Surrealism in fashion design Essay Example | Topics and Well Written Essays - 10000 words

Oddity in style structure - Essay Example The article Oddity in style configuration centers around the association between design structure and oddity. Style configuration is exceptionally popularized to the degree that numerous inventive methodologies have been attempted to at last think of the privilege and ‘in’ thing. The regularly changing patterns in style structure just demonstrates the way that everybody is continually scanning for style and that everybody can't simply remain on a solitary taste about a specific item. Along these lines, there is a criticalness to advance or even utilize what is now within reach to think of a synchrony on the product’s decision and consumers’ taste, style, needs and needs. Back to the measure of exertion one needs to put on the regularly changing pattern of style plan, there is a need to discover the level at which the look and substance of design configuration is extremely critical in the conceptualization of a specific item in accordance with design. This w ill guarantee that the correct idea of a specific item will be built up to line up with lion's share of customers’ decision. Little association was there among craftsmanship and style structure previously. Not until the development of oddity works by Salvador Dali, Elsa Schiaparelli and John Galliano which are coordinated these days with style structure. Oddity has appeared and carrying the name with it as an artistic expression. Today, oddity structures are coordinated in style plan and the congruity this brings is wonderful that up to this point, acknowledgment in the market is of high essentialness.

White Noise free essay sample

This paper investigates the book White Noise by Don DeLillo. This paper takes a gander at the principle character in the book White Noise by Don DeLillo. It raises complex issues, for example, the right to speak freely of discourse, abuse, racial scorn and even analyzes Marxist speculations to substance in the novel. From the paper: This is the most significant inquiry presented by Don DeLillo?s epic White Noise. In any case, the appropriate response that he provides for this inquiry may not satisfy huge numbers of us, for he proposes that it is difficult to talk reality. Not on the grounds that people are slanted to lie ? in spite of the fact that this is absolutely valid for the characters in his books ? but since there are such huge numbers of potential certainties that the possibility of any one truth as having adequate supremacy to be viewed as The Truth and consequently deserving of being given extraordinary thought. Accordingly, given his equivalent privileging of such a large number of various story and ?accurate? perspectives and given his propensity to develop an account through different interwoven gadgets, DeLillo?s work should absolutely be viewed as postmodern. We will compose a custom paper test on Repetitive sound or on the other hand any comparative theme explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page

Masters, Slaves, and Subjects Essay -- Robert Olwell Charles Towne Ess

Bosses, Slaves, and Subjects In his book â€Å"Masters, Slaves, and Subjects†, Robert Olwell looks at the unpredictable connections and force structures of frontier period Charles Towne. Charles Towne, as Charleston was known in the years between its establishing and its freedom from the British Empire, is depicted by Olwell as ruled by an inflexible agrarian slave society which filled in as a delegate in a progressively unpredictable force structure that reached out from the illustrious lobbies of London to the estate fields of the Lowcountry. In looking at the entangled trap of connections among London and the settlement, and Masters and Slaves, Olwell contends that the monetary and political structure of Charles Towne depended on a progressive arrangement of cautiously kept up power-based connections. CHARLES TOWNE: A GATEWAY TO POWER Force in Charles Towne was brought together at what got known as the Four Corners of Law, at Broad and Meeting Streets, and emanated outward over the Lowcountry. The Four Corners were home to the State House, where the Colonial Assembly met, St. Michael’s Church, the core of the Church of England in the state, the Town Watch House, which held the slave populace in line, and the open commercial center, where the business that was imperative to the colony’s economy occurred (19). One could without much of a stretch see power was concentrated inside Charleston, over the neighborhood, likewise statewide. Of the forty-eight individuals from the pioneer Assembly, twenty-eight lived inside a day’s horse ride of the city. Half of the judges of the state, who made a vow to protect â€Å"King and Country†, were either sitting or previous individuals from the Assembly, and the entirety of the judges were slave proprietors (... ...constitution formally isolated church and state, finishing the intensity of the Anglican Church always (282). With this, the last connections to Mother England were pushed off, and the tip top were secure as Masters of their reality, and Subjects to none. End Pioneer Charles Towne had advanced into a kind of fuedal city-state administered by power-based connections, which set up jobs for everybody from the most minimal slave to the monetary and political first class who managed the province. These connections were essential to the achievement and solidness of the city and the terrains and the individuals over which it held force. In his book, Robert Olwell unmistakably distinguished characterizes the jobs of Master, Slave, and Subject, and made a solid contention that, set in stone, this arrangement of intensity based connections was the way in to the achievement, flourishing, and security of the settlement.

