AMERICAN HISTORY SINCE 1900 Assignment One Essay

AMERICAN HISTORY SINCE 1900 Assignment One - Essay Example He never looks up towards the heavenly things that are placed before him. He is offered a crown of jewels and a place in Paradise, but he will not stop for a moment to look up from his decidedly earthly labors to consider the benefit of the riches offered to him. In the novel, Bunyan used the character to symbolize those that are trapped in the most mundane and unpleasant aspects of earthly existence. He used the Man with the Muck Rake as a type and a warning to those who become too absorbed in the worldly to contemplate the heavenly. President Roosevelt’s remarks indicate that he felt the muckrakers of his time had their place in the world and that they served a useful purpose in society. He indicated that he believed that all evil should be exposed at all times. He mentioned that he supported the dogged pursuit of evil men by the just that would shed light on their evil deeds. So in some ways, it appears as though the muckrakers had the tacit approval of the president. But t he very name casts doubt on the amount that President Roosevelt really believed the muckrakers could help. The name, based on its origins, indicates a person or people that are very good at one thing and one thing only. They are dedicated to seeing only the basest of worldly pursuits. The name also seems to indicate that he felt the muckrakers were individuals of limited vision. They were, in essence, so busy raking muck that they never could bring themselves to look about at all of the good that was happening around them. They were more interested in seeing abuse and scandal at every turn than they were in reporting or commenting on things as they really were. This attitude towards the muckrakers seems to indicate that President Roosevelt did not believe that all of the reforms the muckrakers supported needed to result in legislation on in strict regulations on industry. In the case of the meat packing industry, he seems to be holding reform as a threat over the head of the industr y leaders. In essence, he is saying that if you don’t clean yourselves up you will destroy your own business and exports of your own products. Regulate your own affairs or they will be regulated for you. History shows that the industry did not regulate itself, resulting in the Meat Inspection Act of 1906 (Coles, 510). Part of the reason the President was so supportive of this piece of legislation is it was greatly demanded by the public. Work Cited Bunyan, John, and James Henderson Thomas. Pilgrims's Progress in Modern English. Chicago: Moody, 1964. Print. 7 Coles, Jessie V. The Consumer-buyer and the Market. New York: Arno, 1978. Print. 510 The events leading to World War I were largely the result of a system of reciprocal treaties that bound one country to enter a conflict if their allies were threatened. Like dominoes falling, on country after another entered the war after the assignation of the heir of the Austro-Hungarian Empire. The Austro-Hungarian Empire declared war on Serbia. Germany was duty bound to support the Empire because of a mutual assistance treaty. But on the other hand, Russia, France, Great Britain and eventually Italy entered as allies against the Germans and Austrians. If everyone was to honor their obligations to the others, then everyone had to fight. The United States was committed to remaining neutral during the conflict. This was a position that was very popular in the United States and actually helped

Popularity of Soccer Essay Example for Free

Popularity of Soccer Essay When the United States national soccer team defeated the Spanish national team in the semifinals of the 2009 Confederations Cup, many sportswriters and fans called the U. S team’s win one of the biggest upsets in modern soccer. Although the United States is known for having dominant sports teams, many refuse to admit that the United States has a good soccer team, let alone believe that Americans know about the sport soccer. In all fairness, even people in the United States do not believe that Americans know a lot about the sport and think it is a unpopular sport in the U. Â  S. Long has been the misconception that soccer is not popular in the United States and that many Americans do not even know the rules of the game. In an episode of Family Guy, Chris Griffin is playing in a soccer game. The bleachers are almost empty with the exception of a handful amount of people. When a ball is kicked towards Chris, he catches the ball. The referee, dressed like an American football official, awards Chris’s opponents a penalty kick with a tone and style of his speech as that of a football official. A parent of Chris’s teammate yells out in anger because Chris’s mistake awards the other team an immense advantage. This scene exemplifies the common misconception about soccer in the United States. The small number of audience in the crowd suggests that soccer is not a popular sport in America. Chris’s lack of knowledge of the sport and the inaccurate uniform of the referee imply that many Americans do not know the rules of soccer and are not familiar with the sport because not many Americans play the sport. Furthermore, Chris lacks enthusiasm in his game; this lack of enthusiasm illustrates the hypervisiblity of the popularity of soccer in the United States. Soccer was virtually unknown to Americans until 1967 when the first professional soccer league was set up in the United States. The league was named the North American Soccer League (NASL). The league attracted some of the most famous soccer players in the world such as the Brazilian Pele, arguably the best soccer player of all time, and the German Franz Beckenbauer, regarded as the best German player of all time. Although the league attracted some of the greatest players, soccer overall remained a less popular sports like baseball and football in the United States. Perhaps Americans’ reluctance to follow the rules set by the British is the reason for soccer’s initially low popularity. Baseball and football, undoubtedly the two most popular sports in the United States, has its roots in the United Kingdom. An early form of baseball has been played in England in the mid-eighteenth century(The history of baseball). American football was originated from rugby football, which originated in the United Kingdom in the mid-19th century(American football history). However, the rules of baseball and American football have been adapted by Americans from their origins to become American sports. Perhaps because Americans put in place their own laws of these sports, baseball and football had been successfully integrated into the American culture and had been immensely popular since their beginnings. Soccer on the other hand, was nowhere near as popular as baseball and football when first introduced in the United States. Soccer’s laws were set forth by the International Football Association Board (IFAB) which consists of the four United Kingdom countries’ associations- England, Scotland, Wales, and Northern Ireland(The International FA Board). The fact that the rules of soccer were not created by Americans and the fact that the sport’s rules were created by the United States’s competitive rivals may contribute to soccer’s originally low popularity. Whatever the reason, soccer was clearly not a popular sport in the United States even though it was by far the most popular sport in the world. Certainly, the North American Soccer League (NASL) was not a widely watched league when it was established in 1967. Its low popularity did not improve as the NASL eventually failed in 1984. Although the much improved Major League Soccer (MLS) was founded in 1996(About MLS) to replace the NASL, the MLS was and is still not a very successful league in terms of salary. The average salary of a player in the MLS in 2010 is $138,169 compared to MLB’s $3,297,828 (2010) (MLB Salaries), and NFL’s $990,000 (2009) (NFL Player Salaries). In fact, the MLB’s and the NFL’s minimum salaries are far greater than the average MLS salary. MLB’s minimum salary in 2009 was $400,000(MLBPA Info), while NFL’s minimum salary in 2009 was $310,000. Based solely on salaries of professional athletes in the United States, one can get an idea of the low popularity of soccer compared to sports like baseball and football in the U. S. These stats may seem to support the hypervisibility of soccer’s popularity in the United States, but in reality they do not reflect the growing adoration and acknowledgement of the sport. Soccer’s popularity in America has been growing since the inauguration of the NASL and the MLS. The MLS may seem unpopular based on the salaries of the players in the league, but spectator attendance suggests otherwise. The MLS averages 18,452 people per game, higher than National Basketball League’s 17,110, and NHL’s 17,004. In fact, the MLS’s average attendance is even higher than the Scottish Premier League’s average attendance(Avoiding the Drop). The amount of soccer players in America further emphasizes the tremendous popularity of the sport. In the U. S. , there are a total of 24,472,778 players. This number is far larger than some of the powerhouses in world soccer such as England which has 4,164,110 players, Brazil which has 13,197,733 players, and Spain which has 2,834,190 players(FIFA. com). Lastly, the 2010 World Cup had an average of 24. 3 million viewers in the United States. The World Series and the NBA Finals, on the other hand, only averaged 19. 4 viewers and 18 million viewers respectively(deseretnews. com). The United States was not even in the final of the World Cup and still managed to attract more viewers than the World Series and the NBA finals. Had the U. S. National Team been in the final, the number of viewers of the World Cup final could have been significantly larger. The high number of attendance at MLS games, soccer players in the United States, and viewers of the World Cup final testifies against the hypervisibility that asserts that soccer is an unpopular sport in the United States. However, facts surrounding the attention of soccer in the United States firmly affirms that soccer has now established itself as one of the most popular sports in America.

ip addressing :: essays research papers

Repeater: operates at physical layers of osi model. Digital signals or analog signals that carry digital data can only be transmitted over a limited distance. After a certain distance attenuation or noise endangers the integrity of that data. Repeaters reproduce and transmit the received digital data. This new signal is the exact duplicate of the original signals. Repeaters offer simple means to extend a network, increased traffic on the network is introduced. This increased network congestion may not be acceptable in some situations.   Ã‚  Ã‚  Ã‚  Ã‚   Switch: Communication networks may be categorized by the architecture and techniques they use to transfer data. The following types of networks are in common. Broadcast communication networks. Local area networks. Packet radio networks. Satellite networks.   Ã‚  Ã‚  Ã‚  Ã‚  In broadcast communication networks, there are no intermediate switching nodes. Each node in the network is attached to share communication medium. Ethernet and Arc net are examples of broadcast communication networks.   Ã‚  Ã‚  Ã‚  Ã‚  Switched communication networks:   Ã‚  Ã‚  Ã‚  Ã‚  Circuit switched networks   Ã‚  Ã‚  Ã‚  Ã‚  Message switched networks.   Ã‚  Ã‚  Ã‚  Ã‚  Packet switched networks. In switched communication network networks there may be multiple paths linking sender and receiver. Data is transmitted from source to destination by being routed through the networks nodes. This is called switching.   Ã‚  Ã‚  Ã‚  Ã‚  Bridges: are limited to extend the network distance up to the network limitations. Bridges are useful to extend the network when dealing with one network. Also bridges limit entire company to use one network. At last when using bridges a failure in the network affects the entire network and thus the entire company.   Ã‚  Ã‚  Ã‚  Ã‚  Routers: can extend the network beyond the limitations of a network by connecting two or more networks. Routers allow extending the network by dealing with many networks. Routers also allow you to use a backbone network for faster transfer of information across the different networks.

