Paul Cezanne Essay - 791 Words

Paul Cezanne (1839-1906) was a revolutionary painter of the late 19th century. His work could not be contained within one movement of modern art. Cezanne painted during the height of the Impressionists movement, though he did not hit the pinnacle of his career until he became one of the founders of the Post-Impressionist movement. His style of painting has inspired generations of artists to this day. His 1895-1900, Post-Impressionist, still life, Table, Napkin, and Fruit, (Un coin de Table) oil painting comes from his collection of still-lifes. The Barnes Foundation, in Merion, Pennsylvania, houses this remarkable painting. Cezanne encapsulates the simplicity of a bowl of peaches and pears on a table and turns it into a major work of the†¦show more content†¦Cezanne created an asymmetrical balance on the tabletop. That is visually weighted in the right corner of the canvas because of the placement of the fruit within the light bowl. In the background, he added the window f rames creating a counter balance with right angles, insuring equal distribution of visual movement inside the canvas. The fruit in Cezanne’s painting are structured with a degree of both volume and flatness. This distortion of both the objects and the perspective of these objects was his style of reality within the painted image. There is a perfect coherence between the prominence of the empty spaces around the objects, to the items themselves creating both two and three dimensions. Cezanne always had a painterly approach to his works of art. An example of this would be from Table, Napkin, and Fruit. The languid napkin on the tabletop has traditional shading. The tonal gradations of whites with the addition of blue hues pick up and unify the colors in the napkin to those in the background. Specifically on what seems to be a glare in the glass on the window. In the late 1800’s to the early 1900’s, he pushed further in his use of color than ever before. In this specific piece, Cezanne uses the perfect complementary colors of red and green, and blue and orange. He used the vivid hues of the Impressionists with a palette of earthy tones, which were used conventionally by 19th centuryShow MoreRelated Paul Cezanne Essay651 Words   |  3 Pages PAUL CÉZANNE nbsp;nbsp;nbsp;nbsp;nbsp; nbsp;nbsp;nbsp;nbsp;nbsp;Post Impressionism, as the name would suggest, is the art movement that directly followed Impressionism. One artist, who led the Post Impressionism movement, was French artist, Paul Cà ©zanne. Much of his early work was pure Impressionism and, although he was introduced to the style and guided by Camille Pissarro, Cà ©zannes works showed a distinctive uniqueness. Cà ©zanne broke away from Impressionism because of the lack of composition;Read MoreThe Art Of Paul Cezanne1530 Words   |  7 Pagesand Pablo Picasso were both profoundly influenced by the art of Paul Cà ©zanne, somewhat ironically since the latter is reported to have been quite uncertain of his artistic contributions and anxious about his legacies (Merleau-Ponty, 1945). Picasso described Cà ©zanne as â€Å"my one and only master† ; while Matisse noted that â€Å"it is undoubtedly to Cà ©zanne that I owe the most† . The Large Bathers was one of two final paintings produced by Cà ©zanne in 1906, the year of his death. At this stage Matisse had acquiredRead MoreAnalysis Paper : Paul Cezanne2048 Words   |  9 PagesContextual Analysis Paper: Paul Cezanne One of the most influential painters of the twentieth century was Paul Cezanne. He was willing to break the traditionally accepted artistic practices in order to better portray his artistic creativity. Cezanne became part of the movement following the Impressionists called the Post-Impressionism movement. The artists who were the driving forces behind this movement were Gauguin, Van Gogh, Seurat, and Cezanne. These artists were grouped together because theyRead MoreA Comparison Of Paul Cà ©zanne And The Large Bathers1001 Words   |  5 Pagesthat are simultaneously seen as inspired by and breaking free of Paul Cà ©zanne’s, The Large Bathers. Let’s see more in details why it can be. The Large Bathers The Large Bathers is a painting by the French painter Paul Cà ©zanne. It is made in oil on canvas. It measures 210.5 cm tall and 250.8 cm long. It was painted in 1906. It is located at the Museum of Art in Philadelphia, United States. It is the largest fabric ever painted by Cà ©zanne, who worked for seven years at the workshop he had at Lauves, andRead MoreNew Tendencies Emerged : Paul Cezanne Essay2377 Words   |  10 PagesImpressionism appeared with changes in Renoir’s painterly manner, Degas’s interest in three-dimensionality, and Monet’s involvement with the subjectivity of perception. New tendencies emerged: Paul Cezanne (1839-1906) experimented with perspective, color, and visual mass, and Georges Seurat (1859 -1891) and Paul Signac (1863 -1935) worked on color theory in its application to divisionism, leading the course of Neo-Impressionism. These developments in painting were innovative and even revolutionaryRead More Analysis of Still Life With Peppermint Bottle by Paul Cezanne938 Words   |  4 PagesAnalysis of Still Life With Peppermint Bottle by Paul Cezanne Paul Cezanne is considered one of the greatest and most memorable artists of the Post-Impressionist period. His techniques were admired and greatly influential in the development of Cubism and many other modern art movements. He employed several styles in his works, such as his still life productions. In 1894 he produced a brilliant piece of work entitled â€Å"Still Life with a Peppermint Bottle†. Through this work he used elaborateRead More Paul Rand: An Incredibly Influential Designer Essay1720 Words   |  7 Pages Paul Rand is known as one of the most influential and finest American graphic designer of the twentieth century. He is known for his art work predominantly for design, graphic design and typography. Paul Rand was born in August 15, 1914 in Brooklyn, New York with the name Peretz Rosenbaum. Rand was known as â€Å"self- taught designer†, he learned about works of Cassandre