Apes Ecological Footprint Lab

Chimps Ecological Footprint Lab In the Ecological impression lab I had discovered that my family utilizes a great deal of assets, merchandise and so on. In certain pieces of the figurings for the environmental impression my family would either utilize less and in certain pieces of the impression my family would utilize a greater amount of. That my environmental impression is 5. 6 hectares. 5. 6 hectares is around 14 sections of land. Only for the merchandise, lodging, food, transportation, administrations and waste my family is spending around 56,285. My biological impression is high, and my family, including me ought not be utilizing as much things, or burning through cash on squander, when we don't have to.Exactly what is an environmental impression? An environmental impression is the measure of naturally beneficial land and water expected to gracefully a zone with assets and to assimilate the squanders and contamination created by such asset use. It is a gauge of the normal ecolog ical effect of people in a given nation or region. The per capita natural impression is the normal biological impression of a person in a region. Humanity’s biological impression surpasses by about 39% of the earth’s environmental ability to recharge its inexhaustible assets and to assimilate the subsequent waste items and pollution.With the United States the impression per individual or hectares per individual is 9. 7. Path over of what we are assume to utilize, when a country’s environmental impression is bigger than its natural limit, it is utilizing and debasing its cropland, backwoods, and so on. With my family, were utilizing 5. 6 hectares which is practically 50% of what others are utilizing. At the point when a nation exhausts its common capital, it should either endure the unsafe natural outcomes or import food and different assets from different nations and fare its poisons and squanders to worldwide environment, seas, and waterways that go through a f ew countries.There are additionally some other created nations like our own. Created nations are nations that have a significant level of improvement as per a few rules. The principal industrialized nation was Britain, trailed by Belgium, Germany, United States, France and other Western European nations. One of the most evolved nations in China. China currently expends twice as much meat and almost over multiple times more steel. By 2020, China is anticipated to be the world’s biggest maker and buyer of vehicles and to have the world’s driving economy as far as GDP-PPP.If China’s economy keeps developing exponentially at 8-10% every year, by 2031 the country’s pay for every individual will arrive at that of the United States in 2006. On the off chance that this happens China will require 66% of the world’s current grain reap, double the world’s current paper utilization, and more than the current worldwide creation of oil. At that point are nations that dislike China, for example Africa. Africa would be a lacking nation. Immature nations are at the exceptionally base of the worldwide economy, with far reaching outrageous neediness and critical living conditions.That is on the grounds that they normally have next to zero foundation or dependable human services and other social administrations. Many have encountered long haul political agitation as common war or equipped clash with different countries, or have been dependent upon flimsy governments, tyrannies, and additionally debasement. What's more, they may every now and again endure ecological occasions and catastrophic events that cause starvation, devastation, and removal of huge sections of their populations.According to the UN, the African nations that accomplished the most honed decreases in their HDI rankings somewhere in the range of 1990 and 2003 are South Africa, with a drop of thirty-five spots; Zimbabwe, with a drop of twenty-three spots; and Botswana, wit h a drop of twenty-one spots. The fundamental markers on the human improvement record incorporate future and wellbeing, proficiency and instructive accomplishment, and pay. Human Development Report 2005 noticed that odds of endurance for an individual conceived in sub-Saharan Africa somewhere in the range of 2000 and 2005 are very little better than those of people living in England and Wales during the 1840s.Ways to improve this issues is by attempting to assist our immature nations. With our created nations we as of now have more than we need. So we should help transport products to the nations that are in an increasingly less fortunate state. With the assets and products, on the off chance that we needn't bother with them, at that point we don't have to get them. Additionally individuals could reduce a lot of water we use, food being squandered, and so forth. We could all reuse containers and whatever else that should be reused on the grounds that those reuse jugs can be reused, that way it doesn't develop our contamination of waste. Individuals should attempt to figure out how to quit dirtying the air.

The Definite Guide to Leadership Development

The Definite Guide to Leadership Development © Shutterstock.com | Sergey NivensLeadership development is big business and an essential part of many organizations human resources. In the US, over $15 billion is spent by companies on leadership development programs. But what is the practice about? In this guide, we’ll look at the definition of leadership development and the reasons you should take it seriously.As well as examining these obvious benefits, we will also study the possible drawbacks of implementing leadership development programs, before introducing the two most common approaches used within the field. Finally, we’ll outline the five key steps you and your organization should take when considering leadership development.THE DEFINITION OF LEADERSHIP DEVELOPMENTTo understand leadership development, it’s essential to examine what the concept means. You can understand leadership development by analyzing the two separate concepts at play here. First, the concept of leadership refers to, “the ability of a companyâ €™s management to set and achieve challenging goals, take swift and decisive action, outperform the competition, and inspire others to perform well”, according to Investopedia. Essentially, it is about a team of people or individuals being able to provide the motivation and inspiration for subordinates to achieve specific objectives. You then have the concept of development, which is about “the act or process of growing or causing something to grow or become larger or more advanced’.Therefore, leadership development is about expanding a person’s ability to perform as a leader. It’s about teaching a person about leadership and the skills and qualities required to be an effective leader. Therefore, the focus is on essential leadership skills such as the ability to communicate, motivate and inspire others. It will provide the person with new resources and tools to use in order to lead and manage a group forward. In leadership development, people are provided with the tools to make better decisions and to take accountability of their actions.As we will discuss later in the guide, leadership development can technically be about personal growth, achieved through self-awareness and study. But more commonly, leadership development refers to specific programs, organizations provide for their employees. These programs can be provided for individual employees or whole groups and often are provided to employees at different stages in the organizational hierarchy. Typically, the programs are aimed at employees who are not yet accustomed to leadership and who have not held leadership positions in the past.WHY DOES LEADERSHIP DEVELOPMENT MATTER?Leadership skills are not a magical trait you either have or you don’t. More importantly, efficient leadership is not something you can read a book about and after you’re done, claim you know everything about leading. Therefore, development