I Love Cooking Essay

In my life, I like to do lot of activities; those activities help me exercise and made me feel alive, and my favorite activity is cooking because cooking is very simple. I started to cook when I was about 10 years old, when I was home alone all by myself and I was pretty hungry, I just got some bread, some cheese and put it in a microwave oven for 30 minutes and made me a grilled cheese sandwich. Since then I had been cook my own food when I was home or I have a lot of free time, I . Cooking is my favorite activity because it is a way for me to reduce stress and I can be artistic about it and it never gets repetitive. First, it’s a great way for me to reduce stress. Cooking and eating always help me to reduce stress, when every time I got all upset or stressed up I can just cook something I want and eat it, the deliciousness of the food I cooked had help me to reduce stress, but it was after started cook good. And I can do it regardless of the weather. When it’s warm outside, I can fire up the grill. When it’s cold, I can use the stove top. Since I use cooking as a way to reduce stress, this is very important to me. Then I can be be artistic about cooking. To be real, I have no real artistic talent when it comes to drawing, painting or other things involve art. However, in the kitchen, I can use a variety of ingredients that add color and make the meals look as good as they taste. Also I can different kind of goods mix together to make my own original dish, but usually the original ones are Chinese food, sometimes I mix pasta with shrimps or broccoli once, those taste pretty well. And after I done, I can post my dishes online or bring to school to share with friends, it help to bond with my friends.. Finally, it never gets repetitive. One of the reasons people normally have problems keeping a activity is they usually get bored with it if they are doing the same thing all the time. But for me and cooking, I don’t have that problem because I can always change things up. Even if I’m making something I’ve made before, I can try a different spice or experiment with a different ingredient, like to cook squid with beef instead use some vegetables or cook shrimp with beans, mostly those some Chinese food recipes I made. Cooking had always been my favorite activity since I was a kid. It always a good way to reduce my stress, it help me bond with my friends with food I made, I always can be artistic when I cook and it can never get repetitive. Cooking is my favorite activity and I love it.