Management Challenges and Concerns Report Essay

Human resources planning is the systematical process of forecasting both the future demand for and supply of employees and defining the required knowledge and abilities needed in the field. At times even with the most accurate information, managing our human capital and protecting out talent has become a challenge. Dramatic shifts in the composition of the labor force require that managers become more involved in planning, since such changes affect the full range of HR practices (such as employee recruitment, selection, training, compensation, and motivation) (Bohlander & Snell, 2007). Not only has managing the talent been a significant challenge so has following all legal compliance. Rules and regulations have to follow to avoid losing employees. Human Capital/Talent Management Managing talent is the most important HR challenge facing organizations across the world today. As an organization addressing the talent management/human capital is important in all the regains of the industry (Eyre, 2008). The shifts in the world economy are playing a role in workforce trend, making it difficult to retain all human capital. To ensure growth potential during a bad economy the organization needs to focus on strengthening key relationships, capitalizing on underutilized staff, clarifying strategic roles and forging stronger links between compensation and results (Mello, 2005). Strengthening the employer-employee relationship is an important goal for human resources departments in any organization. Compliance and regulation The human resources issues are very complex when it has to do with a complex work industry. Compliance with regulations is one the biggest problems occurring in workplaces. This happens more often in small companies than larger because of the turnover in employees in smaller companies. It is a  bigger problem with a newly formed enterprise or company due to the lack of experience. This may be caused by the lack of training the employees receive during the entering of the position. Potential implications as lawsuits, fines from state or federal court can lead to a financial burden to the company. A way to minimize the risk is by keeping up with all state and federal laws that might affect the industry. Better training to all new and current employees in safe and procedures (Mello, 2005). The expertise of the human resources staff is one that is a company’s most valuable resources, and thus, the executive leadership team is better prepared to handle company-wide challenges knowing that a competent human resources leader. A successful organization needs to become adaptable are to be able to change direction. References Bohlander, G., & Snell, S. (2007). Managing Human Resource, Fourteenth Edition. Mason, OH: Thomson South-Western. Eyre, E. (2008). Managing Talent is top global HRM challenge. Training Journal, 10. Mello, J. A. (2005). Strategic Human resource Management 2nd Edition. Mason, Ohio: Cengage Learning.