of leadership is essential and unavoidable.If you are to become a great leader an d to achieve your vision, you need to continue on the path of leadership development. To understand the importance of leadership development on a personal level, watch the short clip below of leadership coach Lee Ellis describing the challenges of leadership development: Aside from the obvious personal need for leaders to focus on leadership development, there are underlying business benefits to the use of the training within organizations. In its essence, leadership development is vital for business success. The statement isn’t just hot air either, as studies back up the idea that you can improve your business performance through leadership development.A report, conducted by the Center for Creative Leadership, identified four key benefits to establishing a leadership development program. These include: boost in financial performance, enhanced ability to attract and retain talent, creation of a better performance culture, and increased agility within the organization.Boosts financ ial performanceThe study examined organizations that used leadership development programs and compared the results with organizations that didn’t have these programs in place. According to the findings, 65% of businesses with on-going programs showed improvement in business results. The study also highlighted the impact of leadership development programs to a company’s bottom line.The positive effect has also been proven in 2007 by Laurie Bassi and Daniel McMurrer. They showed in a study published by Harvard Business Review how there’s a positive link between leadership skills and the business’ financial performance. The businesses, which focused on the development of personnel, delivered stock market returns around five times higher compared to companies that didn’t place as much emphasis on leadership development.Enhanced ability to attract and retain talentThe report highlighted leadership development programs positive impact on the hiring of talent. According to resear ch by Bersin Associates, identified by the report, developing internal candidates through these programs is more effective than simply trying to find external talent. The internal development is beneficial because the candidates are already accustomed with the business and this can cut overall costs by limiting the need of training and recruitment.The programs can have an impact on both attracting and retaining talent. Existing employees might be more interested in staying committed because the business shows real commitment in keeping them in. Furthermore, leadership development will help the employee gain access to new positions within the organization, providing new challenges that help motivate the employee. Essentially, these programs can act as a powerful tool to engage the workforce more. It can help clarify the company’s vision and give the employee a stronger sense of being part of the vision for the future.Having a leadership development will also make recruitment of ne w talent easier. Talented individuals are given an extra incentive through these programs because it can match their career ambitions. Again, the knowledge of the company showing interest and commitment can be a strong motivator for applying for a position.Drives a better performance cultureAside from the above, the implementation of leadership development programs can enforce a stronger performance culture within the organization. The report quotes the study conducted by Bersin Associates, which states:“Leadership development is not just about developing leaders â€" it is about creating a culture of performance. There is a relationship between good management and employee commitment. Great leaders attract, hire and inspire great people. A mediocre manager will never attract or retain high-performing employees.”An organization that focuses on leadership development will also show enhanced understanding of leadership culture. Having a program to develop future leaders, the organ ization is also creating a framework of leadership, which will strengthen the business culture. It focuses the organizations vision and therefore, helps create processes and functions that work towards the objectives in both short- and long-term.The implementation of leadership development programs can create a culture of coaching, which will further the performance of the organization. The participants of these programs will learn new skills, which they can share with their subordinates or team members and therefore spread the message even with people who might not currently be part of the program. Being coached can instill a spark of teaching others.Increased agility within the organizationFinally, the report identified the benefit of improved organizational agility. 86% of organizations, which are implementing leadership development programs, are better equipped to respond to market changes. On the other hand, within organizations that don’t have these systems in place, only 53 % can respond rapidly to turbulence.These programs boost agility because they provide organizations with keys to respond to challenges internally. Finding a new leader to takeover a new project will be quicker internally than starting a recruitment process externally, for example. Having a strengthened workforce, in terms of skills and leadership abilities, will give the organization more resources to respond with ease.The leadership development programs tend to focus on strengthening people’s individual talent and leadership qualities. Therefore, they are not going to provide homogenous leaders, but a group of leaders with a wide-ranging ability and philosophy of leadership. This type of diversity can further boost an organizations agility, as it creates more innovative ideas and solutions. The internal options for combating a problem or responding to a new challenge are varied and the collaborations between these new approaches can be fruitful to an organization. WHY ARE BUSINES SES THINKING TWICE ABOUT IMPLEMENTING THESE PROGRAMS?While there are obvious advantages to leadership development programs, plenty of organizations are still not convinced about implementing them. The organizations tend to quote the following three as the main cause for concern: takes time to implement, it adds additional cost, and ineffective results.The program takes time to implementPerhaps the strongest argument against leadership development programs is the time it takes to properly implement one. An effective program is not something a company can achieve overnight, especially in terms of when the benefits become apparent.A 2013 survey by Brandon Hall Group, entitled Leadership Development Benchmarking, showed that only 18% of leadership development programs in place for less than two years were considered to provide effective results. The percentage increased to 38% when the programs were in place over five years. Therefore, the programs are not a quick fix to company problem s and the benefits are not short-term advantages.The program adds additional costsCompanies always need to consider the bottom line and any additional costs must always be carefully taken into account. Therefore, leadership development programs tend to cause concern for organizations because they can be seen as another avoidable or unnecessary cost. If you consider the point above about the benefits taking a long-time to kick in, organizations can be wary of the initial cost.A study from 2012 showed how American companies spent nearly $14 billion every year on these types of training schemes. In another study done by The Association for Talent Development in the US, the 340 organizations examined spent, on average, $1,208 per employee on different training and development schemes.The program might provide ineffective resultsFinally, implementing a leadership development program within an organization doesn’t automatically guarantee effectiveness. Having a training scheme in place