Hope Wireless HR Proposal Essay

In support of launching a total reorganization of Hope Wireless, the third leading wireless company in the United States, the Human Resource Department will review and enhance several processes to include but not limited to staffing, performance appraisal, training and development, total rewards, and organizational behavior and processes. The goal is to transition Hope Wireless from good to great; from not only being an American company but a global company. The goal of this strategic organization proposal is to attract and retain the most qualified employees, improved company performance, customer satisfaction, prevent churn and increase revenue. Employees are Hope Wireless number one resource and a long term investment in employees is a long-term investment for the organization. Part I – Hope Wireless HR Proposal Plan Hope Wireless offers a broad range of wireless and wire line communications services encouraging mobile freedom to consumers, business and government users. By the end of the first quarter 2013, Hope Wireless had served more than 55 million customers with an employee base of approximately 60, 000 people. This is over 15 million more customer than one year ago. Hope Wireless is widely recognized for offering the most innovative technology and cutting edge devices and the most sophisticated network of all mobile carriers. Hope Wireless’s business objective is to position the organization to be the leading wireless company in the telecommunications industry. Hope Wireless is striving to offer world-class customer service, proactively identifying and meeting the wireless needs of customers and to offer benefits unlike any other organization. â€Å"Organizations in which people work affect their thoughts, feelings, and actions in the workplace and away from it. Likewise, people’s thoughts, feelings, and actions affect the  organizations in which they work† (Brief & Weiss, 2002). Over the past five years, Hope Wireless has progressively earned numerous customer service awards but most importantly the American Customer Satisfaction Index award. The American Customer Satisfaction Index group rated Hope Wireless No. 1 amongst all national carriers in most improved customer service particularly over the last four years. â€Å"Customer satisfaction is an important goal for providers of both services and products, and customer surveys are a commonly used instrument for evaluating that satisfaction† (Ammar, Moore & Wright, 2008). Approximately five years ago, Hope Wireless was failing customer service surveys miserably and the customer satisfaction rate was fluctuating between anywhere from 65% to Part I – Hope Wireless HR Proposal Plan 72%. The telecommunications industry customer satisfaction goal is 85% or better. It was obvious across sites, states and countries that employees were not satisfied with their work environment and conditions. A supervisor task force proposed ideas to incite change across the organization. â€Å"Operation Smile† became a nationwide Hope Wireless initiative in addition to the â€Å"Go Fish† campaign. Operation Smile all employees to smile whether it was towards another employee or customer. Everyone in the organization was presented 20 SMILE cards of which agreements were electronically signed that each employee would award any employee they â€Å"caught† smiling. The quality analyst were charge to give a SMILE cards to employees they heard SMILING through the phone. The Operation Smile initiative alone increased the overall customer satisfaction rate by 9%, sometimes higher. Any employee who accumulated increments of 10 or more cards could earn exciting gifts. This was a six-month initiative that cumulated with a grand-prize drawing that varied depending upon the site and locality. The next morale boosting initiative which would have a direct positive impact on organization effectiveness was implementing the â€Å"GO Fish† campaign. Seattle’s Pike Fish market was the source of this idea as they are a living example of the principles supported by this initiative†¦.†being present† and â€Å"making someone’s day†. If an employee was present for the  customer or peer, they were awarded a fish by their supervisor or manager. The receiving employee would solicit a fish for their peer from a supervisor or manager. The quality analyst would award the fish if they witness an employee â€Å"being present† and â€Å"making someone’s day† towards their customer. Part I – Hope Wireless HR Proposal Plan Each team was also given a stuffed fish to throw to the person who received a fish. Whenever the random bell tolled, the person holding the fish would receive an immediate reward, most often a gift card. Just as the SMILE initiative, any employee who accumulated increments of 10 or more fish could earn very exciting prizes. This was also a six month morale boosting plan. Customer satisfaction results have continually progressed and have been maintaining ratings of 85% or better on a monthly basis. Hope Wireless began and continues to see a decrease in churn, decrease in employee turnover, increase in employee relations and retention and a dramatic increase in customer satisfaction. The aforementioned action plans greatly influenced employee morale and encourage positive customer behavior while increasing the effectiveness of the organization. â€Å"The loss of employees is a disruptive event. Organizations often pursue innovative ways to reduce employee turnover, often with limited success† (Murphy & Taylor, 2006). In addition to random initiatives, Hope Wireless offers on-going employee relation and retention resources such as the manager, site director open door policy, human resource specialist, employee assistance hotline, anonymous corporate security hotline and email address and a on-line suggestion box is set up in each site. Hope Wireless needs to supports diversity management by â€Å"ensuring that factors are in place to provide for and encourage the continued development of a diverse workforce by melding these actual and perceived differences among workers to achieve maximum productivity† (Mondy & Mondy, 2008). Hope Wireless needs to offer various employee resource groups in support of sexual preference, gender, race, veteran status, etc. The employee Part I – Hope Wireless HR Proposal Plan resource groups will be voluntary, open to all employees with them not being limited to having access to only one group. The Employee Resource Groups (ERG) will offer many benefits to employees such as unique development and networking opportunities, acquisition of practical skills and mentoring programs. In addition, ERG offers connections with people and information not generally accessible. The aforementioned connections to aid employees in positively impacting the organization by become part of the solution. Association with ERG provides allows employees exposure to company leaders, to serve and volunteer in the community as a representative of the organization and most importantly exposure to and learning about different cultures. Hope Wireless has utilized both internal staffing processes and temporary staffing agencies. Research has suggested employees that were hired on a permanent basis out-performed temporary worker. The permanent workers demonstrated ownership and allegiance to the company coupled with documented higher customer satisfaction ratings. The recommendation is to maintain the internal hiring practice. Hope Wireless is successfully trending in the right direction. The aforementioned initiatives, processes and resources, customer service ratings and referenced awards have aided and proven that Hope Wireless is now offering world-class customer service. In addition, the number of net-adds in one year’s time, demonstrates Hope Wireless’s ability to meet and exceed the mobile needs of customer base. Hope Wireless continues to strive for on-going growth and success. REFERENCES Ammar, S., Moore, D., & Wright, R. (2008). Analyzing customer satisfaction surveys using a fuzzy rule-based decision support system: Enhancing customer relationship management. Journal of Database Marketing & Customer Strategy Management, 15(2), 91-105. doi:http://dx.doi.org/10.1057/dbm.2008.2 Brief, Arthur P., & Weiss Howard M., â€Å"Organizational Behavior: Affect in the Workplace†, (2002), pp. 279-307. Mondy, R. W., & Mondy, J. B. (200*) Human Resource Management (10th ed.), Upper Saddle River, NJ: Pearson Prentice Hall Taylor, Lloyd J., I., II, Murphy, B., & Price, W. (2006). Goldratt’s thinking process applied to employee retention. Business Process Management Journal, 12(5), 646-670. doi:http://dx.doi.org/10.1108/14637150610691055 Part II – Hope Wireless Performance Appraisal Hope Wireless offers a broad range of wireless and wire line communications services encouraging mobile freedom to consumers, business, and government users. Performance appraisal methods are essential in support of â€Å"Human Resource planning, recruitment and selection, training and development, career planning and development, compensation programs, internal employee relations and assessment of employee potential† (Mondy & Mondy, 2008). The appropriate performance appraisal method for Hope Wireless, considering the type of organization and the number of employees is the rating scales method. â€Å"The rating scales method is a performance appraisal method that rates employees according to defined factors† (Mondy & Mondy, 2008). â€Å"Performance management systems are effective when they are based on goals that are jointly set and are driven by an organization’s business strategy† (â€Å"What Makes Performance Appraisals Effective?