HSC PharmacologyTerm Project Assignment Example | Topics and Well Written Essays - 1000 words

HSC PharmacologyTerm Project - Assignment Example The treatment has been somehow demanding due to the fact that P. falciparum develops resistance to any new medicine discovered to treat malaria. Due to this several pharmacological agents have been set in different times to cure malaria. Other plasmodium species that cause malaria are P. vivax, P. Ovale and P. malariae. Chloroquine also known as 4-aminoquinoline has been used to treat malaria caused by falciparum species in the malaria prone areas until this parasite developed a resistant to it. Chloroquine is a weak base that concentrates after mixing with the lysosome of the parasite, probably through parasite-specific drug concentrating mechanism. It’s a weak base and its concentration increases in the lysosome of the parasite probably through parasite –specific drug concentrating mechanism. After infection the parasite digests the hemoglobin forming ferriprotoporphorin IX known as haem which is very toxic to the parasite. However the parasite contains plasmodialhaem polymerase that converts haem to a red pigment associated with malaria referred to as haemozoin, harmless to the parasite. Chloroquine inhibits this enzyme and thus accumulation of haem destroys the parasite by membranolytic action. Moreover chloroquine intercalates in the parasites DNA and also causes fragmentation of its RNA. Chloroquine can be used for clinical cure where it lowers the effect of fever and destroys all the parasites in the blood in 24 hours as well as control method. Chloroquine is only a fundamental treatment for P. falciparum infection and not for P.vivax or P. ovale since the latter contain hypnozoites in the exo-erythrocytic phase that lead to clinical setback attack. However progaunil is combined with it to prevent these relapse in chemoprophylaxis. Due to the resistant nature of P.falciparum maloprim is combined. Apart from

AP language rhetorical terms list Essay Example for Free

AP language rhetorical terms list Essay Look up the words and fill in the chart as best as you can. Some of the terms are review and some are new. We will use this list throughout the year so keep an updated copy with you in class. You may choose to make note cards for study but they are not required for a grade. Periodically, you will be quizzed on how well you know the terms by using in your writing and recognizing in text. Terms When do I use it? Define it Can I recognize it? Can I use it in my writing? ad hominen argument appealing to feelings or prejudices rather than intellect ad populum fallacious argument that concludes a proposition to be true because many or most people believe it. allegory literary device The representation of abstract ideas or principles by characters, figures, or events in narrative, dramatic, or pictorial form. alliteration style The repetition of the same sounds or of the same kinds of sounds at the beginning of words or in stressed syllables allusion rhetoric device reference ambiguity tone Doubtfulness or uncertainty as regards interpretation analogy Similarity of functions or properties; likeness antecedent grammar A preceding occurrence, cause, or event. antithesis opposite aphorism A tersely phrased statement of a truth or opinion; an adage apostrophe The direct address of an absent or imaginary person or of a personified abstraction, especially as a digression in the course of a speech or composition. attitude essay A state of mind or a feeling; disposition atmosphere A dominant intellectual or emotional environment or attitude begging the question type of informal fallacy in which an implicit premise would directly entail the conclusion; in other words, basing a conclusion on an assumption that is as much in need of proof or demonstration as the conclusion itself chiasmus A rhetorical inversion of the second of two parallel structures clause A group of words containing a subject and a predicate and forming part of a compound or complex sentence. colloquialism Characteristic of or appropriate to the spoken language or to writing that seeks the effect of speech; informal. conceit A favorable and especially unduly high opinion of ones own abilities or worth. concrete detail Specific details that form the backbone or core of the body paragraphs. Synonyms for concrete details include facts, specifics, examples, descriptions, illustrations, support, proof, evidence, quotations, paraphrases, or plot references. connotation An idea or feeling that a word invokes person in addition to its literal or primary meaning denotation The action or process of indicating or referring to something by means of a word, symbol, etc descriptive detail devices A turn of phrase intended to produce a particular effect in speech or a literary work diction Word choice didactic ntended to teach, particularly in having moral instruction as an ulterior motive euphemism Mild expression in place of a severe one extended metaphor An extended metaphor, also called a conceit, is a metaphor that continues into the sentences that follow. It is often developed at great length, occurring frequently in or throughout a work, and are especially effective in poems and fiction. false analogy An informal fallacy applying to inductive arguments, in which the similarity in one respect of two concepts, objects, or events is taken as sufficient to establish that they are similar in another respect in which they actually are dissimilar figurative language Language that communicates ideas beyond the ordinary or literal meaning of the words. figure of speech A figure of speech is a use of a word that diverges from its normal meaning, or a phrase with a specialized meaning not based on the literal meaning of the words in it such as a metaphor, simile, or personification. genre A category of artistic composition, as in music or literature, characterized by similarities in form, style, or subject matter hasty- over/ generalization A general statement or concept obtained by inference from specific cases homily genre type of sermon, serious talk, speech or lecture hyperbole exaggeration imagery Visually descriptive or figurative language, esp. in a literary work inference/ infer A conclusion reached on the basis of evidence and reasoning invective diction Strong use of language used to attack irony/ironic The expression of ones meaning by using language that normally signifies the opposite, typically for humorous or emphatic effect verbal Relating to or in the form of words situational A term denoting a tactic or combo that can only be used under certain circumstances and cannot be done in a neutral state where both characters are on the ground. dramatic Sudden or striking juxtaposition The fact of two things being seen or placed close together with contrasting effect language The method of human communication, either spoken or written, consisting of the use of words in a structured and conventional way loose sentence A loose sentence is a type of sentence in which the main idea is elaborated by the successive addition of modifying clauses or phrases. metaphor in literature and rhetoric, an analogy between two objects or ideas, conveyed by using a word instead of another word metonymy Metonymy is a figure of speech in which a thing or concept is called not by its own name but rather by the name of something associated with that thing or concept. mood the affective setting of a piece of literature narrative A narrative (or story) is any account of connected events, presented to a reader or listener in a sequence of written or spoken words, or in a sequence of (moving) pictures. narrative devices Methods to help convey the message in the story narrative technique The methods involved in telling a story; the procedures used by a writer of stories or accounts. Narrative technique is a general term (like devices, or resources of language) that asks you to discuss the procedures used in the telling of a story. onomatopoeia the use of imitative and naturally suggestive words for rhetorical, dramatic, or poeticeffect. oxymoron a figure of speech by which a locution produces an incongruous, seemingly self-contradictoryeffect, as in â€Å"cruel kindness† or â€Å"to make haste slowly. † paradox a statement or proposition that seems self-contradictory or absurd but in realityexpresses a possible truth. parallelism Parallel comparison parody Mocking imitation pedantic tone Overly scholarly, academic, or bookish periodic sentence A periodic sentence is a sentence that is not grammatically complete until the final clause or phrase. Personification the attribution of human nature or character to animals, inanimate objects, or abstractnotions, especially as a rhetorical figure. persuasive devices Techniques the author uses to influence the way you feel persuasive essay Persuasive writing, known as creative writing or an argument, is a piece of writing in which the writer uses words to convince the reader that the writers opinion is correct with regard to an issue. point of view(know all) narrative mode, the perspective of the narrative voice; the pronoun used in narration post hoc fallacy Post hoc ergo propter hoc, Latin for after this, therefore because of this, is a logical fallacy (of the questionable cause variety) that states Since that event followed this one, that event must have been caused by this one. prose Prose is a form of language which applies ordinary grammatical structure and natural flow of speech rather than rhythmic structure (as in traditional poetry). red herring Red herring is an English-language idiom, a logical fallacy that misleads or detracts from the issue. It is also a literary device that leads readers or characters towards a false conclusion, often used in mystery or detective fiction. repetition Repetition is the simple repeating of a word, within a sentence or a poetical line, with no particular placement of the words, in order to provide emphasis. rhetoric Rhetoric is the art of discourse, an art that aims to improve the capability of writers or speakers that attempt to inform, persuade, or motivate particular audiences in specific situations. rhetorical appeal Ethos, pathos, logos logos Originally a word meaning a ground, a plea, an opinion, an expectation, word, speech, account, reason, ethos Cultures guiding ideals pathos Appealing to the audience’s emotions rhetorical features his may involve the use of elaborate words or phrases that create a particular set of sounds. Perhaps puns, double meanings,alliteration, assonance or unusual grammatical forms may be used. rhetorical modes describe the variety, conventions, and purposes of the major kinds of writing. compare/ contrast Evaluate differences and similarities definition Expressing the nature of something cause/effect Cause is why something happens and effect is what happens division/ classification Organize into category example/illustration or type of composition intended to give information about (or an explanation of) an issue, subject, method, or idea. exposition type of composition intended to give information about (or an explanation of) an issue, subject, method, or idea. process analysis A method of paragraph or essay development by which a writer explains step by step how something is done or how to do something. argumentation/persuasive Social influence description a statement, picture in words, or account that describes; descriptive representation. rhetorical question A rhetorical question is a figure of speech in the form of a question that is asked in order to make a point. rhetorical situation The Rhetorical Situation is the context of a rhetorical event that consists of an issue, an audience, and a set of constraints. sarcasm harsh or bitter derision or irony. satire a literary composition, in verse or prose, in which human folly and vice are held up toscorn, derision, or ridicule. simile a figure of speech in which two unlike things are explicitly compared sentence structures Grammatical arrangement of words in sentences simple Easy to understand compound combinations of two or more elements complex In general usage, complexity tends to be used to characterize something with many parts in intricate arrangement. inverted word order style variation in language use to which social meanings are attributed stylistic devices In literature and writing, a stylistic device is the use of any of a variety of techniques to give an auxiliary meaning, idea, or feeling to the literal or written. syllogism a piece of deductive reasoning from the general to the particular symbol/ symbolism something used for or regarded as representing something else; a material object representingsomething, often something immaterial; emblem, token, or sign. synecdoche a figure of speech in which a part is used for the whole or the whole for a part, the special for thegeneral or the general for the special syntax the study of the rules for the formation of grammatical sentences in a language. theme the unifying subject or idea of a story thesis Central argument tone a literary technique which encompasses the attitudes toward the subject and toward the audience implied in a literary work that is compatible with the other drive transition general aspects of writing style that signal changes in a story understatement Understatement is a form of speech which contains an expression of less strength than what would be expected. litotes In rhetoric, litotes (or) is a figure of speech in which understatement is employed for rhetorical effect, principally via double negatives. meiosis reproduction wit Wit is a form of intelligent humour, the ability to say or write things that are clever and usually funny.

