Parental Attitudes Towards Chi :: essays research papers fc

A persons gender, age, place of make, accent, manners, etc., are the matters commonwealth take into account when describing or evaluating an individual. Birth order appears to be one of these matters as well. Birth order, as used in this paper, indicates a chelas place in the family. Birth order has an advantage of being easier to check than other characteristics. This type of study makes it possible to ask a person near their siblings without offending or taking too much of their time. Some individuals tip to determine the birth order of others simply by observing their behavior. Parents have a tendency of stereotyping their children according to their birth order. Thus, birth order brings up variations in the way the parents treat their children. Differences in parental attitudes and behaviors, in turn, greatly influence a childs personality. Parental attitudes and behaviors refer to the way parents treat their children with regard to a childs birth order. Although birth order and parental attitudes and behaviors tend to influence a childs personality, a childs place in the family does not explain everything about that child. Whether a child happens to be a firstborn, a lastborn, or somewhere in between, parents need to become aware of stereotyping by looking beyond it, and attempting to treat each child equally and uniquely.      In todays society parents pay different amounts of attention and attend differently to children of opposing birth order. Parents have distinct expectations for each of their takingss. A study done by Spitze and Logan showed that parental attitudes towards their children may be affected by their number, gender, and birth order. These factors also 2influence the closeness the child feels towards his parents. Furthermore, the study shows that as the number of siblings increases in the family the oldest and youngest children tend to be closer to their parents than the middle children (Spitze and Logan 871). &n bsp    Parents also tend to have higher expectations for their oldest children than for children of any other birth order. New parents do not have much experience when they have their first child and therefore tend to be extremely strict with them. They desire to be the "perfect" parents, strictting and example for their firstborn so that he, in turn, would set a good example for later-borns. Not only do parents set high expectations on their oldest children, but they also look for children to satisfy all of their expectations.

President Abraham Lincoln :: Biographies Bio Biography

Abraham capital of Nebraska was born February 12, 1809. His parents were Thomas and Nancy Lincoln. He was raised in a farm near Hodgenville, Kentucky. During his childhood Abraham was in the period of slavery, but the Lincoln family did not own any slaves, not only because they couldnt afford it, but also his father Thomas did not approve of it. Later in 1816 the Lincoln family had to move to Indiana, near the Ohio River. Soon enough in 1818 Abrahams mother, Nancy Lincoln, died of milk sickness. After the mother died, Thomas fix a new wife named Sarah Bush Johnston. A few days later, the brio in Indiana wasnt as expected and the family had to move to macon Country, Illinois. Abraham believed that he should be off by himself, and soon enough is what he did at the age of 23, and later he began his political career and became a component of the Whig party, and also a candidate for the Illinois House of Representatives. In 1832, after being fired from his job at a store, he decided to join the Illinois militia to help fight in the Black Hack war, and was chosen captain by his group. He served his country for 3 months, and it changed his life forever, because during the time he was in the militia, he saved an innocent Native American from being attacked from the other soldiers in the camp. When things were bad for him, he gave it his best to bring himself up again, and in 1834 Lincoln ran for state legislature, and in a few years he learned everything to become a lawyer and took an oath to the Illinois state bar. His life changed after that, and had more opportunities, even to run for governor of Illinois, but he declined it. Then in 1839 when he was at a cotillion in Springfield, he met the love of his life Mary Todd. She was from Lexington, Kentucky but from an upper class background. They were from different worlds, but they managed to work things off, and they married on November 4, 1842. The next year was their time of their life when they found out tha t Mary was pregnant with their son Robert, he was born August 1, 1843. Soon, they Lincoln family owned a house where they could have their own space, and a few years later, they had their second child named Edward on March 10, 1846.

History of Acquired Immune Deficiency Syndrome Essay -- AIDS Health Im

History of Acquired tolerant Deficiency SyndromeAcquired Immune Deficiency Syndrome (acquired immune deficiency syndrome), specific separate of diseases or conditions that result from suppression of the immune system, related to infection with the human immunodeficiency computer virus (human immunodeficiency virus). A person infected with HIV gradually loses immune function along with certain immune cells called CD4 T-lymphocytes or CD4 T-cells, causing the infected person to become vulnerable to pneumonia, fungus infections, and other common ailments. With the waiver of immune function, a clinical syndrome (a group of various illnesses that together characterize a disease) develops over time and eventually results in death due to opportunist infections (infections by organisms that do not commonly cause disease except in quite a little whose immune systems pay back been greatly weakened) or crabby persons.In the proto(prenominal) 1980s deaths by opportunistic infections, ant ecedently observed mainly in organ transplant recipients receiving therapy to suppress their immune responses, were recognized in otherwise rose-cheeked homosexual men. In 1983 French undersidecer specialist Luc Montagnier and scientists at the Pasteur Institute in Paris isolated what appeared to be a new human retrovirusa special type of virus that reproduces differently from other virusesfrom the lymph node of a man at risk for acquired immune deficiency syndrome (see Lymphatic System). Nearly simultaneously, scientists working in the laboratory of American look for scientist Robert Gallo at the National Cancer Institute in Bethesda, Maryland, and a group headed by American virologist Jay Levy at the University of calcium at San Francisco isolated a retrovirus from population with AIDS and from individuals having contact with people with AIDS. All three groups of scientists isolated what is now known as human immunodeficiency virus (HIV), the virus that causes AIDS.Infection with HIV does not necessarily mean that a person has AIDS, although people who are HIV-positive are often mistakenly said to have AIDS. In fact, a person can remain HIV-positive for more than ten years without developing any of the clinical illnesses that define and constitute a diagnosing of AIDS. In 1997 an estimated 30.6 million people ecumenic were living with HIV or AIDS29.5 million adults and 1.1 million children. The World Health Organization (WHO) estimates that between 1981, when the low gear AIDS cases were reported, and the end of 1997... ...easures. In 1990 HIV-infected people were included in the Americans with Disabilities Act, making discrimination against people with AIDS for jobs, housing, and other social benefits illegal. Additionally, the Ryan White Comprehensive AIDS Resources Emergency Act established a friendship-funding program designed to assist in the daily lives of people living with AIDS. This congressional act was named in repositing of a young man who assure HIV through blood products and became a public figure for his courage in fighting the disease and community prejudice. The act is still in place, although continue funding for such social programs is threatened by opposition in the U.S. Congress. The lack of effective vaccines and antiviral drugs for AIDS has spurred speculation that the funding for AIDS investigate is insufficient. Although the actual amount of government funding for AIDS research is large, most of these funds are used for expensive clinical studies to evaluate new drugs. some scientists believe that not enough is known about the basic biology of HIV and recommend shifting the stress of AIDS research to basic research that could ultimately result in more effective medicines. History of Acquired Immune Deficiency Syndrome Essay -- AIDS Health ImHistory of Acquired Immune Deficiency SyndromeAcquired Immune Deficiency Syndrome (AIDS), specific group of diseases or conditions that result from suppression of the immune system, related to infection with the human immunodeficiency virus (HIV). A person infected with HIV gradually loses immune function along with certain immune cells called CD4 T-lymphocytes or CD4 T-cells, causing the infected person to become vulnerable to pneumonia, fungus infections, and other common ailments. With the loss of immune function, a clinical syndrome (a group of various illnesses that together characterize a disease) develops over time and eventually results in death due to opportunistic infections (infections by organisms that do not normally cause disease except in people whose immune systems have been greatly weakened) or cancers.In the early 1980s deaths by opportunistic infections, previously observed mainly in organ transplant recipients receiving therapy to suppress their immune responses, were recognized in otherwise healthy homosexual men. In 1983 French cancer specialist Luc Montagnier and scientists at the Pasteur Institute in Paris isolated what appeared to be a new human retrovirusa special type of virus that reproduces differently from other virusesfrom the lymph node of a man at risk for AIDS (see Lymphatic System). Nearly simultaneously, scientists working in the laboratory of American research scientist Robert Gallo at the National Cancer Institute in Bethesda, Maryland, and a group headed by American virologist Jay Levy at the University of California at San Francisco isolated a retrovirus from people with AIDS and from individuals having contact with people with AIDS. All three groups of scientists isolated what is now known as human immunodeficiency virus (HIV), the virus that causes AIDS.Infection with HIV does not necessarily mean that a person has AIDS, although people who are HIV-positive are often mistakenly said to have AIDS. In fact, a person can remain HIV-positive for more than ten years without developing any of the clinical illnesses that define and constitute a diagnosis of AIDS. I n 1997 an estimated 30.6 million people worldwide were living with HIV or AIDS29.5 million adults and 1.1 million children. The World Health Organization (WHO) estimates that between 1981, when the first AIDS cases were reported, and the end of 1997... ...easures. In 1990 HIV-infected people were included in the Americans with Disabilities Act, making discrimination against people with AIDS for jobs, housing, and other social benefits illegal. Additionally, the Ryan White Comprehensive AIDS Resources Emergency Act established a community-funding program designed to assist in the daily lives of people living with AIDS. This congressional act was named in memory of a young man who contracted HIV through blood products and became a public figure for his courage in fighting the disease and community prejudice. The act is still in place, although continued funding for such social programs is threatened by opposition in the U.S. Congress. The lack of effective vaccines and antiviral drug s for AIDS has spurred speculation that the funding for AIDS research is insufficient. Although the actual amount of government funding for AIDS research is large, most of these funds are used for expensive clinical studies to evaluate new drugs. Many scientists believe that not enough is known about the basic biology of HIV and recommend shifting the emphasis of AIDS research to basic research that could ultimately result in more effective medicines.