Organizational Culture And Leadership Styles Education Essay

Human acquisition in the twenty-first century will be as different from human larning in the twentieth century as the micro-chip and nervous webs are from the valve. † ( Lepani,1994, p. 3 ) . In this century the range and gait of alteration seem to be speed uping in all countries of human being. We have to travel with it or in front of it if we are non to be left behind. Academic establishments are experiencing this tidal moving ridge of alteration in ways that â€Å" have left many pedagogues – consciously or otherwise – confused, exhausted and disillusioned † . ( Deal, 1990, p.131 ) Change can be seen as evolutionary and dynamic with an accent on uninterrupted acquisition and version ( Dixon, 1994 ; Fullan, 1991 ; Fullan and Miles, 1992 ) . The challenge for academic establishments is to follow alteration schemes that provide internal stableness while traveling in front. This challenge may be able to be met in instruction and elsewhere by concentrating on a alteration scheme where larning comes to be seen as â€Å" the individual most of import resource for organisational reclamation in the postmodern age † ( Hargreaves, 1995 ) . The states that lead the universe into the following century will be those who can switch from being knowledge transformational organic structures to those that will hold the capacity to possess, regenerate and use cognition successfully. The major issue that confronts pedagogues is whether or non we can transform instruction and make academic establishments that can successfully fix our state ‘s pupils for life. This procedure calls for leading at all degrees, a good school civilization and personal committedness of those who are responsible for these establishments. They must take the clip to earnestly see the sorts of alterations that are needed. They have to turn to the demands of pupils and instructors and so a cardinal transmutation of instruction could go on. There are many paths for organisational development through alteration, which can be used to better an organisation ‘s quality. Learning organisation theoretical accounts provide one administrative method that can be used to supply way for organisational accomplishment for both public and private organisations ( Makasarnont, 1997 ) . As Hoy and Miskel ( 2001 ) province, academic establishments are service organisations that are committed to learning and larning. The academic establishments maps as a learning organisation in order to go on to better public presentation and construct capacity to pull off alteration ( Corcoran and Goertz, 1995 ) in an environment where academic establishments are going progressively borderless. Gestating academic establishments as learning organisations is appropriate, given the new challenges of a fast-changing universe. To be relevant in a cognition society, new accomplishments, capablenesss and cognition are required. The focal point of each academic establishment should therefore autumn on the sweetening of single committednesss to uninterrupted acquisition by creative activity of an enabling enterpreutionial civilization and transformational leaders for the development and growing of academic establishments as Learning Organizations. Teachers have to be awake to these alterations and must seek to better their accomplishments all the clip. They can non halt their acquisition merely because they have graduated from school or the university and have been employed ; if they would wish to be successful, they must turn. They have to maintain on larning from their experiences, environment, or their organisation. As Lassey ( 1998 ) shows successful people are people who learn. Without larning, there is no betterment ; and without betterment the establishments stagnate. The establishments should be topographic points where participants continually expand their capacities to make and to accomplish. If academic establishments are to be effectual learning organisations, they must happen ways to make constructions that continuously back up learning and larning and heighten organisational version. Therefore the acquisition organisation is the of import thing that an decision maker has to make in her/his school in order to give leaders, instructors and pupils an chance for larning continuously, based on the belief that the more people learn, the better they can execute when they go on in life.Need for the StudyMany academic establishments are fighting to run into the demands for academic public presentation. In this survey academic establishments is narrowed down to merely schools, as they are base in the description of an academic establishment. Despite legion assuring enterprises from the authorities to advance pupil success in schools, overall additions in pupil public presentation have been let downing. Some observers have suggested that nil less than a cardinal redesign of the educational system will get down to turn to the hurdlings faced by pupils in wining at school ( Boyd & A ; Shouse, 1997 ) . Coleman ( 1997 ) noted that the extremely bureaucratic nature of Government schools stifles originative job resolution and blocks receptiveness to large-scale and transformative system reform. He described schools as â€Å" administratively goaded organisations † with long feedback cringle from the top of the organisation ( for illustration, the principal ) to component subsystems ( for illustration, instructors and pupils ) . Coleman considered schools with decentralised authorization constructions and norms of answerability and societal support, which he labels as â€Å" output-driven organisations, † as holding more promis e than 1s with traditional bureaucratic signifiers for increasing instructor and pupil public presentation. With turning concerns about the ability of the public instruction system to react to the demands of pupils ( Orfield et al. , 2004 ) , many voices in the school reform motion have discussed the demand for schools to run as â€Å" learning organisations, † which addresses the importance of module and staff working together to work out jobs through networking and squad acquisition ( Senge et al. , 2000 ) . The grade to which schools map as learning organisations may non merely act upon the willingness of school employees to encompass new inventions for advancing pupil accomplishment, but besides their personal wellbeing, their sense of efficaciousness in working with pupils, their work satisfaction, and their rating of the school as a high-performing organisation. A burgeoning figure of empirical probes offer support for these types of positive effects from schools workin g as larning organisations ( Lick, 2006 ; Orthner et al. , 2006 ) . I believe that understanding schools as larning organisations offers the potency to unlock the originative and dynamic procedures that schools require to undergo cardinal and important alteration enterprises. Merely so do we believe that schools will get down to turn to the challenges they face in educating kids and young persons and in shuting the important spreads in educational accomplishment and life success. The phenomenon known as the acquisition administrations has during the past three decennaries been discussed widely in the literature ( Khadra & A ; Rawabdeh, 2006 ; Moilanen, 2001, 2005 ; Hawkins, 1991 ; Watkins & A ; Marsick, 1993 ; Senge, 1990 ; Pedler, Burgoyne & A ; Boydell, 1991 ) . Unfortunately, the construct of the learning organisation remains abstract and elusive for many school degree practicians, which reflects, in portion, a strong propensity toward a constructivist attack in the survey of organisational acquisition. School forces besides have comparatively few tools available to analyze this facet of their schools, and appraisal is the first measure in the evidence-based pattern planning sequence. During the past century much has been learned about how the encephalon plants and how pupils learn. We have besides learned that how schools can be organized in what that can heighten the quality of larning that pupils experience and we know a great trade about the sorts of conditions that are necessary for alteration to happen. The issue in Indian Educational system is to happen a manner to make the conditions that will promote the learning organisation construct which is needed to transform Indian academic organisations. What is besides clear is that leading is a critical constituent of the transmutation of instruction. However, the sort of leading that is needed is basically different than what has traditionally been the instance. Leaderships must be able to transform their academic establishments. This has been widely discussed the literature ( Jones & A ; Rudd, 2007 ; Reed, 2006 ; Bartling & A ; Bartlett, 2005 ; CASEL, 2006 ; Bamburg, 1997 ; West, 1999 ; Telford, 1996 ; Barnett, Marsh & A ; Carven, 2003 ; Stander & A ; Rothmann, 2009 ) and therefore the inclusion of this as a variable in this survey. As little schools become more independent, they create new individualities and set up alone school civilizations. It is besides believed that the school ‘s civilization is inextricably linked to classroom civilization. Many research workers have explored the challenges of constructing school civilization ( Silver, 2003 ; Zilwa, 2007 ; Ferreira & A ; Hill, 2008 ; Niemann & A ; Kotze , 2006 ; Thomas & A ; Willcoxson, 1998 ; Raywid, 2001 ; ) . The researches explore assorted attacks to the issue of organisational civilization, including techniques from the concern universe, the connexion to physical infinites, and the usage of traditions ( Berg & A ; Wilderom, 2004 ; Fard.et.al, 2007 ; ) . A school ‘s civilization includes the obvious elements of agendas, course of study, demographics, and policies, every bit good as the societal interactions that occur within those constructions and give a school its expression and experience as â€Å" friendly, † â€Å" elite, â₠¬  â€Å" competitory, † â€Å" inclusive, † and so on. Just as civilization is critical to understanding the kineticss behind any booming community, organisation, or concern, the day-to-day worlds and deep construction of school life hold the key to educational success. Reforms that strive for educational excellence are likely to neglect unless they are meaningfully linked to the school ‘s alone civilization and hence the inclusion of this variable in this survey. Teachers play an of import function in the success of any school. The personal committedness of the instructor has a really strong influence in the smooth operation of the school and the school to develop into a learning organisation. Personal committedness could be commitment for one ‘s ain development and committedness for the development of the school and pupils. Research on committedness has by and large focused on either the ancestors or the effects of committedness. Early surveies of committedness explored the ancestors of committedness and found four general ancestors, viz. : personal features, occupation features, work experiences, and role-related features ( Mathieu and Hamel 1989 ; Mowday, Porter and Steers 1982 ) . Some of the earlier surveies besides explored the function played by demographic variables on committedness. The demographic variables found to hold influence on committedness are: age ( Mathieu and Zajac 1990 ) , organisational term of office ( Mathieu an d Hamel 1989 ) , place term of office ( Gregersen and Black 1992 ) , and instruction ( DeCotiis and Summers 1987 ) . Furthermore, Glisson and Durick ( 1988 ) identified skill assortment and function ambiguity as forecasters of satisfaction and leading, and the age of the organisation as forecaster of committedness. The impact of committedness on organisational degree results has besides been explored in a figure of surveies. However, it is the effect of affectional committedness which is more frequently studied in the literature. This is because high degrees of affectional committedness are shown to be related to a figure of positive behavioural degree results and occupation attitudes ( Hislop 2003 ; Cooper-Hakim and Viswesvaran 2005 ) . Further Organizational committedness and professional committedness of instructors in schools have been researched on ( Sood & A ; Anand, 2009 ; Karakus & A ; Aslan, 2009 ; Weber, 1990 ; Coladarci, 1992 ; Menep. I, 2010 ; Iqbal, 2010 ; Borgei. et.al, 2010 ; ) . Although the survey of committedness has been advanced from a scope of theoretical positions, it is interesting to observe that really few efforts have been made by research workers to work on personal committedness. The belief is that an apprehension of the relationship between leading, civilization and committedness is necessary. As a instructor pedagogue I think that personal committedness of instructors is really of import in transforming schools into a learning organisation and no researches have been done in this country, therefore the inclusion of the variable in this survey.Conceptual ModelSchools as Learning OrganizationTo show a theoretical model in which the school as larning organisation can be grounded, the survey is utilizing ‘The larning subjects ‘ ( Senge et al. , 1996:4 ) . Harmonizing to Peter Senge ( 1990: 3 ) acquisition organisations are: aˆÂ ¦organizations where people continually expand their capacity to make the consequences they genuinely desire, where new and expansive forms of thought are nurtured, where corporate aspiration is set free, and where people are continually larning to see the whole together. While all people have the capacity to larn, the constructions in which they have to map are frequently non contributing to contemplation and battle. Furthermore, people may miss the tools and steering thoughts to do sense of the state of affairss they face. Organizations that are continually spread outing their capacity to make their hereafter necessitate a cardinal displacement of head among their members.A For Peter Senge, existent larning gets to the bosom of what it is to be human. We become able to re-create ourselves. This applies to both persons and organisations. Therefore, for a ‘learning organisation it is non adequate to last. ‘ † Survival larning † or what is more frequently termed â€Å" adaptative acquisition † is of import – so it is necessary. But for a learning organisation, â€Å" adaptative acquisition † must be joined by â€Å" productive acquisition † , larning that enhances our capacity to make ‘ ( Senge 1990:14 ) . The dimension that distinguishes larning from more traditional organisations is the command of certain basic subjects or ‘component engineerings ‘ . The five that Peter Senge identifies are said to be meeting to introduce learning organisations. They are: Systems thought, Personal command, Mental theoretical accounts, Building shared vision & A ; Team acquisitionPersonal commandHarmonizing to