Experience In Giving Oral Care

Experience In Giving Oral Care Reflection is the process of reviewing an experience in order to describe analyse, evaluate and so inform learning about practice (Reid 1993).This essay will reflect on the importance of; and the experience I gained whilst giving oral care on a student placement simulation using a reflective model. Jamieson et al (2002) believe mouth care is the use of a toothbrush and paste to help patients recover and reduce risk of infections, communicate better, eat more easily and maintain dignity. Yet, it is also a role which too often delegated to health care assistants. I chose this area to highlight its need and the scope of opportunities in learning it has provided in improving my skills in practice. There are different models of reflection one of which is Gibbs (1988). On this occasion, Gibbs model will be used as a framework in guiding me, because it focuses on different aspects of an experience and feelings, and exploiting it fully will be more appreciated. Description I was part of a placement simulation group which went to the multi-skills laboratory to practice mouth wash. I was assigned a colleague to brush his teeth using a toothbrush and paste. I put on gloves so as to prevent contamination with body fluid. Seeking his consent, I undertook a brief  visual assessment of  the health status of his mouth. I then put him in a comfortable position so as to tolerate the wash. Thereafter, I cleaned all-round the mouth, gums and tongue. I finished off with mouthwash. I treated  my partner as though he was physically unable to hold the brush himself  to scrub his own teeth, but he was able to communicate with me and was able to assist me in terms of spitting and gargling with water at the end of the procedure. Feelings My immediate concern was I had not brushed anyones teeth outside of my family before and hence, how my partner will behave (Dowling, 2006). Although alert and dignified, I felt in giving mouth care, both the carer and patient are put into a state of uncertainty, embarrassment, inadequacy and a sense of intrusiveness to their privacy (Lewis, 2006; Sturdy, 2007). I became helpless with his facial expression shown no trust in me. Rungapadiachy (1999) defines trust as being honest, open, sincere, supporting and dependable, genuine, warm and accepting. Our reaction put us on the high score scale of Millon (1994), Hesitating (Reticent) pattern of behaviour. In spite of my concerns, I felt comfortable in completing the task. Evaluation Reflecting on or in action is becoming a great learning tool This experience taught me that, oral care provides any nurse with an ideal opportunity to undertake a thorough physical, emotional and cognitive assessment of a patient (DOH, 2001). I was pleased to find that, no injuries were sustained as I checked mouth prior and after. Also, I was pleased my communication skills improved and the therapeutic relationship built up; and with the knowledge I got from supporting literature formed the foundation of my learning and practice. Burnard (2002) suggests that a learner is a passive recipient of received knowledge, and that learning through activity engages all of our senses. From his feedback, I understood feedback is an important learning tool. One crucial point to come from some recent research (Burke, 2009) is that many students do not know how to use feedback as many have never been taught how to do so. However, the experience highlights the complex problems I have to solve in practice and the provision of care needs to patients for whom I may not have had contact with before. Although this task caused me discomfort and added pressure in the short term, I realise that it was a very significant event in my studies. Analysis WHO (2010) describes a healthy mouth as being free of chronic mouth and facial pain; and helping patients/service users to meet their hygiene needs is a fundamental component of nursing care (Essence of Care, 2003). In 2007, 50% UK adults attended an NHS dentist. Older people in residential homes were at risk of infection, with infection identified in 80% of one study population (Holman et al, 2005). The care of a patients mouth forms an important component of assisting hygiene needs and yet is an aspect of practice which is not always afforded the attention it fully deserves (Evans, 2001).It is now clear that, mouth care is important and that, nurses have a role in assessing and maintaining it (Malkin, 2009). The task identified encouraging people to acknowledge their intuitive capacity helps them to appreciate their strengths and weaknesses (SWOT). Jasper (2003) regards SWOT analysis as getting to know ones self. The understanding of our skills and abilities and the awareness of where our limits lie is seen as crucial to being able to act as a professional practitioner. My confidence grew and got more interested, encouraging him to do as much as he could. Jackson and Mannix (2001) note that amount of interest the nurse shows in the learning needs of the student and the key role he or she plays in their achievement are essential to the students development. Conclusion I feel that the whole process went on smoothly. Caring for a patient requires a relationship and empathy. By developing collaborative relationship with patients, I can provide prompt and focused interventions which can limit illness. Nonetheless, it has raised awareness the effects of others on my practice. Action Plan At the moment, I read more books a day than practice. My aim is to be proactive in the future by promptly opening up through total participation and doing more practices on regular basis. I aim to develop the skill of emotional resilience to be able to deliver and receive any care or learning activity by keeping diaries of events and reflecting on them. Conclusion My belief now is brushing teeth loosens and removes debris trapped in the spaces and prevents the growth of plaque which habours bacteria and that; nurses have a role to play in mouth care. Due to my lack of experience in care and the job title of student nurse, I perceived that most sessions would run in a lecture format. I now believe practical skills development using reflection is as important as lecture tuition although, Quinn (2000) believes most students and many professionals note that learning acquired from placement experience is much more meaningful and relevant than that acquired in the lecture room. The process of learning I went through is more complex than Gibbs suggests. It is not as cyclical as this model implies and I found myself jumping or combining some stages, before coming back. However, it has taken me out of my comfort zone, challenging my thinking.

C. S. Lewis’s We Have No Right To Happiness :: We Have No Right To Happiness

Everybody in this world has the right to happiness. However, I don’t think we should seek our happiness by all means. I don’t agree that people should be selfish in order to get whatever they want. I’m not saying that there aren’t any selfish people in this world, but some people are more selfish than others. So we need to have some balance in what we want and what would make us happy. Also we need to make sure that we don’t burden ourselves for the sake of others’ happiness. Therefore, I’m not convinced that Mr. A and Mrs. B did the right thing; also, I know that sometimes we may give up our right to happiness to please others, and sometimes we have to do whatever it takes to meet our happiness. First, I didn’t agree with Mr. A and Mrs. B’s actions in C. S. Lewis’s essay, "We Have No 'Right To Happiness". Therefore, I don’t think that Mr. A should have left his wife because she was not beautiful any more. Of course, maybe there is another side of the story that made him leave his wife. Also I didn’t think that Mrs. B should leave her husband, when he lost everything. However, the way Lewis presented his story is to convince me that they are very bad people. Overall, they justify their behavior simply by saying they have the right to happiness. Even though Lewis presented them very badly in his story, I’m not in a position to judge others’ actions. However, I’m not totally convinced that these are the people to leave their spouses. So no matter where they go, they may still find the same situation. Because that is life, and life can change any time. I also know that sometimes I need to give up my right of happiness for others. For example, there was a man on a boat along with other men. And there was a quarrel on the boat. As a result, everyone was given a place. So the man decided to dig a hole at his place, justifying that by saying that is his right and place. So if they allowed him, they all would be in danger. And if they prevented him, they would have denied his right .In this case, I personally think that man should give up his right for the sake of others. Of course, you may not agree or consider the right to dig a hole at that man’s place, but