† 2012). Performance appraisal imperatives for Hope Wireless will include: Do It Now (resolve); Delegate & Empower (engage appropriate resource/make a decision); Be Accountable (ownership); Focus on Customers (attentive); Teamwork & Camaraderie (work and win as a team); Compete like Winners (always strive for the top); Develop Yourself & Others (stay abreast of the business policies/procedures; peer-to-peer coaching); Acting with Integrity (adhere to code of conduct) and Have Fun (enjoy what you do). The advantage of the rating scales method is that the process is controlled and uniform. With the large number of individuals employed by Hope Wireless, the rating scales method allow for easy comparison and contrast. ‘The rating scales method allows each employee to be subjected to the same appraisal process and rating criteria, with the same range of responses. Part II – Hope Wireless Performance Appraisal Rating scale methods are easy to use and understand. The concept of the rating scale makes obvious sense; both appraisers and evaluated employees have an intuitive appreciation for the simple and efficient logic of the bipolar scale. The result is widespread acceptance and popularity for this approach† (â€Å"Appraisal Methods†, n.d.). â€Å"Organizational culture change is dynamic and depends on leadership and  management. The concepts of organizational change focusing on process, culture change and leadership, and organizational culture change and the learning organization are central to organizational transformation and will be addressed next† (ConceiÃÆ' §ÃƒÆ' £o & Altman, 2011). â€Å"Training and development is the heart of a continuous effort designed to improve employee competency and organizational performance† (Mondy & Mondy, 2008). The training and development program projected for Hope Wireless will be inclusive of intense focus on the position of the front line employee. The front-line employee is the customer-interfacing employee which directly impacts the organization’s bottom line revenue. While training for the management team and other integral positions is very important, it is the customer interaction of which the organization thrives and allows the other positions to be vital and necessary. Taking into consideration the organization’s mission, goals and corporate plan, the training and development will be created to support the company’s culture. It is also important for Hope Wireless’s training and development plan to support the various job description tasks to include both internal and external customers. The final attribute in the training and development process is each employee’s personal training needs. This can be assessed by compiling knowledge, skills and abilities checklist and having each supervisor/manager administer the survey. Establishing training goals specific to each Part II – Hope Wireless Performance Appraisal Position will ensure effective training in support of expected execution. Goals should include purpose and objectives. Hope Wireless offers 60% instructor led training and development while 40% of the training is via on-line classes for all level of employees. The management staff will also receive enhanced development via team builders, instructor led leadership courses and off-site leadership classes. Career pathing at Hope Wireless will be facilitated through Hope University (HU). Hope University’s goal is to improve business performance innovative tools and resource to ensure on-going learning and development in support organizational success and employee career enhancement. â€Å"As a leader in learning and development, HU creates support tools that effectively  facilitate performer tasks while on the job (such as desktop decision-making tools) and knowledge-management solutions which allow organizations to capture and share their collective knowledge (like discussion forums, blogs, pod casts and case studies). These less traditional solutions are in addition to its more than 3,000 skills and knowledge development offerings and over 2.5 million hours of training delivered annually†(â€Å"Sprint†, n.d.) At Hope Wireless each employee is ultimately responsible for their career plan, with their manager’s and leader’s support. With expertise in performance support, development, and delivery, the HR staff has the knowledge and hands-on experience to help each employee reach their full potential through innovative and engaging solutions. On-line job development courses and interactive training classes are optional and available to any employee to be scheduled at Part II – Hope Wireless Performance Appraisal their leisure. The HR staff will provide assistance in identifying the appropriate classes in support reaching one’s career goals. Effective succession planning is the reward of training and development and career pathing. Both training and development and career pathing should be developed and executed with succession planning in the blueprint. Hope Wireless succession plan would include promoting from within as the potential candidate will be prepared to transition into the open position fully armed with the organization’s mission, goals and expectations. It will be important to focus on those individual who demonstrate the ethics, value and integrity of which the Hope Wireless culture represents. Potential leaders will be identified, partnered with existing leadership and provided the resources to enhance strong skillsets and enhance areas of opportunity. Company career goals will be identified along with the potential candidate identifying their personal career goals. Hope Wireless will extend every effort to fill key positions from within to enhance employee morale, avoid negative business impact and ensure continual career advancement. Part II – REFERENCES Appraisal Methods. Retrieved from http://www.performance-appraisal.com/ratings.htm ConceiÃÆ' §ÃƒÆ' £o, S., C.O., & Altman, B. A. (2011). Training and development process and organizational culture change. Organization Development Journal, 29(1), 33-43. Retrieved from http://search.proquest.com/docview/862094636?accountid=35812 http://linked2leadership.com/2013/04/01/10-steps-to-create-a-killer-succession-plan/ Mondy, R. W., & Mondy, J. B. (2008) Human Resource Management (10th ed.), Upper Saddle River, NJ: Pearson Prentice Hall Sprint. (n.d.). Retrieved from http://www.sprint.com What Makes Performance Appraisals Effective? (2012, October). Sage Journals, 44(4), 191-200. Retrieved from http://cbr.sagepub.com.ezproxy.apollolibrary.com/content/44/4/191 Part III – Hope Wireless Compensation Plan â€Å"Compensation is the total of all rewards provided employees in return for their services† (Mondy and Mondy, 2008). In support of meeting and exceeding Hope Wireless’ business objectives, a comprehensive compensation and incentive plan will be outlined as follows for the front line customer-interfacing employees. Hourly rate for customer service (CS) agents is $12.00 per hour based on the average industry hourly pay of $10 per hour. Overtime will be paid at one and one half hours for every hour worked over 40 hours. This does not include vacation hours, specifically worked hours. Bonus compensation will be paid when the criteria has been met as outlined in the bonus plan for each group. Paid time off (PTO) will accrue at the follow rate: tenure of one to three years will accrue two weeks of PTO; tenure of four to six years will accrue three weeks of PTO and tenure of six plus years will accrue five weeks of PTO. Each employee will only be able to carry-over 40 hours of PTO at the end of each calendar year. Every year each employee will accrue two eight hour floating holidays for personal use, which are not transferrable. CS agents will begin with a balance of 140 HAP (Hope Attendance Points) to be used for unscheduled absences. A five to eight hour unscheduled absence will result in deduction of 10 HAP. An unscheduled absence of four or less hours will result in a deduction of five HAP. Business impact days that are designated by Workforce, will have a double point deduction. Those days will be  identified at least two weeks prior to applicable timeframe. The aforementioned benefits and compensation are in support of employee satisfaction, retention and securing employees commitment to the organization. The CS agents will be Part III – Hope Wireless Compensation Plan provided a comprehensive outline of the PTO/HAP policies to include unacceptable HAP balances, the consequences of exhausting all balances including PTO and HAP, etc. The CS agents will also have the option of enrolling in medical insurance of which Hope Wireless will remit 70% of the premium. The CS agents will also have the option of dental and optical insurance where Hope Wireless will remit 70% of the premium. Employees will also have the option to participate in pre-tax flex-spending accounts. A self- initiated pre-tax monetary amount will be deducted from each paycheck and placed in a fund for medical/co-pay expenses for the employee and covered relations enrolled in the medical insurance program. This is a great savings and perks for the employees. Hope Wireless offers all employees an exciting 401K plan of which Hope Wireless matches dollar for dollar up to five dollars per pay period. Stock options are also available in addition to the 401K plan, both of which will be outline on the company’s intranet benefit site. Enrollment in 401K and stock options are available year-round. Tuition reimbursement is available for courses applicable to customer service/leadership/management and will be paid up to 90% for two courses annually after outlined criteria is met and approved by his/her manager. Criteria can be found on Hope Wireless’ intranet benefit site. Base pay increases are performance based and will be determined yearly once the employee has been rated by Supervisor via the annual performance review. The pay increases will be based on current rate per hour, performance rating and active corrective actions and performance action plans. Pay increases will be com mensurate with current industry standards at the time of the rating. Part III – Hope Wireless Compensation Plan The Human Resource team has rendered extensive research of surrounding call centers, conducted surveys of sister sites and concluded the outlined  compensation plan is inclusive of the most desired benefits of the most tenured employees who consistently exceed performance goals. The targeted employees also have consistently exceeded customer expectations per customer surveys. HR’s partnership with middle management is also a key element to