and Moholy-Nagy from European magazines. His esteemed contribution to the desig n form is acknowledged by many critics and is amazinglyRead More Biography of Vincent Van Gogh Essay1205 Words   |  5 Pagesaccepted during his time. But, now he is one of the most highly publicized artists of all time. With many of his painting selling for millions and millions of dollars (Rewald 230). Vincent Van Gogh along with Henri de Toulouse-Lautrec, Paul Cezanne, Georges Seurat, and Paul Gauguin are now seen to be the main artists of the post-impressionist period. These painters were also at the beginning of the Modernism movement (Stokstad 1025). Although Van Gogh was only painted for 10 years his genius and styleRead MoreA Brief Note On Impressionism And Post Impressionism958 Words   |  4 Pages2000). Some well known artists from this period were Vincent Van Gogh, George Seurat, and Paul Cezanne. The post-impressionist artists focused on a different style of painting to express their emotions. Instead of just mastering optical impressions they also used symbolism whi le alluding to their deeper theme. â€Å"Symbolic and highly personal meanings were particularly important to Post-Impressionists such as Paul Gauguin and Vincent Van Gogh. Rejecting interest in depicting the observed world, theyRead MorePainting Style And Technique For The Modern World1414 Words   |  6 Pagesthink about Paul Cà ©zanne, we think about a French artist who had incredible painting skills and was an Impressionist painter. Moreover, it is undeniable that his talent was a contribution to the modern world. Cà ©zanne was a great artist, his Post-impressionist artwork is definitely a strong link between late 19th century Cubism and Impressionism. In addition, his artwork is known to have influenced so many artists, such as Matisse, Picasso and so on. Those artists have noted Paul Cà ©zanne as a wonderful

Leadership in Professional Learning Communities †MyAssignmenthelp

Question: Discuss about the Leadership in Professional Learning Communities. Answer: Introduction In the competitive business world, leadership skill is essential for the success of the business. Leadership is defined as the process by which an individual directs to other for performing a specific task. In the business scenario, if an individual wish to progress in the specific field then he may require a certain expertise because it gives an opportunity to become a good leader. Moreover, it facilitates an individual to grow the business ladder (Northouse, 2015). Hence, leadership can be viewed as one of the key resources which enable a person to become a successful manager. It is analyzed that management faces a challenge with respect to making an efficient and effective strategy to attain the organizational goals. In this way, management uses staffing, planning, organizing, controlling and directing process to manage the organizational resources. In opposed to this, leadership is one of the key resources which are used to direct the business function. It means that leadership is associated with the role of managers and experts. But, management and leadership are two distinct roles which creates confusion among many people. It is analyzed that many researchers stated that leadership can be used in both quantitative and qualitative way and also described that leadership concept is more sophisticated and difficult to understand (Getha-Taylor, et. al., 2015). Leadership is defined as a procedure in which individual influences the other person by using their attitude, behavior and thought hence it is effective to attain the organizational goal. Moreover, leadership can build confidence among employees as well as train them to gain their efficiency by creating reliability and friendly environment. It also makes feel safety to their employees regarding their job because it helps to gain their efficiency (Fischer, 2016). Further, the company has informal leaders who have no power, no authority, no title and no right but they can boost their personal power. In the current business scenario, large numbers of companies are agreed that without the leadership, management cannot work effectively. Besides this, without leadership, resources cannot be organized appropriately and organization may move too slowly. As a result, it will lose the business. It can be evaluated that leader is one who is reliable, self-possession, and meet the promises by emphasizing on critical work. Moreover, the different individual has different belief and hence they provide a resolution to specific issues in a distinct manner. Hence, a most appropriate decision needs to be chosen while conflict arises (Naile, and Selesho, 2014). Leadership is a practice to lead another individual to do appropriate things. Hence, selection of a better leader is a challenging task for an organization. In addition, it can be evaluated that organization can gain their reputation and profitability by motivating the workforce and having the right team. In this way, great leadership qua lities are required to encourage the team. Some researchers stated that leadership is exercised as personality perspectives like traits and behavior while some author stated that leadership is used as information processing perspectives (Grossman, and Valiga, 2016).Hence, this essay presents the critical analyses on whether leaders are born or made. Whether leaders are born or made In the current business world, there are large numbers of self-made leaders who develop the business. It is a debatable matter whether leaders are born or made through their experiences. Porter et al. (2016) focuses on the trait theory and explained that traits are distinct personal characteristics of a leader like honesty, appearance, self-confidence. It depicts that trait theory is mainly focusing on leaders are born. But, it is difficult to analyze that whether leaders are born or made. In this way, there is a requirement to assess a leader who is not born, cannot be a leader. Van Wart (2014)exemplified that emotional intelligence has five aspects such as self-regulation, self-awareness, social