10 Steps to Training Your Brain for Peak Performance

10 Steps to Training Your Brain for Peak Performance You can get the greatest job in the world and be set up to have the greatest career you’ve always dreamed of. Think you’re done? Well, you could be. You could rest on your laurels and coast for the rest of your working days. Or you could stay sharp, keep learning, and put yourself in the path for even bigger things. How to do that? Simple. Whether you’re trying to stay sharp to get ahead or just trying to improve your memory and general mental performance, here are a few strategies to train your brain.1. Feed  it well.There is such a thing as brain food. What we eat does affect our memory and function. Get your neural circuits set up for success by eating fish high in omega fatty acids, cut back on the sugar, and eat plenty of fruits and vegetables. Taking a handful of vitamin supplements won’t hurt either. Try B-vitamins, C, E, omegas, choline, and other antioxidants.2. Exercise daily.Exercise increases blood flow and oxygen and nutrients to the brain. Twenty minutes of walking, cycling, swimming, or dancing a day can really improve your cognitive capacity. Plus it makes you look and feel better!3. Play games.Strategy, role-playing, and verbal games, even challenging crossword puzzles or Sudoku can engage your prefrontal cortex and help you build memory, self-awareness, incentive and reward processing.4. Practice meditation.Meditation can be a magic reset button for the brain. Awaken your cells and focus your mind and find yourself better prepared to face the day. Even 15 minutes a day can really make a difference.5.  Get enough sleep.Getting enough rest is absolutely crucial to peak function. If you’re not sleeping enough, you’re compromising your ability to assimilate new information. Give yourself and your brain a chance to rest. Shoot for a minimum of 7 hours a night.6. Keep learning.The day you stop learning is the day you stagnate. Start with things that interest you most, then read up as much as you can. See k out online or in-person lectures, or resources on television or the internet. And read a good book! Even one you don’t expect to be as interested in. You’ll never know where it might take you!7. Trigger your memoriesThumb through old pictures and try to recall what you were doing, eating, wearing, as well as the names of all the people. Digging back for details like these can really stimulate your memory apparatus.8. Turn off the GPS.Remember the good old days of having to write out directions and then find your way to your destination without a voice in your ear telling you to â€Å"Turn right† in 100 feet? It’s actually very useful exercise to let your brain figure out on its own how to get from point A to B. And you’ll figure out your bearings that much faster in a new place.9. Memorize something.Whether a poem or a favorite song, expanding your brain by memorizing something can really help get your brain back in shape. It will also help you t o build your vocabulary.10. Lay off the booze.Drinking in moderation is fine, but alcohol is a depressant and can slow down mental functions. If you need to be at top form, put down the martinis for a day or two. You’ll likely sleep and think much better!

Community Coffee Research Paper Example | Topics and Well Written Essays - 750 words

Community Coffee - Research Paper Example Coffee business in any sense should be solely based on quality because if the leaders are not highly riled up about sourcing the finest coffee beans from different regions by effectively cooperating with the people who grow them, the business never transforms into a ceaseless passion but always remains a business established principally for personal gains. Therefore, the management at Community Coffee considers it significantly valuable to make prodigious investments in the people whose job is to grow the most fervently sought coffee beans. We seriously consider these people are most respected partners and always intend to treat them with value and dignity in order to foster a solid partnership which is reputable for fueling a business. Community Coffee targets people from all backgrounds irrespective of class, racial, ethnic, and economic differences. Diversity is embraced by the staff here which not only considers the customers as people who come to get a cup of coffee but as digni fied humans with whom it is important to develop a sound connection which would go farther from just coffee. Together the management and staff at Community Coffee attempt to achieve a competitive edge over other similar businesses by religiously following the core values and business ethics which are essential to sustain success and customer satisfaction. When it is honestly tried by the business leaders to merge together business and ethics in different areas like leadership, decision-making processes, employee management, production, and customer satisfaction, the consequences prove to be quite fruitful for the organizations. Leading by example and behaving in accordance with the professional code of conduct to win the durable trust of the customers is a critically important area which the management at Community Coffee intends to make its hallmark. It is considered fundamentally important by Community Coffee to make wise investments at the right time because in the present fierce ly competitive and dynamic business world, such a smart strategy is the need of the time. In order to help this coffee business garner mainstream popularity and effectively address the highly dynamic customers’ needs, it is always tried by the staff to remain fully open and engaged with the customers from diverse backgrounds. It is important for a simple encounter starting from a simple beverage to culminate in a lasting smile on the face of the customer. We want our business to become a household name in a matter of few years and for this purpose, commitment to diversity is regarded crucially valuable. The talents of multicultural workforce can be most accurately used for gaining competitive advantages by valuing diversity. For this purpose, Community Coffee rigorously attempts to establish an inclusive culture as a way of promoting diversity due to which a riveting repertoire of multicultural perspectives could be formed and that is especially helpful for myriad decision-ma king processes. Also, if the leaders are not careful enough about ethically sourcing the finest beans at most suitable prices, not only are they abandoning their most important obligation but also they are being unfaithful to their