successful operations and employee retention. HR will also outline a process of which middle management can execute separate and apart from the aforementioned proposal. â€Å"Practical strategies for supervisors include clearly identifying role responsibilities, implementing flexible scheduling, supporting role integration, applying job sharing principles, and remembering to reward and recognize employees†(Winterstein, Mazerolle & Pitney, 2011). Hope Wireless’ mission is to exceed the expectations of every customer who is in contact with the site. In order to enjoy such a reputation, every employee has to be engaged, empowered, committed, satisfied in their role and have allegiance to the organization and their team leads. Meeting performance expectations will allow each employee their hourly base pay. Surpassing performance expectations invites the opportunity to earn a bonus. WOWING every customer, owning the business, caring about your co-worker, volunteering in the community on behalf of the organization, etc. earns rewards and recognition. Recognizing employees for a job well done is more important than many leaders realize. Employees often times provide feedback via company surveys that their manager only meet with them to share/discuss poor performance. Being â€Å"caught in the act† of outstanding performance/behavior is a pay-off for the organization that is immeasurable. Great behavior Part III – Hope Wireless Compensation Plan breeds great behavior. Receipt of recognition in front of an employee’s peers not only enhances one self-esteem but often times deem an employee a subject matter expert. A go to person. â€Å"Since managers prefer to keep their good performers and employees that they like, it is important to understand their treatment of those individuals in promoting their desired continued personal development† (Adams, 2005). Hope Wireless will not only engage in  on the spot â€Å"Caught in the Act† positive feedback cards issued by an employee’s manager, the use of â€Å"Caught in the Act† certificates, posters and emails will also be initiated. Certificates will be presented in team meetings; posters will be posted in the team work area and emails will be sent to recognized employee with the entire team copied. Hope Wireless Trinkets will also be available to the management team in addition to the creation of the Hope Wireless Fun committee. The Hope Wireless Fun committee will be charged with engaging a mix of employees to create and execute fun activities for the site to reward and motivate employees such as team prizes for the best performers, best customer service surveys, etc. Hope Wireless is committed to working and winning as a team and to have the best team of employees in the wireless industry. REFERENCES Adams, S. M. (2005). Positive Affect and Feedback-Giving Behavior. Journal of Managerial Psychology, 20(1), 24-42. Retrieved from http://search.proquest.com/docview Mondy, R. W., & Mondy, J. B. (2008) Human Resource Management (10th ed.), Upper Saddle River, NJ: Pearson Prentice Hall Winterstein, A. P., Mazerolle, S. M., & Pitney, W. A. (2011). Workplace environment: Strategies to promote and enhance the quality of life of an athletic trainer. Athletic Training & Sports Health Care, 3(2), 59-62. doi:http://dx.doi.org Part IV – The Cultural Change The senior leaders of Hope Wireless prides themselves on being one of the top three wireless leaders. Hope Wireless has won sundry service awards and achieve many honors for most improved customer service. In addition, Hope Wireless offers innovative and competitive wireless devices of which the other wireless providers have been unable to match. While many of Hope Wireless’s policies and procedures will be addressed and enhanced as a result of this proposal, the last enhancement proposal is in support of the internal culture of the organization. The previous site director allowed employees to dress down daily. Dressing down allows denim, flip-flops, shorts, hats, etc. Employees who are dressed down are more relaxed and come across as such when speaking to customers lending to an unprofessional  environment and poor customer service interactions. A recent event involving an employee who had placed their sweatshirt hood on and laid their head on the desk while waiting on a call is the final motivation for the proposed change. While sleep, several customers came onto the sleeping employee’s line and dropped when no one responded. This resulted in an impact in customer service and service level. The news of the termination of the employee was wide-spread amongst the agent’s peers. This was the first step towards awareness that the organization will take immediate reaction to negative impact caused by an employee. â€Å"When people in an organization realize and recognize that their current organizational culture needs to transform to support the organization’s success and progress, change can occur. But change is not pretty and change is not easy† (Heathfield, n.d.). Part IV – The Cultural Change The first cultural change proposal is to initiate a change to the current dress code policy from daily dress down to dress down Fridays, Saturdays, Sundays, and holidays ONLY, unless otherwise specified. Currently, employees are only required to wear professional business attire when corporate visitors are expected on-site. The proposed normal day to day dress requirement will be business casual. Business casual dress guidelines will require men to wear collared shirts, khaki or dress pants and no tennis shoes or sandals. Business casual dress guidelines will require women to wear non- provocative, non-tight-fitting clothing void of denim and stretch material. Denim will not be allowed for either women or men. Women or men will not be permitted to wear shorts on business casual days. Women’s skirts and dresses must be knee length and the women’s shoe requirement will require dress shoes, no tennis shoes or flip flops. â€Å"Top-down attempts to change organization culture have a number of unintended consequences, amongst which is an emotional fall-out that becomes manifested in higher rates of absenteeism† (Carr, 2002). Human Resource has elected to release management of the task of owning and communicating this change. Employee focus groups will be formed to access to proactive strategize the most effective communication and reaction to opposition toavoid   negative impact to business. Agent dissatisfaction often translate to poor performance and reliability in call centers. Severe opposition is expected in response to this proposed change. The tentative initial communication to employees will be socialized to employees in team meetings by members of the employee focus group. Often times, peer buy-in lends to continued peer buy-in to change in an organization. In support of the opposition, Human Resources will also partner Part IV – The Cultural Change With the Communication team to begin sending out catchy, funny emails and launch internal television advertisements of the dress code change to occur in 30 days. The â€Å"why† documents will be drafted to include the goal of delivering superior, professional customer service. Anonymous pictures will be included of relaxed desk posture of agents who are dressed down versus those who are dressed business casual. Relaxed posture translate to relaxed conversations. Human Resources will also be prepared to hold optional brown bag meetings to share â€Å"relaxed† remote quality observations where unprofessional customer service was rendered versus calls observed on a professional dress day. Human Resources will set the expectation that the Management team will be held accountable to execute this change and maintain application and consistency of the policy change. All policy amendments are supported by 30 day adaptation grace period after which the following reaction will be instituted. Management will render a documented verbal warning for the 1st dress code violation. The 2nd dress code violation will result in the employee being sent home to change with an impact to pay for the time missed and documented warning. The 3rd dress violation will result in a 1st written warning and will continue to progress to termination. Human Resources will be open for feedback will be open to negotiate with employees holistically to encourage receptiveness to the dress code change. â€Å"Timing can be crucial. Conflict tends to develop through stages, from awareness that differences exist to a hardening of attitudes and, possibly,  open hostility† (â€Å"Abc of Conflict and Disaster: Approaches to Conflict Resolution,† 2005). The employee focus group will be the first reaction to conflict of which employees will be encouraged to provide open and honest feedback to and amongst their peers. Part IV – The Cultural Change This will provide an immediate forum for employees to react versus allowing dissatisfaction and conflict fester and result in unnecessary and avoidable conflict.  The aforementioned changes outlined in this proposal outline a cultural change that lends to effective start-up, encourage growth, prevent decline, encourage renewal and upward mobility and prevent death of the organization. CONCLUSION The Human Resource planning and partnership outlined in the aforementioned proposal will institute efficient, effective, consistent, and revenue impacting operations. The Human Resource team for Hope Wireless has prepared the blueprint to propel the organization to becoming the #1 wireless leader in the industry. REFERENCES Abc Of Conflict And Disaster: Approaches To Conflict Resolution. (2005, August). BMJ: British Medical Journal , 331(7512), 344-346. Retrieved from http://av4kc7fg4g.search.serialssolutions.com.ezproxy.apollolibrary.com Carr, A. (2002). Organisational culture: Organisational change? Journal of Organizational Change Management, 15(4), 425. Retrieved from http://search.proquest.com/docview/197601624?accountid=458 Heathfield, S. (n.d.). How to Change Your Culture: Organizational CultChange. About.com Guide, (), Retrieved from http://humanresources.about.com/od/organizationalculture/a/culture change.htm