doesn’t mean the employees participating in it are going to learn or be able to use the knowledge for the benefit of the organization.This becomes evident if you consider the findings of one study, which found adult learners forgetting almost 50% of what they learn in a lecture setting after just two weeks. Since the program takes time to provide results in the first place, not receiving any long-term results can be devastating for the organization in terms of financial cost and wasted talent.The above concerns are not automatic disadvantages of leadership development programs, but the possible consequences of improper implementation. Therefore, if a company wants to avoid and overcome the above problems, it has to focus on what type of program it is using and how it is implementing it.For example, in terms of costs, different leadership development programs can differ greatly. Things such as the type of program and the size of the group can cut down or increase the costs in an in stant. By planning and researching the program, the organization can influence the amount of money it has to spend. If proper care is taken in terms of choosing the right program, carefully implementing it, and continuous evaluation of the impact the program is having, the organization can overcome the above three challenges.TWO APPROACHES TO LEADERSHIP DEVELOPMENT PROGRAMSThere are essentially two major approaches to leadership development and the training programs. You can either opt for individual leadership development or for collective leadership development of people. We’ll examine both of these approaches and discuss the benefits and drawbacks of each.Developing individualsFocus on individual leadership development has been the preferred option for a long time. In this traditional model, the leadership development is based on an individual, with the aim being the strengthening of the person’s skills and traits. It’s about changing the person’s attitudes and abilities in terms of leadership and helping them become a better leader through personal coaching.Individual leadership development can use tactics such as one-to-one mentoring, questionnaires, the use of books and other such resources, as well as attending different workshops. The key to these types of leadership development programs is its focus on the individual. The objective is to identify the person’s strengths and weaknesses, finding a leadership style that suits the person’s traits.The advantages and disadvantages of the approachThe focus on developing and coaching an individual does have it’s own set of challenges and advantages.The benefitsThe biggest benefit of utilizing individual development plans is its ability to provide undivided attention to the person. The enhanced focus means the person has better access to resources and can have more time with the coach, which can help develop the person’s skills quicker. If the person has questions or problems, these can be dealt with a more personalized approach and often quicker than if a whole group is being developed.Furthermore, the program will always be tailored around the specific needs and requirements of the person. Therefore, attention is given to the weaknesses the person has and less time is spent on improving leadership areas the person is already good at. For example, if the person has great communication skills, but lacks in confidence to speak out, the leadership development can better identify this and then focus on improving the traits that require improvement.Overall, the program will help the person develop a leadership philosophy and approach that suits their skills and personalities. Not all leaders are alike and you can be an effective leader even though you implement different strategies to other leaders. An individual leadership development plan will better able the person can pursue a style that fits them rather than opt for a blanket framework, which might not complement their cu rrent abilities and personality.The drawbacksBut the individualistic approach can have its drawbacks as well. Implementing an individual program within an organization can be a cumbersome process, as well as complicated to administer. If a number of employees are involved, it will require a lot of planning and resources to provide them all with individual leadership development. The amount of administrative work will be rather high, with the cost of individual training schemes often being higher than group schemes.In addition to the difficulties in implementation and higher costs, the individual leadership development plan could potentially lead to mixed messages within an organization. Since each participant will develop a leadership approach that fits his or her personality and traits, the organization doesn’t create a continuum of leadership culture. Different leadership styles will create different types of business cultures.For example, autocratic leadership will have a more hierarchical view to decision-making than laissez faire. Therefore, the leaders the programs develop might have a different view on how the organization should develop. This can be challenging for an organization to handle and deal with.Developing people collectivelyA more modern approach is to implement an organization-wide program. The collective leadership development programs don’t look at individual employees, but provide training for a whole group at once. It doesn’t mean there is no attention to an individual’s strengths and weaknesses, but instead of emphasizing the training of these traits, the focus is on developing the interpersonal abilities to get the group working appropriately.The advantages and disadvantages of the approachSimilar to the individual leadership development, collective programs have their strengths and weaknesses, which the organization must carefully consider beforehand.The benefitsCompared to the individual training schemes, collective leadershi p development programs are much easier to implement. You don’t need to do as much assessment or planning, as you are simply implementing a single program within the organization. The cost of these programs can be smaller since you don’t need to provide as much individual training.The other major benefit is the creation of a common business culture in terms of leadership. The collective approach will help the organization develop more easily a coherent look of what kind of leadership they want. The organizations vision, values and goals will be at the centre of the leadership development and at the heart of personal development. In the long-term, this type of approach can yield strong results in terms of leadership succession.The drawbacksThe downside is the lack of individual focus, which means people’s specific skillset and personalities are not necessarily used. This means a person might end up developing leadership skills that don’t fit their personality or which won’t take advantage of the person’s strengths and weaknesses. Therefore, people might end up focusing on aspects they are already rather skilful or create strategies, which they don’t necessarily fully subscribe to in terms of their personal values.Finally, a blanket solution can increase the risk of wasting resources without receiving efficient results. As discussed in the previous section on the concerns companies often have, opting for a collective approach to leadership development can place the organizations eggs in a single basket, so to speak. You are hoping to develop a group of future leaders, but if the program doesn’t work, you have just created a group of ineffective leaders. Opting for a collaborative program will require careful planning to avoid this drawback.HOW TO APPROACH LEADERSHIP DEVELOPMENTTo make the most of leadership development, you need to plan for it carefully. As mentioned in the earlier section, you can minimize the risk of failure with a leadership pr ogram if you take the appropriate steps beforehand. In the final section, we’ll provide you the five essential