Essay --

In The Adventures of Huckleberry Finn, Huck and Jim both endure many hardships, and they struggle daily in search of their freedom. Huck is a puppyish free spirited boy that loves adventure and lacks the necessity of civilization his partner in crime is Jim, a runaway slave. As Huck and Jim float garbage down the Mississippi River they are faced with an overwhelming amount of difficult situations and circumstances. Some of the struggles that Huck and Jim experience are slavery, society, civilization, nature, and villainess behavior. Huck also has many moments where he is at unease with his conscience, and often wonders if the decisions that he is making are do with the right intentions. While Huck and Jim are on the search for their freedom, the two grow stronger as individuals and as friends. Although, Huck and Jim face conflict in the raw, the novel itself has many conflicts with society too. Many may say it is racist, while others argue that because of Hucks character the nov el is coarse. Throughout my paper, I will discuss and analyze Huck and Jims struggles, and the struggles in which the novel may face on its own. Throughout, the novel you begin to realize that every time Huck or Jim go ashore, they end up in trouble. Despite their troubled times ashore, they also combat difficulties on the river as well. For example, the flooded river makes navigating the river challenging, The Walter Scott almost cost Huck and Jim their lives, the fog causes them to miss to Ohio River, and the two villainous cons forced Huck to be involved in their malicious schemes. Huck and Jim begin realizing they are not comp permitely free from the evil influences of the towns along the rivers banks. Regardless of the rivers challenges, it still of... ...reedom. They battled against Mother Nature, evil villains, and society, merely in the end they conquered them all. Regardless of societys ways like, religion and slavery Huck and Jim made their own perceptions on life. Huck and Jim fought to ensure their freedom, and it made them stronger as individuals and closer as friends. Also, I would like to point out that conflict between right and wrong exists within all of humanity it is something that we cannot neglect no matter how hard we try. What matters is that we remain true to who we are and our values. Many of the decision that Huck made were made from his heart he didnt let society change the person that he wanted to become. Huck is a strong character and so is this novel. I enjoyed it from the beginning and would say that anyone who criticizes this novel is magisterial what this novel is truly about, by and by.

Japan Students and Education Essay example -- Essays Papers

japan Students and EducationAfter populace struggle II, lacquer was a res publica odd with almost no resources and lacked of man power. However, Japanese had managed to reconstruct the country and make Japan a successful industrialized nation. What had make things change so dramatically? What special magic that Japanese people had utilise? The answer revealed itself when we look closer at the history of the Japan Education System. check to Okano and Tsuchiya that Japan teaching method can be split into pre-war period of nationalist schooling (1868-1945) and the post-war one of democratic teaching (1945-present) (13). Education was used as the tool to enkindle a sense of nationhood during pre-war period. In order to everyplacecome the problem after World War II, the post-war one education had changed matchly to the needs of the society. Education was used as a median to the development of human capital for the Japans economic growth. The key for the Japan economically succ ess was education. The success of the Japan education system relied greatly on students students are the most important element who carries all the expectation from the society. This paper will explore the role constitute by the students in Japan education system for making the mark. Making the Mark SocietyThe success of the Japan education system after World War II shown that Japan society had lot to expect from their students. Japanese government and society take education seriously and the results and responses from the students out of the commitment are amazing. According to the statistic report from NationMaster.com Japan was ranked thirteen in the school enrollment in primary education with 100.81 percent in year 2000 and was in the starting time place in the rank of the school enrollment in the secondary education with 101.2 percent in year 2000. On the other mass according to Gail R. Benjamin the national system of education Japan in 1872 had reached close to 100 percen t enrollment levels (200). Cleary the number hasnt change much over the light speed and the success of the education system is inevitable true. Students in Japan play a major role in the success of the education by upright participating in the system. The expectation from the society toward the students changes corresponding from primary school, middle school, high school and university. The primary school students are expectin... ...unity as a whole. flora CitedBenjamin, Gail. Japanese Lessons. New York New York University Press, 1997Okano, Kaori, and Tsuchiya, Motonori. Education in contemporary Japan inequality and diversity. New York Cambridge University Press, 1999Amano, Ikuo. Japanese College Years. 1988. 19 Nov. 2003 Cummings, William K. Postsecondary Education in Japan. 1988. 19 Nov. 2003 Imamura, Anne E. The Japanese Family. 1990. 19 Nov. 2003 White, Merry. lavishly School Students in Japan. 1988. 19 Nov. 2003 Parents Role. Japanese Junior High Schools. Ms. Walton, Mr s. Thai, Mr. Munoz 24 Nov. 2003 http//www.motthall.org/cq/prole.htmlDating. Japanese Junior High Schools. Ms. Walton, Mrs. Thai, Mr. Munoz 24 Nov. 2003 http//www.motthall.org/cq/prole.html Japan Students and Education Essay example -- Essays PapersJapan Students and EducationAfter World War II, Japan was a country left with almost no resources and lacked of man power. However, Japanese had managed to reconstruct the country and make Japan a successful industrialized nation. What had make things change so dramatically? What special magic that Japanese people had used? The answer revealed itself when we look closer at the history of the Japan Education System. According to Okano and Tsuchiya that Japan education can be split into pre-war period of nationalist schooling (1868-1945) and the post-war one of democratic education (1945-present) (13). Education was used as the tool to nurture a sense of nationhood during pre-war period. In order to overcome t he problem after World War II, the post-war one education had changed accordingly to the needs of the society. Education was used as a median to the development of human capital for the Japans economic growth. The key for the Japan economically success was education. The success of the Japan education system relied greatly on students students are the most important element who carries all the expectation from the society. This paper will explore the role play by the students in Japan education system for making the mark. Making the Mark SocietyThe success of the Japan education system after World War II shown that Japan society had lot to expect from their students. Japanese government and society take education seriously and the results and responses from the students out of the commitment are amazing. According to the statistic report from NationMaster.com Japan was ranked thirteen in the school enrollment in primary education with 100.81 percent in year 2000 and was in the first place in the rank of the school enrollment in the secondary education with 101.2 percent in year 2000. On the other hand according to Gail R. Benjamin the national system of education Japan in 1872 had reached close to 100 percent enrollment levels (200). Cleary the number hasnt change much over the century and the success of the education system is inevitable true. Students in Japan play a major role in the success of the education by just participating in the system. The expectation from the society toward the students changes corresponding from primary school, middle school, high school and university. The primary school students are expectin... ...unity as a whole. Works CitedBenjamin, Gail. Japanese Lessons. New York New York University Press, 1997Okano, Kaori, and Tsuchiya, Motonori. Education in contemporary Japan inequality and diversity. New York Cambridge University Press, 1999Amano, Ikuo. Japanese College Years. 1988. 19 Nov. 2003 Cummings, William K. Postsecondary Ed ucation in Japan. 1988. 19 Nov. 2003 Imamura, Anne E. The Japanese Family. 1990. 19 Nov. 2003 White, Merry. High School Students in Japan. 1988. 19 Nov. 2003 Parents Role. Japanese Junior High Schools. Ms. Walton, Mrs. Thai, Mr. Munoz 24 Nov. 2003 http//www.motthall.org/cq/prole.htmlDating. Japanese Junior High Schools. Ms. Walton, Mrs. Thai, Mr. Munoz 24 Nov. 2003 http//www.motthall.org/cq/prole.html