skills, empathy, and motivation that can be learned by an individual to become a good leader. But, this concept is identical to the trait theory. Further, a large number of people argue that the traits are significant for developing and deploying the peoples skills. Along with this, Day et al. (2014) argued that leadership is born when emphasizes in some personal characters like players and artists. But, they have also felt that leadership is really not born. There are different examples can be seen which illustrates that leaders are born like Tiger Woods- Golf Champion was born with some skills of sports. However, his father worked tough from his childhood to make him a Golf champion. Another example can be taken of Mozart- Musician who was born with the talent of music. But, his father wanted to make him as a musician from his early ages hence he was trained to him for using the instrument. Along with this, Hendry ford is an automobile leader. However, his parents were poor but they came to America with the hope of initiate for their lives. When he was a child then he spent his most of time with his mother. He is inward demonstrating and quite. When he was young then his mother passed away. He was acting as a low-level mechanist in different areas without having inadequate money. He did not have sufficient resources like pedigree, a birthright that could make him a born leader. After that, he became the greatest leader in the corporate world. These all examples prove that their natural qualities and talent improved by making hard work from many years (Benson, et. al., 2014). It can be also stated that these all leaders have enhanced their influencing ability. Leadership is used a procedure in which an individual persuade a set of the individual to attain their companys goal. Thornton and Cherrington (2014) revealed that leadership is a process which demonstrates that it is not characteristics and traits of leadership, however, some traits are distinguished between followers and leaders. Moreover, it also defines that leadership cannot be a linear function however it could be entailed as a communication program. Hence, it can be stated that leadership exists in everyone. Petriglieri and Petriglieri (2015) stated that an effective business needs appropriate leaders because the manager cannot run the organization due to having incapability to lead position in the market. Hence, it can be opined that managers should be real leaders to attain the leading position in the marketplace. When someone wants to become a good leader then he can be an effective leader by enhancing leadership qualities like concepts, values, and goals. Johnston and Marshall (2016) evaluated that a leader should keep concentration on extending the business growth in long-term. Leaders also encourage the followers to overcome whatever challenges come in the way. Hence, the leader should lead others and create co-operation with them to attain the organizational goals. At the same time, leaders should focus on making friends to others rather than making enemies. Since, the friendly strategy will be an effective asset to attain the business objectives and get growth. For becoming a successful leader, the organization needs to increase training session to obtain the growth. The leader can build favorable thinking by attending an effective training program. Hence, it can be stated that abilities and traits of a person are not enough to be a good leader. Pendleton and Furnham (2016) suggest that traits approach plays an imperative role in leadership. It stated that a specific individual may have inborn characteristics which will aid them t o be good leaders. The trait leadership demonstrates that an individual who has unique, inborn, and aptitude can be good leaders. There are different traits is identified as fluency, intelligence, and height. In contrast to this, process concept recommended that leadership is a communication amid followers and leaders which is available for everyone. It also opined that leaders should focus on their followers as well as followers should consider leaders who are closely related to make interaction with each other to keep association. Redmond and Dolan (2016) exhibited that Douglas Mc Gregor theory of leadership is based on two aspects such as theory X and theory Y. Theory X is considered when employees are shy, and they have need to scrutinize, control and lead by leaders. In opposed to this, theory Y defines that some people take accountabilities and manage to themselves to attain the organizational goals. As per the theory Y, the workforce can be easily encouraged. However, Fesler (2016) have built the managerial grid in which he recommends the two aspects of leadership behavior like production and concern for people. In this way, production aspects define the task-oriented behavior like clear roles, determining output and scheduling work. Further, concern for people focuses on building trust, friendship, and responsive environment. But, this approach is more emphasizes on people hence it helps to encourage the workforce to attain a predetermined set of strategies, vision, and targets of a corporation. Hence, it can be stated that leadership is accessible for each individual. Taylor and Ladkin (2014) argued that leaders focus on the purpose, vision, and structure and core value to interpret them to make a significant business decision. Hence, it is required that all level of the workforce should be self-motivated to attain the organizational targets. There are different theories such as Mc Gregors theory and vrooms expectancy theory of motivation which evaluates that followers are able to attain the organizational goals by influencing with leaders. In this way, expectancy theory suggests that different person perceives different circumstance. Therefore, needs of motivation are required for an organization to understand the situation and perception of people. In such case, it can provide the training to develop the learning skills as it would be beneficial to become an efficient and effective leader. Moreover, leaders should have some