steps you need to take to guarantee your leadership development is effective in achieving the benefits.Step 1: Define your business’ understanding of leadershipBefore you Google ‘leadership development programs’ and pick one for you or your organization, you need to consider what leadership means. It is essential to outline the importance of leadership, the meaning of leadership and the objectives of leadership development before signing up with a specific course.While leadership development is about enhancing your understanding of leadership and the skills required to lead, you need to have an organization-wide understanding of it before you can start with improving your knowledge on the topic.Defining how your business understands leadership is best achieved by answering the following questions:What does the business value the most? Outline the key values that def ine your organization and the work that you do.What is the business culture you want to build success on and what are the behaviors you think will help in achieving this? Every business needs to have a set of beliefs guiding its work and you must be able to identify this and figure out the behaviors and actions that deepen this culture instead of hindering it.What does leadership mean to the business? You need to define the behaviors and actions that show leadership in your business context. You can consider this both in terms of the current leadership and the ideal leadership.What does good and effective leadership look like? The question looks deeper into your business’ ideal leadership framework. Don’t answer the question generically, but focus on looking at the models of behavior and the processes needed to create an effective leadership in your specific organization.What do you want to achieve with the leadership program? You also need to outline the objectives you want to achieve with leadership development. Go into detail and set tangible goals, rather than overall aims such as “improving leadership”. Focus on facts and numbers of what improvement looks like. For example, you might want to improve retention rates by 5% after implementing the leadership development plan.You need to essentially define what the journey will look like and where the end station is before you take the first step. You can’t expect positive results from any type of development plan if you aren’t even sure what these results would look like. Furthermore, defining leadership and the leadership development objectives will make it easier to find a suitable program. If you are aware of what leadership looks like and you know what the organization is looking for, you can pair up with a service provider (a mentor or a training scheme) that is able to provide you help with these specific objectives.In addition to an overall definition of leadership and leadership developmen t ideals, you also need to consider the specific needs of different levels of the organization. If you are looking to implement an organization-wide leadership development plan, the different parts might have varying needs.As an example, the middle management level would probably focus more on pragmatic and result-driven goals compared to the executive level. Therefore, the ideal leadership can look different depending on the hierarchy and the specific company position and you need to consider this when defining what effective leadership development would look like.Step 2: Pick the tools that support your goals and define objectivesOnce you’ve defined leadership and briefly examined the objectives your organization has for leadership development, you can delve deeper into finding the right resources to support your goals. Before you start looking for resources, ensure you have written the objectives down. To help define your objectives, answer the following questions:What are the key things you want future leaders in your organization to accomplish?What are the main behaviors you want the future leaders to show?Remember the answer to the above questions, as well as to your business’ values, is not a list of universal points. Each organization will want different things from leadership development, just as each individual will get different things out of the programs. Therefore, a start-up would most likely what to achieve something different to an established business struggling to stay relevant.Furthermore, the business culture is often built on different things. One company might put customer satisfaction at the centre, while another might be all about sustainability and eco-friendly solutions. The two first steps are something each company has to do on their own. Mark Murphy, chairman and CEO of Leadership IQ, perfectly captured this idea in an Inc. interview on leadership development. Murphy said,“One of the things that hurt the leadership industry i s the idea that there are 10 or 12 skills that magically work for everybody. That’s not how the world works. It’s a variety of skills, a variety of styles.”When you are defining the objectives for the organization, you need to consider the specific aspects of the business and the industry. Don’t set goals that are not achievable for your organization. Setting sustainable and achievable leadership development goals is similar to setting business goals. You can use the below image as an example:SMART Goal Setting in 5 Easy StepsStepMnemonicDescriptionSmart GoalCriteria met?1SpecificWhich, what, who, where, when, whyIncrease sales turnoverYes2MeasurableHow much or how manyto a minimum of $1000 per monthYes3Action orientedDescribe a resultSales turnover increasedYes4Realistic RelevantRealistic and relevant to the individuals business?Determined by the business owner. This decision would need to take into account current sales turnover and the time frame between now and the targ et date to achieve the desired increase.Yes5Time basedBy whenBy 15.03**YesSource: Network Marketing blogWith the goals defined, you can start looking into the different leadership development options available. As mentioned above, the most common options are individual-focused programs and organization-wide programs. Depending on the size of the organization, you could also integrate a leadership development program into the fabric of the business and have in-house staff as coaches, but it’s also possible to hire an external training scheme.The leadership development programs also range on the length. Certain organizations implement these practices in the long-term, while others might opt for a limited time period. It’s essential to examine the different options and find the one that best suits the organizations objectives. Finally, the resources and tools also include things such as books, questionnaires, monitoring software and so on.Step 3: Get top-level to buy-in on the prog ramFor organizations, one of the key components to successful implementation of a leadership development plan comes from getting everyone involved. Not only does this mean identifying the right people to participate in the program, but also getting the top-level executives to buy-in in the training scheme.First, let’s look at the importance of having the leaders involved with the scheme. The leadership development plan has to be part of the CEO’s or leader’s priority and not implemented by lower level management. If the leader isn’t interested or involved, then it’s hard to guarantee results.The difficulties of not having a buy-in will manifest in two ways.First, if the top-level executives are not involved, the program will face difficulties in terms of time and money. Getting the top-level executives involved can guarantee more time is allocated to leadership development because the organizations top leaders feel the project is an important part of improving the business ’ bottom line. Commitment to the cause will also be likely to provide more resources for the program. When leaders are committed to the development scheme, they understand the value and are, therefore, willing to invest resources to