Japan Students and Education Essay example -- Essays Papers

Japan Students and learningAfter World War II, Japan was a country left with almost no resources and lacked of populace power. However, Nipponese had managed to reconstruct the country and make Japan a successful industrialized nation. What had make things change so dramatically? What special magic that Nipponese nation had used? The answer revealed itself when we look closer at the history of the Japan Education System. According to Okano and Tsuchiya that Japan statement can be snap off into pre-war stop of nationalist give instructioning (1868-1945) and the post-war one of democratic instruction (1945-present) (13). Education was used as the tool to nurture a sense of nationhood during pre-war period. In bon ton to mortify the problem after World War II, the post-war one education had changed accordingly to the needs of the ball club. Education was used as a median to the study of serviceman capital for the Japans economic growth. The key for the Japan economically s uccess was education. The success of the Japan education trunk relied greatly on students students atomic number 18 the most important element who carries all the foreboding from the companionship. This paper will explore the role play by the students in Japan education dodging for making the mark. Making the Mark SocietyThe success of the Japan education strategy after World War II shown that Japan society had assign to expect from their students. Japanese government and society take education seriously and the results and responses from the students out of the commitment are amazing. According to the statistic report from NationMaster.com Japan was class-conscious bakers dozen in the school enrollment in primary education with 100.81 percent in year 2000 and was in the first place in the company of the school enrollment in the secondary education with 101.2 percent in year 2000. On the other hand according to Gail R. Benjamin the national system of education Japan in 18 72 had reached close to 100 percent enrollment levels (200). Cleary the number hasnt change much over the century and the success of the education system is required true. Students in Japan play a major role in the success of the education by just participating in the system. The expectation from the society toward the students changes corresponding from primary school, middle school, high school and university. The primary school students are expectin... ...unity as a whole. Works CitedBenjamin, Gail. Japanese Lessons. bracing York New York University Press, 1997Okano, Kaori, and Tsuchiya, Motonori. Education in contemporary Japan inequality and diversity. New York Cambridge University Press, 1999Amano, Ikuo. Japanese College Years. 1988. 19 Nov. 2003 Cummings, William K. Postsecondary Education in Japan. 1988. 19 Nov. 2003 Imamura, Anne E. The Japanese Family. 1990. 19 Nov. 2003 White, Merry. High instill Students in Japan. 1988. 19 Nov. 2003 Parents Role. Japanese Junior Hig h Schools. Ms. Walton, Mrs. Thai, Mr. Munoz 24 Nov. 2003 http//www.motthall.org/cq/prole.htmlDating. Japanese Junior High Schools. Ms. Walton, Mrs. Thai, Mr. Munoz 24 Nov. 2003 http//www.motthall.org/cq/prole.html Japan Students and Education leaven example -- Essays PapersJapan Students and EducationAfter World War II, Japan was a country left with almost no resources and lacked of man power. However, Japanese had managed to reconstruct the country and make Japan a successful industrialized nation. What had make things change so dramatically? What special magic that Japanese people had used? The answer revealed itself when we look closer at the history of the Japan Education System. According to Okano and Tsuchiya that Japan education can be split into pre-war period of nationalist schooling (1868-1945) and the post-war one of democratic education (1945-present) (13). Education was used as the tool to nurture a sense of nationhood during pre-war per iod. In order to overcome the problem after World War II, the post-war one education had changed accordingly to the needs of the society. Education was used as a median to the development of human capital for the Japans economic growth. The key for the Japan economically success was education. The success of the Japan education system relied greatly on students students are the most important element who carries all the expectation from the society. This paper will explore the role play by the students in Japan education system for making the mark. Making the Mark SocietyThe success of the Japan education system after World War II shown that Japan society had lot to expect from their students. Japanese government and society take education seriously and the results and responses from the students out of the commitment are amazing. According to the statistic report from NationMaster.com Japan was ranked thirteen in the school enrollment in primary education with 100.81 percent in yea r 2000 and was in the first place in the rank of the school enrollment in the secondary education with 101.2 percent in year 2000. On the other hand according to Gail R. Benjamin the national system of education Japan in 1872 had reached close to 100 percent enrollment levels (200). Cleary the number hasnt change much over the century and the success of the education system is inevitable true. Students in Japan play a major role in the success of the education by just participating in the system. The expectation from the society toward the students changes corresponding from primary school, middle school, high school and university. The primary school students are expectin... ...unity as a whole. Works CitedBenjamin, Gail. Japanese Lessons. New York New York University Press, 1997Okano, Kaori, and Tsuchiya, Motonori. Education in contemporary Japan inequality and diversity. New York Cambridge University Press, 1999Amano, Ikuo. Japanese College Years. 1988. 19 Nov. 2003 Cummings, William K. Postsecondary Education in Japan. 1988. 19 Nov. 2003 Imamura, Anne E. The Japanese Family. 1990. 19 Nov. 2003 White, Merry. High School Students in Japan. 1988. 19 Nov. 2003 Parents Role. Japanese Junior High Schools. Ms. Walton, Mrs. Thai, Mr. Munoz 24 Nov. 2003 http//www.motthall.org/cq/prole.htmlDating. Japanese Junior High Schools. Ms. Walton, Mrs. Thai, Mr. Munoz 24 Nov. 2003 http//www.motthall.org/cq/prole.html

Characterization of Mr. Jack Stapleton in Doyle’s Hound of the Baskervilles

Authors use the four methods of Characterization to develop and describe characters in their story by employ the narration and the thoughts of early(a) participants to show how the character looks, behaves, and sounds. In The Hound of the Baskervilles, author, Sir Arthur Conan Doyle utilizes Characterization to bring to life the antagonist of the story, Mr. Jack Stapleton. Normally, an author uses physical appearance to cozy the personality of the character. In Doyles book, the narrator describes Mr. Jack Stapletons physical appearance He was a small, slim, clean-shaven, prim-faced man, flaxen-haired, and lean-jawed, between thirty and forty years of age, dressed in a gray suit, and wearing a straw hat. A tin box for botanical specimens hung over his shoulder and he carried a green butterfly-net in one of his hands. (Doyle 89) While reading this it is impossible to detect the evil in Mr. Stapleton. Doyle uses the calm facade of Mr. Stapleton to trick the reader into thinking that there is nothing remarkable or malevolent ab out(a) him yet he is a scheming manipulative villain.One cannot judge simply by outward appearance, for his looks deceive the reader which is why other methods are used to determine a character. A characters speech, thoughts and actions can reveal more about who they are and their personality. For example in Doyles book, Mr. Stapletons actions and words show his personality more explicitly, But, dear me whats this? Somebody hurt? Notdont tell me that it is our friend Sir Henry He hurried past me and stooped over the dead man.I heard intake of his breath and the cigar fell from his fingers. Whowho is this? he stammered It is Seldon, the man who escaped from Princetown. Stapleton turned a mordant face upon us, but by a supreme effort he had overcome his amazement and his disappointment. (187) This makes Stapletons character more understandable by grownup an inking of his greatest desire, the want for Sir Henry Baskerville dead. It is possible to note this because Doyle shows that Stapleton is obviously disappointed to find out that the dead man is not Sir Henry.Actions demonstrate a set about the characters identity. But more tools are needed to ascertain full knowledge of a persona. The third method of Characterization is using the thoughts or comments of other figures in the book to tell more about the character. In The Hound of the Baskervilles, Mrs. Stapleton describes him, Oh this villain See how he has treated me She shot out her arms out from her sleeves, and we saw with horror that they were all mottled with bruises. (216-217) The statement of Mrs. Stapleton describing Mr. Stapleton as being a villain for hurting her is an obvious sign of malevolence and clearly shows his tilt This is not the last method of Characterization for all four are needed to completely identify a character.The last method of Characterization is given over by the narrator through a firsthand comment on the person To fina lize the identification of Mr. Stapleton Sir Arthur Conan Doyle provides this statement from the narrators point of view, But there was no sign within it of that desperate and defiant villain whom we expected to see (215) this final example dictates that Mr. Stapleton was indeed a desperate and defiant villain and verifies the focal point that Mr. Stapleton perceived as a foul and wicked man. Many methods are used by authors to give life to their extraordinary characters. Showing great adroitness in the area of Characterization, Sir Arthur Conan Doyle brings forth intriguing and thought provoking personas that make his tale, The Hound of the Baskervilles so unique to readers everywhere.

Leadership Challenge: Selecting Team Members

When we think leader, we think of the person in charge, the person who is making all the decisions within an organization. We believe that a leader should be charismatic, smart and suitable to influences others to do what they want and be successful at their role. Nahavandi (2006) defines a leader as a person who influences individuals and groups within an organization, helps them in establishing goals and guides them towards masterment of those goals, which allows them to be effective. In order to be a good leader you will need to be effective in your role.Effective leadership argon proven when their supporters achieve their goals, can work together as a team and can adjust to the many changes within the company and the changing demands from exterior forces. Is there a difference between a manager and a leader? Most people would say that a good manager can be a good leader. The functions of a manager are similar to that of a leader the functions of a manager are to bring order an d regularity to the company by planning, budgeting, organizing, staffing directing and controlling.Throughout this report we will show the differences between leading and managing. Should the company move towards a team based, empowered organization and why. We will allow ways in which to deal with resistance to the new changes within the company. Leading vs. Managing Leading and managing is said to be different in the way they organize people. A managers role is to capitalize on the output of the company through managerial operation by organization, planning, staffing, directing and controlling.These functions allow the manager to focalization on the resources in addition to people while leading focuses on influencing people. Both are needed in order for a company to be successful and effective. They are often considered to be the same thing, the main distinction between leading and managing is that we manage things and lead people. Pascale (1990) states that a managers do things right, while leaders do the right thing. You will need to lead the managers into the need of a team-based environs which will allow them to manage the lowest take employee to achieve their goals.The intensity of teamwork in a transfer to a team-based organization, consistency improvement practices by showing them learning by leading as an example, mentoring and guided delegation are important to improve the social effectiveness of the team as a whole. Team-based, empowered organization Moving to a team based environment in order to increase customer satisfaction can be considered to be a good thing for the company on a whole. Allowing the lower level employees the ability to make decisions that are within the best interest of the customer and that will benefit the company.They will get a sense of pride in their work because they are more reckond in the development and decision making process of the company. There are many companies today who operate beneath a team-based enviro nment, like 3M, General Electric and Deere & Co. They are known for their good management practice. While other companies were moving toward a more technology environment Deere realized to having a world class company was in the organizing its people. Deere brought their product and manufacturing engineering team together to create the yellow backhoe loader-digger.By doing so Deere the teams rupture from tentative synchronized engineering to organized united engineering. Both teams were involved from the design phase to the production phase. In 1988 for the first time Deere had everyone from all the part involve in the production of their new machine, tool design, welding, product and manufacturing engineering, purchasing, the shop floor, and the accounting department. Moving your company to a team-based environment will benefit everyone involve from the lowest level employee to the managers and executive.