Management and Leadership Models Essay

As Regional Director for Happy Face Frozen Foods (HFFF), I hold a great responsibility to meet sales projection levels at each of my sales districts. Hitting goal is not just a numbers game- it’s a task of managing people within the culture of the organization. My ultimate goal for District IV and district manager Tony’s performance deficiency is to diagnosis issues and problem areas. Multiple management/leadership models and concepts are needed in order to shift this district to become profitable and successful. PERFORMANCE MODEL Skills, Abilities, Traits Tony appears to have a lack of effort, despite being young, aggressive, talkative, appears to be intelligent, and was a top sales representative. I questioned his work ethic capabilities, but the Myer Briggs Type Indicator says we are polar personality opposites as he is an ISTJ and I am an ENFP. In general, his type explains why his apparent lack of effort is actually  his â€Å"introverted† and â€Å"sensing† personality; Tony self-reflects, works alone, thinks before acting, keeps energy inside, is hard to read, and verbalizes well though out ideas, concern for present and practical matters, likes things to be precise and clear, and wants step-by-step approaches. I had promoted him despite of his tendencies towards coercion and party reputation, which seemed to be a lack of cooperation skills and professionalism. Again, his type explains these traits of Tony’s â€Å"thinking† and â€Å"judging† personality; he finds it easy to be firm-minded and give criticism, brief, concise and impersonal, uses pros and cons lists, doesn’t like surprises, resist or does not notice change, and wants advanced warning. As a top manager his thinking process is great for following rules and procedures, but as a leader of his district he needs to improve all traits involving interaction with people. In order to compliment Tony’s personality traits with my own, I must reduce perceptual errors with a self-understanding of how our opposing traits interact. Tony’s sensing type needs intuitive types at work to see possibilities, deal with complex issues, explain other intuitives, and spark innovation. His thinking type needs intuitive types at work to persuade, smooth feathers, teach and coach, and anticipate reactions. Tony has several of the Kirkpatrick and Locke Leadership Traits to facilitate success, which include drive, self-confidence, cognitive ability, and knowledge of the business, but Tony’s sales team is hesitant to discuss his performance as a manager. A person does not become a leader by virtue of the possession of some combination of traits; therefore, with proper action Tony can transform those traits toward becoming a successful leader. Tony has three factor categories of leadership to accomplish, which include managing skills, vision, and implementation. I can provide Tony with specific guidelines for goals, objectives, and situations so he will have the managing skills for decision-making and problem solving. To improve his vision of the company, I can train him in the importance of the Big Five personality traits to become extraverted, conscientious, open, less neurotic, and agreeable. I can teach Tony how to apply the MBTI types among  his subordinates and myself, so he can properly implement his vision to the team through team building, motivation, and training. His efforts will increase their trust in his abilities and be more likely to give proper feedback in the future. Role Perceptions Inappropriate behavior concerns in Tony’s district arise from sexual harassment complaints, unwanted nicknames, mixture of work and personal relationships, and name calling shows that action for ethical conduct is lacking. Because Tony is involved in some of the unethical action, a quick response is needed at the management and subordinate level. Nielson’s guidelines for changing unethical organizational behaviors are not easy, but start with an intervention strategy implemented by corporate guidelines and myself. Caution should be used as I could be misled on details, and do not want to damage relationships and hurt the organization unnecessarily. The advantage of leading an ethical change increases incremental performance, but must include Tony in the process of establishing ethical rules and procedures in order to implement long-term. Rallying others to agree for the good of the organization takes consensus building through patience and relationship building, and can happen with ability and courage. Tony perceives his abilities for his own â€Å"book of business† as a successful sales person to be a major part of his job requirement. As a superior, my perception of his skills and traits lack the ability to manage his people, and his personal success makes me doubt his capabilities even more as he ignores his job requirements to train and coach his sales team, especially the two brand new employees. Tony needs to understand the importance of socialization practices, and appreciate the problem of transitioning a new employee. To prepare Tony in the training of his team, helpful mechanisms to utilize change are found in the elements of Schein’s organization socialization, which include basic goals, preferred means the goals are to be attained, basic responsibilities of the members, behavior patterns required for effective performance, and a set of rules to maintaining identity and integrity. New entrant should have multiple sources, whether official literature,  examples set by Tony and other employees, direct instruction, rewards and punishment system, and experimenting with new values and behavior. Success of socializing techniques depends on the initial entry of the organization and what Tony does to keep them. He must build commitment and loyalty early in the socialization process by investing time and effort into the new members, and since the two new hires have already been introduced to a laissez-faire style of management, Tony’s efforts need to be well prepared. Establishing socialization is included through training opportunities to Tony to train his sales team, giving Tony a formal role definition and the guidelines to defining his subordinates roles (which he will appreciate as an ISTJ), giving Tony a performance appraisal and future personal goals to improve, and to coach Tony the norms of a successful manager. The Determinant of Person Perception describes Tony’s situation as an ineffective leader based on the perception of his subordinates, which is influenced from the mixture of Tony’s and the subordinate’s characteristics. His ineffective leadership mixed with the subordinates lack of direction has created an Organizational Citizenship Behavior that allows discretionary behaviors based on personal choice within the workforce; several of the current norms that are being utilized and promoted under Tony’s supervision include tardiness, teasing, competitiveness, ignorance of complaints and concerns, inclusion of personal life and work, and individuality. These structureless norms and values are dangerous to the well being of Tony’s district as he does not understand his role as a leader to structure right and wrong norms, pivotal norms and values should be made clear in order to survive. The norms and values that should be implemented include trust, honesty, integrity, empathy, respect, teamwork, separation of life from professional work, and the total changes should keep 60-70% of operations stable in order to keep the organization running smoothly. The Simple Change Process has three phases to implement desired norms and values; the Unfreezing Phase includes immediate action between myself and Tony to establish how he wants the team to operate, create rules and procedures to follow, and to reprimand actions that are breaking current rules. The Moving Phase includes actions  for Tony to model new norms, train and educate the rest of the team, and provide incentives for following the new behaviors. The final process in the Refreezing Phase involves more rewards systems, standardization, and implementation of the new structures. Even if the perception of Tony’s lack of effort is a symptom of his set characteristic traits, I also need to understand as his supervisor the Self-Concept Theory of Motivation. The idea that humans are self-expressive, motivated to maintain and enhance self-esteem and self-worth, self-concepts are composed in part of identities, and this behavior isn’t always related to clear expectations or to immediate or specific goals. Tony is no different and also holds inner motivations that are not easily seen, I need to get to know him better before the districts sales meeting next month to understand his motives and actions. His current performance has demonstrated low results for the higher expectations I demand; if Tony does not have some expectation to work for, meeting my expectations is difficult and is a lose-lose situation. To give Tony direction, we can practice the Goal Theory to link Tony to specific and challenging goals with appropriate feedback for Tony to know ho w much effort to contribute in order to achieve increased task performance, and to understand what expectations to meet. Any theory or concept Tony learns can be applied to relationships with his subordinates, but will be difficult to implement with the current presence of Learned Helplessness. Tony has set such high expectations for performance and punished employees both by disregarding and berating employees publicly; his employees have become passive from repeat failures and will most likely remain passive even after changes are made. Organizationally Induced Helplessness is evident as the attribution to failure leads to behavioral influences, and Tony’s subordinate, Britni, is clearly suffering from substance abuse and practices it in the workplace openly. Because the negative environment has forced employees to shut down mentally, the operation of Self-Fulfilling Prophecy is not in effect here as Tony places high expectations, and they are not performing better because of these expectations. The factor missing in order to for the prophecy to work in Tony’s environment is more input from Tony to teach his subordinates to  reach the expectations he sets. To stop influencing negative behavior and start influencing positive attributions, organizational goals need to be easier to obtain and set clearly by Tony, because subordinates who stopped trying have already decided goals are impossible to reach such as the case with Melanie who was forced to structure her sales route by herself. Minimizing OIH can be done through multiple strategies: immunization that sets specific levels of success can begin with the new norms and values that will be set through the Simple Change Process, rewarding those who follow quickly. Attribution Training will direct failure away from internal fault and toward external conditions, and Ego Defense will develop attributes so if Tony continues to berate his employees, they will learn to not let it threaten their self-esteem. Performance Goals Tony punishes Big Ron’s performance for not getting the product out ahead of schedule is an example of Tony’s need for the Goal-Setting Concept, which assigns employees a specific task, quota, performance standard, or deadline. The use of punishment to affect behavior has negative consequences of modifying an employees behavior, such as a short-term effect, resentment of the punisher, negative aftereffects, doesn’t reinforce desired heavier, and creates an atmosphere of fear. Tony may punish too soon because of lack of training on my part, not aware of alternatives, looking for quick solutions, personal gratification, out of frustration, or believe it is the best way to change behavior. The misunderstanding of the product schedule time between Big Ron and Tony is directly attributed to miscommunication and a lack of goals. Big Ron perceives his goals to be only within the processing plant, Tony communicates his goals to be overseeing Big Ron’s operations and delivering the product. A helpful mechanism would for both to work together as a team and manage by objectives from each side. Tony and Big Ron need to use Participative Goal Setting and set specific and difficult goals together to lead to higher performance and relationship building. Merely telling Big Ron to â€Å"do his best† and to be supportive would be sufficient, but the best gain  comes from a set standard. They can also hold Management By Objectives â€Å"assignment† sessions to discuss what each side’s efforts will include. If Big Ron knows why Tony wants the products early, he can then communicate that status knowing Tony really needs that information. If Tony knows why Big Ron can’t get the products out sooner, he can then exert efforts to help Big Ron. When the task is done, a final performance appraisal feedback session will give each side a chance to voice actions that worked, need changing for future projects, and to give constructive feedback for the other person. This will build a climate of trust, and shows an acceptance of goal failure. Based on head quality control engineer Daniella’s visit with the sales force informal leader Bill Gates, is uninvolved with his job at HFFF with multiple side interests. Bill needs to get involved, and since he is in a leadership position can be given roles to support the sales force and himself by taking their performance under his accountability. If workers have a chance to participate in setting goals, they will be more committed to attaining those goals. If larger goals are broken down into short-term goals, workers will receive more frequent feedback about goal accomplishment and, thus, strive harder to meet those goals. A list of good goals similar to what Bill can make could include setting specific short and long term sales goal quotas, to create friendly competitions within the sales team, for individuals to talk to a certain number of clients or make a certain number of presentations, to meet with each sales rep individually to hear progress reports, and many more. The SMARTFIC model is a good checklist to prepare Bill to present Tony a plan of action within the sales force team. To start, Bill rates himself on scale of 1-5 on each goal setting area: specific, measurable, attainable, realistic/rewarded, timely, feedback, integrated/intermediate, and challenging/clear. He can keep or change the specificity or attainability of each goal based on the scale results, and once the goals are presented and approved by Tony, Bill can implement among the team. Intrinsic and Extrinsic Rewards Along with Bill’s goal setting for the sales team, rewarding Bill and team members based on bonuses and commission compensation will motivate the implementation to be successful. Tony could also be motivated to perform better if he was given a bonus for getting positive evaluations, as a demonstrator at a recent training program recently evaluated him negatively. To pinpoint the best reward system for Tony, I can use the Modifying On-The-Job Behavior concept to first identify target behavior, such as his need for procedure. The second step is to perform an Antecedent, Behavior, and Consequence (ABC) functional analysis to identify Tony’s trigger for needing procedure and when he uses this behavior. The third step arranges antecedents by removing obstacles, providing opportunities, appropriately scheduled consequences, such as unexpected events that cannot be controlled or sporadic behavior from others. The fourth and final