it.The second crucial reason involves setting an example. Leadership is always about setting an example and not simply telling others what to do. When employees are led by strong example, they are more likely to copy the behaviors and actions as they can see the results and the value of doing things in the specific manner. If you are looking to create a successful leadership development program, then you need the current leaders to attend and guide the future leaders. The ability to learn from people that are currently leading will be a valuable lesson for the employees. Not only is this important in training the future leaders of the organization, leadership development program will be useful in offering a fresh perspective to the leader as well. Lead ership is a continuous path of development.Dan McCarthy, a leadership expert, has written an informative post on how CEOs should stay involved with leadership development. McCarthy proposes 10 essential ways to show more commitment towards the program and to get results:Don’t get caught up in the process, but fix your attention on the well-defined results.Expect quality results from your Human Resources team.Lead by example.Focus on the actual ways leaders are developed â€" new challenges, other people and solid resources.Remember to focus on long-term objectives and vision.Assess talent properly.Implement proper accountability structures within the organization.Maintain involvement in leadership development programs.Get the board to sign up for the training schemes.Act swiftly when results are not achieved.The second aspect involves identifying the right candidates for the leadership development program. Your training scheme can be tailored around the top talent instead of blindl y picking trainees for the schemes. Identifying the most suitable candidates can in some cases be left to the training company or you could have the human resources scout the employees that’ll most benefit from the scheme.Step 4: Implement practical solutionsSimilar to focusing on realistic objectives, leadership development should always be based on practical solutions. The key to leadership development isn’t just to tell about the good practices you’d want them to do as leaders, but show through real life examples what the objectives are. Leadership is about leading through example and if you want to raise future leaders that are effective, you need to show them what is expected of them.In the Inc. article, Disney’s programming coordinator for the Disney Institute, Bruce Jones, said the company uses case studies as part of their leadership development. “We want those case studies to be as current as possible, as relevant as possible,” Jones explained, stating that the organization is always testing different approaches and then sharing the results with its leadership development program. In the same article, Murphy went on to state,“Leadership is as much performance art as much as it is everything else. They can talk a good game, but if they go out into the real world and an employee starts talking to them and they roll their eyes, well, they haven’t learned much.”The behaviors and actions you teach as part of the training scheme must have context in a real-life situation. This is also why having the top-level executives to buy-in in the program is vital. It provides the trainees a chance to talk to leaders who are out there right now and learn from their behaviors in dealing with issues.When you are picking out a mentor or selecting the trainers for the leadership development scheme, emphasis must be on this practical application. You want to pick people who have leadership experience, either as a leader or a long-term career in mentoring leaders. Experience in terms of teaching about leadership is crucial because it is one area, where time often makes the biggest difference. Leadership is definitely not an act you can learn overnight, even if you show the signs of being a true leader right from the start.Step 5: Measure performanceFinally, once you’ve implemented a program and embarked on the journey to leadership development, you need to start focusing on the outcomes. As mentioned in the guide before, you can have ineffective results if you don’t plan your program carefully. But in addition to planning, you can also guarantee success by measuring the plan’s performance at every step of the way. By being aware of how effective the program is you are able to correct issues on the go.Be aware of the short- and long-term objectives and implement a progress assessment method to regularly measure how these objectives are being approached. The assessment should be about the specific tools and resources, asking the participants to analyze their effectiveness with the goals in mind. But you also need to regularly obtain feedback from the participants to ensure you know what they are learning and the improvements they might be looking for.Naturally, you should also keep an eye on the financial impact of the program: Are you increasing productivity since the leadership development? What has it done to your succession rates? Is employee satisfaction increasing? Effective leadership development will provide benefits to an organization and the training scheme can and should be measured to ensure the organization is enjoying these advantages.THE BOTTOM LINELeadership development is a natural occurrence because even the most experienced leaders are constantly developing their craft. Leadership is not easily mastered and therefore, you should always be willing to learn more about it. It’s also a skill that once gained should always be shared and passed on because it can help create the next generatio n of leaders. Therefore, leadership development â€" the process of improving one’s ability to lead â€" should be at the heart of every organization.Organizations can be wary of leadership development programs, as they can easily be seen as ineffective and costly ventures. But the drawbacks are generally tied to lack of preparation and planning. You can’t start leadership development without understanding your options in terms of the tools and resources, but also without carefully defining what leadership looks like for your organization.Understanding your leadership needs and defining the outcomes you want to achieve through leadership development is more important than deciding whether you want to opt for an individual or collective approach. Once you are aware of the organizational and personal requirements, then finding the right development training schemes is easier since you know what you need.

Womens Role In World War I - Free Essay Example

Womens roles in World War I were limited because of the gender roles constructed in society at the time. In support of this, Janet Lee, who wrote The First Aid Nursing Yeomanry provides information on womens roles around the time of World War I and demonstrates the stereotypes that were present. Lee says that at the end of the nineteenth century women were considered passive, submissive, emotional, and self-sacrificing which led to their assumed inferiority at the time (Lee 144). Another scholar, Einav Rabinovitch-Fox, who wrote New Women in Early Twentieth Century, talks about the various female identities and how they changed with the progression of womens movements. Fox describes that by the turn of the nineteenth century, womens movements began to grow, including the rise of the Gibson Girl. The Gibson girl was a new image of female identity. This idealistic, slim, white woman, was often depicted engaging in leisure activities such as sports, or other outdoor activities. This was an improvement in the image of women at the time because it gave them more freedoms which allowed for the possibility that their long held domestic images were malleable after all. This newfound identity would pave the path for women to transform what women might negotiate for themselves as they sought to enter the public world (Lee 140). With the onset of World