Senge et Al. ( 1996:194 ) â€Å" the term command evolved from the medieval French, maitre, which meant person who was exceptionally adept and skilled – a maestro of a trade † . Maitre as it is used today means the capacity, non merely to bring forth consequences, but besides to get the hang the rules that underpin the manner an single green goodss those consequences. Mastery is a committedness to be the best in whatever is done ( Secretan, 1997:54 ) . Educators who strive to go â€Å" Masterss of their trade † are frequently those who would be described as being committed to their work in their several schools. Harmonizing to Zecha ( 1994:6 ) and Kushman ( 1992:6 ) , â€Å" there are two types of pedagogue committedness, viz. organisational committedness and committedness to pupil acquisition † which are effectual ingredients for transforming schools into larning administrations.Mental theoretical accountsResearch by Senge et Al. ( 1996:235-236 ) indicates that â€Å" mental theoretical accounts are subjective images, profoundly deep-rooted premises, generalisations and narratives that people carry in their heads about themselves, other people, establishments and events that take topographic point in the universe † . These mental maps act as a filtering system for our judgements and act upon how we take actions based on these judgements. If these mental maps or theoretical accounts are non questioned they could go obstructions to alter. To win in transforming schools into larning organisations it is of import that single peda gogues learn how to unearth their internal images ( subjective images ) of the universe and convey these to the surface and critically size up them. This can be done if meaningful conversations are encouraged in the school, where pedagogues expose their ain thought forms and besides listen to other co-workers. These conversations can act upon persons to switch their thought forms and see the other side of the narrative.Shared visionâ€Å" A shared vision is an across-the-board universe position which provides focal point for an person and the squad refering what is to be learnt and what is to be valued † ( Bierema & A ; Berdish, 1996:6 ) . This shared vision answers the inquiry: â€Å" What will success look like † ? This inquiry acts as a motivation force for sustained action to accomplish single and school ends. It is a guiding image of success formed in footings of a part to the school. Harmonizing to Johnson and Johnson ( 1994:9 ) â€Å" a shared vision creates a basic sense of sink or swim together among the members of the school. † A powerful vision binds pedagogues to common committednesss through coaction to accomplish single and school ends.Team acquisitionThe subject of squad acquisition starts with duologue, which is the capacity of members of a squad to suspend their premises and enter into a echt thought together. Harmonizing to Senge et al. , 1996:352 ) , â€Å" squad acquisition is the subject that has to make with larning about alliance. † Alliance means working as a whole or in a cohesive group committed to a common intent. This alliance is achieved through sustained duologue that may ensue in cognition sharing and acknowledging mutualities among team members ( Murgatroyd & A ; Morgan, 1993:73 ) . The subject of duologue involves larning how to acknowledge the forms of interaction in squads that undermine larning. The forms of defensiveness are frequently profoundly ingrained in how a squad operates. Therefore, the impact of squad acquisition is the constitution of shared values, vision, mission, and nucleus schemes to accomplish single and school ends. The 5th subject, systems believing, incorporates the other four larning subjects.Systems believingSystems believing is based on system kineticss ; it is extremely conceptual and provides ways of understanding practical school issues. It looks at systems in footings of peculiar types of rhythms and it includes expressed system mold of complex issues. The subject of systems believing Teachs that in any societal phenomenon it is of import to look at the whole image. In systems believing the school is looked at as a system that is interconnected to different parts of life that intersect and influence each other. These interconnected parts are bound together in such a manner that they become consistent to one another ( French & A ; Bell, 1995:93 ) . The constituents of a school include scholars, pedagogues, context, pupil acquisition procedures and any identifiable constituent that affects larning. Therefore, the kernel of systems believing prevarications in a displacement of head to one that sees: aˆ? interrelationships instead than additive cause-effect ironss ; and aˆ? procedures of alteration instead than snap shootings. The subject of systems believing starts with understanding the construct of feedback: that is how actions can reenforce or antagonize ( balance ) each other. In seeking to construct effectual acquisition environments, pedagogues have to larn to see the deeper forms and interrelatednesss of alteration.LeadershipLeadership is a described as being one of societal scientific discipline ‘s most examined phenomena ( Antonakis, Cianciolo, & A ; Sternberg, 2004 ) . Shoemaker ( 1998 ) suggested that leading is hard to qualify as the field is punctured by inconclusive definitions as to the function and map of leading. The latest chapter in the about 100 twelvemonth history of leading research is domina ted by the development of transformational leading theory embodied in the Full Range of Leadership Model ( Antonakis, et al. , 2004 ; Bass, 1998 ) . This attack to leading focal points on the magnetic and affectional elements of leading. Northouse ( 2004 ) described transformational leading as â€Å" a procedure that alterations and transforms persons. It is concerned with emotions, values, moralss, criterions, and long-run ends, and includes measuring followings ‘ motivations, fulfilling their demands, and handling them as full human existences † ( p. 169 ) . Furthermore, as Bass ( 1985 ) advocated, by prosecuting in transformational leading behaviours a leader transforms followings. In world this means that â€Å" followings are changed from being egoistic persons to being committed members of a group, they are so able to execute at degrees far beyond what usually might hold been expected † ( Antonakis, et al. , 2004, p.175 ) . The theoretical account of transformational leading includes a continuum of transformational, transactional, and individualistic signifiers of leading. Each signifier characterizes facets of the dynamic procedure of interaction between leader and follower but identifies certain forms and characteristics to separate transformational leading from transactional and individualistic manners ( Avolio, 1999 ) . The transformational leader wages peculiar attending to others ‘ demands, which, in bend, raises followings ‘ degrees of motive ( Avolio, 1999 ; Bass, 1998 ) . Furthermore, a leader of this type encourages others to make their full potency while besides following a strong ethical feature. Whereas, transactional leaders, â€Å" attack followings with an oculus to interchanging one thing for another † ( Burns, 1978, p. 4 ) , with the leader ‘s usage of either wages or penalty contingent on the follower ‘s completion or non-completion of assigned undertaki ngs. Individualistic leading involves indifference and turning away as a leader with this profile will â€Å" avoid doing determinations, abdicate duties, divert attending from difficult picks, and will speak about acquiring down to work, but ne'er truly does † ( Bass, 1998, p. 148 ) . Senge proposes that in larning organisations the leader ‘s â€Å" new work † should include a committedness to: being the organisation ‘s designer ; supplying stewardship ; and being a instructor. For schools to go learning organisations, the school ‘s leader ( s ) must accept duty for making conditions that promote and enhance that larning. Principals must make chances for instructors to get information about what is happening in the school and prosecute them in happening solutions to the jobs that occur. A cardinal difference between the old position of leading and that proposed by Senge is that the leader has a duty to make chances for instructors to larn about current research and use that research in their schoolrooms in an environment that promotes larning. Possibly most of import of all, principals need to make a clime that promotes hazard taking and eliminates the fright of failure. If these things can be done successfully schools will so possess the capacity to develop a shared vision about what needs to be done and prosecute in the sorts of activities that are needed to do their shared vision a world.Organizational CultureOrganizational civilization has been de fined from assorted positions ( Carroll and Nafukho, 2006 ; Popper and Lipshitz, 1995 ; Shien, 1990 ; Alvesson, 2002 ; Cook and Yanow, 1993 ; Adler and Jelinek, 1996 ; Argris, 1999 ) . Harmonizing to Marguardt ( 2002 ) , civilization is â€Å" an organisation ‘s values, beliefs, patterns, rites and imposts † . The civilization of a learning organisation habitually learns and works to incorporate procedures in all organisation maps. In consequence, the larning organisation ‘s civilization is invariably germinating and travels along an infinite continuum in a harmonious acquisition environment. Ultimately, the end is an exchange of utile cognition taking to invention, and improved larning public organisations. The assorted footings used in the context of organisational civilization are: values, moralss, beliefs, ethos, clime, environmental civilization. Ethical motives refers to normative facets to what is socially desirable. Valuess, beliefs: attitudes and norms are interrelated. Interaction between beliefs and values consequences in attitude formation and so produces norms. Valuess and benefits are the nucleus, while attitudes are the following bed, followed by the norms or behaviour. Then these acquire institutionalized, or when they accumulate and integrate we have societal phenomena. The eight of import values relevant to institution edifice are openness, confrontation, trust, genuineness, pro-action, liberty, coaction and experimentation. Openness: openness can be defined as a self-generated look of feeling and ideas, and the sharing of these without defensiveness. Openness is in both waies, having and giving. Both these may associate to thoughts ( including suggestions, feedback ( including unfavorable judgment ) , and feelings. For illustration, openness agencies having without reserve, and taking stairss to promote more feedbacks and suggestions from clients, co-workers and others. Similarly, it means giving without vacillation, thoughts, information, feedback, feelings, etc. openness may besides intend spacial openness, in footings of handiness. Confrontation: confrontation can be defined as confronting instead than shying off from jobs. It besides implies deeper analysis of interpersonal jobs. All this involves taking up challenges. Trust: trust is non used in the moral sense. It is reflected in keeping the confidentiality of information shared by others, and in non misapplying it. It is besides reflected in a sense of a confidence that others will assist, when such aid is needed and will honour common committednesss and duties. Trust is besides reflected in accepting what another individual says at face value, and non seeking for subterranean motivations. Trust is an highly of import ingredient in the establishment edifice procedures. Authenticity: genuineness is the congruity between what one feels, says and does. It is reflected in having up one ‘s errors, and in unreserved sharing of feelings. Authenticity is closer to openness. The result of genuineness in an organisation is reduced deformation in communicating. Pro-action: pro-action means taking inaugural, preplanning and taking preventative action, and ciphering the final payments of an alternate class before taking action. The term pro-act can be contrasted with the term react. Pro-activity gives inaugural to the individual to get down a new procedure or put a new form of behaviour. Pro-activity involves unusual behaviour. In this sense pro-activity means liberating oneself from, and taking action beyond immediate concerns. A individual demoing pro-activity maps at all the three degrees of feeling, believing and action. Autonomy: Autonomy is utilizing and giving freedom to program and act in one ‘s ain domain. It means esteeming and promoting single and function liberty. It develops common regard and is likely to ensue in willingness to take on duty, single enterprise, better sequence planning. The chief index of liberty is effectual deputation in organisation and decrease in mentions made to senior people for blessing of planned actions. Collaboration: Collaboration is giving aid to, and inquiring for aid from, others. It means working together ( persons and groups to work out jobs and squad spirit. The result of coaction includes seasonably aid, squad work, sharing of experiences, improved communicating and improved resource sharing. Experimenting: Experimenting means utilizing and promoting advanced attacks to work out jobs, utilizing feedbacks for bettering, taking a fresh expression at things and encouraging creativeness.Personal CommittednessMowday, Steers and Porter ( 1979, p. 226 ) , defined committedness as ‘the comparative strength of an person ‘s designation with, and engagement in a peculiar organisation ‘ . Although many definitions of committedness have been presented since the seminal work of Mowday et Al. ( 1979 ) , it is the construct of Meyer and Allen ( 1991 ) , which identifies three typical dimensions – affective, normative, and continuation – that has been the basis of extant theorizing in the country of committedness ( Herrbach, 2006 ) .Mowday, Porter and Steers ( 1982 ) ModelCommitment ( Attitudinal Commitment ) , to an organisation involves three constituents: ( a ) a strong belief in and credence of organisational ends and values, ( B ) a willingness to exer cise considerable attempt on behalf of the organisation, and ( degree Celsius ) a strong desire to keep rank in the organisation ( Mowday et al. , 1982 ) . Research on organisational committedness has been examined chiefly in relation to labor turnover ( Ferris & A ; Aranya, 1983 ; Hom, Katerberg & A ; Hulin, 1979 ; Huselid & A ; Day, 1991 ; Mowday, Steers & A ; Porter, 1979 ; O'Reilly & A ; Caldwell, 1980 ; Wiener & A ; Vardi, 1980 ; Steers, 1977 ; Stumpf & A ; Hartman, 1984 ) .Meyer and Allen ( 1997 ) ModelMeyer and Allen ( 1997 ) view organisational committedness as a ‘three constituent ‘ construct. The three constituents in their theoretical account are ‘Affective ‘ , ‘Continuous ‘ , and ‘Normative ‘ . The affectional