step evaluates the results to find how to imple ment more procedure-based structure within Tony’s environment and utilize his best behaviors. This analysis also needs to be implemented by Tony onto his employees so they see that he appreciates their well being and can develop trust with him on other issues. Hertzberg’s Motivation Theory says if there is job dissatisfaction, the hygiene factors must be addressed before motivating employees. Tony’s team holds many hygiene factors in their workforce situation, including inappropriate subordinate work and personal relationships initiated by Tony, personal life issues addressed at work with Britni and Bill, poor supervisor relations among everyone, laissez-faire work conditions, and a lack of organization policy. Once they work through the hygiene factors, Tony can then motivate his team by setting goals for achievement, recognizing their achievements and efforts, giving them responsibilities, and chances for growth to contribute to their job satisfaction. The better the team is satisfied, the better job they can all provide. Tony created tension in his district when he hired his college buddies based on their personal relationship, and will have to overcome judgment and the tension by making his sale rep friends work hard to e arn their keep. In order to do so, Tony needs a standardized set of job dimensions and outcomes to give them, as outlined in the Job Characteristics Model. This concept gives core job  dimensions that can include skill variety, task identity, and significance to specify the sales reps various duties ranked by importance, levels of autonomy to make informed and unforced decisions on their own, and proper feedback in the form of evaluations from other subordinates or myself, instead of Tony because of their personal relationship. These dimensions lead to critical psychological states that provide experienced meaningfulness of the sales reps work, responsibility for their own works outcomes, and knowledge of their actual results. The process finally leads to personal and work outcomes that result in high internal work motivation that produces quality work performance and satisfaction, and proves their worth of working with the other subordinates while holding respect for Tony despite his initial favo ritism. Melanie complains that nobody, especially Tony, listens to her concerns, and is frustrated with the competitive and inefficient environment. While she may just be a complainer, Tony can quickly implement One Minute Praising to praise Melanie immediately when she should be appreciated, be specific about her finding an inefficiency in the training programs, share feelings of how her ideas could impact the team, and encourage her to find ways to make training programs more productive. This could help Melanie to not feel so ignored, especially if she is praised for something that is obviously a concern for her. When she begins to be more positive, her negativity will change in front of other employees and they wont ignore her as much. Tony can easily use this on all employees and voice his support for positivity to encourage the concepts use amongst the subordinates. If Melanie continues her complaining and negativity, Tony can use the One Minute Reprimanding to reprimand the complaining immediately, be specific about what she has said, share feelings of how the complaining affects the team, and remind her how good of a person she still is. The concept assists Melanie to realize how her complaining affects her coworkers, and will end the behavior. Tony needs to fix his working relationship with Big Ron quickly in order to address the possible ecoli breakout issue that Big Ron had on the health inspector visit. Not only is the health risk an ethical issue concerning consumers, Big Ron’s action plan to blackmail the inspector is an alarming  example of a lack of internal procedures. To address both of these issues and to prepare for future situations, Tony needs a Contingency Plan to manage risk that could have catastrophic consequences. Contingency Strategies are a result of the contingency plan and are devised for a specific situation where things could go wrong, although they cannot predict future outcomes. Tony’s strategies need to include procedures for situations that can happen within the management office, at the warehouses, and other facilities and need to include the managers at each location for input of specific internal details. These strategies prepare the organization or the person for anything that could happen in future and are back up plans that support the organization when the actual plan fails. For positive reinforcement for the behavior to increase, Tony must apply the strategy AND reward for something desirable or pleasant. The reward need to be individual-based in order to encourage employees to act ethically and receive personal recognition for their actions. Tony’s intricate involvement in Britni’s personal dating life and his friends looking for a good time is an example of negative reinforcement within the workplace. This involvement and his personal relationship with human resource manager, Margaret, are behaviors that need to be eliminated. I need to use the Coaching and Reinforcement Concept to tell Tony what to do to cease his involvement, show him how to change through role-play practice, then let him try to implement within the situations. I’ll observe his performance, and either praise his progress or redirect if it fails. A weakness in Tony’s relationship with his subordinates is a major issue in the balance of work performance. If the subordinates do not respond to Tony and he makes no initiative to manage his people, the district is at risk of failing and ruining sales figures. To create a trusting and open work environment, the PRICE System from Putting the One Minute Manager to Work says to pinpoint the performance area of interest, such as the subordinate/management relationship, then record and measure the current performance level on a graph. We must involve everyone to agree on  performance goals and strategies for coaching and evaluation, with extravert personalities on the team in charge of coaching, observing performance, and reporting to Tony to manage consequences. Tony and the team must then evaluate, track performance progress, and determine future strategies. The results of successful implementation of this system will strengthen the relationships between Tony and his subordin ates and eliminate the â€Å"fear† that is prevalent throughout the organization. Human resource specialist, Mary Ann, is enthusiastic about work-family balance and schedules of reinforcement concepts, but Daniella tuned her out during a recent visit. If employees and reporting superiors dismiss constructive ideas, the company may miss out on great progress opportunities and the employees who value change. The Reinforcement Appropriate Behaviors concept encourages hard working employees; if workers receive immediate reinforcement for their hard work, they will work harder than if their reinforcement is delayed. Frequent reinforcement of positive behavior and infrequent reinforcement of negative behavior results in higher performance. Workers will work harder if their reinforcements for work are somewhat random in either a variable interval or ratio. Mary Ann’s interest in Performance Model theories can be rewarded in the future based on this concept through praise and the responsibility to help host internal training sessions if we specifically provide her the proper way to relate them to her workforce. Her success could lead to creating reward programs and working with Tony to think of reward opportunities. Kerr’s Common Management Reward Follies says we hope for long-term growth, teamwork, challenging objectives, restructuring, and commitment to total quality, but we often reward quarterly earnings, individual effort, making the numbers, adding staff, and less than quality. Relatedly, Tony is reluctant to take charge of the sales team, but from afar demands higher levels of productivity. Tony is seeking simple quantifiable standards to measure but some aspects are highly visible and most aren’t, so a lacking view of performance factors and results doesn’t help break out of old ways of thinking. Since current rewards systems hardly exist, Tony must explore what types of behavior are currently being rewarded to positively reinforce  desired behavior. Equity Model The disturbing story of a possible kickback program involving sales manager, Jeff Daniels, and his stress related behavior is symptoms of the Equity Theory and Justice: The Concept of Fairness says Jeff must believe his is being treated fairly or his motivation will wane. Employees must evaluate their inputs in relation to their outcomes as compared to the inputs and outcomes of others to determine fairness, and inputs of employees on the job include enthusiasm, knowledge, innovation, and skills, while outputs include salary, satisfaction, recognition, and training opportunities. If the outputs of Jeff’s efforts are not equal to his inputs, he will find a way to make that mental equation balanced. If balancing to him means receiving under-the-table funds and lashing out on others as a consequence of a work-stress overload, then his promotion to International Protocol Specialist will only reward his unethical behavior and actions. Although the action of Mary Ann and Nelson arriving late to meeting with Danielle seems minor, this action sends the message that other business etiquettes are not important and will not represent the company at its best. The Reinforcement and Rewards concept says part of Tony’s job is to direct the behaviors of employees by providing appropriate rewards to reinforce the desired behaviors that lead to organizational effectiveness and success. Reinforcement stimuli Tony could incorporate for not only tardiness, but other common courtesies, include attendance awards and office-wide recognition, employee of the month awards with reasons attached to the award, and spontaneous cash awards for sighted acts of kindness. Effort-Reward Probability Although the ultimate Performance goals are nowhere near to be reached, there are good opportunities to reward good effort. The Effort-Reward Probability concept produces effort and follows Vroom in that abilities and traits can also multiply to determine performance. Examples have been provided with other models, but Steve Stricker aka â€Å"Mr. Insensitivity† deserves credit for his enthusiasm and attempt to correct a bad situation in the most efficient way possible. While his handling of the situation was not  the most desired, he still holds my respect enough to want him to supervise Tony’s district. The more good efforts we can multiply with good rewards, the better the performance the organization will gain. Satisfaction and V = Valence The majority of Tony’s workforce chooses to remain silent about most incidents that happen at work because the consequences of speaking up are higher. The Valence outcome of the Expectancy Theory model needs to be changed the most for this team as their value of rewards based on their needs and goals are low. The current valence level that I provide Tony, and Tony provides his subordinates can be rated a â€Å"0† as indifferent to the outcome of rewards, which is very much my fault for not encouraging a reward system to my own subordinate and setting the right example. I can start from my own practices to implement a rewards system specifically for Tony, and various programs for him to relay down to his team. COMMUNICATIONS Tony needs to improve his communication with subordinates in order to convey and receive information, gain acceptance for his ideas, maintain relationships with coworkers, establish trust, keep people involved in a project, to produce action or change. The change should include the climate of the workplace, as it is defensive, in the sense of the amount of control and superiority that is exerted from Tony’s competitive nature. In order to create a supportive climate, while allowing a friendlier competitive environment, Tony needs to encourage equality among the team and to practice empathy. He will also appear more reasonable if he learns to admit when he doesn’t know an answer, admits when he is wrong, and asks for help. When Tony ignores his employee’s requests for help and suggestions, his unrelated and tangential responses levels of listening serve as punishment to his employees for speaking. To display listening in the workplace, Tony must stop talking, show he wants to listen, empathize, go easy with arguments and criticisms, and again stop talking. He will encourage future interactions when he develops their trust. To practice the three elements of trust, Tony needs to show an inclination towards charity through  benevolence, practice integrity through a consistency of actions, values, methods, measures, principles, expectations, and outcomes. In ethics, integrity is regarded as the honesty of one’s actions and the ability to lead his team. To develop trust, he must demonstrate concern for others well-being and needs, be willing to see other peoples point of view, correspond between his words and deeds, and not be afraid to show emotion. When Tony received negative feedback from the recent training program, he most likely felt embarrassed and defensive. Tony needs effective feedback, he will not listen to the training program if we assume he should know what to do, evaluative, late, negative only, and punishing in the face of others at the program. In order for him to learn, it needs to be descriptive, specific, timely, and positive with the negative, and he needs to listen, check, clarify, and ask the feedback of others. There will be situations in the future similar to the miscommunication with Big Ron that will frustrate Tony, but he needs to make himself clear even if he is upset by managing from the HEART to convey his message to others: to be heard and understood, if disagreed with to not be made wrong, to be acknowledged for good, to look for right intentions, and to be told the truth with compassion. If he can correctly convey this message throughout a disagreement, relationships will be saved and solutions can be found. Tony should also remember to listen; two ears, one tongue, DM’s who don’t listen have less information for making sound decisions. Gibbs describes communication as a people process. The more supportive a climate is, the less defensive a person has read into distortion and can respond productively. A supportive climates in Tony’s relation with Big Ron can include descriptions of updates at the facility, problem orientation to seek mutual solutions to get products out early, with no hidden agenda from fear of reprimand, empathy for each other’s position, equality in interaction, and provisionalism of always seeking new information outside of personal knowledge. LEADERSHIP Traits Approach My perceptual distortion of Tony’s capabilities can be further discussed through Leadership Traits, which can describe Tony’s drive, personalized leadership motivation to be in charge, honesty and integrity, self-confidence, cognitive ability, and knowledge of the business. These are great leadership traits to have, but he needs to apply them in order to be an effective manager. The fatal flaws of leaders who derail, which also apply to Tony’s traits, include insensitivity of others, aloof and arrogant, overly ambitious and managing, and inability to adapt to situations. Fortunately