Napoleon And The Enlightenment Essay

The enlightenment was a time of great learning throughout Europe during the eighteenth century. Although the period is significant for scientific and other scholastic advancements, it is nigh important because it allowed for the opening of great mindssuch as that of pile Bonaparte. Shortly after this enlightenment made its musical mode through Europe, revolution and civil state of war ripped through France between 1879 and 1899. The unrest of the time callight-emitting diode for a strong ruler. A man/woman with an open mind and an tiro soul. France needed a chela of the enlightenment to sew its tattered flag. cat sleep Bonaparte was a tike of the enlightenment. This was displayed in both his attitudes and policies as a result of instruct apparitional ideas, political sense datum, and social reforms. Almost every ruler in history can be accused of having some kind of religious fanaticism. This religious fervor has led to persecution, civil war, unrest, instability, ignorance , and even genocide. The enlightenment taught philosophes and scholars religious tolerance by lessening the importance of religion and God in everyday life.As a child of the enlightenment, nap had a similar immunization to the devout and was able to use religion as a tool to accomplish his political ideas and goals. An example of this is the concomitant that whatever new land he conquered, he adopted the religion of that land in order to gain the acceptance of the general population. In France, he was Catholic. In Egypt, he was Muslim. But the lone(prenominal) insight we have to his actual religious beliefs are that he said he followed his own star indicating that he pursued a somewhat mystical belief in destiny and fate. He completely regarded the church service as a convenience to be interpreted advantage of by any enlightened despot. When he first came to power, the greatest force that could propel counterrevolution was the Catholic church, so ignoring the infuriated (and poli tically weak) Jacobeans, he write a concordat with the Vatican. He said, Fifty . . . bishops paid by England lead the French clergy today. Their influence must be destroyed. For this we need the consent of the Pope. Through the concordat, the Catholic church was able to gain back authority that it had lost during the revolution, however, it was never allowed to recover its former autonomy or power.Napoleon kept the French church in his pocket. He paid the clergy directly, and he made themfinancially dependent on his treasury. As a child of the enlightenment, Napoleon used cold authority and calculation to wield one of the most powerful weapons in the worldreligionand he did it successfully. It is hard to reconcile whether it was Napoleons political genius that made him enlightened or whether it was his enlightenment that made him a political genius. Regardless, he will always be recognized as a magnetised and remarkable enlightened despot. Everyone who encountered Napoleon Bonapa rte were immediately impressed by his amazing wit and blunt intelligence. As a military figure he is unmatched and as a leader, he has been mimicked throughout history by other rulers hoping to eclipse his success. The element of Napoleons character that made him dubious to France at this time, however, was not eloquence or dazzle tho crisp speech filled with reason and calm assurance. He was, in a nutshell, precisely what France wanted after fifteen years of political upheaval.After coming to power, Napoleon immediately set up a pretend constitution and parliament, but he ruled with an iron fist. As far as voting was concerned, the population could accept his policies or not voting at all. (women, of course, could not vote no matter what) Though by todays standards Napoleon may seem ignorant and unenlightened, during the 18th century an enlightened despot was an unequivocal ruler who was able to introduce rational reform and thought without considering the needs of the minorit y. As an example of this kind of enlightenment, Napoleon began to tax the upper classes. By burdensome the nobility, Napoleon was taxing the richest two percent of the population that the former monarchy would not tax because they could yell the loudest. The former monarch was dead. The former monarch had been killed by that soused ninety-eight percent in a very unpleasant way. Napoleons bordering step was to codify laws. For a child of the enlightenment, the codification of laws is in spades a requirement. But Napoleon did not only make law codes, he made law codes that surpassed the fame and glory of Roman law codes.Yes, Napoleon was a child of the enlightenment this is clearly displayed by his policies and law codification that directly impacted the majority. Napoleons enlightened social reforms were often directly impacted by his religious agreements and political endeavors. The most interestingly enlightened social reform that Napoleon instituted was a law system that fell o n the shoulders of every individual equally. in that respect was no recognition of socialclass in law. Military positions could no longer be bought or sold. A person was expected to make their way up in society on their own two feet, not riding the backs of their parents piggy-banks. Education became increasingly important because under this system, pedigree was dog food. Thus, the next most interesting enlightened social reform was a public system that has remained almost exactly as structured and rational today, as Napoleon himself instituted it nearly two-hundred years ago. Though the upper classes mainly benefited from them, scholarships were provided for youths who showed scholastic promise. (Of course this, once again, excludes girlswho by the way are good for nothing but reproductive memory and prostitution)Yes, Napoleon did tamp down on any promise of a feminist movement that had glimmered during the French revolution. But this is expected from a male enlightened despot. A feminist movement could be almost as destructive as the church if properly instituted. One simply needs to peruse Aristophones Lysistrata for cogent evidence of that. So, by putting women back in their rightful and passive places and instituting social reform for the greater male population, Napoleon once again capitalizes on his enlightened mentality and proves that their is no grander child of the enlightenment than he. Napoleon instituted reforms in religion, policy, and society that clearly reflected an enlightened upbringing. Though these sentiment may seem slightly positive and assumed, Napoleon himself would have been happy to explain his enlightened magnificence if he werent dead. Has it been mentioned that he was short? (the writer could not help herself) Napoleon is a timeless example of an enlightened despot.The bible still has not fully recovered from the rationality of his church. His codified law system is still active in France and the great state of Louisiana. Man kind today clutches desperately at his social ideologies. Though a modern thinker may say the only thing that keeps Napoleon from being enlightened is lack of democracy, the writer sitting in this chair thinks that the only thing that keeps democracy from being Napoleon is enlightenment. Had Napoleon been born merely fifty years earlier he may have been a trendsetter of the enlightenment. Or he might have been a fisherman. Regardless, Napoleon was a child of the enlightenment and not a parent. He followed the ideas presented by that period with such strategy and genius, people are still writing text file about it. (By choice?)

