea or an ocean could affect the trade and its development. The goods that were traded depended on the resources available in each place. The goods traded by the merchants from Great Zimbabwe were: ivory, gold, and iron. It was easy to get these materials there_gold and iron were produced from ores, and the ivory was taken from the elephants that were common there. The merchandise in Gotland was: sandstone, wax, furs, amber and picture stones. The people got sandstone from quarries, furs from animals, and made wax, amber and picture stones from materials that were prevailing there. The more needed or valuable the goods were, the richer the traders became. The religion in both places was an important part of life and trade. In Gotland religion affected the trade in each one of the eras_Christianity and pagan. In the pagan time picture stones were used, among other things, for religious ceremonies and they were exported from Gotland to the countries of the Baltic. When Christianity appeared in the area, the Gutar have exported wax, which is used for candles in churches, to all of Europe. Some say that religion was the most important thing in Great Zimbabwe's society and therefore it must have affected their whole life_including trade. Christianity has made the trade of Great Zimbabwe weakened since it came with losing their independence. The people of Zimbabwe have lost their culture and religion and became less united as one nation_these are usually the effects that a forced change in a nation's culture and religion can bring, the Portuguese have done this in other countries, too. The Portuguese have also taken over the trade_it made the people of Zimbabwe more demoralized and less wealthy_they were too weak to keep their culture and religion. Religion can have good effects and bad effects on trade. To conclude I can say that the way trade develops in different areas depends on many things and there are similarities in the general effects on the amount of trade and how good it is. The small details are not very important_like if the goods traded are ivory or