War I, men leaving for war left job positions open to be filled by women. With this, women were able to take on more positions in the homefront while simultaneously allowing for an expansion of roles in the military, through ideals of womanhood and womens unique nurturing and civilising qualities [which] supported claims for equality and civil rights (Vining and Hacker 335). Women were able to take on roles of care in the war as ambulance drivers and nurses, which is depicted in Radclyffe Halls short story Miss Ogilvy Finds Herself (1934). Additionally, some women who werent able to take on these roles instead supported the war effort in a different way, as is illustrated in I Sit and I Sew (1918) by Alice Moore Dunbar- Nelson. Even though this progression seemed to be a major advancement for women, men would not relinquish the power they held in society. Men had long held the positions of control and were able to make most of the decisions surrounding laws that worked to maintain their power. The state, composed of majority of men, did not want to allow women to enter the war because it would send a message that they were acknowledging womens rights as citizens, and therefore their ability to make decisions that would affect all of society. Considering the stigma that women were passive and emotional they were certainly not seen fit to make these types of decisions. Nevertheless, womens movements were advancing their agenda with the onset of the political New Woman. Unlike the previous ideal of womanhood associated with the Gibson Girl, the New Woman was mainly associated with the growing influence of women in politics and reform movements, especially the struggle for womens rights (Fox 6). Fictional wom en such as Miss Ogilvy and the woman in the poem I Sit and I Sew countered the social constructs of gender by contributing to the war effort despite attempts to hold them back. I argue that their contributions allowed them to challenge their traditional roles but did not allow for a complete revision of gender in society. In a poem written by Wilfred Owen in 1921, called Dulce Et Decorum Est the atrocities that occurred during World War I are described. World War I saw the onset of both trench and chemical warfare making it one of the most gruesome wars in history. With the onset of new technology enabling less soldiers to be on the front today, we often forget those who stood on the ground fighting with all of the brutalities of earlier methods of warfare. Because of this, poems that describe war, such as Dulce Et Decorum Est are important because they give the reader some insight on the experiences of war, including details of the chemical warfare: Gas! GAS! Quick-boys! An ecstasy of fumbling/ Fitting the clumsy helmets on just in time, but someone was yelling out and stumbling/And floundering like a man in fire of lime (ll. 9-12). In this quote, Owen describes the chaos of war, and his own experiences seeing men dying. Women in the home front were much aware of what was going on with the war and wanted to help fight. The fictional character Miss Ogilvy demonstrates proof of this in the short story Miss Ogilvy Finds Herself. Miss Ogilvy struggles with the social constructs present at the time, keeping her from fighting alongside her equal male counterparts. She describes how she felt not being allowed to take part in the war, how she wished to go up to the front-line trenches, she wished to be actually under fire, she informed the harassed officials (Hall 11). This quote tells the reader of Miss Ogilvys passion to fight in the war, not caring how gruesome it might be. Miss Ogilvy counters ideals of femininity at the time by demonstrating the very image of [women] as soldier[s].was fundamentally disturbing to wartime definitions of both femininity and masculinity (Watson 2004, 57) (Lee 145). Allowing women to enter the war whilst simultaneously enforcing concepts of femininity at the time, threatened both male and female ideas of gender roles. On one hand, men were considered brave for facing the brutalities of war and Womens military service disrupted the logic that only men were sacrificed as combatants, therefore only men might qualify for political citizenship (Lee 142). By allowing females, who were not considered functional outside of their domestic ability, to engage in the same acts that men were, it takes away from mens perceived braveness. On the other hand, it allowed women to demonstrate their capabilities in handling the same brutalities that men had always been glorified for, and thus supported womens movements towards equality. Women like Miss Ogilvy countered the stigmas by directly participating in the war. Miss Ogilvy formed an ambulance unit, which saw as much of the battle as those on the frontline without the same recognition. According to scholars Margaret Vining and Barton C. Hacker, in an article entitled From Camp Follower to Lady in Uniform, women in the late 1800s continued to push the bounds on what they were allowed to do in war and began forming organizations such as the Red Cross and others, that sought to include all classes of women, providing them with more leadership opportunities. Their increased roles raised to a new level the debate over the proper role of women in modern democratic society (Vining and Hacker 362). Real women, such as Vining and Hacker discuss, and fictional women like Miss Ogilvy set an example for women to follow, sparking the thought process that if one woman could do it, so could another. Radclyffe Hall provides evidence of this in Miss Ogilvy Finds Herself when she describes how Miss Ogilvy went to London and it was really surprising how many cropped heads had suddenly appeared as if it were out of space; how many Miss Ogilvies, losing their shyness had come forward, asserting their right to serve, asserting their claim to attention (12). This quote tells the reader that there were many women who thought the same way Miss Ogilvy did, and with numbers comes more strength. According to the article by Vining and Hacker, because women were so well organized on their own, when the war did begin, they took on active roles in the American Red Cross, which was one of the most far-reaching relief organizations during the war with eight million female volunteers. Because women were set up when the war began, men had no choice but to accept their help, allowing women to take some of the control that men had previously held. Contributions of women such as Miss Ogilvy and others like her allowed for a group of women to come together and push the bounds on what men would permit them to do. Women who were not able to help with the war effort in this way, seemed to have lesser involvement; in reality their influence made just as much of an impact to countering ideas of femininity as those who were directly involved. Some women seemed to be subdued in the roles society had provided; however, a quiet revolution was brewing in their minds. In the poem I Sit and I Sew by Alice Moore Dunbar-Nelson, the narrator dreams of being allowed to participate in the war but is not able to because of the societal constructs that chain her to domestic duties. The speaker describes how she is forced to stay at home, which was common at the time because of the middle-class ideal of femininity inherited from the Victorian era [that] might locate respectable womanhood in the leisured activities of the domestic household and see it as unnatural for women to function outside this sphere (Lee 140). In the poem, the woman dreams of joining war but is constrained by gender roles and must sew, The little useless seem, the idle patch (Dunbar-Nelson 15-16). The monotony of the womans task causes her to question why she cant do the same things that men are allowed to do in terms of war. Questioning her own roles shows that she is no longer agreeing with them. Men recognized that once women started a movement, they would continue to push their agendas until their results of equal status