characteristics and qualities to encourage workforce and team in an organization. Hence, a good leader is a significant resource to lead workforce and team in a corporation. It can be evaluated that leadership is a significant asset for a firm because a great leader provides different opportunities to obtain business growth and success. In this way, it can delegate, encourage, evaluate and resolve the conflicts of employees within an organization (Wren, 2013). Coaley (2014) suggested that leadership can be created and enhanced by training and mentoring. Hence, effective training can be used to improve the leader for self-motivation. In this way, the leader can motivate the team within an organization. Each person has their own field of skill and leaning for achievement. These features and things lead the individual to be a good leader. It can be stated that each person can be a good leader by using their own skills and talent. For example, it can be evaluated that an extroverted person who has grown up throughout his entire life can be a good leader. He can be passionate about to lead the others. Being an extroverted individual, he cannot take a step back as he always has a strong passion and wishes to lead to his followers voluntarily. From this example, it can be stated that leaders are not born; they are made as they had a need to use proper training for utilizing their skills. Hence, it is analyzed that people have skills from their born but they need proper training and mentoring to utilize these skills (Selladurai, 2014). These leaders can lead to other people in a subject that he has good knowledge in order to provide benefits to a large number of the individual. Along with this, intelligence is a prime factor that is essential to becoming a great leader. Avolio et al. (2009) revealed that a human mind is like a blank sheet of paper when he born. In the development phase, human mind develops due to their education and knowledge as it creates intelligence. However, it takes a long time in which an individual cope with the different struggle to become a good leader. It is also stated that intelligence individual can overcome the challenge and keep themselves as a good leader. Although, intelligence is not inherited characteristics yet this can improve by the development procedure. As per the view of Selladurai (2014), the intelligence is an important resource which contributed to getting achievements, and also develops skills in an individual with the help of mentors, teachers, and coaches. It also stated that intelligent people tend to be a leader from their childhood as they have more capabilities as compared to other people. Moreover, the se nse of humor is also charismatic to become a good leader. For example, Prime Minister Tony Abbott has become making a leader in Australia by his intelligence. Therefore, it can be stated that clever individuals can hold the position of a leader. According to Coaley (2014), behavioral approach emphasizes on the behavior of a leader and the way by which they will work through and with another people to attain the organizational goals. This approach stated that leadership is existed for each individual and can be educated as behavior. It also focuses on what leaders act and feels about the perceived structure of leadership behavior. It is also known as leadership styles that are a significant feature of developing effective leadership. Fesler (2016) evaluated that three kinds of leadership style are used by leaders that created by their behavior such as laissez-faire, democratic, and autocratic. Behavioral approach is mainly focused on two broader aspects named employees oriented behavior which aimed to meet the emotional and social requirement of employees and another one is job oriented behavior which aimed to accomplish the task by the employees. Along with this, the Blake and mountain model of leadership also relies on an approach that all leaders have two different independent issues like employees and tasks. Therefore, it suggested that a leader should use more specific behavior as it will improve the leadership effectiveness. It is found that positive reward behavior can provide the high satisfaction to subordinates and can also improve their performance. Conclusion From the above interpretation, it can be concluded that leaders can be made which shows that it is accessible for all people and can be learned as a behavior. Further, it can be evaluated that leaders are not born, however, all individual born with unique strengths and it enables to become a successful leader. Moreover, leadership is a skill that an effective leader needs to adopt and can be enhanced with practices. A person can gain their skills to improve the leadership qualities. In certain circumstances, the company may have leaders but not addressed their expectation. In such scenario, they can make an effective leader by providing them an appropriate training and appraisal of performance. It proves that leaders are not born because an individual born with some personal characteristics and qualities but it gains their skills through their experience. It can be determined that when the accountability is delegated to a person then it can provide the opportunity to obtain a wider proficiency and being trained by an individual to direct them. Therefore, leaders can be encouraged and act on their own talent and understanding to expand the business. References Avolio, B. J., Walumbwa, F. O., and Weber, T. J. (2009) Leadership: Current theories, research, and future directions,Annual review of psychology,60, pp. 421-449. Benson, R., Fearon, C., McLaughlin, H., and Garratt, S. (2014) Investigating trait emotional intelligence among school leaders: demonstrating a useful self-assessment approach, School Leadership and Management,34(2), pp. 201-222. Coaley, K. (2014)An introduction to psychological assessment and psychometrics. USA: Sage. Day, D. V., Fleenor, J. W., Atwater, L. E., Sturm, R. E., and McKee, R. A. (2014) Advances in leader and leadership development: A review of 25years of research and theory,The Leadership