Discussion# 3 Nu461 Community Health Assignment Example | Topics and Well Written Essays - 250 words

Discussion# 3 Nu461 Community Health - Assignment Example It is the purpose of this brief paper to discuss an â€Å"I† recommendation or an insufficient study. One such â€Å"I† recommendation concerns the use of fluoride supplementation for kids of preschool age of six months or older. What this means is that dentists have the option of making this recommendation based on their best judgment, which in turn is based on the best available option instead of using the best possible option (Duggan, Watkins & Walker, 2008, p. 468) or a case of making do with what you have. Primary clinicians will have to do individual assessments in each childs case rather than making generalized conclusions on the desirability of fluoride as most children at this stage in their lives still have temporary teeth and not permanent adult teeth. The task force was not able to determine the wisdom of recommending use of fluorides in preschool children by primary care clinicians although it gave a B grade to fluoride use in case where the primary water source of the family is deficient in fluoride. What this means is that the task force found fair evidence wherein the potential benefits outweigh any possible harm for use (USPSTK, 2004, p. 1) and what Dr. Moyer recommends in her video is that parents are informed of this fact by primary care givers and dentists for an informed decision (Moyer, 2008, p. 1). United States Preventive Services Task Force (2004, April). Prevention of dental caries in preschool children [Topic page]. Retrieved from