Relevant Information for Decision Making case assignment 3 accounting Essay

Relevant Information for Decision Making case assignment 3 accounting - Essay Example Firstly because similar to the first situation, this is also a future cash flow. Again here the amount should be considered, however the lost profits should definitely not be finalised as this is not a sure value, but is merely an approximation. c) In the third situation, ‘The loss of $2.1 million on the "Without Basinger" film’, the lost profit value needs to be revised. This is mainly because it is the duty of Main Line to reduce its losses by law and this is referred to as the ‘Doctrine for Avoidable Consequences’ (Slovenko). When the company is aware of the possible loss, there is no chance that the company would enter into making the movie after having a clear view of the possible losses, i.e. $2.1 million. Here it is also essential to note that Basinger will not be held responsible for the losses as these are based on the expected sales versus the budgeted costs for Main Line. a) The $3 million salary drawn by Basinger for the final analysis is irrelevant to the determination of lost profits for Main Line. The main reason being that this is an opportunity cost for Basinger, for the course of action adopted by her. However in the case of lack of alternatives, Basinger will be able to contract her services at $1 million and the $3 million will prove to be a compensation for her services. Hence this is in no way relevant to the lost profits of Main Line (Cushman and Carter). b) In the case of ‘The comparison of revenues for Basinger films with revenues for Fenn films’, this again will not be relevant. Basinger is known for the historical success however there is a lack of predictability to determine the possible impact of Basinger’s participation in the current or future films and the revenues of the films. This can be based on the views of Lilliston that movies with big stars do not mean big revenues. The movie by Whoopi Homer and Eddie Bruce also provided complete support to this argument. Hence based on

Travel to Peru for Yoga Essay Example | Topics and Well Written Essays - 500 words

Travel to Peru for Yoga - Essay Example Other elements such as product price and ease of acquisition come into play. For instance, you have a car and you want somebody to clean it every day (ideal situation) because you feel bad about cleaning it every-day (actual situation) so you decide to outsource the services of an individual or a specialized firm to do this task at whatever cost. You don’t judge how to reach this ideal situation. So you won’t have a purchase in this situation. This is the second most important element in the buying process of a consumer. Once the consumer had identified the need for a product, the consumer will explore possible solutions to the needed problem. They will look for more information or less information depending on the choices they need to make as pertains to the identified need. There are two main sources for gathering information. They are external and internal sources. The internal source is already present in the consumers’ memory while the external source is obtained from either friends, family or from the press. The consumer will pay much attention to the internal information as opposed to the external information to make purchase decisions. Once the consumer collects all the information, they will explore more alternatives that seem suitable to satisfy their needs and pick the one that befits them. To make this possible, they will evaluate the attributes of a product. Each consumer has a unique way of evaluating these attributes. All brands are not equal to all consumers; consumers prefer different brands to others depending on how they perceive these brands.Consumers will also use the information that they had collected previously to make the evaluation easier for them. At this stage the consumer has evaluated all the options available with regards to the products. The remaining part is to make a purchase for the product that ultimately fulfills their need. This stage may also be

Relationship Between Management And Leadership Management Essay

Relationship Between Management And Leadership Management Essay 1.1: Explain the relationship between management and leadership. Management and leadership, these two terms are often used interchangeably; management is more usually viewed as getting things done through other people in order to achieve organizational goals. The managers may react to specific situations and more concerned with short term problem solving. Management is regarded as related to people working in a structured organization and with prescribed roles. The emphasis of leadership is on interpersonal behaviour in a broader sense. Belbin (1997, p 98) suggests that, there is a clear implication that leadership is not part of the job but quality that can be brought to a job à ¢Ã¢â€š ¬Ã‚ ¦ The work that leadership encompasses in the context clearly is not assigned but comes about spontaneously. Leadership is one of the many assets of a successful manager which they must have. A leader can be a manager but it is not necessary that a manager must be a leader. The most important aim of a manager is to maximize the organizational output through managerial performance. But leader always seeks new possibilities and understand new possibilities in organization. Most of the workgroups are more loyal to leaders than managers. According to John P. Kotter (1999, p 67), All the managers must know that how to lead as well as manage. Because in this era, organizations may face the threat of loss if their managers do not know how to lead as well as manage. Organizations hire managers and give formal authority to manage people and other activities to fulfil organizational goals. Employees gladly follow the leaders because they want to, not because they have to. Leaders may not have the power to give rewards to the people. However, employees give power to the leaders by fulfilling what they want. On the other hand, managers may rely on formal authority to get employees to complete goals. Management, by its very nature, is challenging, precise, detailed and involves specific and usually, timed, actions.   