Quarterly,25(1), pp. 63-82. Day, D. V., Fleenor, J. W., Atwater, L. E., Sturm, R. E., and McKee, R. A. (2014) Advances in leader and leadership development: A review of 25years of research and theory,The Leadership Quarterly,25(1), pp. 63-82. Fesler, J. W. (2016) Leadership and Its Context.Administrative Leadership in the Public Sector,20(2), P. 9. Fischer, S. A. (2016) Transformational leadership in nursing: a concept analysis,Journal of advanced nursing,72(11), pp. 2644-2653. Getha-Taylor, H., Fowles, J., Silvia, C., and Merritt, C. C. (2015) Considering the effects of time on leadership development: A local government training evaluation,Public Personnel Management,44(3), pp. 295-316. Grossman, S., and Valiga, T. M. (2016)The new leadership challenge: Creating the future of nursing. USA: FA Davis. Johnston, M. W., and Marshall, G. W. (2016)Salesforce management: Leadership, innovation, technology. UK: Routledge. Naile, I., and Selesho, J. M. (2014) The role of leadership in employee motivation, Mediterranean Journal of Social Sciences,5(3), p. 175. Northouse, P. G. (2015)Leadership: Theory and practice. USA: Sage Publications. Pendleton, D., and Furnham, A. F. (2016)Leadership: All You Need To Know 2nd Edition. Berlin: Springer. Petriglieri, G., and Petriglieri, J. L. (2015) Can business schools humanize leadership?.Academy of Management Learning and Education,14(4), pp. 625-647. Porter, W. W., Graham, C. R., Bodily, R. G., and Sandberg, D. S. (2016) A qualitative analysis of institutional drivers and barriers to blended learning adoption in higher education,The Internet and Higher Education,28, pp. 17-27. Redmond, S., and Dolan, P. (2016) Towards a conceptual model of youth leadership development,Child and Family Social Work,21(3), pp. 261-271. Selladurai, R. (2014)Servant Leadership: Research and Practice: Research and Practice. UK: IGI Global. Taylor, S. S., and Ladkin, D. (2014) Leading as craft-work: The role of studio practices in developing artful leaders,Scandinavian Journal of Management,30(1), pp. 95-103. Thornton, K., and Cherrington, S. (2014) Leadership in professional learning communities, Australasian Journal of Early Childhood,39(3), P. 94. Van Wart, M. (2014)Dynamics of leadership in public service: Theory and practice. UK: Routledge. Wren, J. T. (2013)The leader's companion: Insights on leadership through the ages. USA: Simon and Schuster.

Jane Eyre and Victorian Women Essay Example

Jane Eyre and Victorian Women Paper Whilst the Victorian era saw Britain becoming the epitome of power and wealth, the status of women was a perfect example of the discrepancy between this and the appalling social conditions. Women were expected to remain pure and clean, and were expected to be treated as if they were holy yet had limited rights which meant that they could not vote, hold a job that wasnt teaching or own property. It was also believed that women should not be educated to the levels that men were. The German philosopher Arthur Schopenhauer said Women exist in the main solely for the propagation of the species. These somewhat misogynistic words perhaps highlight the opinions that were held about women during the Victorian period. However, despite the barriers put up for women, the number of female writers increased greatly. The catch was that in order to be taken seriously, they had to write under male aliases. This includes Charlotte Bronte , who wrote Jane Eyre as Currer Bell and Mary Ann Evans who wrote Middlemarch as George Eliot two of the novels that we will be talking about. Jane Eyre Jane feels exiled and ostracized at the beginning of the novel, and the cruel treatment she receives from her Aunt Reed and her cousins only increases her feeling of alienation. Charlotte Bronte may have created the character of Jane Eyre as a means of coming to terms with elements of her own life. Jane voices the Bronte s opinions on religion, social class, and gender that were seen as radical in the Victorian era. Jane Eyre could be seen as an earlier example of a feminist- similar to the Suffragists that came to prominence later on in the Victorian era since they held similar ideologies. Helen Burn serves as a foil to Jane- much like Isabella Linton did to Catherine. She is often self-negating despite her intellectual maturity Unlike Jane she believes that the best way to tackle the injustice of society, as seen by the treatment of the girls at Lowood, is by having faith in Gods judgement. She believes that God will be the ones to punish the evil. Somewhat representative of the religious morality that still remained in the rural areas, unlike the cities of the Victorian era where debauchery was rampant. We will write a custom essay sample on Jane Eyre and Victorian Women specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Jane Eyre and Victorian Women specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Jane Eyre and Victorian Women specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Jane is different to her in the sense that she doesnt hold such blind faith- she wants to find happiness and love in this world, though she does count on the support of God. Conclusion One can see that in Victorian literature there were perhaps two distinct types of women portrayed. There were the conventional characters such as Helen Burns and Isabella Linton who represented the archetypal Victorian woman to some extent. The conventional characters often displayed qualities such as refinement and a desire to obtain a high social status. Other conventional characters represented women lower down the social hierarchy and tended to be blindly religious and believe in purity and chastity. These characters tended to act as foils, however, to the unconventional figures of focus such as Jane Eyre or Catherine Earnshaw. These characters were often rebellious and made it their aim to break down the barriers that blocked the development of women as independent members of society. These characters were defiant in their aims- be it love, the resolving of injustices or simply the desire to be free from the prison that was Victorian society.