Tony’s fatal flaws can be improved with the Emotional Intelligence at Work concept, which highlights Tony finding self-awareness through assessing his current position, self-regulation to determine whether he seems trustworthy, holds integrity, and is openness to change). Tony does hold motivation for a strong drive to achieve, but can improve on optimism organizational commitment in management. Empathy is his biggest weakness and can improve on expertise in building and retaining talent and being sensitive to others, and his efforts to build social skills in his effectiveness in leading change, persuasiveness, and expertise in building and leading teams will ultimately change his workforce to trust his judgment and commit to the organization. Another trait-based approach for improving skills is the Three-Skill Approach, which suggests Tony’s effective administration to depend on three basic personal skills: technical knowledge about work and specialization, human ability to work with people, and conceptual ability to work with ideas and concepts. Tony’s knowledge of the company is very strong as he was a top sales rep and can work with set concepts that use step-by-step approaches. When Tony improves his ability to work with ideas and people, he will increase the effectiveness of his leadership. Power Approach Tony has an element of fear within his relationship with subordinates, and Big Ron was treated so meanly because of a miscommunication. The Power Approach explains good sources of power are legitimate and reward, but bad sources of power that Tony is guilty of include coercive and charismatic. According to Yukl and Taber, Tony identifies as an authority power and  effective leaders are expert and referent. Subordinates will comply with his orders, but do not accept his goals, although he is in position to get possible commitment, and just as easily to get possible resistance. Tony can enhance his authority power by making polite requests, not demands, requests made in clear and simple language, checking to make sure subordinate understand and giving reason for the request if necessary, and following up to verify they have complied. Overall to appear more personable and less powerful, Tony needs compassion. People don’t care how much you know until they know how much you care, top power tools that Tony’s subordinates will respond to are patience, gentleness, teachableness, acceptance, kindness, openness, consistency, and integrity, which all are in line with compassion. Situational Leadership Model Situational Leadership says it’s not so much what you are, as what you do. I find many things to change of Tony’s relations with his subordinates, when my own leading of his development is lacking, and my leadership style should combine directive and supportive behaviors. I can institute directive behavior by clearly telling Tony what, how, where, and when to do something, then closely supervising their performance. I can increase supportive behavior by engaging in two-way communication on a more frequent basis, listening to his concerns, providing support and encouragement, facilitating the interaction, and involving him strongly in decision-making. I need to give Tony more Directing as a manager and leader, even through he only needed Delegating as a salesman. Tony, in turn, needs to apply the same concept of Directing to many of his new salesman and Coaching for the rest of the employees. Understanding the effectiveness of situational leadership and communicating thi s understanding with Tony will enhance our relationships at all levels, and reduce the perception of Tony lacking training duties. Effective leaders are those who can recognize what employees need and then adapt their own style to meet those needs. Path Goal Theory Tony is lacking in leadership behaviors according to the Path Goal Theory in  helping subordinates to shape their tasks. The idea is to define goals, clarify path, remove obstacles, and provide support, and Tony is achievement oriented based on the leadership behaviors as he challenges subordinates to perform work at the highest level possible, a high standard of excellence. To help subordinates meet Tony’s standards, he needs to provide guidance of how to obtain excellence. Leaders Member Exchange Theory Tony should form an individualized working relationship with each of his subordinates, and the exchanges in content and process should be dyadic with unique characteristics. High quality leader-member exchanges produced less employee turnover, and exchanges can be in-group or out-group. Tony has created a tight in-group from hiring his college friends as salesmen, but still doesn’t hold the qualities of a true in-group that has mutual trust, respect, liking, and reciprocal influence. Out-groups are based on job a description, which is the relationship Tony holds with his team, and even I hold with him as a superior. Tony is in Phase 1 Stranger, the phase in leadership making that is directed toward self-interest rather than toward the good of the group; roles with the team are scripted, influences are one way from Tony to subordinates, exchanges are low quality, and interests are for self. Transformational Leadership and The Leadership Challenge Tony’s aggressive leadership style is unwanted by many of his subordinates, the Leadership Challenge can help him implement carry out significant changes, which include to challenge the process, inspire a shared vision and enlisting others, enable others to act to foster collaboration and strengthen others, model the way and set the example and encourage the heart by recognizing individual contribution and celebrate accomplishments. Tony is currently a Laissez-Faire Leadership style, hands-off, let-things-ride approach that gives little effort to help followers satisfy their needs. Out of the four I’s he is most lacking â€Å"individualized consideration† to provide a supportive climate, listen carefully, and act as coaches. If Tony adopts any of the transactional leadership factors to perform a better job, the Contingent Reward to obtain agreements from followers on what must be done and what the payoffs will be. Servant Leadership One of the biggest struggles Tony will have is in following Servant Leadership by putting followers first, supporting personal development, honesty, treating fairly, share power, and enabling others. The antecedent conditions are strong as the culture, leader attributes, and follower receptivity to wanting a leader. The core of the process is weakest in conceptualizing the organization, emotional healing in sensitivity to others, putting followers first, helping followers grow, behaving ethically, empowering, and creating community value. The outcomes cannot happen until the core of the process is successful, but include follower growth and performance, organizational performance, and societal impact. Tony can improve with training in empathy, compassion, and listening. Once his team sees his efforts to be a better person, they will respect his position better. CONFLICT Conflict will always be part of an organization, whether to be avoided as described by the traditional view or necessary for a group to perform effectively as described by the interactionist view. Because Tony and I will be making many changes to the organization and our personalities differ so much, we should practice integrative bargaining through goals by expanding the pie so both parties are satisfied, motivation with win-win solutions, focus by showing interest, interests being congruent, information sharing being high, and the duration of the relationship being long term. Tony has been a Shark in terms of conflict: he is forceful towards his subordinates to achieve his goals at all costs, and overpowers others to win conflicts. He needs to become more of a Fox, and be more concerned with goals and the relationship, willing to give up something for the common good, and resolve conflict by finding middle ground. To use the Problem Solving Approach to Conflict Resolution between Tony and I’s interactions, we must identify the problem, set a goal or objective, generate and evaluate solutions, and create an action plan. Because Tony most likely does not want to deal with the personal relationship issues within the organization, especially since he is directly  involved, the Hill’s Model for Team Leadership is an easy tool to aid leadership problem solving and to clarify its complex nature. My leadership decision is to take action for the task needs of the group and intervene for the internal task force. My next action will managing the conflicts of interest, external alliances of corporate human resources, and to receive the desired outcome of team satisfactory for future development. PERCEPTION In my expectations from hiring I did not take into account the function of Tony’s personality and the management environment he would work in, especially since his MBTI traits are ISTJ and I am ENFP. The Halo Effect is in full swing on my part as I held a cognitive bias in the judgment of Tony’s character, which influenced my overall impression of him. Tony’s perception is also flawed in using projection as a defensive mechanism to place his own actions on other people, such as the late shipment of product onto Big Ron, and the failing sales numbers onto his salesmen. He has used projection to improve his own self-image and have a reason for failures. When Tony teases Chris, he sends a very strong message to his subordinates, as it is in verbal form, a face-to-face channel, toward immediate subordinates, it’s a high channel richness that is allowing multiple cues from Tony’s words, and tone of voice which strengthens the message of his unintended te asing. When Melanie complains about the long training classes, she is dealing with Primacy Effects, as the listener is more likely to start off paying attention then drift off when the subject gets boring or the listener is internally processing data. Our company does not want ineffective training sessions, therefore if we want information to stand out in a person’s mind we must use it at the beginning of a conversation or a written list and not let it get lost in the middle. Repeating messages consecutively several times through messages after the training sessions will embed it in their minds. When Tony ignores Melanie’s complaints, he believes in Theory Y but leaves her be. He lacks empathy for this situation, a perceptual error that can be reduced with conscious empathizing for her feelings. When Tony is given backhanded compliments for helping Britni get dates, she has received an area of self-consciousness of her ability to date. To reduce perceptual errors in this situation, self-acceptance involves self-understanding, a realistic, albeit subjective, awareness of her strengths and weaknesses, she can then feel about herself that she is of â€Å"unique worth†. When Tony misunderstood Big Ron, he became defensive from constructive criticism, and sometimes when actions or motives for the action are questioned, it is best to just explain. Interpersonal attributions happen when the causes of the events involve two or more individuals, and it is likely that one will always want to present oneself in the most positive light in interpersonal attributions, which is what Tony did. Tony creates perceptual defense in being angry instead of remaining neutral. Tony should communicate his needs and practice better listening skills so the miscommunication doesn’t happen again. TEAM PERFORMANCE: Meeting in Orlando Before the team meeting, I want to spend quality time with Tony and let him know what my concerns are and the pros and cons to the issues. I want to hear his side and be able to work together on some misconceptions since we are in direct rank and contact with each other. I need to keep him on my team if he is going to follow any changes I want to make. At the team meeting I plan to merely observe the group in their natural state, then as I am included, congratulate the team on aspects of the meeting that went well and motivate them based on those positives. Topics of improving performance, ethics, and setting goals, and making plans for future collaboration. Nothing can be completely fixed within this one meeting, but is a start for positive change. The golf game is where I will begin to gather more details of the group’s dysfunctions and look for contradictions in what Tony and other members have relayed to me. The biggest aspect of team functioning I want to discuss with the golfing group a and improve are relational of the ethical concerns and team dynamics. Any process I decide will involve teams of people, so I will be able to rally subordinates to work with Tony and I through this  rapport-building game. Already, I see the reasons for team failures to occur from degrading employees, inequities in reward system, an aggressive leadership style, a weak team leadership, and a fear of the leader. I expect particular behaviors from the Role Nomination Form to be lacking which include task-oriented behavior like initiating activity, seeking/giving information and opinions, elaborating, testing workability, and group-oriented behavior such as encouraging, expressing group feelings, harmonizing, gate-keeping, and setting standards, and what may occur from these lacking behaviors which include anti-group behavior such as resistance, recognition seekers, dominators, and avoiders. Janis says groupthink happens when members of decision-making groups become motivated to avoid being too harsh in their judgments of the leaders or their colleagues ideas. Some Groupthink symptoms are present in this situation, including members who have doubts or differing points of view seek to avoid deviating from what appears to be group consensus by keeping silent about misgivings and even minimizing to themselves the importance of their doubts, and there’s an illusion of unanimity- if someone doesn’t speak, it’s assumed they are in full accord. Tony could be leading his subordinates in groupthink by constantly voicing his beliefs and reprimanding anyone who opposes or wants to report higher than him. Victims avoid deviating, and keep silent about their misgivings and even minimize to themselves the importance of their doubts. To fix this issue, the leader should assign he role of critical evaluator to each member to air objections and doubt, adopt impartial stances in the beginning, monitoring group size by splitting up into smaller teams, then coming back together with results, and appointing a devil’s advocate to always look at the other side of things. Effective teams have adequate resources, effective leadership, climate of trust, a performance evaluation, and reward system that reflect team contributions. The team effectiveness model for this group needs leadership structure and a climate of trust, a composition of allocating roles and finding abilities of members, and a process that has specific goals and  common purposes. Overall, every model and concept discussed for this situation has a solution that can be used to address problems when I attend the monthly directors meeting with Tony. The most important aspect of all these concepts is being able to apply them within myself in my relationship with Tony, as he is my partner to making his district profitable. Open communication, trust, and mutual problem solving with his team should help me land the international assignment and leave Tony skilled and ready to continue great performance after I am gone.