committedness describes the emotional fond regard an person has with the organisation, their designation with the ends and values of the organisation and the degree of their engagement ( Zanagro, 2001 ) . Affectional committedness is taken as a concept closely related to designation ( Bergami & A ; Bagozzi, 2000 ) . Continuance committedness is based on the cost that an employee associates with go forthing the organisations, such as decrease in wage, pension, benefits, or installations ( Herbiniak & A ; Alluto, 1972 ) . Normative committedness is associated with employees ‘ feelings of duty to go on employment due to the work civilization and other socially accepted norms ( Weiner & A ; Gechman, 1977 ) . The less common attack to sing committedness is in footings of duty. Of the three constituents least is known about the development of normative committedness ( Meyer & A ; Allen, 1997 ) . The three dimensions highlight committedness from the positions of fond regard, duty, and necessity severally. From the above conceptual model, a theoretical account is drawn for better apprehension.OrganizationalCultureOpenness Confrontation Trust Authenticity Proaction Autonomy Collaboration ExperimentLeadershipTransformational Transactional Laissez-FairePersonal CommittednessOwn Development Student & A ; Institutional DevelopmentLearning OrganizationPersonal Command Mental Models Shared Vision Team Learning Systems ThinkingReappraisal of LiteratureSchools as Learning OrganizationBowen et.al. , 2007-Assessing the Functioning of Schools as Learning Organizations: Using informations from the population of employees in 11 in-between schools in North Carolina and edifice on an earlier analysis, this survey examines the dependability and cogency of a new appraisal tool for measuring schools as learning organisations: the School Success Profile Learning Organization. The consequences align with the conceptual theoretical account that informed the development of the step, including support for the two hypothesized larning organisation constituents: actions and sentiments. Kelleher Michael, 2007 – Learning Organization: The writer designed a theoretical account for a learning organisation: The theoretical account of the acquisition organisation, with its three dimensional attack, proposes schemes within the spheres of single, squad and organisational acquisition. He concluded by stating if womb-to-tomb acquisition is to go a world, it will go progressively of import to guarantee that schemes and actions support the development of larning organisations. If overlooked, the universe of work could good be that country of people ‘s lives where acquisition is non expressed, supported and developed. Moloi K.C..et al. , 2006 – Educators ‘ perceptual experiences of the school as a learning organisation in the Vanderbijlpark-North District, South Africa: This article outlines the chief findings of research that sought to supply a comprehensive apprehension of schools as larning organisations in the Vanderbijl Park-North District of the Gauteng state of South Africa. The quantitative research methodological analysis used was of major importance in obtaining informations that were grounded mostly on the theoretical model of larning organisations every bit good as in the personal experiences of pedagogues and principals. A major determination was that the larning subjects of personal command, mental theoretical accounts, a shared vision, teamwork and systems believing were cardinal to two factors: viz. , a collaborative civilization and personal beliefs about pedagogue committedness. Cheewaruengroj Waraporn, 2006 – A Study of Factors Correlating with the Learning Organization of Schools under the Congregation of the Sisters of the Sacred Heart of Jesus of Bangkok: The survey was conducted in five schools under the Congregation of the Sisters of the Sacred Heart of Jesus of Bangkok. Five factors that could act upon a school to be a learning organisation was investigated which are: instructor and teamwork patterns, engineering and work systems, public presentation ends and feedback patterns, motive, executive and managerial patterns. The survey indicated that 1. All the respondents ‘ sentiment toward position of factors correlating with larning organisation and larning organisation of schools under the Congregation of the Sisters of the Sacred Heart of Jesus of Bangkok are high. 2. The decision makers and instructors perceived a important positive relationship at significance degree 0.01 between factors under survey and school acquisition organisation. 3. Executive and managerial patterns have a positive relation with learning organisations. Agaoglu Esmahan, 2006 – The Contemplation of the Learning Organization Concept to School of Education: The writer says that an organisation should follow the instruction as a life manner and transform them to larning organisation. This state of affairs is current for educational organisations. The societies of today need the persons who know how to make cognition, how to change over the gained cognition to the behaviours, how to bring forth new cognition utilizing them. For turning up the persons who have these features, educational organisations have to transform to larning organisations. In this procedure, the instructors besides have of import function. For this ground, it was realized a descriptive survey, which aimed to find whether the schools of instruction have the acquisition organisation characteristics. The sample group of survey is the academic staff of the school of instruction at Anadolu University. The information was gathered with the questionnaire of larning o rganisation characteristics. At the terminal of survey, it was found that the academic staff believed the module had many characteristics of larning organisation, but some lacks about schemes. Bowen Gary L. et al. , 2005 – The Reliability and Validity of the School Success Profile Learning Organization Measure: The larning organisation construct has increasing significance for public schools, in the context of higher criterions for pupil public presentation. This article examines the dependability and cogency of a new step of organisational acquisition: the School Success Profile-Learning Organization ( SSP-LO ) . The dependability and cogency of the instrument appear promising. Silins Halia, 2002 – What features and processes define a school as a larning administration? Is this a utile construct to use to schools? : The construct of secondary schools as larning organisations was being examined as portion of a research undertaking affecting South Australian and Tasmanian secondary schools. Learning organisations were defined as schools that: employ procedures of environmental scanning ; develop shared ends ; set up collaborative instruction and learning environments ; promote enterprises and hazard pickings ; on a regular basis review all facets related to and act uponing the work of the school ; acknowledge and reenforce good work ; and, supply chances for go oning professional development. A study of 2,000 instructors and principals was conducted. The treatment clarifies the features and processes recognized as bing in secondary schools that relate to the reconceptualization of schools as learning organisations and addresses the utility of this atta ck. Silins Halia, et al. , 2002 – Schools as larning organisations: The instance for system, teacher and pupil acquisition: An Australian government-funded four-year research undertaking affecting 96 secondary schools, over 5,000 pupils and 3,700 instructors and their principals has provided a rich beginning of information on schools conceptualized as learning organisations. The LOLSO undertaking focused on three facets of high school operation: leading, organisational acquisition and the impact of both on pupil outcomes. This research has established a relationship between the system factors of leading and organisational acquisition and pupil outcomes as measured by pupil degrees of engagement in and battle with school. This paper summarizes this research and studies on a survey that through empirical observation tests the relationship between pupils ‘ engagement in and battle with school and pupil accomplishment utilizing theoretical account edifice and way analysis. The i mportance of larning at the system, teacher and student degree is discussed in the context of school restructuring. Dill. David, 1999 -Academic Accountability and University Adaptation: The Architecture of an Academic Learning Organization – In this article the writer address the inquiry, â€Å" What are the organisational features of an academic acquisition organisation? † It reviews the versions in organisational construction and administration reported by universities trying to better the quality of their instruction and acquisition procedures. The analysis has suggested 5 elements that appear typical to the university sector: 1. Culture of grounds, 2.Improved coordination of learning units, 3.Learning from others, 4. University-wide coordination of â€Å" larning † , 5. Transfering cognition. Mentions and farther reading may be available for this article. To see mentions and farther reading you must buy this article.Learning Organization & A ; LeadershipMartoo Gladys, 2006 – Reculturing a School as a learning Organization: Fact-finding narrations of two Queensland Schools: The focal point of this survey has been to link the thought of developing schools as larning organisations with the impression of developing larning leaders and edifice school capacity for cognition economic system. This was an action-inquiry ego survey to analyze the issues of cirricullum reform in the context of more general organizational reforms. This survey has besides explored the impression of schools being re-cultured or reconstructed to work as learning organisation in a clime that focuses on improved societal and academic acquisition results of their pupils. Southworth Geoff, 2002 – Instructional Leadership in Schools: Contemplations and empirical grounds: This paper examines the impression of instructional leading. The paper argues that more inclusive, differentiated, holistic and learning-centered histories are needed. It examines definitions of ‘instructional leading ‘ . Empirical groundss about such leading, pulling upon work in the USA and England is detailed. The high spots of the survey are: the importance of leaders being scholars, the deductions for leading development and the importance of making and prolonging certain organisational conditions which facilitate instructional leading. It ends with the point that instructional leading is going more important with the turning accent on organisational acquisition. Silins Halia, 2000 – Towards an optimistic hereafter: schools as larning organisations – effects on teacher leading and pupil results: A four dimensional theoretical account of organisational acquisition was confirmed and employed to place conditions furthering organisational acquisition in Australian secondary schools. The prevailing influences of leading, organisational acquisition and important instructor effects on pupil engagement in and battle with school were discussed. This paper examines farther the nature of organisational acquisition and the leading patterns and procedures that foster organisational acquisition and, more significantly, the impact of these variables on teacher leading. A way theoretical account is used to prove these school variables every bit good as school features such as handiness of resources and community focal point against the impact of pupils ‘ place environment on pupils ‘ positions of instructors ‘ work in the scho olroom and pupil results such as attending, and engagement in and battle with school. The importance of re-conceptualizing schools as larning organisations to advance successful school alteration is discussed. Bierema, Laura L, 1999- The Procedure of the Learning Organization: Making Sense of Change: This survey provides an overview of the assorted theoretical accounts for analyzing and implementing learning organisations. It gives clear construct of the acquisition organisation, importance & A ; deductions of Leadership of a learning organisation venture and the significance of making larning partnerships. Bamburg Jerry D, 1997 – Learning, Learning Organizations, and Leadership: Deductions for the Year 2050: What is besides clear is that leading is a critical constituent of the transmutation of instruction. The article presents a conceptual model that describes the new signifier of leading that will be needed if the transmutation of schools into larning organisations is to happen. The writer explores the different leading functions in schools and establishes its importance in doing a school a learning organisation. Dever, John T, 1997 – Accommodating educational leading and the learning organisation: The writer discusses the pertinence of a learning organisation developed by Peter Senge to educational leading. He uses a theoretical account for the creative activity of organisational constructions and discusses at length on the rejection of traditional position of leaders, he explores the compatibility of a strong leading with the theoretical account for establishments of higher instruction and his Model ‘s assistance in the re-conceptualization of collegial patterns.Learning Organization and Organizational CultureFardA Hasan Danaee, et al. , 2009 – How Types of Organizational Cultures Contribute in Determining Learning Organizations: The chief intent of this empirical survey was to analyze the relationship between four types of organisational civilizations and the determining learning organisation. In this survey, they have selected two groups of public organisations ( more successful and less successful public organisations ) . The sample of this survey comprises senior employees of these two groups. Consequences of Spearman Rank Correlation and Fridman tests reveal that there is a important correlativity between organisational civilizations and larning organisations in Persian public organisations. In add-on, they found that although participative civilization has a higher correlativity coefficient, but larning civilization has the highest ranking among different types of civilizations. Mestry Raj, et al. , 2009 – The function of leaders in determining school civilization: The article explores how Schools have become diversified and leaders should therefore show several of import qualities when making a new civilization for schools. Leaderships are expected to cognize deeper significances embedded in the school before seeking to reshape it. It is besides indispensable for leaders to bring out and joint nucleus values, seeking for those that reinforce what is best for scholars and that support learner-centered earning. Emphasis