Leadership Theories Essays

Leadership Theories Essays Leadership Theories Essay Leadership Theories Essay Introduction Numerous studies have been conducted on leadership styles and theories, leading to an abundance of information on the topic. This paper will identify leadership styles and theories that the author has experienced in the maintenance field. Given the leadership styles identified, the author has identified one leadership theory that has influenced their leadership style for an ongoing project that they are currently working on. The study of leadership has identified many different styles exhibited by leaders. Leaders may be of predominantly a single style or may demonstrate the use of different styles depending on the environment that they find themselves in. Goleman (2000) has identified six styles which have been summarised below, however the descriptions of each style may be known by other titles according to different authors. Coercive – ‘Do as I tell you’. Demands that people follow the instructions given to them and leaves no room for their input or initiative. Rules from the top down. Can make people feel devalued and so resentful that they feel no compulsion to help the leader or business. It can however be used in times of crisis, during a turnaround and to deal with problematic employees, however it should ceased to be used when then issue is dealt with. Authoritative – ‘Come with me’. Authoritative leaders build a vision and inspire people to achieve the vision. Establishes a clear vision and encourages everyone to achieve the vision with true enthusiasm. They motivate people by demonstrating to them how their work fits into the larger vision of the organisation, and generally offers people the freedom to develop their own methods to achieve the stated vision. Affiliative – ‘People come first’. The Affiliative leader has a caring, nurturing approach building strong emotional bonds with people to develop fierce loyalty among people. They provide the freedom for people to choose the most effective way to do their work. Affiliative leaders offer positive feedback to personnel providing a sense of recognition and reward for work well done which in turn generates motivation and a sense of belonging among personnel. Democratic – ‘What do you think? ’. By listening to other people’s ideas and getting their buy-in, the democratic leader seeks consensus among personnel in how the work is to be done to achieve their goals and in setting the goals. This leadership method can create high morale and flexibility within a workforce due to personnel having a say in what is happening. Leaders can use this method to put off decision making or gain input from personnel to make decisions, however there is a risk that if a consensus cannot be reached on issues, many meetings may soon start to occur where decisions are not made, and more meetings are required. It is also a style not recommended when personnel are not competent or well enough informed to be able to make sound decisions. Pacesetting – ‘Do as I do, now’. The pace setting leader sets extremely high performance standards and then exemplifies them himself, expecting the others around him to do the same. If used inappropriately, it will negatively affect the work climate by the pacesetter overwhelming employees with their demands for excellence by making them feel as though they cannot be trusted to do their work. Initiative, flexibility and responsibility among personnel will also diminish. This approach however may work well with a group of like minded, competent personnel who have a set goal or project to complete. Coaching – ‘Try this’. By helping personnel to identify their strengths and weaknesses, the coaching leader helps to determine long term development goals and formulate an action plan to attain those goals. Coaching leaders are prepared to assign challenging tasks to personnel and accept the risk of short term failure if it furthers long term learning. Paradoxically, coaching primarily focuses on personal development rather than the immediate work related tasks, however coaching reinforces many factors that drive work climate – constant dialogue, constant and constructive feedback, clear expectations, responsibility, flexibility and commitment all of which have a positive effect on business performance. Although Goleman (2000, p. 87) identifies 6 individual leadership styles, he also goes on to state: Leaders who have mastered four or more – especially the authoritative, democratic, affiliative, and coaching styles – have the very best climate and performance. And the most effective leaders switch flexibility among the leadership styles as needed. Other leadership styles and theories include: Charismatic – According to Fatt (2000), â€Å"the charismatic leader is a visionary, specifically, having a vision of extraordinary goals and the ability to motivate those around him or her to achieve that vision†. The charismatic leader is able to express the vision, both in terms of communicating the vision and through their personal behaviour to realise the vision, explain the vision to others capturing both benefits to the business and the individual, extend the vision throughout the organisation and expand the vision in different ways and circumstances addressing whatever is required to achieve the vision. Charisma is often conferred by followers onto the leader, creating loyalty to the leader. The climate created by the leader is liable to change when the charismatic leader is removed or the situation changes and the need for a charismatic leader is no longer there. Situational Leadership Theory (SLT) – SLT suggests that leaders demonstrate a combination of both task and relationship orientated behaviours in various ratios when dealing with their subordinates depending on the maturity (ability and willingness) of the subordinate to able to complete the task. Blank et al (1990) suggest â€Å"subordinate â€Å"maturity† as the key situational characteristic that is said to moderate the relationship between leader behaviour (task and relationship) and leader effectiveness (Hersey Blanchard, 1969, 1982)†. It can be said then that as a workers maturity grows, their relationship with their leader will also change in terms of the leader demonstrating more relationship based behaviour and less task orientated behaviours. Path Goal Theory (PGT) – â€Å"The theory states that the main goal of the leader is to help subordinates attain the subordinates’ goals effectively, and to provide them with the necessary direction and support to achieve their own goals as well as those of the company. † Silverthorne (2001). In trying to achieve this, the leader needs to be adept in adopting directive, supportive, participative and achievement-orientated behaviours where necessary in order to assist the worker in achieving their goals. The leadership behaviour required will be decided by the nature of the task and the needs of the workers who have been set the task. Transactional – Transactional leadership involves the setting of tasks or goals and the provision of recognition or rewards for achieving the desired results. Bass et al. (2003), further this by stating â€Å"Exhibiting transactional leadership meant that followers agreed