Emotional Quotient And Spiritual Intelligence In The Workplace Essay

As the world progresses and advances towards globalization, the global economy is demanding for the existence of well-managed companies and organizations. Responding to this demand, organizations are trying to find more effective formula that will enhance or improve their outputs. Two of the latest discoveries that attract companies and organizations are the concepts of emotional and spiritual development of their human resources. More and more companies are integrating the said formula in their programs and action plans as they recognize the need of these concepts that were long been neglected. In this paper, we will analyze the arguments of two chosen articles which focus on Emotional Intelligence (Must Have EQ by Anthony Landale) and Spiritual Intelligence (The Practical Application of Spiritual Intelligence in the Workplace by Mike George). Anthony Landale, in his article entitled â€Å"Must Have EQ†, argued that Emotional Intelligence or EQ (Emotional Quotient) the key for an organization to meet the challenge of getting people work together more effectively (Landale, Andrew Feb/March 2007, page 24). In line with this, the author presented his stand in four clear points. First, he argued that EQ is vital in keeping the organization or team members intact. Second, he argued that each team member must be able to learn how to manage our emotions by constantly checking our own individual behaviors. Landale made it clear that behaviors are innate in humans and that every person has his own set of good and bad behaviors. Relative to this, a person who has high emotional intelligence is able to manage even the undesirable behaviors by expressing them in the right place, time and manner. Third, Landale argued that EQ development requires empathy, which is putting oneself in the place of others. This means that one is required to constantly deal with others at work, learn to adjust as needed and be able to adapt with the situation. Lastly, the author stressed that communication is vital in the development of emotional intelligence and of keeping the organization healthy. To be able to do this, every member must maintain an open and honest communication. It was also stressed that a two-way communication line is required which means that feedback to and from management must be kept working. Emotional intelligence is therefore measured according to the person’s skill of managing his or her emotions and behaviors because EQ is actually â€Å"Self-Management. † In partnership with EQ, a company must also train its human resources to develop Spiritual Intelligence (SQ). The author centered his arguments on the practical applications of SQ especially in the workplace because SQ development focuses on the three deepest motivations of humans: creativity, meaning and purpose (George, Mike 2006, page 3). The author argued that since Spiritual Intelligence directly work with these three human motivations, SQ development will definitely make a company a vibrant workplace. If a person’s SQ is well-developed, he will be able to have a clear sense of his identity and a definite purpose. Spiritual intelligence enables a person to live with integrity by setting a good example. Because SQ gives the individual the power the flexibility to adapt to the environment, a person with high SQ is able to be cool and focused even in a stressful situation. By developing one’s self-awareness, a person with high SQ also will have the power to find the cause of his emotions, its meanings and be able to manage them. This in turn will develop one’s empathy. Spiritual intelligence focuses on the development on a person’s ability to fight the ego in order for him to adapt to changes. Finally, development of spiritual intelligence enables a person to recognize the non-material reality of his being that is humans have non-material needs which when recognized alleviates life’s insecurity. If cognitive intelligence is about thinking and emotional intelligence is about feeling, then spiritual intelligence is about being† (McMullen, Brian 2003). In line with the arguments of Landale and George, this statement is parallel with their point of view that EQ has something to do with self-management while SQ deals with self-awareness of the non-material reality of the being. In the modern world, people are inclined to boosting their cognitive intelligence (IQ) as this may seem the measuring device for one’s success in life. But the real working world does not acknowledge the importance of IQ alone, rather the development of all four basic intelligences that define the successful individual. â€Å"IQ appears to be related to minimum standards to enter a given a profession† (Wiggleswoth, Cindy ). In line with Landale’s claim that EQ is of managing emotions, a study of store managers in retail chain proved that efficient management of emotions especially with stress is important for success (Cherniss, Cary 2000). However Cherniss stressed that this is just one aspect of the complex scope of emotional intelligence. He said that â€Å"emotional intelligence has as much to do with knowing when and how to express emotion as it do with controlling it. † This statement corroborates Landale’s idea that EQ is of acknowledging and identifying the emotions and learning how to express them in a proper behavior (Landale, Andrew 2007, page 24). The importance of this aspect of EQ was proven worthwhile in modern organizations as with the experiment done in the US navy wherein researchers found that â€Å"the most effective leaders in the US Navy were warmer, more outgoing, emotionally expressive, dramatic, and sociable† (Barsade, S. t. al 1998). Another aspect of emotional intelligence is empathy which is proven by researchers that it contributes to occupational success (Cherniss, Cary 2000). This is the aspect that overlaps with the concept of spiritual development which also acknowledges the importance of empathy in recognizing the cause of the emotions and be able to utilize them in adapting to changes. â€Å"EQ is the development of the capacity for self-control and the ability to respond with sensitivity and empathy† (Oxford Leadership Academy). This is also important if a manager or someone in the organization would like to positively influence the work behaviors of other members. A practical application of this as cited in one article is that one’s effectiveness can influence others depending on one’s ability to connect with them particularly of understanding the feelings of others (Goleman, Daniel 1999). To effectively influence others we also need to be able to manage our own emotions. Connected to EQ development is the spiritual intelligence which centers on developing the skills of the person in managing the inner self or the non-material reality of one’s being as claimed by George. One author defined spiritual intelligence as â€Å"the ability to behave with Compassion and Wisdom while maintaining inner and outer peace (equanimity) regardless of the circumstances† (Wigglesworth, Cindy). Since compassion encompasses the ability to understand the feelings of others, as what empathy suggests, the concepts of EQ and SQ therefore work together towards the complete success of a person and the organization where he belongs. The practical point of this is that when someone is emotionally and spiritually intelligent, he will be able to make the most out of his skills, emotions, behaviors and traits in managing himself and in turn will give him the power to positively connect with others. That optimism is brought about by the fact that the person, with empathy and compassion, understands the emotions of others which give him the ability to stay calm and focused no matter what the situation brings. Relative to George’s argument that spiritual intelligence in necessary for a person to live a life with integrity and in line with the clear purpose, one author has the same perspective. According to 1Wigglesworth, spiritual intelligence development encompasses self and universal awareness including the ego and social mastery. In the management world, spiritually intelligent manager is a â€Å"wise and effective change agent† who makes compassionate and wise decisions. Wigglesworth further said that SQ enables managers to have the calming and healing presence in the midst of stressful workplace. In contrast with George who did not acknowledge the importance of communication in the development of SQ, Landale stressed that EQ development requires a manager to â€Å"prioritize the giving and receiving of feedbacks† (Landale, Anthony 2007). Connecting with other members of the organization builds and cultivates relationships and that can only be possible when open communication is active in the organization. Putting the essentials of emotional and spiritual intelligence, we clearly draw out the idea that the development of these basic intelligences focus on relationships which is especially important in building an effective, efficient working environment. The human resources of the organization are its most valuable assets so it is vital that that training and development should include the wholeness of their being. Companies of the modern economy is already recognizing the fact the business is not all about making money, rather it encompasses the building of organization members with multiple intelligence. An organization with personnel, especially leaders, who have well developed cognitive, emotional and spiritual intelligence, is a happy and enthusiastic working environment. Developing the emotional and spiritual intelligence is the answer to the intangible needs of the organization: healthy working relationships.