were conceived, and wanted to keep them from actively trying to achieve this goal by keeping them busy with other things, such as sewing, knitting or gardening. The men keeping them oppressed did not realize that despite their hands being occupied, their minds were busy with plans and thoughts of war. Men did not consider their thoughts because of the belief that thinking of battle might invoke a passive and emotional response in women. Dunbar-Nelson describes wasted fields, and writhing grotesque things/ Once men. ( ll. 10-11). Because she conveys war in this way, it shows that the speaker does not glorify war. Just like Miss Ogilvy, she knows exactly what she would be getting into by joining the war. This is an attitude of nationality that men did not support women having. Enabling them to have this mindset would only reinforce the womens movements about equal rights because it would [instill] women with a sense of duty to society and nation (Vining and Hacker 359). This thought would threaten the existing structure of power because it implies that women will fight for what they want at all costs instead of being repressed as they once had been. The woman in I Sit and I Sew had this mindset and although she does not get to join the war effort in the poem, her contribution of thoughts helped make an impact on the minds of women around her, helping to further the growing movement of womens rights. However, both texts seem to imply that although their contributions were significant, society was never comple tely changed. In Miss Ogilvy Finds Herself there is a moment when the story shifts, and Miss Ogilvy travels back in time and becomes a male Neanderthal who has a female partner. During this chunk of the story, there is a battle going on between the two tribes. This portion is different from the rest of the tale because it exaggerates the gender roles present in Miss Ogilvys society. Halls use of gender swapping seems to imply the exact opposite of what Miss Ogilvy counters throughout the rest of the story. The Neanderthal man (Miss Ogilvy) refers to the female partner as his small berry(Hall 29), implying that she is weak and fragile, a stereotype of women during Miss Ogilvys time. Miss Ogilvy finds herself in the position of power she has craved all along. Finally able to fight and attain power in this fictional society, something which she was never able to achieve in her real world. Miss Ogilvys fantasy shows her as the ultimate contributor to the war by allowing her to be a male who dominates over females, and thus gaining not only the status to fight on the front line but also to make decisions concerning others. Miss Ogilvys ideal mate being the exact stereotype that she is fighting against seems to suggest that women will never gain any real power simply because they are women. Only the changing of sex into a male will allow them to achieve power in society. Hall could have portrayed Miss Ogilvys fantasy as a changing society in which women are allowed to fight and men are those that are stereotyped as weak. Because she did not do so, it shows that both Hall and the fictional character Miss Ogilvy believe that their status as women in society makes them eternally doomed to succumb to a power complex that will not change. Similarly, in the Dunbar-Nelson poem I Sit and I Sew although the woman imagines herself in battle, she remains confined to the domestic duties that she is unable to escape. Both Dunbar-Nelson and Hall seem to suggest that although women are able to make contributions to the changing of society, they fail to alter it completely. These texts challenge stereotypes of the time by placing the characters in contexts that dont agree with their predetermined gender roles, but they fail to bring forward a changing of society. Ultimately, the reader learns that fighting for a cause you truly believe in can only get you so far. Miss Ogilvy winds up dead by the end of her fantasy, and never returns to her real world. This proposes that the only way for her to escape the bounds of society is to disappear permanently, offering no resolution to the changing of gender roles. This is an issue that carries on decades after the war ended. Gender roles that were established before the nineteenth century have lasting impacts on what women are able to do in society today. Societal constructs created in the past, influence what jobs women are able to attain, pay they receive and many other aspects. Fictional characters like Miss Ogilvy and the woman in I Sit and I Sew demonstrate the ongoing battle to achieve equal status that women faced in the past and are still relevant in the present. Miss Ogilvy and the woman in I Sit and I Sew as well as real nineteenth century women, showed how their contributions to World War I challenged typical gender roles of society at the time. The poem and short story fail to bring forward a changing of society, showing that the battle for gender revision in society has not been won. Women are still faced with this issue today and will continue to fight modern ideas of gender construction just as those before them.

Developing a Health Advocacy Campaign for HIV Stigma...

My preparation for this assignment began with a review of the Healthy People initiative that was developed by the Department of Health and Human Services. There are many ongoing health issues that our healthcare system is currently dealing with. The Healthy People initiative is a set of goals and objectives designed to guide national health promotion and disease prevention to improve the health of all people in the United States (U.S. Department of Health and Human Services, 2010). The population health issue I’ve chosen for my policy developing campaign is HIV stigma reduction. In this assignment I will illustrate the significant impact of the stigma towards the population infected with HIV/AIDS and suggest a potential advocacy campaign†¦show more content†¦At the time of the discovery of HIV globally, the overwhelming majority of infected individuals were homosexual men, intravenous drug users, and others that engaged in promiscuous or unprotected sexual activities. Shortly following the initial discovery of the virus, many more documented cases of the disease began to surface in the United States. â€Å"U. S. epidemiologists had documented the mysterious symptoms in heroin users, heterosexuals, newborns, people with hemophilia, and people who had received blood transfusions† (Poindexter, 2007, p. 6). As this newly documented disease made more and more persons dangerously ill, medical professionals found it began to be accompanied by an intensely isolating stigma. This HIV related stigma resulted in cruel discrimination toward infected individuals that lead to poor health outcomes, noncompliance with therapy, increased levels of depression and stress. Severe symptoms of HIV/AIDS began to appear sooner than expected which lead to poorer health and lower quality of life for infected individuals. The stigma and discrimination became a monumental issue for those found to be HIV positive, especially when compounded by the existing comorbidit ies in which they had to contend. Two existing advocacy programs I found for this assignment were specifically developed for HIV stigma reduction and for support of the infected population. One of the very first and most powerful organizations created to manageShow MoreRelatedDeveloping A Health Advocacy Campaign For Hiv Stigma Reduction899 Words   |  4 Pagesproject is developing a health advocacy campaign for HIV stigma reduction. In our project, we illustrate the significant impact of the stigma towards the population infected with HIV/AIDS and suggest a potential advocacy campaign to reduce the stigma and incidence of this epidemic. Through this project, I learned what a lot of people don’t understand, is that anyone can be affected at anytime if they put themselves in a situation where they could be at risk. 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