Leadership, on the other hand,  requires a much broader sense and involves aligning, goal-setting, vision-sharing, inspiration and an inherent lack of any time criticality.  Good management includes aspects of good leadership and good leadership includes aspects of good management.   A leader devoid of management skill and a manager lacking any leadership capability will  each fail.  From my point of view, management is a science and can be learned. Leadership, however, is an art. While some  of the  capabilities necessary to being a great leader can be acquired over time, much of what makes  terrific  leaders great is inborn or, at the very least, was learned much earlier in life.   A successful organisation  cannot exist without both strong leadership and great management.   Over time, an organization will need to expand its team of managers to keep up with  its increasing number of deliverables.   The leadership team, however, will grow at a much slower rate or, perhaps, not at all.   Too many leaders, like too many chefs, will really foul things up. Despite a continuing debate on differences between management and leadership, there is a close relationship between them and it is not easy to separate them as distinct activities. 1.2: Analyse how management and leadership style impacts on the achievement of the objectives of your chosen organisation. Leadership in Nokia As the Chairman and Chief Executive Officer of Nokia Group, Jorma Ollila has very high educational background, he earned a masters degree in political science from the University of Helsinki, a masters degree in economics from the London School of Economics and a masters degree in science from the Helsinki University of Technology. In 1995, he was awarded an honorary doctorate degree in political science from the University of Helsinki, and in 1998, an honorary doctorate degree in technology from the Helsinki University of Technology. As a worldwide successful leader, he is an expert in the information and communications technology industry, he has plenty experience in this area. He does not only serve for Nokia, he also serves on the boards of Ford Motor Company, Otava Books and Magazines Group Ltd and UPM-Kymmene Corporation. Besides these, he is also a member of several professional organizations in the information and communications technology industry. Jorma has earned the worldwide respect. He is an Honorary Citizen of Beijing, China, and holds the Commanders Cross of the Order of Merit of the Republic of Poland and the Federal Republic of Germany; the Order of Merit of the Hungarian Republic; and the Officers Cross, Order of White Star, Estonia. He is Commander of the Order of Orange-Nassau and Commander, 1st Class, of the Order of the White Rose of Finland. Jorma has led Nokias reinvent as a company that sets the benchmark for mobile communications. As CEO he presented an ambitious strategy that successfully restructured the former industrial conglomerate and accelerated its growth into one of the most successful companies in both the mobile phone and telecommunications infrastructure markets. Under his leadership, Nokia has achieved global market leadership and is listed on six major exchanges. Jorma has his distinctive leadership; he concerns both employees and employees tasks. He provides equal opportunities and openness towards people and peoples new ideas are also key elements he wants to nourish. Employees are encouraged to be responsible for their own development and to take advantage of the various development opportunities available He encourages his employees to open discussion and debate, We listen to the views of our employees and act on them when designing our people policies and practices Jorma said. He also set up the investing-in-people program (IIP), which is a coaching and training program for the employees; such programs are very much focus on develop the managers. He provides the flexible working time to the employees; depending on the local market conditions, employees may take advantage of flexi time including flexible working hours and part-time working. Furthermore, Nokia has very good welfare service for the employees, and very good working environme nt. Moreover, he was also concerned about employees tasks. The concept of Nokia value is a guideline for the employees, wherever they are in the world. In order to encourage employees to working hard on the tasks, Nokia has Bonus system, which based on the employees working result. By applying the 360-Degree Feedback analysis, we can see that Jorma is a successful charming leader, who has achieved a high level of self-knowledge. He has the ability to motivate his employees, and very persistence on his career. He owns plenty leaderships, he know is business very well, and set clear performance to the employees. Besides, he is respected in the worldwide. Task 2: Understand management and leadership skills 2.1: Explain the personal and professional skills required for effective management of your chosen organisation. Leadership Requirements / Needs/ Skills: Leadership, as defined by most dictionaries, means to go before, or with, to show the way; to induce. Every organization needs a leader (and preferably several leaders) to show the way to others as the organization strives to define and achieve its goals. Whether these goals are entrepreneurial or humanitarian or both the leaders