is placed on the demand for school leaders to continually and explicitly make and pull off civilization in order for schools to go expert at introducing within the permeant context of educational diverseness and reclamation. Leaderships have to pass on nucleus values in their actions, they honor and recognize those who have worked to function scholars and the intent of the school, they observe rites and traditions to back up the school ‘s bosom and psyche, they articulately speak of the deeper mission of the school, and they celebrate the achievements of the staff, the scholars and the community. Nazir A. Nazir and Lone Mushtaq A. , 2008 – Validation Of Denison ‘s Model Of Organizational Culture And Effectiveness In The Indian Context: Taking cue from the recent rush in organisational civilization and effectivity surveies ‘ chiefly in Western states, this survey investigated the nexus between these two concepts utilizing Denison ‘s Organizational Culture Survey ( DOCS ) in the Indian context. The consequences, besides happening a strong support for the DOCS theoretical account, indicated that of the four cultural traits studied – engagement, adaptability, mission, and consistence, mission was found to be a individual most cultural trait responsible for a figure of bottom-line public presentation indexs. Kenny Breda & A ; Reedy Eileen, 2007 – The Impact of Organizational Culture Factors on Innovation Levels in SMEs: An Empirical Probe: This paper presents the consequences from a quantitative survey on invention in SMEs ( little to medium endeavors ) . Data was obtained from a sum of 25 respondents to a questionnaire sing invention within companies. The findings trade with issues such as current invention schemes, merchandise and procedure invention, drivers, restraints and beginnings of invention, and the company environment and cultural factors that contribute to innovation within companies. The paper concludes with a treatment of the outstanding cultural factors that can lend to the stimulation of invention and creativeness within organisations. Raywid, M.A, 2001- School Culture: This book speaks on how school ‘s civilization is inextricably linked to classroom civilization. The resource discusses the significance of organisational civilization and explores the challenge of constructing school civilization. The book inside informations on tools for measuring your bing civilization, developing group norms, and bring forthing effectual intergenerational duologue. The resources explore assorted attacks to the issue of organisational civilization, including techniques from the concern universe, the connexion to physical infinites, and the usage of traditions. Ouchi William & A ; Wilkins Alan, 1985- Organizational Culture: The writers have reviewed current work on theory, empirical surveies, and parts to the apprehension of planned alteration of organisations. This modern-day survey of organisational civilization reflects several heatedly contested concerns, among which are the undermentioned: can civilization be internationally managed? Must civilization be studied utilizing the tools of the phenomenologist or the ethnographer, or does the usage of multivariate statistics besides have a topographic point. Which societal scientific discipline paradigm is most appropriate for understanding organisational civilization: Phenomenology, symbolic interaction, semiologies, structural-functional anthropology or cognitive psychological science?Learning Organization and Personal CommitmentKholeka Moloi, 2010 – How can schools construct larning organisations in hard instruction contexts? : This survey is about the survey of larning organisatio ns within the instruction sector and peculiarly in schools working in hard socio-economic contexts. This qualitative survey has sought grounds from instructors, in one of the territories of Gauteng state, through in-depth, semi-structured focal point group interviews to set up what a learning organisation is. Using informations obtained through two in-depth, semi-structured focal point group interviews with 16 instructors, subjects were constructed to speculate their experiences on what a learning organisation is. The consequences showed that instructor committedness to personal acquisition enhanced student accomplishment. This survey contributes to the apprehension of theories on larning organisations from the experiences of these instructors working in disadvantaged townships schools. Mathew Jossy & A ; Ogbonna Emmanuel, 2009 – Organizational civilization and committedness: a survey of an Indian package organisation: This survey adopts a three position model ( Martin 1992, 2002 ) to research the impact of organisational civilization on organisational committedness in a context ( package sector in India ) that is renowned to be dynamic and people-centered. The survey adopts ethnographic methods including in-depth interviews, observation and papers analysis. The findings lead to the development of a scope of penetrations into the integrated, differentiated and disconnected nature of organisational civilization and the impact of these on the perceptual experience of linkages with organisational committedness. The paper argues that following all three positions of civilization in the survey of culture-commitment linkages in a individual organisation reveals important penetrations into the sensed associations, while at the same clip foregrounding the debatable n ature of such relationships. Brown Barbara B, 2003 – Employees ‘ Organizational Commitment and Their Perception of Supervisors ‘ Relations-Oriented and Task-Oriented Leadership Behaviors: Bass & A ; Avolio ‘s ( 1995 ) Multifactor Leadership Questionnaire was used to mensurate relations-oriented and task-oriented leading behaviours. Meyer & A ; Allen ‘s ( 1997 ) Organizational Commitment Questionnaire ( OCQ ) was used to mensurate organisational committedness. The findings resulted in an agreement of relations-oriented and task-oriented subscales that was different than the agreement proposed by Bass & A ; Avolio ( 1995 ) . Correlations for the MLQ Form 5X revealed multi-collinearity among all the dealingss oriented subscales and two of the task-oriented subscales, forestalling any readings about the sum of discrepancy that any peculiar type of relations-oriented or task-oriented leading behaviour might explicate in organisational committedness. Relations-oriented leading behaviours explained the greatest sum of discrepancy in affectional committedness, slightly less discrepancy in normative committedness, and no discrepancy in continuation committedness. The consequences for task-oriented leading behaviours revealed the same form of relationships with the different types of organisational committedness, merely weaker. Hawkins Wilbert D, 1998 -Predictors Of Affective Organizational Commitment Among High School Principals: This survey was an appraisal of the importance of age, gender, organisational term of office, perceived organisational support, perceived equity, and perceived liberty in explicating affectional organisational committedness among high school principals in the United States. Stepwise multiple-regression was used to find which independent variables explained a part of the dependant variable, affectional organisational committedness. Consequences of the stepwise multiple-regression indicated that 58 per centum of the fluctuation in affectional organisational committedness among high school principals was explained by sensed equity, organisational term of office, perceived organisational support, and high school principals ‘ age. Perceived equity explained the greatest per centum of fluctuation ; age, which entered the arrested development equation, explained the least sum of fl uctuation. This survey indicates that high school principals, foremost and first, valued equity from school territories in return for their committedness to school territories. The challenge for overseers and others who work with high school principals is to keep equity in educational scenes where there are many diverse and viing pupil demands in the same school territory. Coladarci Theodore, 1992 – Teachers ‘ Sense of Efficacy and Commitment to Teaching: This survey examined the grade to which instructors ‘ sense of efficaciousness, every bit good as other hypothesized influences on committedness to learning. General and personal efficaciousness emerged as the two strongest forecasters of learning committedness, along with teacher-student ratio, school clime, and sex. Greater learning committedness tended to be expressed by those instructors who were higher in both general and personal efficaciousness ; who taught in schools with fewer pupils per instructor ; and who worked under a principal regarded positively in the countries of instructional leading, school protagonism, determination devising, and dealingss with pupils and staff. Teaching committedness besides was higher for female instructors. Romzek Barbara S, 1989 – Personal Consequences of Employee Commitment: This survey examined the consequence of employee committedness on persons ‘ non-work and calling satisfactions. Datas on public employees ‘ attitudes indicated that the single effects of employee committedness are positive ; back uping the impression that psychological fond regard to a work organisation outputs personal benefits for persons. These consequences contradict the impression that people needfully pay a high personal monetary value for high degrees of employee committedness and cautiousness against sing psychological fond regard as a zero-sum phenomenon.Inferences drawn from literature studyThe construct of Learning organisation being used in academic establishments is merely a really recent tendency ( from a decennary or so ) . Theories by Peter Senge, Garvin, Kelleher, Benenett & A ; O'brien, Watkins & A ; Marsick, Marquardt & A ; Reynolds etc are being explored on, Peter Senge being the most outstanding theory. Reviews indicate that transforming schools into learning organisations would take the educational establishments into higher degrees of accomplishment in countries of pupil results, leading, committedness, relationships, healthy civilization and overall operation of the establishments. Many researches ‘ have indicated a positive relationship between leading and learning organisation. The different manners of leading have been explored in academic establishments, most common being transformational, transactional and instructional leading manners. Some surveies have indicated the impact of leading accomplishments and manners on the development of the educational establishment into a learning organisation. The most common tool used in mensurating the Leadership manner is the multifactor leading questionnaire. Organizational Culture is co-related to leading and Learning Organization in many surveies. Theories on civilization by Denison, Hellsigle & A ; Slocans etc have been used in researching the civilization in academic establishments. The different types of civilizations and their influence on larning organisations and leading of academic establishments have been worked on. All researches reviewed show high positive relationships and impacts between larning organisations, leading, organisational Culture and Commitment. Very less reappraisal was found in the country of personal committedness. Research workers have worked on organisational committedness and professional committedness. Theories of Allen & A ; Meyer, Kanchan Kohli have been explored. The three types of organisational committedness viz. affectional, continuation and normative have been researched on, in which each type holding its ain influence in the committedness of instructors in academic establishments. However, the researches reviewed have non highlighted this new construct of larning organisations in the Indian academic establishments. The present probe is an effort to turn to this spread in a systematic and scientific mode. Operational Definitions Learning Organization: Peter Senge ( 1990: 3 ) aˆÂ ¦.Organizations where people continually expand their capacity to make the consequences they genuinely desire, where new and expansive forms of thought are nurtured, where corporate aspiration is set free, and where people are continually larning to see the whole together. Leadership: Northouse ( 2004 ) described transformational leading as â€Å" a procedure that alterations and transforms persons. It is concerned with emotions, values, moralss, criterions, and long-run ends, and includes measuring followings ‘ motivations, fulfilling their demands, and handling them as full human existences † . Organizational Culture: Marguardt ( 2002 ) , civilization is â€Å" an organisation ‘s values, beliefs, patterns, rites and imposts † . The civilization of a learning organisation habitually learns and works to incorporate procedures in all organisation maps. In consequence, the larning organisation ‘s civilization is invariably germinating and travels along an infinite continuum in a harmonious acquisition environment. Ultimately, the end is an exchange of utile cognition taking to invention, and improved larning public organisations. Personal Committedness: Committedness means to demo trueness, responsibility or pledge to something or person. Personal committedness, interaction dominated by duties. These duties may be common, or self-imposed, or explicitly stated, or may non. It is besides a pledge or promise to 1s ‘ ego for personal growing.Aims of the surveyThe aims of this research are to: aˆ? investigate which indispensable constituents are necessary for schools to work as learning organisations ; aˆ? look into the impact of Leadership, Organizational Culture and Personal Commitment on a learning organisation ; aˆ? provide guidelines that pedagogues could perchance utilize to transform their schools into environments of effectual acquisition.Variables of the StudyIndependent Variables: Leadership, Organizational Culture and Personal Commitment Dependent Variable: Learning Organization Demographic Variables: Age, Gender, old ages of experience, type of School, Type of Syllabus followed, Marital Status, Educational Qualification, IncomeaˆÂ ¦aˆÂ ¦aˆÂ ¦aˆÂ ¦Major Hypothesiss of the surveyDesign of the survey – MethodologySample: Multistage Stratified random trying – first degree at type of school and 2nd degree type of course of study followed. 500 schools instructors from across schools in the metropolis of Bangalore.Tools of the surveyLearning Organization Profile ( LOP ) Questionnare Multifactor Leadership Questionnare ( MLQ ) – Bass & A ; Aviola OCTAPACE – Personal Commitment – research worker madeStatistical toolst-test – Significant differences Multi Regression analysis Boundary lines of the survey Appraisal of clip 2 Old ages Budget Rs. 50,000