Segmentation, Targeting and Positioning to Circulate to all employees Essay

Segmentation, Targeting and Positioning to Circulate to all employees - Essay Example Jane Thomas’s Wyoming Analytical Laboratories, Inc may segment the market based on: income, age gender, occupation and marital status (Lamb, Charles, Joseph and Carl D, pp 403). Whereby, the market may be segmented on the bases of income, for example; low income earners and higher income earners may be served under different markets segments (Strydom, pp 161-164). Additionally, Thomas’s Wyoming Analytical Laboratories, may segment their market based on marital status whereby, the company may offer products and services for married and unmarried customer (Pride, William and Ferell, pp159-162). Connectively, the company may segment the market and products based on the age. Whereby, young and elderly people may be served under different market segments (Pride, William and Ferell, pp159-162). In above connection, Thomas’s Wyoming Analytical Laboratories may segment the market based on gender for instance they may offer products for Male and female under different market segments (Pride, William and Ferell, pp159-162).Below is a figure showing strategies that Thomas’s Wyoming Analytical Laboratories, Inc may utilize to segment their market; Additionally, Thomas’s Wyoming Analytical Laboratories, Inc may consider the various types of segmentation that may suit their needs. The basic types of market segmentation include; geographical segmentation where the market is divided into states, counties, towns, provinces to name just but a few (Lamb, Charles, Joseph and Carl D, pp124-126). The diagram below indicates how Jane Thomas’s Wyoming Analytical Laboratories, Inc may apportion the market using geographical segmentation. Source: Authour In above connection, the company may apply behavioral segmentation whereby, customers with similar behavior may be served within the same market, for instance loyal customers may be served together (Lamb, Charles, Joseph and Carl D, pp124-126). The company may utilize psycho graphical type segmentation whereby; the market may be apportioned based on customers taste, attitude, values and their interest as shown in the diagram below (Strydom, PP 160-163). Source : . Targeting ap pertains a marketing concept utilized by marketers in identify a group of customers who have the same interest in order to serve them adequately (Pride, William and Ferrell, pp, 158-159).