work is to instill a sense of purpose and passion to the work that the organization undertakes. Identifying, developing and sustaining leadership within the organization must be one of its strategic objectives. Without leaders at every level of organization, the organization may well under-perform. It may miss strategic opportunities, stifle innovation, underutilize its employees, and fall short of its goals in customer service, quality, productivity, and profitability. Russell Consulting, Inc. can guide an organization in identifying and developing its leaders. Organizations also help to develop the key competencies that will help develop and sustain leadership, but also sustain your companys long-term success. Leadership at every level makes all of the difference as to whether the company will be around for the long haul. Companies should invest in leadership today to sustain their success for tomorrow and beyond. The Proposed Competencies of Leadership to be develepoed at RCI: RCI has been developing leaders in its client organizations since 1987. It has designed and developed leadership programs that help define an ambitious role for leaders at every level and then build the competencies to fulfill this role. Some of the competencies that RCI has defined as core to the role of leaders include: Strategic Thinking Coaching Problem Solving Decision Making Systems Thinking Delegation Performance Management and Accountability Inspiring a Shared Vision Managing Conflict Building and Sustaining Teamwork Leading Change Quality and Productivity Improvement Servant Leadership Emotional Intelligence Innovation and Creativity Customer Service Employee Development Develop Trust Dealing with Ambiguity 360 degree feedback leadership style Transformational Leadership style Participative Leadership Participative Leadership Skills required by a manager: A perfect manager is a boon for any company. A good manager needs to have a strong knowledge about the functioning of a company. There are few who are born with natural skills where as there are some who need to work their way towards it. So, what are the skills needed to be a good manager? Which are the qualities he/she needs to have in order to ensure a smooth sailing at work? Well, lets look at what makes a good manager and all about corporate leadership. What are the Skills needed to be a Good Manager? A good manager should have all the basic leadership skills. There are various ways in which a person can handle different situations through various leadership roles. A good leader should be able to guide his/her teammates to be able to perform well. Leadership does not mean dominating people. One of the most important skills of a good manager is the knowledge of effective time management. A person who manages to plan the schedule and divide time equally between tasks can be an asset for the organization. A good manager should also have a visionary sight for the benefits of the company. He/she should plan the future steps for the growth of the company. For a team to perform well, a good manager should be able to motivate the team for their tasks. He/she should encourage talents. In case of people with low performances, he/she should tackle the situation with professionalism to reach a positive conclusion. Even in a crisis situation, a person with good managerial skills should be able to perform well. He/she should be mentally tough to handle any kind of situations. He/she should also be responsible enough to maintain a good office atmosphere. A manager should be sensitive towards others in the workplace. A happy atmosphere would only lead to more productivity for the company. With these skills, a person can definitely strive to be a good manager and thus be an asset for any organization! 2.2: Compare any four (4) skills and attributes of three (3) successful leaders you know. LEADERSHIP OF JORMA OLLILA Chairman and Chief Executive Officer of Nokia Group, Jorma Ollila has very high educational background expert in the information and communications technology industry, he has plenty experience in this area Jorma has his distinctive leadership; he concerns both employees and employees tasks. He provides equal opportunities and openness towards people and peoples new ideas are also key elements he wants to nourish. We listen to the views of our employees and act on them when designing our people policies and practices Jorma said. He provides the flexible working time to the employees; depending on the local market conditions, employees may take advantage of flexi time including flexible working hours and part-time working. he was also concerned about employees tasks. LEADERSHIP OF REYMIN ZHANG His leadership is more task-orientated He set up a very clear and straightforward goal for his employees, and renews the companys regulations In order to achieve companys goal to build up the international brand, he divided the tasks to each department in a very specific way. He attaches importance to the employees recruitment, he recruits thousand of new blood every year, additionally, he have very close contact with the well known universities, 15% of his employees were signed contract with Hair when in the last year in the university. 2.3: Assess the expected impact of your own leadership styles on your work How Leadership Can Affect Change In An Organization: The leadership of an organization provides the direction and guidance for the future and can create an environment for growth or destruction dependent on the leadership style and technique that is utilized.    It is inevitable that there will be changes in an organization, whether it is related to downsizing, economic issues or location changes; these are just a few of the current changes that are being dealt with nation-wide.    The leadership of an organization sets the tone and process for others to follow during change.    Decisions that are made and the actions of the leadership mandate what the future holds for an organizations employees. Leaders have different traits that are inherent in their management techniques, those traits can be magnified during change and can help or hinder their leadership opportunities.    