Performance Apprisal Management-Assignment

execution Apprisal focussing-Assignment Q 1 How do goals , target atomic number 18as and competencies help in an impressive act Management System ? execution of instrument Management System Performance focus System atomic number 18 put up to tender feedback to employees on how utilely they ar performing in their line of melodys. such(prenominal) programs norm for each oney let in a set of goals or objectives the employee must accomplish within the review end as intumesce as the standards or criteria for find aside whether the desexualised goals behave been accomplished.Effective military operation counsel include the following features * Linking individual goals to the corporate and exertion unit business plans and goals * steering on results, behaviors (competencies) as s vigorous up as process cleansement * Regular reviews and updating of instruction execution plans to address changing demands * Training for both issuers and employees on how to i n effect give and receive feedback, including providing feedback to employees who screw challenges in performing to the standards required in their dutys / roles * Training for managers on how to provide execution evaluations that are valid, fair and unbiased.Performance focusing is ab prohibited achieving results in a personal manner that is consistent with plaqueal expectations. Integrating competencies within the deed management process supports the provision of feedback to employees not wholly on what they have accomplished like writ of execution goals, but in addition how the work was performed, using competencies for providing feedback. Assessing competencies as a disjoint of graspment management is an important means of assisting employees in under stand up cognitive operation expectations and enhancing competencies.Multi-source feedback, period not an HR application per se, is a method that is often use of nighs and helpingsd in act management to assess a nd provide employees with feedback on how they performed their work . inclination The aim is to focus people on doing the right things in order to come across a shared ensureing of functioning requirements throughout the government. Integration is achieved by ensuring that e trulyone is aware of corporate, functional and team goals and that the objectives they agree for themselves are consistent with those goals and allow contribute in contract ways to their achievement.How do GOALs help in an effective Performance Management System Corporate strategic goals provide the starting point for business and departmental goals, followed by sympathy on performance and development, lead story to the drawing up of plans between individuals and managers, with continuous monitoring and feedback supported by semi-formal reviews. If we define the relation between the performance Management System and goals of the organizations thus we get- A performance management system is the p rocess through which companies ensure that employees are workings towards organizational goals. It includes more than moreover a performance appraisal. The performance management system is in any case composed of strategic plans, manager accountability, pay, promotion, training/development, and discipline. Most organizations have some type of formal or at large(p) performance reviews, but a performance management system attempts to provide the overarching structure for planning and analysis of activities for each individual, in the mise en scene of the organizational whole. Through unbroken assessment, the system ensures that successes are recognized and problems are addressed early.Better planning at the beginning of the year, including linguistic context realistic goals for each employee, ensures measured positive successes for the library and its staff, reorient with the larger organizational goals. When an organization has not developed a performance management system , miss of clarity in setting and development staff goals, lack of alignment between organizational goals and employee goals, lack of communication on priorities , all can be avoided through the effective implementation of a performance management system. Everyone in the organization is clearly aware astir(predicate) the common organizational goals and objectives.Once the goals are clearly defined, everyone works for the growth of the organization. physical object Something which has to be accomplished. They define what organizations, functions, departments, teams and individuals are expected to achieve. How do OBJECTIVEs helps an effective Performance Management System Objectives are performance standards. They are used when it is not likely to set time-based targets, or when there is a continuing objective which does not budge significantly from one review period to the next and is a standing feature of the job.These should be spelled out in quantitative terms if possibl e, for example, speed of response to requests or meeting defined standards of accuracy. Objectives trace something to be accomplished by individuals, departments and organisations over a period of time. They can be expressed as targets to be met such as sales and tasks to be completed by specified dates. They can be work-related, referring to the results to be attained, or personal, taking the form of developmental objectives for individuals. Objectives need to be defined and agreed.They will relate to the overall purpose of the job and define performance areas all the aspects of the job that contribute to achieving its overall purpose. If we define the relation between the performance Management System and objectives of the organizations then we get- A structured and documented process encourages objective evaluation and fair treatment Business objectives need to be linked to team and individual accountabilities. To measure the Performance Management system objectives are defin e as Individual output measures. like- * Achievement of objectives Achievement against agreed standards of performance, which might be descriptions of exceedlent, good, satisfactory or poor performance. * Behavior, touchstone the extent to which individuals exhibit behaviors associated with performance such as respect for others, trust etc. * Specific instances of performance for example commendations for specific pieces of work. COMPETENCE Refers to the behavioral requirements of a role to leave out the work satisfactorily. What people bring to work in the form of different types and take aims of behavior. Examples can be job and professional knowledge, communication, teamwork, productivity, management etc. Practicing good performance management requires proficiency in certain competencies. Competencies are observable, measurable patterns of adroitnesss, knowledge, abilities, behaviors, and other characteristics that an individual needs to perform work roles or occupational functions successfully. Every organization has some competencies around which their business operations revolve. An efficient and effective employee performance measurement solution ensures that the competencies are managed well.Supervisors must manage employee performance well in order for agencies to accomplish their missions and achieve their goals. Consequently, performance management is one the about important move of a supervisors or team leaders job. Developing skills in performance management is a wise investment for agenciesan investment that will help them achieve their strategic goals. Performance Management Processes and tie in Competencies-Managing employee performance includes * planning work and setting expectations, * monitoring and measuring performance, maturation the capacity to perform, * periodically rating performance in a summary fashion, and * recognizing and honour good performance. How do COMPETENCIEs helps an effective Performance Management System Performance management competencies that all supervisors (and team leaders) should develop and install include * Communicating. Establishing and maintaining effective communications with each employee not only requires good oral and written communication skills, but it also includes the ability to establish good working relationships.To march on effectively with employees, supervisors must establish an milieu that promotes an open door atmosphere, the sharing of ideas, and employee involvement in decision making processes. * * Setting Goals. Setting long- and short-term goals with employees gives focus to employee efforts. When goal setting is done correctly, employees puree to accomplish those goals and feel confident in achieving them. When goal setting is done poorly, work does not progress as desired.Knowing how to set goals effectively is an important part of performance management. To do this well, supervisors need to be able to crystalise expectations and to set realisti c standards and targets. * * Measuring Employee Performance. Credible measures of performance that employees understand and accept are captious for achieving high level performance. Measuring employee accomplishments, using both qualitative and quantitative measures, provides the schooling that supervisors and employees need in order to monitor performance. * * Giving Feedback.Feedback should inform, enlighten, and suggest improvements to employees regarding their performance. Supervisors should describe specific work related behavior or results they have observed as close to the event as possible. * * coaching job and Developing. Using their coaching skills, supervisors measure out and address the developmental needs of their employees and help them select diverse experiences to gain necessary skills. Supervisors and employees create development plans that might include training, new assignments, job enrichment, self-study, or work details. * Recognizing. Effectively recognizing employees is another performance management competency. Being able to genuinely acknowledge a job well done is critical for change employees commitment to do their best. Supervisors should be skilled at using formal awards programs as well as using informal recognition techniques, including personal convey and voicing verbal appreciation in staff meetings. Developing Competencies- Agencies will benefit in many ways if they invest in developing performance management competencies in their supervisors and team leaders.These competencies should form the basis for their training and development to ensure that the Federal Government can carry out its mission in the 21st century. (You will note that most of these competencies are reflected in OPMs Executive effect Qualifications for the Senior Executive Service. ) Because good charge and leadership require effective performance management, we will focus this series of articles on the performance management competencies we have outlin ed here. The next article in this series will play up communication skills.Q 2Identify at least 3 general or core competencies for each (3) levels of management. Explain each competencies in details . in that respect are lots of competencies. The 3 general or core competencies for each (3) levels of management are addicted bellow Core Competencies of top-level management Top-level managers make decisions affecting the entirety of the firm. Top managers do not direct the day-to-day activities of the firm rather, they set goals for the organization and direct the company to achieve them.Top managers are ultimately trustworthy for the performance of the organization, and often, these managers have very visible jobs. (1) Intellectual Competencies Planning and causal thinking refer to implications, consequence, alternatives or if-then relationship analyzes causal relationships. It makes strategies and plan steps to carry through a goal. Diagnostic Information seeking Pushes for concrete information in an ambiguous situation seeks information from multiple sources to clarify a situation which uses perplexity to identify the specific of a problem or other situations.Conceptualizations and synthetic thinking Understand about how different parts , needs or functions of the organization fit together. Identities partners and interprets a series of event. Identities the most important issues in a complex situation. Uses unusual analogies to understand and explain the encumbrance of a situation. Leadership skill role-playing, decision simulation and job rotation are the training methods used to nourish leadership skill in employees, as the top management will be able to pick up this skill through working on different roles and models. 2) run Competencies Concern for Influence (The need for power) which refers to persuade people, cry the impact of actions on the people. Directive do work (Personalized power )-face up to people directly when problems occur. Collaborative Influence (socialized power)-Operate effectively with companys to lure outcomes and get operations. Builds ownership of brawl decisions among key sub-ordinates by involving them in decision making . Symbolic Influence Personal example for an intended impact uses symbols of group identity. (3) Others Self Confidence-refer self as prime mover, leader or organizations or the organizations mentions universe stimulated by crisis and other difficult problems. Self as the most capable person for acquire the job done. Core Competencies of Middle-level management Middle managers can motivate and assist first-line managers to achieve business objectives. They may also communicate upward, by offer suggestions and feedback to top managers. Because they are more involved in the day-to-day workings of a company, they may provide valuable information to top managers to help improve the organizations bottom line.Some core competencies of middle level managers are given bellow (1) Thinking about the organization Strategic Vision-evaluate the informal and external business milieu to develop a long-term vision and strategy for the unit/organization. Analysis and Problem-Solving -effectively examine events, issues, and problems, and generate optimal solutions in a timely manner. Business and financial Penetration -demonstrate a good understanding of companys business model and markets as well as good commercial and financial acumen.Ability characteristics job rotation, job enrichment, decision simulation, practical training and teaching training . Motivational characteristics the help of sensitive training, brain-storming, and case studies. (2) Deliver chair Manages Execution -ensure achievement of business goals aligned with the operational roadmap and standards through managing execution of business plan Customer Focus- shelter a customer-focused environment delivering exceptional service and anticipating future(a) customer needs.Leads for Perfo rmance -demonstrate and foster a sense of urgency and strong commitment to achieving goals. Drives Change and Innovation- champion new ideas and initiatives and create an environment that supports change and innovation. (3) Energize People (Strengthen) Communication- communicate with impact, and create an environment in which people communicate honestly and openly Engages and Inspires -inspire commitment and energy and a desire to excel and bring ones best contribution to the organizational mission and goals.Develops Human Capital- ensure or contribute to the availability and development of the talent unavoidable to meet current and future organization goals Interpersonal skillor Cultivates Relationships and Networks-develop and leverage effective network and relationships with others inside and outside of the organization. to use role-playing method to foster interpersonal skill in employees. Also, job-rotation and group discussion are often used on this dimension. Fosters grou pwork and Cooperation- promote a sense of collaboration and work effectively across the organization to achieve goals.Conceptual skill to use on-the-job training to develop conceptual skill in employees. Conversely, decision simulation and role-playing are also instrumental in developing conceptual skill in middle-level managers. Core competencies of first level manager or, first line manager (Supervisor) First-line managers are responsible for the daily management of line workersthe employees who actually produce the product or offer the service. Although first-level managers typically do not set goals for the organization, they have a very strong influence on the company.These are the managers that most employees interact with on a daily basis. There are many competencies of the managers which are given bellow ( 1) Act as a role model Adapts and Learns-work effectively in the face of ambiguity, shifting priorities, and rapid change while actively developing ones skills and capa bilities. unvarying learning Builds Trust and Confidence- consistently act and communicate in ways that model organizations values and demonstrate fairness, objectivity, integrity, responsibility and transparency. 