Adverbs Are Really Quite Acceptable

Adverbs Are Really Quite Acceptable Adverbs Are Really Quite Acceptable Adverbs Are Really Quite Acceptable By Mark Nichol Adverbs are to verbs as adjectives are to nouns: They modify action words. However, they can also support other parts of speech, such as adjectives and other adverbs, as well as clauses and even entire sentences. When writers want to add to detail in the form of answers to questions such as â€Å"Who?† â€Å"When?† and â€Å"Where?† (as well as â€Å"how much?†), they reach for adverbs. Most adverbs end in ly, but note that some adjectives do, too. You can tell the difference by the root word: Seriously (from serious) is an adverb, but timely (from time) is an adjective. Others end in the related forms ways (such as sideways) and wise (like otherwise) or consist of nouns preceded by a- (akin, for example). Others, known as comparative and superlative adverbs, end respectively in -er or -est (for instance, faster and fastest). But adverbs, unlike other parts of speech, are diverse and flexible in their function, even in the same position: â€Å"He has arrived, obviously,† for example, is subtly distinct in meaning from â€Å"He has arrived obviously.† And they can be found anywhere in a sentence: â€Å"Slowly, he opened the door,† â€Å"He slowly opened the door,† and â€Å"He opened the door slowly† all mean the same thing. (An adverb can, of course, also immediately follow a verb: â€Å"He then walked quickly toward the lamp.†) Adverbs, like adjectives, have gotten a bad rap for their cluttering qualities. They are ever so useful, and so applicable and adaptable that writers often employ them mindlessly and indiscriminately. But which of the three adverbs in the preceding phrase (not only mindlessly and indiscriminately but also often) must I mercilessly vaporize with the Delete key? Don’t hesitate to apply one or more adverbs within a sentence if they serve a purpose, but do hesitate before you cast them among your prose with Brysonian abandon. Bill Bryson, the exhaustively (and exhaustingly) amusing author of The Mother Tongue: English How It Got That Way and other books on language, as well as volumes on history, science, and more, never met an adverb he didn’t like, but he’s earned the right to break the rules. Consider this sentence from his latest work, At Home: A Short History of Private Life: â€Å"Eventually even he admitted that mostly he wished to build it simply for the slightly strange pleasure of making something really quite enormous.† Out of context, it may seem quite indulgent, but this is Bryson’s voice, a voice that would be fatally muted by this Hemingwayesque excision of the sentence’s adverbs: â€Å"Even he admitted that he wished to build it for the pleasure of making something enormous.† Admonishments to avoid adverbs (and adjectives) are often misconstrued: They are not to be avoided, but they are best not employed merely to prop up weak nouns and listless sentences. 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 Grammar category, check our popular posts, or choose a related post below:15 Terms for Those Who Tell the FutureTen Yiddish Expressions You Should KnowNominalized Verbs

Therapeutic relationship Essays

Therapeutic relationship Essays Therapeutic relationship Essay Therapeutic relationship Essay Lago (2003: p54) states that Being misunderstood begets anger, frustration even hatred. By contrast, to be understood evokes trust, gratitude, exploration, love and aspiration. The use of language is absolutely central to the communication process and however much good intent there is, on both sides of a conversation, if misunderstandings persist then the potential for therapy is substantially diminished if not stopped altogether. Therefore as well as a means of communication language can form a boundary between two people, this is especially true in the therapeutic relationship. This does not only occur when the client and counsellor speak different first languages but also when they use the same language. Accents and usage of language vary throughout the U. K. ; this can lead to misunderstandings between the counsellor and the client. In certain parts of the country and with certain ages, swearing is readily accepted and used everyday. However, in other places and with other ages swearing is frowned upon. Language can also be a powerful weapon of oppression. If a client feels insecure, and the counsellor uses long and strange language, the client could feel intimidated and withdraw from the relationship. Therefore, language can be both freeing and constraining. Enabling because it allows us to express our feelings and opinions and communicate with others. Constraining because we cannot communicate with those who do not speak our language, it only allows the use of certain words for certain feelings. For example, the Eskimos have many different words for snow and sleet whereas in the U.  K. we have just those two. Therefore, if a counsellor has a client with a different first language it could be that the English equivalent does not really mean the same thing in their language. DIFFERING BELIEF SYSTEMS Belief systems are made up from many different parts of a persons psyche and can range from belief in religion to the belief in self. A persons outlook of religion will alter the way that they view the world. For example, I do not believe in any god and so when things happen I say that is life. However, in certain religions whichever god is being worshipped can be blamed or praised for the occurrence. In the counselling setting, the clients belief systems will affect the relationship. The client may believe for example that it is wrong to talk about certain issues and so if the issues are not talked about openly the relationship will falter, as congruence and honesty are a main component in the person centred approach. The counselling relationship is there in many cases to change the clients beliefs about their own self-image. For example, a client may believe that they are useless or worthless; this negative self-image will, hopefully, be changed throughout the counselling process so that the client lives a more fulfilled life. McLeod ( 2003: p484) states that there has been lively interest in the idea that all effective counsellors possess similar belief systems or ways of making sense of the world. The assumption is that counsellors are able to help people because they see the clients problems in a particular way. It could be then that as counsellors not only do we have our own beliefs but also we have certain commonalities that make us good at what we do. It is important to remember that there are two people in the therapeutic relationship and that they are both as important as each other. FAMILY PATTERNS All families no matter the size have patterns and positions. The family is affected not just by the size but the ages of its members and their genders. Adler looked more deeply into family patterns and found that those with different positions took on different roles and characteristics. Adler believed that a persons birth position and gender would influence their development and personality. For example, only children may be quite self-centred and unable to consider the needs of others unless reminded; middle children tend to feel squeezed out or sometimes held in, as they have neither the privileges of the eldest nor rights of a youngest. In addition, there is the difference in how we encourage our children according to their gender. For example, boys are encouraged to get dirty and go exploring and play a bit rough and big boys dont cry, whereas girls are encouraged to play with dolls and play nicely and to be clean and tidy. If a counsellor understands these issues, it may be easier for him to help the client. The relationship could be affected if the counsellor reminds the client of a member of their family that they did not get along with etc. this is also true of the counsellor. By understanding these issues, the counsellor could have more insight into the client and how the clients self-concept was formed. FAMILY LIFE EXPERIENCES The life experiences of the whole family will affect how a person develops and their outlook on life. For example if a client moved house as a child and found the experience unsettling and uncomfortable the client could later on develop problems dealing with loss and change. If the move was pleasant and the client settled into their new house, it is more likely that they will cope with change in a better way. All families have shared life experiences but each member of the family will remember different aspects of the event and be affected by it in different ways. For example a family my go on a holiday. The parents want to visit all the local sights and there is a lot of driving involved. The parents enjoy the driving because they like the countryside however, the kids cannot stand it because they are trapped in a car and prefer cities to the countryside. So even though all the family went to the same places and had the same experiences they all perceived the holiday in different ways. These events influence in later life and will affect all the relationships we have. Obviously, the relationship is one of the most important aspects in the P. C. approach to counselling.