with, accepted, or complied with the leader in exchange for praise, rewards and resources or the avoidance of disciplinary action†. This includes a behaviour known as active management by exception whereas the leader specifies the standards for compliance, what will be deemed as non-conformance, and often details consequences of non-conformance. Transformational – â€Å"Transformational leadership refers to a leadership style in which leaders possess charisma and provide intellectual stimulation, individualised consideration and inspirational motivation to followers† Beugre et al. (2006). By clearly defining the organisations goals and objectives to workers, the transformational leader then inspires and motivates workers to achieve, beyond the task – reward behaviours exhibited by transactional leaders, the goals and objectives of the organisation. Transformational leadership is an effective style when an organisation needs to encompass change as transformational leaders identify new ways of working, seek opportunities and effective resolutions to problems rather than efficient solutions. Leadership styles can be many and varied or a leader can sometimes exhibit a dominant style. Generally throughout the research the author has conducted, the more styles a leader is competent in, the more likely they are to achieve the results they are after. The leadership style adopted by a leader in a given situation can have a large affect on the work climate and consequently, aid or inhibit them from achieving their objectives and goals. References Bass, B, Avolio, B, Jung, D, Berson, Y 2003, ‘Predicting unit performance by assessing transformational and transactional leadership’, Journal of Applied Psycology, vol. 88, no. 2, pp. 207-218 Beugre, C, Acar, W, Braun, W 2006, ‘Transformational leadership in organisations: an environment-induced model’, International Journal of Manpower, vol. 27, no. 1, pp. 52-62 Blank, W, Weitzel, J, Green, S 1990, ‘A test of situational leadership theory’, Personnel Psychology, vol. 43, no. 3, pp. 579-597 Fatt, J 2000, ‘Charismatic leadership’, Equal Opportunities International, vol. 9, no. 8, pp. 24-28 Goleman, D 2000, ‘Leadership that gets results’, Harvard Business Review, March-April, pp. 78-90 Sagie, A, Koslowsky, M 1994, ‘Organisational attitudes and behaviours as a function of participation in strategic and tactical change decisions: an application of path-goal theory’, Journal of Organisational Behaviour, vol. 15 , no. 1, pp. 37-47 Silverthorne, C 2001, ‘A test of the path-goal leadership theory in Taiwan’, Leadership Organisational Development Journal, vol. 22, no. 4, pp. 151-158

Quotes for Saying Goodbye

Quotes for Saying Goodbye Moving on sometimes becomes inevitable. Whether it is to pursue a new job opportunity, go to school, or care for a loved one, people often relocate. When you move away, it can be challenging to leave your old life behind and say goodbye to friends, family, neighbors, and colleagues. Finding the words to express how you feel can be even harder. Saying goodbye becomes a little easier with the help of quotes from famous writers, artists, and entertainers. You can borrow some of their tender words and use them in your saying goodbye messages, cards, and presents. The words will reverberate in the hearts of your loved ones. J.M. Barrie Never say goodbye because goodbye means going away and going away means forgetting. Alfred Tennyson Gone- flitted away,Taken the stars from the night and the sunFrom the day!Gone, and a cloud in my heart. Ernie Harwell Its time to say goodbye, but I think goodbyes are sad and Id much rather say hello. Hello to a new adventure. Trey Parker Saying goodbye doesnt mean anything. Its the time we spent together that matters, not how we left it. Tom Petty You and I will meet again, When were least expecting it, One day in some far-off place, I will recognize your face, I wont say goodbye my friend, For you and I will meet again. Genevieve Gorder And the relationships that happen become so intense, deep, involved, and complex and really hard to say goodbye to. The hardest part of the show is saying goodbye when its all done. It really breaks you. William Shakespeare Parting is such sweet sorrow that I shall say goodnight till it be morrow. Ann M. Martin I wonder how you say goodbye to someone forever? Angela Ruggiero It feels right. But its emotional. Saying goodbye to anything youve done that long is hard. Robert Southey No distance of place or lapse of time can lessen the friendship of those who are thoroughly persuaded of each others worth. Richard Bach Can miles truly separate you from friends? If you want to be with someone you love, arent you already there? Victor Hugo Promise to give me a kiss on my brow when I am dead. I shall feel it. George Eliot Only in the agony of parting do we look into the depths of love. Kay Knudsen Love is missing someone whenever youre apart, but somehow feeling warm inside because youre close in heart. Nicholas Sparks The reason it hurts so much to separate is because our souls are connected. Dr. Seuss Remember me and smile, for its better to forget than to remember me and cry. Helen Rowland A man never knows how to say goodbye; a woman never knows when to say it. Henry David Thoreau Nothing makes the earth seem so spacious as to have friends at a distance; they make the latitudes and longitudes. Meredith Willson Where is the good in goodbye? R.M. Grenon Goodbye, goodbye, I hate the word. Solitude has long since turned brown and withered, sitting bitter in my mouth and heavy in my veins. Jarod Kintz Goodbyes, they often come in waves. Cassandra Clare You endure what is unbearable, and you bear it. That is all. A.A. Milne How lucky I am to have something that makes saying goodbye so hard. Charles Dickens The pain of parting is nothing to the joy of meeting again. Paulo Coelho If you are brave enough to say goodbye, life will reward you with a new hello. Charlie Brown Goodbye always makes my throat hurt. William Cowper Absence from whom we love is worse than death, and frustrates hope severer than despair. Khalil Gibran Ever has it been that love knows not its own depth until the hour of separation. Yann Martel It’s important in life to conclude things properly. Only then can you let go. Otherwise you are left with words you should have said but never did, and your heart is heavy with remorse. Alan Alda The best things said come last. People will talk for hours saying nothing much and then linger at the door with words that come with a rush from the heart. John Gay We only part to meet again. Mahatma Gandhi There are no goodbyes for us. Wherever you are, you will always be in my heart. Helen Keller So long as the memory of certain beloved friends lives in my heart, I shall say that life is good. Rumi Goodbyes are only for those who love with their eyes. Because for those who love with heart and soul there is no such thing as separation. Irish Blessing May the road rise up to meet you, may the wind be ever at your back. May the sun shine warm upon your face and the rain fall softly on your fields. And until we meet again, may God hold you in the hollow of his hand. Claudia Adrienne Grandi If I had a single flower for every time I think of you, I could walk forever in my garden.