During organizational change, goals are set and a leader must possess the aptitude to help employees reach those goals.    A study by R.M. Stogdill discovered that the conception of a leader was someone who acquired status by showing the ability helps a group attain its goals (Yukl, 10.2.1, 2010).    Related to that study, it was noted that relevant traits included intelligence, alertness to the needs of others, understanding of the task, initiative and persistence in dealing with problems, self-confidence, and desire to accept responsibility and occupy a position of dominance and control in leaders (Yukl, 10.2.1, 2010).    Not all traits are universal, as noted by the study by Stogdill (Yukl, 2010), but the relevant traits appear to be found in many leaders.    Self-confidence is a powerful tra it for a leader to possess, but excessive self-confidence can make a leader overly optimistic about the likely success of a risky venture, and it may result in rash decisions and denial of evidence that a plan is flawed. A small company had been acquired by a larger firm. With this, the current leader had been let go and a new leader was appointed to take charge. Anticipate and Prepare-Being acquired by a larger firm may bring more awareness to a company or provide better benefits, but several cons may get in the way at first. During a transition period, many employees are sometimes left without a job, or have decided to move on to other things in the wake of unsatisfied changes. It was no different when a well-liked president of the company was phased out due to financial setbacks. The firm took a lengthy process to make a move until finally appointing an internal employee to serve as the interim president. Left with a lot of the dirty work, the new leader immediately went to work and restored and initiated productivity with his employees. His biggest attribute was that he was prepared for this new role before he was even appointed as the new president. His natural work ethic had already groomed him for charismatic leadership and when the opportunity for advancement came, he wasted no time in taking charge and continuing the work. Likewise, a strategic leader will be able to pick up the pieces and restore work productivity regardless of a drastic change. Being the cheerleader and still an enforcer, Teams leaders are versatile figures held accountable for their employees work performance. Get positioned for the future- A team leaders major objective is to keep worker performance at a high and encourage improving results that would ultimately lead to a brighter outlook and future. Preparing employees now enables them to do such. Team Leaders have a weekly, monthly or even yearly report to give so their main motivation would be to constantly focus on the progress and performance of their individuals. In order to maintain and continue a future of positive results, an effective team leader will use strategic planning in his/her strategic management. Mentally, he/she will find ways to encourage employees to perform high to obtain team incentives, but will also encourage strategic planning at the individual level. Training employees to strategically plan in their prospective territories will alleviate the leader with multiple responsibilities and generate a more productive outcome in the work area. With a focus on the individual employee, a team leader will have the power t o influence his/her employees to control their progress and look towards a better outcome. One department is flourishing with work productivity, while one department is far behind. Focus on the right energies- In a business world where deadlines are demanding and profits are important, companies and their leaders will hold work productivity as a high priority. A strategic leader will observe less than optimum circumstance and move quickly to create beneficial change. Saving time by focusing only on the right energies will help a company profit. For example, an employee serves in two departments, splitting duties between each. It is evident that his/her skills are stronger in research and development rather than in the sales department. A strategic leader may see more value in changing this employees role to work in this stronger area of expertise. At the same time, a strategic leader will realize that this employee may be able to provide unique insight across both functions that others can not. Strategic leaders will observe these situations quickly and waste no time in shifting employees to areas where both the individual and organizations can benefit the most . These glimpses give you some helpful scenarios of how strategic leadership can be applied in your work environment. Should you have any future problems with work productivity, profits or even issues with your employees, address those concerns with some professional guidance and youll discover how an investment in your team will result is bottom line results. Task 3: Be able to apply theory in an organisational context 3.1: Select four (4) appropriate theories of management and leadership to identify leadership requirements in given situations in your chosen organisation 1. Trait Theories: Similar in some ways to Great Man theories, trait theories assume that people inherit certain qualities and traits that make them better suited to leadership. Trait theories often identify particular personality or behavioral characteristics shared by leaders. If particular traits are key features of leadership, then how do we explain people who possess those qualities but are not leaders? This question is one of the difficulties in using trait theories to explain leadership. 2. Contingency Theories: Contingency theories of leadership focus on particular variables related to the environment that might determine which particular style of leadership is best suited for the situation. According to this theory, no leadership style is best in all situations. Success depends upon a number of variables, including the leadership style, qualities of the followers and aspects of the situation. 