7 Idioms from the Military

7 Idioms from the Military 7 Idioms from the Military 7 Idioms from the Military By Mark Nichol Military terminology and slang is a rich source of expressive expressions. Most, like â€Å"bite the bullet,† are clichà ©s, but some, such as â€Å"bomber crew,† are unusual (so much so, sometimes, that in writing they may require a partial explanation). 1. Awkward Squad This obscure but oh-so-useful phrase originated in military usage to refer to a unit of particularly inept recruits. Now, in civilian usage, it denotes an incompetent or obstructive group in a company or organization. 2. AWOL The acronym for â€Å"absent without leave† (pronounced â€Å"AY-wall†), sometimes spelled AWL (though pronounced the same), refers to the status of military personnel who desert their posts. It now refers in general to somebody who literally abandons a location, mentally disengages, or figuratively rejects a previously held conviction or opinion. 3. Bite the Bullet This expression refers to the tradition of giving a wounded soldier a bullet to bite on in the absence of an anesthetic while performing surgery on him on or near the battlefield. (An alternative theory refers to tearing a cartridge open with one’s teeth, but this wasn’t dangerous or difficult.) In casual use, biting the bullet is facing an unpleasant and/or difficult task. 4. Bomber Crew This phrase refers to the cinematic clichà © of the ethnically mixed crew of a military aircraft, familiar to fans of movies filmed and/or set during World War II: The characters, whether representing the crew of a bomber, soldiers in a platoon, or sailors on a ship, typically included such disparate types as a Jew from New York, a Midwestern farm boy, a tough guy from some rust belt metropolis, a Southerner, and so on. The expression could be used, for example, to refer to the â€Å"bomber-crew inclusiveness† of a poster depicting an ethnically diverse array of people. 5. Close Ranks In military formations, to close ranks is to compress the mass of soldiers after marching or standing apart, generally to create a more formidable offensive or defensive formation. In figurative terms, â€Å"closing ranks† now refers to an act of solidarity such as uniformly supporting someone or something subject to criticism. 6. Rank and File In marching and standing formation, soldiers standing abreast are said to be in the same rank, while a line of troops located from front to back is a file. (From the idea that the closer one is to the front of a marching column or a standing unit, the higher one’s place in the military hierarchy, came the use of the word rank to denote a degree of authority.) Now, â€Å"rank and file† is used figuratively to refer to the â€Å"foot soldiers† the ordinary employees as opposed to the leaders of an organization. 7. Scuttlebutt This term derives from the butt, or cask, that held drinking water on sailing ships; it was scuttled, or provided with a hole in the top, so that water could be drawn. In the same way that office workers gather around a water cooler to share gossip, the scuttlebutt was the locale of idle talk among mariners. Hence, scuttlebutt came to refer to the gossip itself, and the usage was extended to civilian environments. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the General category, check our popular posts, or choose a related post below:85 Synonyms for â€Å"Help†Cannot or Can Not?How to Punctuate Introductory Phrases

Animals in Native American Myt essays

Animals in Native American Myt essays In Native American myths, animals are used to represent many things. Primarily, I feel that the use of animals in these myths are to teach us lessons. They act as humans while still dwelling in the animal world. They speak and interact with each other while thinking as a human would. The Native Americans had a great respect for animals. This is why it is animals that are the main characters in their stories and not humans. In the myth Rabbit Fools Alligator, the lesson is the struggle between strength versus intelligence. It shows us that being deceived can come at any cost no matter how innocent they may seem. The rabbit represents the smaller, seemingly weaker of the two, but shows the alligator trouble by surrounding him with fire and burning him. Native Americans told these myths so that humans could learn through them and relate to the issues at hand. In another story, The Underground Panthers, the idea of animal-human interaction plays a very important role. The panther tells the hunter that they are both looking for the same thing and that they should do it together. The hunter begins to understand the panthers life and when he is put back into human society, he dies. He could only survive living with the panthers. In these stories, animals symbolize human nature and are there to teach lessons and prove points. They also show that animals and humans can come together and strive for the same needs. We are all similar creatures and all come from nature. Humans can learn valuable lessons from observing how the animals live and flourish. The conclusions about Native American Culture based on their animal myths are that the Native Americans have a great respect for animals, that they share common threads, possess similar traits and are a part of human nature in how we work and live our everyday lives. Humans can learn from them in that we can see ourselves through these stori...

Approaches to Correction of Class III Skeletal Malocclusion

Approaches to Correction of Class III Skeletal Malocclusion Combined Orthodontic and Surgical Approach in the Correction of Class III Skeletal Malocclusion Dr. Abdulaziz AlShahrani Astrac While growth modification and camouflage orthodontic treatment offers a limited solution in treating some skeletal Class III malocclusion depending on the age of the patient , Underlying skeletal severity, alignment of the teeth and the vertical facial proportions, a combination of surgical and Orthodontic therapy is the treatment of choice in all severe skeletal Class III malocclusion. In this case report I present a combination of surgical-orthodontic therapy for an adult female patient with skeletal class III malocclusion which resulted in good skeletal, dental and soft tissue relationship, with marked improvement in function and facial esthetics. Keywords: Class III malocclusion, Orthognathic Surgery, surgical orthodontics Introduction Class III malocclusion is considered to be one of the most difficult and complex orthodontic problems to treat. The prevalence of class III malocclusion has been reported to be as low as 3-5% in the Caucasian population, but is higher in the Chinese and Japanese population (4-13%) (Often associated with maxillary retrusion) [i] , [ii] , [iii] . The etiology of class III is complex and multifactorial. However, there is usually a strong genetic contribution. Genetic factor is one of the etiological factors where one third of children with severe Class III had a parent with the same problem and one-sixth had an affected sibling [iv] . Racial tendency may play a role as the blacks have shown higher incidence than white’s [v] .Environmental factors appear to play an adaptiverole in the etiology of Class III malocclusion [vi] .Class III malocclusion can be associated with other factors such as cleft palate [vii] . Individuals with class III malocclusion show combinations of skeletal and dentoalveolar components. Class III malocclusion may occur as a result of protrusive mandible, retrusive maxi lla, combination of both [viii] . While the most commonly found Class III malocclusion (30%) showed a combination of mandibular protrusion and maxillary retrusion, Maxillary retrusion alone was found in 19.5% of the sample and Mandibular protrusion alone was found in 19.1% of the sample [ix] .These complex nature of class III requirea careful planning, amultidisciplinary approach and patient cooperation [x] . Case Report A 17-year-old caucasian girl presented for orthodontic treatment because of referral from her dentist with primary complaint of un-esthetic facial and dental appearance. She has a hyper-divergent Class III skeletal and dental relationship. This is characterized by retrognathic maxilla, retroclined lower anterior teeth, with maximum active opening of 47mm with 5mm negative overjet and lateral excursions of 7 mm to both right and left sides. The patient has an ovoid, relatively asymmetrical face with chin slightly deviated to the left. The lip line at rest displayed a pproximately 2 mm of upper incisor. At full animation there was 7mm of upper incisal display and 2 mm of lower incisal edge. She has a slightly concave profile, and competent lips[Figure1]. Pretreatment extra oral photos Intraorally, the oral mucosa was healthy. There were no periodontal pockets present. The gingival tissues were inflamed especially around the prosthetic crowns. There was no bleeding tendency except sometimes with brushing. Free gingival margins were near to the CEJ and attached gingiva was of normal width throughout the mouth. The frenal attachments in both arches were normal. The tongue was normal in size, function and appearance. Teeth # 26, 36 and 46 have been crowned. There was a lingual arch placed one year ago to maintain lower incisors position.