Training and Development Research Paper Example | Topics and Well Written Essays - 1000 words - 1

Training and Development - Research Paper Example For example, if a sales agent values success in the form of promotion and commission on sales as the most important objectives and also considers that a particular sales training program will help him achieve this objective, his expectancy for the training program will be increased and the outcome valence will also be valued. Hence, the agent will perform through an extra effort in the training session and will therefore succeed in it. For the company, the case of this sales agent will be very beneficial as the improved performance of the sales agent will also boost up the sales figures of the company. The benefits that the company can gain from applying this theory are humongous as the company will not only succeed in the short run with the performance boost of the employee but will also keep on reaping benefits from his performance until he leaves the company (National Research Council, 1998). Thus, it is quite evident that there are phenomenal benefits for the company, as well as the employees, if Expectancy theory is applied to the job roles and trainings for the employees. In order to implement the theory practically, the human resources department of the company has to come up with certain measures that would ensure a systematic procedure for carrying out the process required. The human resources department of the company should first clearly identify the ultimate goals that the company wants to achieve in the long run. After clearly identifying the long term objectives of the company and of the relevant department, the concerned authorities will have to identify the goal performances that are needed from the employees to ensure their success. The department has to be specific about the performance requirements and the feasible activities because with the already burdensome job criteria’s, the employees are usually reluctant to take part in the new initiatives. To ensure the optimal motivational levels of the employees, the human resource people sh ould sort all the possible training and performance tasks and come up with a few selected performance measures. Once the required tasks are selected, then the concerned people will have to launch an extensive awareness campaign for the employees (Human Performance Journal, 2002). The awareness campaign should appeal to the employees and show them how much, opting for the desired initiatives will benefit their individual positions. While, promoting the benefits the members should keep in mind how much the employee values certain things. They need to consider whether the certain employee aspires, position, pay raise, allowances, benefits and perks, involvement in projects, or success in initiatives. And depending on their preference, the concerned persons shall have to approach them and change their attitudes towards the initiative. Then the department has to set up platforms through which they can communicate the same objectives to the employees. These mentioned steps will help the e mployees in correlating their efforts to the benefits, and help them analyse the opportunity an optimistic manner. This initiative of the department will motivate the employees in opting for the initiative and benefiting themselves as well as the company in the long run (Noe, 1999). However, the scenario of implementation requires certain key measures

Reproduction Essay Example | Topics and Well Written Essays - 250 words

Reproduction - Essay Example Estrogen induces oxytocin receptors in the uterine musculature while progesterone softens the cervix. Signals from the moving fetus signals greater secretion of oxytocin which initiates a positive feedback by increasing uterine contractions (Despopoulos & Silbernagl, 2003, p 303). Thus oxytocin causes rhythmic contractions of the strong uterine muscles and helping in easy birth of the birth and prevents chances of post-partum hemorrhage (Odent, 1998. Milk production after the birth of the child is initiated by another hormone called prolactin. Post-parturition, estrogen and progesterone levels fall; because of this the inhibitory action of these hormones on prolactin is removed. Prolactin then induces secretion of milk in the glands. Though oxytocin has no direct role in milk production it plays an important role in the release of milk or the reflex of â€Å"milk let-down† (Mackenna & Callander, 1997). The infant’s suckling acts as the stimulus which initiates release of oxytocin from the pituitary (Campbell & Reece, 2009, p 986). Oxytocin then induces contraction of the muscles of the mammary glands to initiate the flow of milk from the glands to the nipples under the control of prolactin. Hence, it has also been named milk ejection