Managing Email Security in Organizations Research Proposal

Managing Email Security in Organizations - Research Proposal Example The information security system helps to protect the integrity, confidentiality availability and credibility of the information being received and sent via the internet (Sehun, 2008). Spywares: these are programs that monitor keystrokes and other activities being performed by the computer and send the information to others without the consent of the computer user. Spywares also play adverts on the computers and are privacy invasive software. Trojans: these programs steal information from the infected computer and send it to a third party by pretending to perform a given task. They also alter the computer and the information and other programmable devices. Malware: this is a generalized term, used to describe software that maliciously damage the computer and other programmable devices as well as spying and sending information to another person without the consent of the user. Viruses: these programs are able to replicate themselves. They integrate themselves to the existing programs and files. By doing this, they hinder the information from the user and also corrupt the information. The ISO/IEC 2700 series consist of a set of information standards which were formulated and published by International Electrotechnical Commission (IEC) and The International Organization for Standards (ISO). The following standards are commonly used; ISO/IEC 27000; which contains information about the family of standards and contains the terminologies used ISO/IEC 27001; it contains the standards for the establishment, implementation, improvement and control of information security management. The are based on British standards, BS 7799 part 2, they published ISO/IEC 27002 ISO/IEC 27005; these standards are designed to aid in the implementation of information security system. They are based on the risk management methods. ISO/IEC 27006: these acts as guides to the process of certification and registration. ISO/IEC 27011: they contain the guidelines for the security management of information for the telecommunication industry. ISO 27001 provides information about standards used for Email security systems (ISO 27001). This information is contained in the fourth chapter of the standardization report. Other standards are being prepared. (National Institute of Standards and Technology, 2005) Problem statement Network insecurity problem is experienced in most corporations and organizations and

The History of Women as Teachers Essay Example | Topics and Well Written Essays - 750 words

The History of Women as Teachers - Essay Example By the end of nineteenth century, women and men were present in many aspects of private and public life. In the eighteenth century, women were more of teachers as it suited their gender expectations. ( Thesis). Gender roles attitudes are shaped by the social and individual expectations of society. According to (Booth, 2013)â€Å"The codification or culture that a womans place is solely in the home has, since the middle of the 20th century, been losing force in many parts of the world†. It has been noticed that women were more visible as teachers rather than other profession .Teaching became highly feminized in the late 1800s and reason being social perception of teachers and women having evolved. Since many jobs paid more than teaching and women getting educated made them more prone to take up teaching. Male teachers were more from lower – middle class families. The low status of teaching as a profession in early times made it available for women. As per ( Wood,2013) â€Å"In the mid-1900s, females were thought of as being perfectly capable of serving as role models for all students†. The women were thought to have the emotional qualities suitable to work with the youth. Nurturing and sensitivity are not qualities attached with men and hence women were more considered for teaching profession. Students needed more care and emotional bond which was achievable from female teachers. Women were thought to contribute to the overall atmosphere of school. Women were more efficient in communication with young children and had more emotional bonding with them. They were positive role models for students than male teachers. Women being more patient, caring, gentle and sensitive were able to understand and cater to the needs of the growing children. The society has identified teaching is more of a feminine profession as her social expectation aligned with the requirement of the profession .Female

Workforce Diversity Research Paper Example | Topics and Well Written Essays - 1000 words

Workforce Diversity - Research Paper Example For many organizations, workforce diversity becomes serious issue which gives birth to bigger problems afterwards. Just like all other organizations, a hefty amount of diversity possesses at LOCOG as well. For an event like Olympics 2012, if the concern of diversity is not taken seriously then it might lead to multiple problems like conflict of interest, loss of time, efficiency and money, loss of productivity, legal actions and complaints, issues related to health etc. Acknowledging the importance of workforce diversity, many researchers have conducted researches in order to investigate the consequences, issues, importance and benefits of workforce diversity. In subsequent paragraphs, importance of workforce diversity has been mentioned in the light of relevant studies. Importance of Workforce Diversity Importance of diversity in workforce can be determined by acknowledging its severe consequences. If the proper management of workforce diversity is ignored, then there are chances fo r organization to encounter bigger mishaps. In this regard, Mannix and Neale (2005) conducted a study and explained the two aspects of workforce diversity that affect the organizational performance. These two aspects include: i. Functional Level Diversity ii. Surface Level Diversity It is necessary to recognize the widespread bases which cause diversity. These bases are categorized under two broader terminologies. Differences which arise on the basis of educational background, qualification, personality traits and experience are termed as Functional Level Diversity whereas differences appearing on the basis of ethnicity, gender, age and disability are categorized as Surface Level Diversity. Mannix and Neale (2005) investigated that surface level diversity leaves negative impacts on the performance of workers whereas functional level diversity yields positive results on the performance of workers. McCuiston, Wooldrige & Pierce (2004) also conducted research on the same subject. Howev er, they highlighted the importance of leadership in managing a diversified workforce. Being present at the top management of the organization and having the sole authority of making decisions, according to McCuiston, Wooldrige & Pierce (2004), it is the responsibility of organization’s leaders to manage the diversity of workforce in an effective manner. The primary reason behind such intense diversity in workforce is globalization. After the financial crisis of 2007, people are migrating for getting better jobs which is increasing the intensity of workforce diversity more than ever before. In this regard, it is the responsibility of organization’s top management to deal effectively with workforce diversity because if the reputation of an organization regarding dealing with diversity gets ruptured in the eyes of labor market, then potential talented candidates will feel reluctant in applying for that certain organization (Bartz, Hillman, Lehrer, and Mayhugh, 1990). Man aging Workforce Diversity at LOCOG 2012 For most of the organizations, it becomes difficult to deal with the issues related to workforce diversity. Many organizations take assistance from mentors, experts and practitioners in order to develop an applicable and efficient structure of strategies. Shen, Chanda, D’Netto & Monga (2009) have defined a clear structure of developing strategies for workforce diversity. They stated that for dealing with diversity, organization needs to formulate strategies at all three organizational levels. They include strategic level, tactical level and operational level. At strategic level, strategies must be crafted for long term purpose i.e. establishing strategies so that they will be applicable for more than 10 years. Such