Annotated Bibliography Essay Example | Topics and Well Written Essays - 250 words

Annotated Bibliography - Essay Example But she does not remain happy with him because of his insulting behavior and instead runs away with Joe who becomes mayor of the town they run to using his wife as a source. Later, he starts insulting her and dies, causing Janie to marry Tea Cake who is very young for her age. One day, Tea Cake is shot dead by Janie because he was infected with Rabies. Every time Janie got married, she gave herself in the hands of her husband who decided her fortune. Janie is attracted to nature and looked for natural love in her relationships which she rarely discovered except for once when she was saved by Tea Cake as he fought the dog that gave him Rabies. To her misfortune, she had to kill Tea Cake for it was God’s decision. She feels guilty that she did not realize the sign when God warned her through the Indians about the hurricane that left Tea Cake into Rabies. Upon its initial publication in 1937, the book was quite less appreciated. The black community thought that the cruelty and insult they were offered by the white lot was quite misrepresented in the

Corporate social responsibility Essay Example | Topics and Well Written Essays - 750 words - 1

Corporate social responsibility - Essay Example lity (CSR) in brief as â€Å"CSR is about business giving back to society†, and in detail as â€Å"the continuing commitment by business to behave ethically and contribute to economic development, while improving the quality of life of the workforce and their families as well as of the local community and society at large† (Mallenbaker.net, 2006). CSR is a broad principle involving the way a corporation manages its business processes to provide an end-to-end beneficial effect on society. Business entities are required to consider the quality of their management related to both people and processes, and the type and amount of their social impact in different areas (Mallenbaker.net, 2006). CSR is very similar to the concept of Sustainable Development which requires that corporation decisions should consider social and environmental effects, in addition to economic matters such as profits and dividends (Wikipedia, 2006). CSR suggests that corporations have a duty of care to all of their stakeholders while carrying out their business functions. Stakeholders are those individuals or organizations that have legal interest in the corporation; they are influenced by the corporation’s decisions and actions, while also having the power to influence such decisions and actions. The most important stakeholders are shareholders; other stakeholders include employees, clients, suppliers, community organizations, subsidiaries and joint venture partners (Wikipedia, 2006). CSR is beneficial to the corporation in several ways (Wikipedia, 2006). First of all, it gives the corporation a clean image of having the benefit of society at large in mind, rather than being only interested in making profits for its shareholders. Secondly, the corporation’s reputation and its brand power are strengthened; this is because consumers are increasingly checking the CSR behavior of the corporations from which they purchase their goods and services. Thirdly, chances of investment in the

Kent Cars Ltd Essay Example | Topics and Well Written Essays - 2500 words

Kent Cars Ltd - Essay Example At the outset, a shareholder of a private limited company may find himself helpless and locked into the company. Under this scenario, a shareholder who is unable to exert control within the company becomes vulnerable. By taking advantage of his weak position, the controllers of the company at the expense of the non-controlling shareholder, may wield enormous power and authority in administering the company. (Vries 2010:1). The Articles of Association of a private limited company will always consist of some restrictions on transfer of shares. Normally, provisions in the Articles or Table A empower the directors of a company some limited rights to turn down transfer of shares in case of partly paid-up shares. As in the case of fully paid-up shares, such a restriction will be of technical nature only. As the operation and the management of the majority of small companies is wholly reliance on the prolonged good relations between the members of the company to such a magnitude that such c ompanies are frequently no more than partnerships but disguised with a corporate form. Hence, it is significant for the directors or members of such companies to place severe restrictions upon the transfer of shares as it will be tantamount to change in ownership. These restrictions will generally assume the form of the granting of pre-emption rights in favour of the present members of the company which is similar to the statutory pre-emption rights applicable to allotment of shares. The general procedure for transfer of shares in a private limited company is that any member who wants to dispose off his shares should give a notice first to the company. Such Notice will automatically make the company as the member’s agent for the purpose of first offering of shares to the present or existing members of the company in the ratio to their present shareholding. This connotes, by the proposed transfer of shares, the equilibrium or balance between the existing members of the company is protected, presuming that the members in question will have the opportunity to source the needed capital to acquire such shares offered. The following points should be kept in mind in case of transfer of shares of private limited companies; Great care should be given to make sure that the needed procedure is carefully adhered to in case of a transfer and if transfer of shares are expected or if the directors of a company receive notice from a member of his intention to transfer of shares and in such event, immediate reference is to be made to the conditions provided in the â€Å"AOA† † (Articles of Association of the company)†. The most common source of the tussle between the member who wishes to dispose off his share and the other members or directors of the company pertains to valuation of shares. Normally, the Articles of Association will contain a provision that in such scenario, the valuation of shares shall have to be made either by an independent expert or by the statutory auditor of the company where it is provided so and in cases where parties could arrive at a fair price or valuation. If the offered

Organisational Behavior and Analysis Essay Example | Topics and Well Written Essays - 2000 words

Organisational Behavior and Analysis - Essay Example Through motivation, employees strive to perform at their best. Motivating employees is definitely a challenging task for any organisation. Hence, the financial rewards deliver an actual method to inspire and compensate the employees and tap them for better and exciting activities (Kohn, 1999). Rewards According to Janet Spence (1971), rewards tend to have a positive impact on motivation which involves the performance of employees to a large extent. Rewards serve as motivations for employees in an effort to inspire them in various methods such as altering job positions, reorganising job plans, developing working situations, and ranges of other activities (Kohn, 1999). The idea and prerequisite for motivation has been enticing much attention in the continuous change of business situation, altering technologies in the area of business and increasing difficulties. These aspects generate interference on the performance and on the level of proficiency of employees. Therefore, motivation he lps to maintain the level of proficiency as well as improve and even develop the performance of the employees to a significant extent. ... and Extrinsic Motivation Intrinsic motivation is demarcated as conducting an activity for intrinsic fulfilment rather than some distinguishable significance. When the employees are motivated intrinsically, they begin to act for excitement or challenge involved in their assigned tasks rather than due to external reasons, stresses or rewards. According to Hull (1943), a type of employees’ behaviour is the consequence of the motivation that was delivered by emotional forces, and the intrinsically motivated activities were specified to be those activities which offered satisfaction of the intrinsic emotional requirements. Employees have been witnessed to be motivated by satisfying their individual and inner requirements such as requirement for liberation, skill, positive relationship and better working environment in organisation (Ryan & Deci, 2000). Intrinsic motivation is a vital instrument for open-ended intellectual improvement as it is the driver of impulsive assessment and c uriosity. Intrinsic form of rewards can be stated as internal procedure of rewards which is experienced by an employee while undertaking a particular task such as new challenges, modification of work or task on the positive achievement of objectives, positive gratitude and sympathetic attitude of the company. To some extent, the financial contemplation or pay benefits does not work well as a motivator after surpassing a certain level of survival. In those conditions, the intrinsic features or elements swap the extrinsic aspect and act as robust and efficient motivators for employees (Ryan & Deci, 2000). On the other hand, extrinsic rewards are denoted to those rewards that appear in the form of material and are recognised as external with respect to task accomplished or implemented. The

Consultancy advice for the supplynetwork and process Essay

Consultancy advice for the supplynetwork and process - Essay Example It therefore recommends the direct delivery of customized orders to clients from Bang & Olufsen's headquarters through a fast and trusted airlifting courier service. Also, it recommends the use of strong and reliable forecasting techniques to ensure that the demand for small and mass produced items are monitored in the various retail outlets around the world and shipments made at the right time to prevent shortages. The consultant also recommends the formation of a Design/Innovation Management unit in Bang & Olufsen to help in the integration of IdeaLab as a emergent as well as a primary/pure innovation unit. This way, IdeaLab can live above the conflicts and become a major player in Bang & Olufsen without going through too much conflicts. Supply Network Design There is the need for the design of a new supply network design. This new design and this new network must focus on customizing and supplying directly to the small niche of customers who account for over 70%. It should also fo cus on improving the shop design system for the large segment of customers who buy single items or in smaller quantities. Large/Customized Buyers The new supply network design must seek to always keep in touch with these customers and get an idea of what they want and prepare their positions to order the right type and volume of stocks to produce from these customers at a short notice. This can be done by using the customer relations management system to communicate regularly with the customers and find out their concerns. Once this kind of information can be ascertained, various units of the customization system can be mobilized to take the right steps even before orders are taken. Based on this forecast system, components can be ordered and delivered in anticipation of demand. In cases where the forecast show longer periods between orders, the plant in Koprivnice and on site should be programmed to be able to put the vital components together in the shortest period of five days so that they can be obtained just when they are needed. The Assembling department should maintain its production period of 1 day to ensure that all order details and quality functions are met so that the reputation of Bang & Olufsen remains intact. However, it is recommended that the use of retail outlets be eliminated from the process. It is ideal that the headquarters in Denmark maintains a direct link with these larger consumers and ship directly to them without using retail outlets. This will reduce the lead time between the consumers and the retail outlets for larger clients. It is also recommended that Bang & Olufsen uses a fast and reliable courier company that has a global reach for shipment of customized goods. An ideal courier company is one that uses airlines to move goods from one point to the other over all the continents. If this arrangement is in place, orders can be taken and assembled in one day and shipped upon arrival at the customer center. This will eliminate the one day waiting period at the customer center and the three days of transit to the retail outlets. This will save the customers a four-day period of waiting! In summary, the following supply network systems must be adopted for large buyers and customized orders: 1. Large orders should be directly sent to the global headquarters as soon as it is made anywhere in the world. 2. The assembling plant must always ensure that components for goods in demand are always in stock and there is a production cycle for that. 3. Shipping should be made directly from the headquarters to customized clients through the use of a global courier with a good reputation of delivery quickly. Smaller/Mass Produced Orders Although Bang & Olufsen head office will try to eliminate