Words to Use Instead of Said

Words to Use Instead of Said Its common to use the verb say over and over again when writing dialogue. Not only is he said she said repetitive, but its also not very descriptive. To better describe the feelings behind the reported speech and other statements in narrative writing, its important to use vocal verbs and adverbs. Vocal verbs and adverbs help provide motivation behind statements, questions, and replies and convey important information to readers. Each vocal verb and vocal adverb has a short description of typical usage, as well as an example statement illustrating how to replace he said she said with something much more descriptive. Vocal Verbs Vocal verbs provide information on the tone of the statement. For example, the vocal verb moan indicates that something is said in a complaining fashion in a low voice. These vocal verbs are grouped by a general indication of the type of statement made. Speaking Suddenly blurtexclaimgaspsnap Examples: Alison blurted out the answer.Jack gasped in reaction to the scene.I snapped a quick response to his question. Providing Advice or an Opinion advisearguecautionnoteobservewarn Examples: Pete cautioned the children to be careful.The teacher observed that the exercise was difficult.The driver warned his passengers about the noise. Being Loud exclaimbellowcallcryscreamshoutyell Examples: She shouted out the answer.The boys screamed as they dived into the cold water.The mother cried out in disdain when her son was accused of the crime. Complaining The following four vocal verbs are often used to describe someone complaining:   groanmoanmumblemutter Examples: Jack mumbled his responses to the questions.He muttered so badly that they couldnt understand him.I moaned that I was hurt. Speaking with Authority or Command announceassertorder Examples: The teacher announced the exam at the end of the week.Jane asserted her rights as a voter.The police ordered the protesters away from the area. Vocal Adverbs Vocal verbs provide information on the manner in which the statement is made. Vocal adverbs are often used to provide additional information on the feeling that the speaker has when making a statement. For example, the vocal adverb joyfully indicates that something is said with great joy. For example, He joyfully exclaimed the news! indicates that the speaker is happy when making the statement. Compare this to He arrogantly exclaimed the news,  which conveys very different information about the speaker. Common Vocal Adverbs admiringly: indicates respect for someoneExample:Alice admiringly noticed his clothes. angrily: indicates angerExample:She angrily denounced his crimes. casually: without much importanceExample:She casually conceded her mistake. cautiously: in a careful mannerExample:She cautiously mentioned the extra homework. cheerfully:  indicates joy, happinessExample:Frank cheerfully agreed to do the job. decisively:  indicates a belief in the statement madeExample:Ken decisively replied to the question. defiantly: indicates a challenge to somethingExample:Peter defiantly taunted his classmates. formally: proper, through official channelsExample:Josh formally complained to the personnel department. harshly: indicates critical judgmentExample:The teacher harshly scolded the children. meekly: indicates quietness, shynessExample:Jennifer meekly mumbled her apology. offensively:  indicates rudenessExample:Alan offensively argued his point about schooling. sternly: indicates authorityExample:The teacher sternly stated that all reports were due on Friday. thankfully: indicates gratitudeExample:Jane thankfully accepted the job offer. wisely: indicates  experience or intelligenceExample:Angela wisely commented on the situation.

Perspective on the significance of the marea court case in Research Paper

Perspective on the significance of the marea court case in understanding some aspect of the larger world of 17th century Massac - Research Paper Example Regardless of this fact, it is the responsibility of the historian/researcher to accurately depict the situation and not give way to the temptation to only relate the most interesting/salacious aspects of the story due to the fact that these do not help to give the full story and only emphasize the beliefs and actions of those with the most divergent views among the culture/group in question. Although the trials have been mythified and turned into a cultural phenomenon, the fact remains that even though the number of executions were low and the incident was isolated, the prevailing beliefs of that time with relation to how the settlers/Puritan viewed the world in which they lived worked to have a profound effect on how justice was carried out with relation to those supposedly involved in some form or other of conjuring or witchcraft. From the court data as well as the other primary and secondary data that can be analyzed, it is clear that many factors greatly impeded the case against Marea as it relates to her trial for murder of her own newborn infant. As such, the purpose of this analysis is not to provide a firm case for or against her guilt in the situation; that much should be obvious. Instead, the purpose is to carefully review some of the statements made by the deponents with relation to those testified to Marea’s innocence/guilt. ... the ways in which these deponents related the information they had come across, the level to which these influences are exhibited in the testimony provides ample evidence of how information was interpreted, accepted by the court, and acted upon based upon the biases of the individuals responsible for providing such testimony and the jurors beliefs as they related to the understanding and application of this knowledge. As such, the individual depositions contained strong references the beliefs in here say as tantamount to proof. This was so prevalent throughout many of the testimonies that if it were extent in a courtroom of our time it would clearly be disregarding as a clear abrogation of justice. However, to the individuals involved in the case during the sixteenth century such cultural, social, and religious norms were perfectly accepted both in society and within the court as a defining merit of their unique and peculiar society. Such inclusion of here say as a type of circumstan tial evidence is noted in many court cases of the same period.2 The first of these testimonies is that of Thomas Drake. Of all the testimonies, Thomas Drakes is interesting in that it does not make any of the broad sweeping stereotypical judgments that the other deponents make in their testimony. Thomas Drakes testimony can be seen as rambling and inclusive of a lot of unnecessary facts; however, the fact remains that he appears to present the most impartial and non-aligned view of those that were sampled in the testimony that is available to draw inference upon. Although it cannot be asserted definitively, it is interesting to question whether Thomas Drake was originally born in the colonies or was one of the first settlers due to the fact that his age at the time of the testimony puts

The Legal Environment of Business Assignment Example | Topics and Well Written Essays - 1250 words

The Legal Environment of Business - Assignment Example Two parties are involved; the one providing an offer (offeror) and the one accepting or agreeing to the offer (offeree). As a first step, legal contracts require both parties to agree on the subject of the contract (Goldman and Sigismond 2010). After that, the parties agree for appropriate way the contract can be made. The process now enters into negotiation process where the offeror make an offer (promise) to the offeree (promisee). It is always required that when this takes place, the offer in the context should be seriously intended, be definite and well communicated to the promisee. Serious intention is the key to make the contract legally recognized, since without serious intention, the contract is regarded as a less binding agreement (Goldman and Sigismond 2010). An offer becomes legally accepted when it is devoid of subjective intentions such as secret inner feelings by the offeror. In most cases, the court to legally recognize offer and acceptance contract, the parties are re quired to have intentions that are clear and objective in nature. Moreover, the terms expressed in the agreement should be definite in nature, where specific aspects such as price, time, quantity, and quality should not be vaguely expressed. In addition, the offer must be communicated clearly between the parties involved especially the promisee who has to understand the contents of the agreement before accepting. Lastly, the process should reflect a regally recognized invitation process among the parties and not done through coercion (Goldman and Sigismond 2010). The difference between warranties and conditions Contract whichever type or nature is generally perceived to be either a warranty or condition. In most cases, understanding whether a contract is warranty or condition may be problematic but the courts usually establish the rules of construction of contracts that in most cases are used to resolve ambiguities. Therefore, are certain specifics, which can be looked upon, and hel p in differentiating warranty from condition. First difference between the two arises from the purpose, which they serve. Condition usually constitutes stipulation aspects that are necessary to the primary purpose of contract of sale (Geet and Deshpande 2008). On the other hand, warranty constitutes stipulations that are collateral in nature (subsidiary) to the main purpose of contract of sale (). Another difference is brought about by the issue of breach. When a condition is breached, the party that is aggrieved has the right to sue for damages and also enjoy the right to repudiate the contract (Geet and Deshpande 2008). On the other hand, when warranty is breached, the part that is aggrieved only enjoys the right to sue for damages and not right for repudiate. Further, when a condition is breached, it is sometimes treated as breach of warranty and the same cannot be applied to warranty when it is breached. Lastly, condition goes direct to the root or core of the contract, while wa rranty does not go direct to the root of the contract (Geet and Deshpande 2008). How mistake may affect a contract Contracts may be appealing at first instance they are created and may be viewed to be fine without mistakes. However, unlike the common and general mistakes, contract mistakes exhibit unique feature in that it has to do largely with mistaken assumptions that are related to contract formation

Service flower Essay Example | Topics and Well Written Essays - 750 words

Service flower - Essay Example It is because of the latter that the report presents an array by which managers can also evaluate models of their companies with respect to their specific setting. Applebee’s is a distinguished brand dealing with casual foods that boost of amassing a great amount of popularity over the years. Its first restaurant joint opened in 1980 and gradually the company has been able to acquire over 2000 joints all over the United States of America. Given the fact that its main dishes relate to the American diet of chicken, salads, pasta and riblets; Applebee’s has managed to receive a warm reception from the citizens. From its headquarters in Kansas, Missouri, Applebee’s has seen a continual growth in human resource whose economic well-being depends on the company (Quenqua). Thus, a strong team of managers exists to oversee activities such as order taking, payment and billing, influenced by the day-to-day operations. Positive business strategies and models are also essential in the running of such a franchise, given the nature of the specific business. The service flower concept is an idealistic approach used to analyze the services offered by a company to its customers. The core services of the business have preference over the peripheral ones, but attention is on how the entire process affects the product; this explains why aspects such as branding and marketing are important. However, important to the company is the distinction of the core products from the supplementary services, since the latter only help facilitate acquiring a competitive advantage over rivals. Usually it may be by way of increasing the appeal from customers or enhancing the value of the final product in the end. Often ignored is the delivery process of a product to the customer for consumption. Since this is the point where there is direct contact with a potential customer, a set of exceptional skills are crucial to closing a deal (Millford 11). Among the issues that the report seeks to

Service letters Essay Example | Topics and Well Written Essays - 750 words

Service letters - Essay Example In addition, a good friend of the family was talking coffee with us, and she commented about the young man to me, claiming that he had once stayed with her when one of the machines broke down until it was repaired. Your juice stores have always given me excellent service and acts, as a place for me to meet my friends. I always feel comfortable even when I am not having a drink because the waiters know that I am a regular visitor. I have noticed that the waiters, including Mr. Rodman, always try to make the customer’s experience much better, which must be difficult with all the diverse people who visit the store. These groups always want different flavors, as was the case with my nephews. One of them wanted a Pina Colada, while the others wanted a Strawberry Julius and an Orange Julius respectively. Even with the long line behind us, Mr. Rodman pulled more than fifteen colored cups out of the sleeve until he had the right ones, after which he made beverages for all of us, chatting up my nephews. We were all very grateful. I find his attitude brilliant because it is not possible to train understanding and empathy, which means that this is one of your requirements for potential employees, especially as I have heard the same complements from my friends. I felt like Mr. Rodman showed maturity and understanding from his experience of serving families and small children. Even though, buying juice is not the most memorable moment of anyone’s day, I always remember to visit it every time I come to the mall. I have also learnt a lesson from this experience, which is that understanding and maturity may be more costly and elicit more opinions, but it creates loyalty for customers. This is not in any training manual, but I feel that many stores have a lot to learn from you. I know that I will stay a loyal customer to your business. Thank you. I am writing this letter as a complaint about the terrible service