2) Personality characteristics to use role-playing, sensitiveness training and case studies to forward employees focus on this element. Honesty and Integrity truthfulness, honor rest two level managers. (3) Flexibility flexible for their working time as well as the ready for outside of the schedule time. Flexibility is the ability to adapt to and work with a variety of situations, individuals and groups. It is about being able to think on your feet, and not being disconcerted or stopped by the unexpected. Communication- Quality result orientation- Team work- These are also very important core competencies of first level management .Performance Apprisal Management-AssignmentPerformance Apprisal Management-Assignment Q 1 How do goals , objectives and competencies help in an effective Performance Management System ? Performance Management System Performance management System are set up to provide feedback to employees on how effectively they are performing in their jobs. Such programs normally include a set of goals or objectives the employee must accomplish within the review period as well as the standards or criteria for determining whether the defined goals have been accomplished.Effective performance management include the following features * Linking individual goals to the corporate and work unit business plans and goals * Focusing on results, behaviors (competencies) as well as process improvement * Regular reviews and updating of performance plans to address changing demands * Training for both managers and employees on how to effectively give and receive feedback, including providing feedback to employees who experience challenges in performing to the standards required in their jobs / roles * Training for managers on how to provide perform ance evaluations that are valid, fair and unbiased.Performance management is about achieving results in a manner that is consistent with organizational expectations. Integrating competencies within the performance management process supports the provision of feedback to employees not only on what they have accomplished like performance goals, but also how the work was performed, using competencies for providing feedback. Assessing competencies as a part of performance management is an important means of assisting employees in understanding performance expectations and enhancing competencies.Multi-source feedback, while not an HR application per se, is a method that is often used in performance management to assess and provide employees with feedback on how they performed their work . GOAL The aim is to focus people on doing the right things in order to achieve a shared understanding of performance requirements throughout the organization. Integration is achieved by ensuring that everyone is aware of corporate, functional and team goals and that the objectives they agree for themselves are consistent with those goals and will contribute in specified ways to their achievement.How do GOALs help in an effective Performance Management System Corporate strategic goals provide the starting point for business and departmental goals, followed by agreement on performance and development, leading to the drawing up of plans between individuals and managers, with continuous monitoring and feedback supported by formal reviews. If we define the relation between the performance Management System and goals of the organizations then we get- A performance management system is the process through which companies ensure that employees are working towards organizational goals. It includes more than just a performance appraisal. The performance management system is also composed of strategic plans, manager accountability, pay, promotion, training/development, and discipline. Most organizations have some type of formal or informal performance reviews, but a performance management system attempts to provide the overarching structure for planning and analysis of activities for each individual, in the context of the organizational whole. Through continual assessment, the system ensures that successes are recognized and problems are addressed early.Better planning at the beginning of the year, including setting realistic goals for each employee, ensures measurable positive successes for the library and its staff, aligned with the larger organizational goals. When an organization has not developed a performance management system, lack of clarity in setting and developing staff goals, lack of alignment between organizational goals and employee goals, lack of communication on priorities , all can be avoided through the effective implementation of a performance management system. Everyone in the organization is clearly aware about the common organizational goals and objectives.Once the goals are clearly defined, everyone works for the growth of the organization. OBJECTIVE Something which has to be accomplished. They define what organizations, functions, departments, teams and individuals are expected to achieve. How do OBJECTIVEs helps an effective Performance Management System Objectives are performance standards. They are used when it is not possible to set time-based targets, or when there is a continuing objective which does not change significantly from one review period to the next and is a standing feature of the job.These should be spelled out in quantitative terms if possible, for example, speed of response to requests or meeting defined standards of accuracy. Objectives describe something to be accomplished by individuals, departments and organisations over a period of time. They can be expressed as targets to be met such as sales and tasks to be completed by specified dates. They can be work-related, referring to the results to be attained, or personal, taking the form of developmental objectives for individuals. Objectives need to be defined and agreed.They will relate to the overall purpose of the job and define performance areas all the aspects of the job that contribute to achieving its overall purpose. If we define the relation between the performance Management System and objectives of the organizations then we get- A structured and documented process encourages objective evaluation and fair treatment Business objectives need to be linked to team and individual accountabilities. To measure the Performance Management system objectives are define as Individual output measures. like- * Achievement of objectives Achievement against agreed standards of performance, which might be descriptions of excellent, good, satisfactory or poor performance. * Behavior, measuring the extent to which individuals exhibit behaviors associated with performance such as respect for others, trust etc. * Specific instan ces of performance for example commendations for specific pieces of work. COMPETENCE Refers to the behavioral requirements of a role to carry out the work satisfactorily. What people bring to work in the form of different types and levels of behavior. Examples can be job and professional knowledge, communication, teamwork, productivity, management etc. Practicing good performance management requires proficiency in certain competencies. Competencies are observable, measurable patterns of skills, knowledge, abilities, behaviors, and other characteristics that an individual needs to perform work roles or occupational functions successfully. Every organization has some competencies around which their business operations revolve. An efficient and effective employee performance measurement solution ensures that the competencies are managed well.Supervisors must manage employee performance well in order for agencies to accomplish their missions and achieve their goals. Consequently, per formance management is one the most important parts of a supervisors or team leaders job. Developing skills in performance management is a wise investment for agenciesan investment that will help them achieve their strategic goals. Performance Management Processes and Related Competencies-Managing employee performance includes * planning work and setting expectations, * monitoring and measuring performance, developing the capacity to perform, * periodically rating performance in a summary fashion, and * recognizing and rewarding good performance. How do COMPETENCIEs helps an effective Performance Management System Performance management competencies that all supervisors (and team leaders) should develop and demonstrate include * Communicating. Establishing and maintaining effective communications with each employee not only requires good oral and written communication skills, but it also includes the ability to establish good working relationships.To communicate effectively with em ployees, supervisors must establish an environment that promotes an open door atmosphere, the sharing of ideas, and employee involvement in decision making processes. * * Setting Goals. Setting long- and short-term goals with employees gives focus to employee efforts. When goal setting is done correctly, employees strive to accomplish those goals and feel confident in achieving them. When goal setting is done poorly, work does not progress as desired.Knowing how to set goals effectively is an important part of performance management. To do this well, supervisors need to be able to clarify expectations and to set realistic standards and targets. * * Measuring Employee Performance. Credible measures of performance that employees understand and accept are critical for achieving high level performance. Measuring employee accomplishments, using both qualitative and quantitative measures, provides the information that supervisors and employees need in order to monitor performance. * * Giv ing Feedback.Feedback should inform, enlighten, and suggest improvements to employees regarding their performance. Supervisors should describe specific work related behavior or results they have observed as close to the event as possible. * * Coaching and Developing. Using their coaching skills, supervisors evaluate and address the developmental needs of their employees and help them select diverse experiences to gain necessary skills. Supervisors and employees create development plans that might include training, new assignments, job enrichment, self-study, or work details. * Recognizing. Effectively recognizing employees is another performance management competency. Being able to genuinely acknowledge a job well done is critical for strengthening employees commitment to do their best. Supervisors should be skilled at using formal awards programs as well as using informal recognition techniques, including personal thank and voicing verbal appreciation in staff meetings. Developing Competencies- Agencies will benefit in many ways if they invest in developing performance management competencies in their supervisors and team leaders.These competencies should form the basis for their training and development to ensure that the Federal Government can carry out its mission in the 21st century. (You will note that most of these competencies are reflected in OPMs Executive Core Qualifications for the Senior Executive Service. ) Because good supervision and leadership require effective performance management, we will focus this series of articles on the performance management competencies we have outlined here. The next article in this series will highlight communication skills.Q 2Identify at least 3 general or core competencies for each (3) levels of management. Explain each competencies in details . There are lots of competencies. The 3 general or core competencies for each (3) levels of management are given bellow Core Competencies of top-level management Top-lev el managers make decisions affecting the entirety of the firm. Top managers do not direct the day-to-day activities of the firm rather, they set goals for the organization and direct the company to achieve them.Top managers are ultimately responsible for the performance of the organization, and often, these managers have very visible jobs. (1) Intellectual Competencies Planning and causal thinking refer to implications, consequence, alternatives or if-then relationship analyzes causal relationships. It makes strategies and plan steps to reach a goal. Diagnostic Information seeking Pushes for concrete information in an ambiguous situation seeks information from multiple sources to clarify a situation which uses question to identify the specific of a problem or other situations.Conceptualizations and synthetic thinking Understand about how different parts , needs or functions of the organization fit together. Identities partners and interprets a series of event. Identities the most important issues in a complex situation. Uses unusual analogies to understand and explain the essence of a situation. Leadership skill role-playing, decision simulation and job rotation are the training methods used to nourish leadership skill in employees, as the top management will be able to pick up this skill through working on different roles and models. 2) Influence Competencies Concern for Influence (The need for power) which refers to persuade people, anticipate the impact of actions on the people. Directive influence (Personalized power )-face up to people directly when problems occur. Collaborative Influence (socialized power)-Operate effectively with groups to influence outcomes and get operations. Builds ownership of controversy decisions among key sub-ordinates by involving them in decision making . Symbolic Influence Personal example for an intended impact uses symbols of group identity. (3) Others Self Confidence-refer self as prime mover, leader or organizations o r the organizations mentions being stimulated by crisis and other difficult problems. Self as the most capable person for getting the job done. Core Competencies of Middle-level management Middle managers can motivate and assist first-line managers to achieve business objectives. They may also communicate upward, by offering suggestions and feedback to top managers. Because they are more involved in the day-to-day workings of a company, they may provide valuable information to top managers to help improve the organizations bottom line.Some core competencies of middle level managers are given bellow (1) Thinking about the organization Strategic Vision-evaluate the internal and external business environment to develop a long-term vision and strategy for the unit/organization. Analysis and Problem-Solving -effectively examine events, issues, and problems, and generate optimal solutions in a timely manner. Business and Financial Penetration -demonstrate a good understanding of compa nys business model and markets as well as good commercial and financial acumen.Ability characteristics job rotation, job enrichment, decision simulation, practical training and teaching training . Motivational characteristics the help of sensitive training, brain-storming, and case studies. (2) Deliver Result Manages Execution -ensure achievement of business goals aligned with the operational roadmap and standards through managing execution of business plan Customer Focus- foster a customer-focused environment delivering exceptional service and anticipating future customer needs.Leads for Performance -demonstrate and foster a sense of urgency and strong commitment to achieving goals. Drives Change and Innovation- champion new ideas and initiatives and create an environment that supports change and innovation. (3) Energize People (Strengthen) Communication- communicate with impact, and create an environment in which people communicate honestly and openly Engages and Inspires -ins pire commitment and energy and a desire to excel and bring ones best contribution to the organizational mission and goals.Develops Human Capital- ensure or contribute to the availability and development of the talent needed to meet current and future organization goals Interpersonal skillor Cultivates Relationships and Networks-develop and leverage effective network and relationships with others inside and outside of the organization. to use role-playing method to foster interpersonal skill in employees. Also, job-rotation and group discussion are often used on this dimension. Fosters Teamwork and Cooperation- promote a sense of collaboration and work effectively across the organization to achieve goals.Conceptual skill to use on-the-job training to develop conceptual skill in employees. Conversely, decision simulation and role-playing are also instrumental in developing conceptual skill in middle-level managers. Core competencies of first level manager or, first line manager (Supe rvisor) First-line managers are responsible for the daily management of line workersthe employees who actually produce the product or offer the service. Although first-level managers typically do not set goals for the organization, they have a very strong influence on the company.These are the managers that most employees interact with on a daily basis. There are many competencies of the managers which are given bellow ( 1) Act as a role model Adapts and Learns-work effectively in the face of ambiguity, shifting priorities, and rapid change while actively developing ones skills and capabilities. Continuous learning Builds Trust and Confidence- consistently act and communicate in ways that model organizations values and demonstrate fairness, objectivity, integrity, responsibility and transparency. 2) Personality characteristics to use role-playing, sensitiveness training and case studies to forward employees focus on this element. Honesty and Integrity truthfulness, honor rest two level managers. (3) Flexibility flexible for their working time as well as the ready for outside of the schedule time. Flexibility is the ability to adapt to and work with a variety of situations, individuals and groups. It is about being able to think on your feet, and not being disconcerted or stopped by the unexpected. Communication- Quality result orientation- Team work- These are also very important core competencies of first level management .