3. Situational Theories: Situational theories propose that leaders choose the best course of action based upon situational variables. Different styles of leadership may be more appropriate for certain types of decision-making. 4. Behavioral Theories: Behavioural theories of leadership are based upon the belief that great leaders are made, not born. Rooted in behaviourism, this leadership theory focuses on the actions of leaders not on mental qualities or internal states. According to this theory, people can learn to become leaders through teaching and observation. 5. Participative Theories: Participative leadership theories suggest that the ideal leadership style is one that takes the input of others into account. These leaders encourage participation and contributions from group members and help group members feel more relevant and committed to the decision-making process. In participative theories, however, the leader retains the right to allow the input of others. The Advantages of Emerging Leadership Theories During the first half of the 20th century, leadership theories focused on traits and skills that were inherent in leaders and assumed that leaders were born, not made. Around 1960, new theories of leadership were developed that considered the impact of followers and tasks on leader effectiveness. These emerging styles, also called modern or current styles, include contingency models, situational and transformational leadership. Predictability Flexibility with Precision Lasting Motivation with Better Results The Advantages of Participative Leadership Theories Participative leadership theories encourage participation from employees on the decision-making process with organizational management. Sometimes the democratic style of leadership allows the employees to give suggestions on how a corporation operates and on decisions that facilitate change. Advantages of the participative theories include better employer and employee relationships, the discovery of future leaders, motivation, team spirit and employee productivity. Team Spirit Employee Productivity Motivation Employer/Employee Relationships Future Leadership Discovery 4.2: Plan the development of management and leadership skills for a given job role in your chosen organization. 4.3 Make justified evaluations of the management and leadership development methods selected in 4.2 above Plan the development of management and leadership skills and evaluation of these skills Strategic leadership is a self-explanatory term, and even when separated, still provides a meaningful definition. A definition of strategic leadership can be summed up as the ability to anticipate, prepare, and get positioned for the future. In past experience, company has been able to pinpoint specific examples of colleagues who have exemplified strategic leadership in their professions. Here are some examples of how strategic leadership is essential to a work environment. A small company had been acquired by a larger firm. With this, the current leader had been let go and a new leader was appointed to take charge. Anticipate and Prepare-Being acquired by a larger firm may bring more awareness to a company or provide better benefits, but several cons may get in the way at first. During a transition period, many employees are sometimes left without a job, or have decided to move on to other things in the wake of unsatisfied changes. It was no different when a well-liked president of the company was phased out due to financial setbacks. The firm took a lengthy process to make a move until finally appointing an internal employee to serve as the interim president. Left with a lot of the dirty work, the new leader immediately went to work and restored and initiated productivity with his employees. His biggest attribute was that he was prepared for this new role before he was even appointed as the new president. His natural work ethic had already groomed him for charismatic leadership and when the opportunity for advancement came, he wasted no time in taking charge and continuing the work. Likewise, a strategic leader will be able to pick up the pieces and restore work productivity regardless of a drastic change. Being the cheerleader and still an enforcer, Teams leaders are versatile figures held accountable for their employees work performance. Get positioned for the future- A team leaders major objective is to keep worker performance at a high and encourage improving results that would ultimately lead to a brighter outlook and future. Preparing employees now enables them to do such. Team Leaders have a weekly, monthly or even yearly report to give so their main motivation would be to constantly focus on the progress and performance of their individuals. In order to maintain and continue a future of positive results, an effective team leader will use strategic planning in his/her strategic management. Mentally, he/she will find ways to encourage employees to perform high to obtain team incentives, but will also encourage strategic planning at the individual level. Training employees to strategically plan in their prospective territories will alleviate the leader with multiple responsibilities and generate a more productive outcome in the work area. With a focus on the individual employee, a team leader will have the power t o influence his/her employees to control their progress and look towards a better outcome. One department is flourishing with work productivity, while one department is far behind. Focus on the right energies- In a business world where deadlines are demanding and profits are important, companies and their leaders will hold work productivity as a high priority. A strategic leader will observe less than optimum circumstance and move quickly to create beneficial change. Saving time by focusing only on the right energies will help a company profit. For example, an employee serves in two departments, splitting duties between each. It is evident that his/her skills are stronger in research