Mountain Man Brewing Company Case Analysis

clutch Man Brewing smart set does not want to go another twelvemonth with revenue lost from Mountain Man Lager. By adding a light beer to the product line it could gain loyalty from a young crowd and take up more then just the workingman. At the comparable time he does not want to lose the pock equality that has taken years to create. He is also faced with solid monopolies in the beer reality that make it badly to take note up. Chris is faced with a hard decision, will taking a chance and changing the image really be the chastise move for Mountain Man.By introducing a new product line called Mountain Man lighter the company would be able to reach a broader audience. They would no longer focus on the workingman, they would appeal to a younger generation of beer drinkers. They would also be able to gain a woman base, women cosmos extremely heath cautious would be more likely to purchase the beer if it came to a light version with fewer calories. By launching a Mountain Man flicker it would also play down most peoples perception of the Mountain Man Original being too strong and only a manly mans beer.Mountain Man Brewing Company is a beer for the workingman. It has been around since 1925 and has gained strong loyalty from the baby boomer generation. Mountain Man has strong brand awareness down south and if you asked anyone over the 21 they are more then likely able to recognize the name even if they do not drink it themselves. The brand has been able to stay in the game with strong competitors such as, Anheuser Bush, Miller, and Adolf Coors.The uniqueness of the taste along with the higher then average intoxicant content is what makes its loyal customers coming back for more. One alternative to look at for the Mountain Man Brewing Company is to look and see how hard it would be to distribute it into restraints and local bars with the option to have it available on draft. By putting extra money into re-promoting the same recipe it would be a lot less costly. By offering specials at local bars such as dollar Mountain Mans on Tuesday nights would introduce the beer to a younger generation.Since the younger generation is the one to target because they do not have a beer preference yet this is a itinerary that could get them hooked and at the same time make them proud to share a six pack that both the young 21 year old and his 55-year-old dad would both enjoy by keeping the tradition of Mountain Man beer alive. Other alternatives could be to go with the Mountain Man Light and dont play it safe what so ever. If youre going to be successful, your products must be different. Mountain Man should use loud colors to attract people attention, along with changing up the shape of your average beer bottle.Other ways to not play it safe while promoting Mountain Man Light could be to use non-traditional shelving system. Instead of taking valuable shelving space away from Mountain Man place 6 or 12 packs in the center(a) of isles in a pyramid shape, that way people do not associate the two as much. My recommendation to the Mountain Man Brewing Company would be to keep the product just how it is and not introduce a Mountain Man Light. If a brand is able to last generation by and by generation there is a reason for this.Strong brand awareness is hard to come by with so many new beer products appearing on the shelves each times you walk into any convenience store. The recognizable taste and working man persona is what kept them in the game year after year. If the company wants to boost revenue and assure they last in the future I would look into prompting at local bars and giving the younger crowd a chance to try the beer and even change their old perception about it. West Virginias beer should stay as just that and keep the tradition alive.

Stakeholders in Health Reform

When talking closely wellnesscare reform, one must always think about the stakeholders. Stakeholders are people and organizations that have a stake (interest) in what a healthcare organization does and that could affect the healthcare organization (Olden, 2011). thither are galore(postnominal) different stakeholders in our case study neverthe little we will focus on the main ones. In Massachusetts, the Massachusetts Health Care Reform subprogram had a considerable impact on hospitals and the health care system.Most community health centers were benefiting from coverage expansions and safety net hospitals were struggling financially collectible to the situation that the state put to a greater extent funding towards insurance subsidies to expand coverage. Academic medical centers (AMC) were able to command higher prices and attract more patients from community hospitals delinquent to the fact that policy makers kept putting off making decisions about slowing the growth of health care spending.AMCs received the highest payment levels and were able to negotiate the largest serving increases, which increased the spending trends and widened the disparities between have and have-not providers in the grocery. The more esteemed, big name hospitals had more power and thus could exercise more leverage. AMCs alike expanded to the suburbs, which posed a considerable amount of threat to community hospitals by raising the rates paid for work delivered in community settings and by increasing the number of referrals to downtown AMCs, which command the highest rates. Physician/ providers who owned free-standing, ambulatory centers had been approaching hospitals with offers to sell their facilities due to the fact that they were becoming less profitable due to updated fee schedule and more aggressive health architectural plan utilization management. Physicians were excessively aligning themselves with hospitals and other larger practices. Small practices risked los ing a large parting of their patient panels if they dropped out of health plan networks.The impact on the smaller, less prestigious hospitals/ healthcare systems were definitely negative, while the impact on larger, more prestigious hospitals/healthcare system seemed considerably more positive and beneficial. In regards to employers, according to the Massachusetts Health Care Reform Act (the Act), on July 1, 2007, Massachusetts employers with 11 or more full-time employees working in Massachusetts had three principal obligations. First, Massachusetts employers had to either make a Fair and Reasonable pension Contribution to heir employees health care premiums or make a contribution to the Commonwealth of Massachusetts of up to $295 per year per employee. Second, Massachusetts employers had to establish a cafeteria plan for their employees under Section 125 of the Internal Revenue Code. Finally, every employer was required to report whether the employer has offered to pay for-or to arrange for-health care insurance coverage and whether the employee has real or declined it (James, 2007). If employers did not comply, they would face hefty fines.A provision of the Act was the merger of the small group and individual or non-group insurance markets, which was designed to make premiums more affordable for individuals. Small group premiums actually increased by 2. 6%. The premiums of small employers had increased substantially since the merger of the small group and individual health insurance markets (case study). Employers who were merged into the small group and non-group market felt the impact of rising premiums because they were now subsidizing individuals in that market (case study).Large employers didnt really feel all impact except for the hassle for complying with the reporting requirements. Smaller employers usually didnt have the manpower to guide them through the Acts requirements, which put them at a higher risk of not being compliant. Overall though, compliance became a lot more challenging and annoying for employers. Insurance providers are also major stakeholders in healthcare policy and decision-making.Though they can be very influential in the healthcare policy and law decision-making process, they also are in all probability the most vilified. In Massachutettes, health plans valued to eliminate incessant open enrollment, assess the full annual penalty for any significant period of continuous un-insurance, impose waiting periods for certain services and bar consumers from buying in the merged market if they had access to employer sponsored coverage (case study). Doing these things, the insurance companies hoped to lower premiums.Bill 2585 did pass but the law did not go as far as the insurance companies had hoped. It only limited open enrollment in the merged market to doubly a year in 2011 and once a year after that (case study), which didnt really help much. Due to loss in the small market group in 2009, health plans planned double digit premium increases in 2010 (case study), but the government stepped in and put a stop to it. take down though the big name hospitals were driving up cost, the insurance companies were seen as the bad guys.This caused local plans to record sizable operating losses for the first one-quarter of 2010 and had to draw on reserves to cover expected losses resulting from the rate rollbacks (case study). The insurance companies, especially the smaller ones, suffered financially. The most important stakeholder in the healthcare policymaking is in all likelihood the patient. In Massachusetts, the Act provided nearly universal health insurance coverage (case study). In 2009 the uninsured dropped from 8. 2% to 2. 7%. People who had previously been uninsured and had no way to get proper healthcare, could now do so.There were some issues though. According to the Act, the youngest and healthiest could avoid being the merged risk pool by purchasing less expensive coverage in a separate young adult market or by remaining on their parents plan until they turn 26 (case study). This was good for those patients but for others, it was a big issue because it was causing premiums to increase. Freestanding, ambulatory centers were being sold to hospitals. This increased the rates paid for services delivered at these facilities.Patients who were cover by employer-sponsored insurance can buy short-term policies so that they can get access to treatments which are not usually covered in their regular plans (case study). This is known as jumping in and out. Jumping in and out of these short-term plans caused premiums for other patients to up, which was one of the big issues that health plans valued to resolve. Policymakers also proposed provider rates or giving the state the authority to tie provider rate increases to medical inflation in order to read cost but nothing really came of that.There are many stakeholders involved in healthcare reform in Massachusetts. Th ese included patients, hospitals and health systems, employers and insurance providers. There are of course other stakeholders that are on a smaller scale, such as medical equipment providers, healthcare advertisers and so forth but we wanted to focus on the major ones. Works Cited James, L. H. , Rebecca, F. A. (2007). The massachusetts health care reform act What employers need to know. Employee Benefit Plan Review, 61(12), 17-19. Retrieved from http//search. proquest. com/docview/216889767? accountid=10559.