and development rather than in the sales department. A strategic leader may see more value in changing this employees role to work in this stronger area of expertise. At the same time, a strategic leader will realize that this employee may be able to provide unique insight across both functions that others can not. Strategic leaders will observe these situations quickly and waste no time in shifting employees to areas where both the individual and organizations can benefit the most . These glimpses give you some helpful scenarios of how strategic leadership can be applied in your work environment. Should you have any future problems with work productivity, profits or even issues with your employees, address those concerns with some professional guidance and youll discover how an investment in your team will result is bottom line results. How Leadership Can Affect Change In An Organization: How Leadership Can Affect Change in an Organization The leadership of an organization provides the direction and guidance for the future and can create an environment for growth or destruction dependent on the leadership style and technique that is utilized.    It is inevitable that there will be changes in an organization, whether it is related to downsizing, economic issues or location changes; these are just a few of the current changes that are being dealt with nation-wide.    The leadership of an organization sets the tone and process for others to follow during change.    Decisions that are made and the actions of the leadership mandate what the future holds for an organizations employees. Leaders have different traits that are inherent in their management techniques, those traits can be magnified during change and can help or hinder their leadership opportunities.    During organizational change, goals are set and a leader must possess the aptitude to help employees reach those goals.    A study by R.M. Stogdill discovered that the conception of a leader was someone who acquired status by showing the ability helps a group attain its goals (Yukl, 10.2.1, 2010).    Related to that study, it was noted that relevant traits included intelligence, alertness to the needs of others, understanding of the task, initiative and persistence in dealing with problems, self-confidence, and desire to accept responsibility and occupy a position of dominance and control in leaders (Yukl, 10.2.1, 2010).    Not all traits are universal, as noted by the study by Stogdill (Yukl, 2010), but the relevant traits appear to be found in many leaders.    Self-confidence is a powerful tra it for a leader to possess, but excessive self-confidence can make a leader overly optimistic about the likely success of a risky venture, and it may result in rash decisions and denial of evidence that a plan is flawed. CONCLUSION   In conclusion, The process of accessing a persons leadership ability is a complex and often a difficult task; different leaders has different leadership style, there are many factors influence them on their leadership, such as the personal characteristics, the situation they have involved, and also the people need to manage, etc. Jorma have a very people-oriented style of leadership, he concern about his subordinate; conversely, Reymin is a more product-oriented leader, he paid big attention on the employees task more them employee themselves. There many leadership models can be adopted to analyze those two leader, but there are three most suitable models have been adopted, whatever the models have been used, it is all exactly reflect Jorma and Reymins personal leadership style.

outbreak :: essays research papers

Filoviruses Viruses are microscopic intracellular parasites that can only reproduce within a host cell. Viruses lack the enzymes for the process of metabolism and contain no ribosomes or other parts to make their own proteins. The types of cells a virus can infect are limited to its host range. Filoviruses (Figure 1) belong to a virus family called Filoviridae and can cause severe hemorrhagic fever in humans and nonhuman primates. Filovirus virons appear in several shapes; these shapes are known as pleomorphism. They may either appear as long, often branched filaments, shorter filaments, or in a circle formation. The filaments can measure up to 14,000 nanometers in length, and have some have a diameter of up to 80 nanometers. Each is coated in a lipid membrane and contains a molecule of negative-sense RNA. Replication of filoviruses occurs through the production of buds on the surface of the host cell (See Figure 1). The two types of filoviruses that have been identified are the Marburg virus and Ebola virus. There are four different subtypes of the Ebola virus: Ivory Coast, Sudan, Zaire, and Reston. Ebola-Reston does not cause any severe disease conditions in humans it can however, be fatal within monkeys. Marburg The Marburg disease (Figure 2) was first seen in the August, 1967 in Marburg, Germany. Three workers that were employed by Behringwerke AG, a vaccine-producing branch from pharmaceutical company, Hoechst AG were suffering from muscle aches and mild fevers. The conditions the workers had were similar to characteristic of the flu, but it was strange to have the flu in the summer. They were then hospitalized. The following day they became nauseated. Their spleens became enlarged and their eyes became bloodshot. The demeanors grew morose but aggressive. In addition, the nurse and doctor who were taking care of the three patients became ill. By September 23, the number of patients suffering from this Marburg grew to 23. Two other outbreaks were occurring in Frankfurt and Yugoslavia. The people sick were also employees of pharmaceutical research or were in the field of patient care. Many people feared that this deadly virus was airborne. A great deal of mystery surrounded the illness since no one was aware of how it was transmitted, what an effective treatment might be, or how many more people could potentially get sick. Each patient exhibited the same symptoms and went through the same process before dying.

Classic Hollywood in Comedy Films

During Hollywood's classical period, the seamless style was particularly favored, it championed narrative economy. In other words, films were constructed so that the viewer was not aware of the construction. This practice of effacing a film's construction actually depends on a complex system of visual codes. Hollywood films, as opposed to art films or some types of foreign films, embrace a narrative that is highly efficient and that is determined by cause and effect. For example, The opening of a film typically plunges us_ _into an immediate understanding of an individual character. While natural causes, like floods and earthquakes, or societal causes, such as wars or strikes, might prod the character in a certain direction or serve as a backdrop, the narrative inevitably centers on the individual's choices. This swift movement toward resolution of the conflict has been made efficiently in what is often referred to as the three-act structure. As celebrated screenwriter Ernest Lehman put it more clearly, â€Å"In the first act, it's who are the people and what is the situation of this whole story. The second act is the progression of that situation to a high point of conflict. And the third act is how the conflicts and problems are resolved. † Though modern films frequently depart from the continuity style, this style remains a baseline standard of effective visual storytelling. During the classical Hollywood era, each studio was known for a certain genre of film or a particular roster of stars. Spencer Tracy, Bing Crosby, Charlie Chaplin were some of the well-known performers that emerged during this period. Comic films began to appear in significant numbers during the era of silent films in roughly 1895 to 1930. The visual humor of these silent films relied on slapstick. A very early comedy short was Watering the Gardener (1895) by the Lumiere brothers. In American film, the most prominent comic actors of the silent era were Charlie Chaplin. A popular trend during the 1920s and afterward was comedy in the form of animated cartoons with stars such as Betty Boo appearing. Toward the end of the 1920s, the introduction of sound into movies made possible dramatic new film styles and the use of verbal humor. Many film scholars will argue, film was never entirely â€Å"silent. † Most movies were accompanied by some kind of music and even, at times, live narration. During the 1930s the silent film comedy was replaced by dialogue from film comedians such as the W. C. Fields and the Marx Brothers. The comedian Charlie Chaplin was one of the last silent film hold-outs. 1930 and 1948 are generally considered bookends to Hollywood's Golden Age, the period when these eight companies secured 95 percent of all film rentals and close to 70 percent of all box-office receipts. In the United Kingdom, film adaptations of stage farces were popular in the early 1930s, while the music hall tradition strongly influenced film comedy into the 1940s. With the entry of the United States into World War II, Hollywood became focused on themes related to the conflict. Comedies portrayed military themes such as service, civil defense, boot-camp. The war-time restrictions on travel made this a boom time for Hollywood, and nearly a quarter of the money spent on attending movies. As TV became filled with family-oriented comedies, the 1950s saw a trend toward more adult social situations. Only the Walt Disney studios continued to steadily release family comedies. The release of comedy films also went into a decline during this decade. Toward the end of the 1950s, darker humor and more serious themes had begun to emerge, including satire and social commentary. Dr. Strangelove (1964) was a satirical comedy about Cold War paranoia. Among the leading lights in comedy films of the next decade were Woody Allen and Mel Brooks. Both wrote, directed and appeared in their movies. Brooks' style was generally slapstick and zany in nature, often parodying film styles and genres, including Universal horror films (Young Frankenstein), westerns (Blazing Saddles) and Hitchcock films (High Anxiety). Most British comedy films of the early 70s were spin-offs of television series, including Dad's Army and On the Buses. The greatest successes, however, came with the films of the Monty Python team, including _And Now For Something Completely Different_ (1971), One of the major developments of the 1990s was the re-emergence of the romantic comedy film, encouraged by the success of When Harry Met Sally†¦ n 1989 Another development was the increasing use of â€Å"gross-out humor† usually aimed at a younger audience, in films like _There's Something About_ Mary__, American Pie) and its sequels. In mid 2000s the trend of â€Å"gross-out† movies is continuing, with adult-oriented comedies picking up the box office. The screwball comedy is a subgenre of the co medy film genre. It has proven to be one of the most popular and enduring film genres. First gained prominence in 1934 with It Happened One Night and, although many film scholars would agree that its classic period ended ometime in the early 1940s, elements of the genre have persisted, or have been paid homage to, in contemporary film. Modern screwball comedies include: Burn After Reading (2008), d. Joel and Ethan Coen Pineapple Express) (2008) d. David Gordon Green The Hangover) (2009) d. Todd Phillips Many elements of the screwball genre can be traced back to such stage plays such as ‘__As You Like_ It_’and and Oscar Wilde's The Importance of Being Earnest. Like farce, screwball comedies often involve mistaken identities or other circumstances in which a character or characters try to keep some important fact a secret. Sometimes screwball comedies feature male characters cross-dressing, further contributing to the misunderstandings (Bringing Up Baby, I Was a Male War Bride, Some Like It Hot). They also involve a central romantic story, usually in which the couple seem mismatched and even hostile to each other at first, and â€Å"meet cute† in some way. Another common element is fast-talking, witty repartee (You Can't Take It With You), His Girl Friday). This stylistic device did not originate in the screwballs (although it may be argued to have reached its zenith there): it can also be found in many of the old Hollywood cycles including the gangster film, romantic comedies, and others. The philosopher Stanley Cavell has noted that many classic screwball comedies turn on an interlude in the state of Connecticut (Bringing Up Baby, The Lady Eve, The Awful Truth Some notable directors of screwball comedies include: Frank Capra George Cukor Howard Hawks