Marketing Campaigns and Ethical Perspectives

Entrepreneurship and foot Session 3 Subject The Social and Ethical Perspective of Entrepreneurship Case A Friend For look The Glades Company is a small manufacturer. It has produces and marketed a number of different toys and appliances that have done very advantageously in the marketplace. Late last year, the product designer at the company, Tom Bringer, told the President, Paula Glades, that he had invented a small, cuddly, talk of the town acquire that might have a great deal of appeal. The bear is made of fluffy brownness material that stimulate our, and it had a tape inside that contains 50 messages.The Glades Company immovable to find break through exactly how much market appeal the bear would have. Fifty of the bears were produced and placed In the kindergartens and nurseries around town. The results were bring out than the degenerate had hoped. One of the nurseries reported The bear was so popular that most of the children wanted to take it category for an evening. A nonher said the bear was the most toy in the school. Based on these data, the company decided to manufacture and market 1,000 of the bears. At the same(p) time, a catchy marketing guide word was formulated A Friend For Life. The bear was marketed as a product a child could play with for years and years. The front batch of 1,000 bears sold out within a week. The company then scheduled another take run, this time 25,000 bears. Last week. In the middle of the production run, a problem was uncovered. The process of making the bear hide was much more expensive than anticipated. The company Is forthwith faced with two options It can describe the extra cost and have the simulated fur produced, or It can use a bustiest fur that will not last as long.Specifically, the Orlando simulated fur will last for up to cardinal years of normal use the less expensive simulated fur will last for altogether eight months. Some of the managers at Glade believe that most children ar not interes ted in playing with the same toy for more than eight months therefore, substituting the less-expensive simulated for the more expensive fur should be no problem. Others believe that the company will damage its reputation if it have opts for the substitute fur.We are going to have complaints within eight months, and we are going to repent the day we agreed to a cheaper substitute, the production manager argues. The sales manager disagrees, contending that the market Is ready for this product, and we ought to provide It. In the middle of this crawls, the account statement department Issued Its cost analysis of the venture. If the company goes with the more expensive simulated fur, it will lose $ 2. 75 per bear. If it chooses the less-expensive simulated The final decision on the matter rests with Paula Glades.People on both sides of the issue have presumption her their opinion. One of the last to speak was the vice president of manufacturing, who said If you opt for the less expens ive fur, approximate of what it is going to do to your marketing campaign of A Friend For Life. Are you going to revision the slogan to A Friend For Eight Months? But the marketing vice president argued a different grade of action We have a fortune tied up in this bear. If you stop production now or go to the more-expensive substitute, well lose or shirts. We arent owing anything illegal by substituting the fur.The bear looks the same. Whos to Questions for word 1 . Is the recommendation of the vice president marketing legal? Is it honourable? Why or why not? The marketing vice president has recommended that production continue using the substitute fur. While this is not illegal, since there are no laws specifically governing what type of simulated fur is used, it is unethical to betray the public into thinking the product is of high quality when the material is actually of low quality. Especially delicate the company knows exactly what it is doing in trading away good fait h and trust for the sake of profits. . Would it be ethical if the firm used the less expensive simulated fur but did not change its slogan of A Friend For Life and did not tell the buyer about the change in the production process? Why or why not? No, it would not be ethical since the firm had already produced 26,000 bears with the higher quality simulated fur that lasts seven years. The continued production of bears under the same slogan A Friend for Life but with lower-quality simulated fur expected to last scarcely eight months is consumer fraud.Thus, while the legal research may be debated as to the actual fraud, the ethics question is not debatable. This is a prime example of disregard for ethics. 3. If you were advising Paula, What would you recommend? As an adviser to Paula, you should utilize submit 6. 3, which illustrates the various approaches to management ethics. The column dealing with moral management explains the different aspects of ethics concerned with motives, g oals, predilection to the law, and strategy.The strategy segment especially applies to Paula in that she must assume a leadership role when ethical dilemmas arise. In dealing with consumers, enlightened self- interest call ups that by having concern for others will find that each full disclosure to One of the most important attributes for small bank line success, is the distinguishing quality of practicing admirable business ethics. Business ethics, practiced throughout the deepest layers of a company, become the heart and soul of the companys culture and can mean the difference between success and failure

Organizational Culture Analysis Essay

Each organization has a different refining. The culture can help shape how an organization functions and has the potential to set it a fragmentize from the competition. on that point are three levels to culture observable artifacts, espoused set, and enacted values (Baack, 2012). Each level plays a different part within an organization. soil Farm Insurance is the larges mutual property and casualty insurance carrier in the United earths. The company was founded over 90 years ago and has had plenty of time to develop their layers of culture. unmistakable artifacts are the outward viewable signs of an organization. Observable artifacts are viewed not only by the employees of the company that also by outsiders. State Farm has a various artifacts. The company has a recognizable logotype and slogan, Like a good neighbor, State Farm is in that location. These have artifacts are recognizable in most households. On an internal level, yearly there are ceremonies that the company condu cts to reinforce the feeling of family. periodical the company holds Christmas in the Atrium where Santa comes for all of the employees and their families to visit. Annual Easter parties and Founders Day celebrations also elevate the neighborly atmosphere, keeping in line with the slogan.According to Baack (2012), espoused values are aspirational opposed to the actual outcome. The values set forth by the company are to act as a guide scarce are not always achievable. State Farm includes its values within the mission statement, quality service of process and dealinghips, mutual trust, integrity and financial strength (State Farm Mutual Automobile Insurance Company, 2013). The most recent value set by the company is to be unparalleled. Employees not only need to strive to break out remarkable service to the agents and the policyholders but also be remarkable in the interactions with fellow employees. The idea of providing remarkable service guides how employees are to work eve ryday. It defines the product being sold and the interaction with policyholders.The last layer of culture is enacted values. These values are the actual behaviors exhibited by the employees. Rick Darby of Safety Culture (2012) stated, the enacted values of an organization may be at a considerable distance from those proclaimed in official statements and public relations material. In the case of State Farm and being remarkable, employees are having a rocky time providing the remarkable service.Slow systems, being short handed, and a disconnect between operation employees and agents, precede to less than remarkable service. These enacted values differ from what the company would like but not much has been make to rectify the situation. Darby (2012) believed if a great gap was found between enacted values of the employees and the espoused values of upper management, there could be confusion and dissatisfaction. The dissatisfaction found in employees can start to alter the observable artifacts of the company. The recognition of State Farm for being an admired company will stop being awarded if management does not language the enacted value of its employees.The three levels of culture contribute to how an organization is presented to the public. Observable artifacts, espoused values, and enacted values all supply a foundation for the organizations culture. The culture of the organization is part of what defines their success and growth. State Farm is cognize as the good neighbor company but needs to address the enacted values of the employees in pitch to provide the remarkable experience it is striving for.ReferencesBaack, D. (2012). Organizational Behavior. San Diego, CA Bridgepoint Education, Inc. Darby, R. (2012, April). Pyramid Building. Safety Culture , pp. 52-55. State Farm Mutual Automobile Insurance Company. (2013). State Farm. Retrieved February 25, 2013, from State Farm web site www.statefarm.com

New York Incineration Case Study

The way in which New York City (NYC) manages its neutralise is dominantly base upon landfill. Though this is not the best solution is sparks controversy throughout Staten Island where the waste is dumped as many claim. why is this so? NYC has a problem with managing its waste as NYC alone creates 26,000 tons of waste per day half(a) of which is commercial and the remainder is residential. Nevertheless, private companies collect commercial waste leaving residential waste to NYCs component part of Sanitation. The sole destination for 13,000tons of residential waste is the pert Kills Landfill on Staten Island. The highest mound is 180feet high, twenty inches higher than the statue of emancipationThe refreshful Kills Landfill site on the Western side of The Staten Island is the -only- landfill site that remains open. It has served NYC for over half a century it was due to close on the 31st December 2001. It received 12-14,000 tons of solid kinsperson waste per day, by a barge fr om four other boroughs. The key problem with it is that it only has 5% of the citys population and on top of that it is the smallest place.Though not everything about Staten Island is a negative this could be because the refuse industry provides economic development, jobs and increased spending power follow. To operate the landfill site requires 500 employees whose jobs range from extend and tractor operators to chemists and geologists. Although the daily volume of waste is high in that respect has been a decrease in waste it has move from 21,200tons per day in 1986 to 13,000tons per day in 1995.You can read also Costco Case StudyFresh Kills Landfill site attempts every precaution to ensure that it is environmentally friendly. It does it by following these simple steps monitor System Allows checks to be made of the build-up of the landfill gas, as well as the effects of operation on account and surface water supplies. And landfill slope stability is examined regularly. Litter Prevention The barges are covered with nets during transport, while booms maintain litter around the waters of the landfill site. Fences around the perimeter of the operation have the same effect on the island. Landscaping Ecologists are working to introduce native sow varieties tolerant of the conditions in an attempt to erect the area as a wildlife habitat. Leachate Treatment Plant To prevent percolating rainwater from becoming contaminated the plant removes pollutants prior to the water being returned to the waterways. Construction Debris Recycling Area Processes 750tons per day of debris, e.g. concrete, asphalt and soil. sword is extracted from the process and sold for recycling. The product is used to construct the roads throughout the landfill site. Composting Facility Garden waste is collected and turned into compost. It is used in the landscaping process around the site. It is also made getable to the public free of charge. Landfill Gas Recovery Consisting of pri marily methane and carbon dioxide, landfill gas is collected and customized at the forwardness onsite. The methane is purified into pipeline quality gas, which is and so sold to a local company.Nevertheless space is limited and a two decade estimate has been put on the Fresh Kills site meaning that a much long-term forward motion to wasted handling will have to be in effect.Managing waste in the futureIn spite of predictions in 1996 that the Fresh Kills Landfill site could operate for another two decades, whitethornor Guiliani announced the closure of the site in 2001. He proposed that there had to be a new approach in dealing with the Citys waste, and he publicised the creation of a task advertize on the Fresh Kills closure. Five recommendations were put forward* Increasing Recycling* Promoting waste reduction* Encouraging waste bar* Refusing the exportation of waste elsewhere* Supporting education about waste and recyclingNow there is a recycling drive throughout the City w hich now means that every household is part of the Curbside Program, where waste for recycling is collected from the roadside. A contracted was negotiated with Visy Paper (NY) Inc., who constructed and now operates a $150 torpedoion recycled paper mill on Staten Island. It is the largest manufacturing project in NYC in 50 divisions. It employed 1,000people during construction and now has a labour force of 115. Also, NYCs mayor has pledged to not build or renovate any incinerators in the city.But then again, there are still problems because what is proposed of the commercial waste which accounts for the other half? After 2001, it will be recycling waste prevention and waste reduction schemes as good as they all may be, is it really probable that they will be able to absorb 13,000tons of waste on a daily institution? One person who is not convinced is the state Governor of Pennsylvania, Tom Ridge.Garbage Importers & ExportersThe state of Virginia is a number two importer after Pennsy lvania, with NYC accounting for 60% of Virginias imports. A survey by Virginia Commonwealth University set that 87% of people were keen to limit garbage imports with only 9% opposing. Mainly the ones opposing argued that there would be a loss of revenue and would hurt communities where garbage is a big business. With imports totalling 4million tons per year there is hardly