Digital Media Content Development - Ted-Ed.com Speech or Presentation

Digital Media Content Development - Ted-Ed.com - Speech or Presentation Example 9). It covers endless topics, and as the more educators add their lectures, Ted-ed.com will become more resourceful. There are several reasons for selecting digital content. First, digital content can be transported conveniently. For example, rather than carrying a load of reading material and other necessary documentation from place to place, all the data can be viewed in a digital space. Teachers can carry single gadget to access all their teaching material through Ted-ed.com. Second, there can be additional contact with reading materials. With this digital content, links to websites, video streaming, and other multimedia can be inserted for a better and interactive reading experience (Hedberg, p. 8). Teachers can connect with the content in a way that is best for them, whether they want to do some reading, listen to music watch the audio-visual material. Third, it is a lot more convenient to modify digital content as compared to printed content. For example, earlier people have to buy a complete book eve if they want to read only a specific section. This was expensive as well as unproductive. Although there is an alternative of custom publishing, but it also has some related expenses and restrictions (McHenry et al, p. 734). With digital content, publishers can provide readers with the choice of different materials to collect modified content without difficulty and at a much lesser cost. Moreover, changes can be done to a text promptly and latest versions can be released instantly. Fourth, the digital content has a negligible carbon footprint as compared to published material. For example, the effect that printing has on trees and the effect that transportation physical goods has on atmosphere. Advantages and Disadvantages of Digital Content Advantages One can fine a number of educational videos on TED-Ed video library and many of these are the result of teamwork between capable teachers selected through the TED-Ed platform. Looking for the precise topic â⠂¬Å"is a breeze† (Hsiung & Juo-Lien, p. 85) with digital content when compared with going through many pages of a book and reading every word to find the relevant material or topic. Educators can design personalized lectures in accordance with the interests and preferences of their students instead of being compelled to teach from one or two books only. They can further include multimedia files in their lessons to make the learning experience more productive. Storage of digital content is a lot easier as compared to the storage of traditional printed books, cassettes, etc. TED-Ed platform further allows teachers to get any helpful instructive video and conveniently prepare a modified lesson around the video. Teachers can then share these lessons and also check their effect on the while class or on an individual student. Disadvantages Educational material in the digital shape involves the utilization of additional technology to â€Å"access, read and modify† (Nicholas et al, p. 199). This technology may not be commonly obtainable because of several limitations, and even if obtainable, may not be utilized by everybody due to lack of training as well as accessibility. The legitimacy of academic material can be put to question except that there is an infallible method to recognize the sources and ascertain their authenticity. Data is just as important as its source, and when this source is suspicious, the data can be considered as insignificant. Therefore, except that the data

(a research proposal ) Employee satisfaction and firm performance Essay

(a research proposal ) Employee satisfaction and firm performance - Essay Example e are many studies, articles and research devoted to customer satisfaction, but the writings, theories and strategies related to employee satisfaction with job are few. The ideas that employee satisfaction is related to productivity in the same degree as customer satisfaction, appeared at the beginning of 90s, and it was confirmed in the practice and experience of various companies. The number of studies devoted to this problem constantly grows. The authors of the article, mentioned above, provided a scheme, defined as â€Å"the service profit chain†. (p. 15) This scheme included all necessary element of achieving success and prosperity for the company. These authors investigated experience of various companies from different branches of industry, and made important conclusions. They insisted that the correlation of employee and customer satisfaction with the profit directly influence company’s performance. The results of the study provided a basis for new patterns of managing success in business. The methods they observed, concentrate on the effect of employee job satisfaction and performance on â€Å"the value of products and services delivered so that managers can build customer satisfaction, loyalty and assess the corresponding impact on profitability and growth.† (p. 17) The authors add that â€Å"...the lifetime value of a loyal customer can be astronomical, especially when referrals are added to the economics of customer retention and repeat purchases of related products.† (p.17) The authors note: "Putting employees and customers in the spotlight is common to Quality programs. As anyone working in support of Quality knows, Quality doesn’t just happen. Those running a company must be fully committed to it. In the case of the companies under discussion, their CEOs and top managers exhibited a special kind of leadership. â€Å"CEOs of exemplary service companies emphasize the importance of each employee and customer. For these CEOs, the focus on customers and

The Comparison of Automated and Manual Control System Essay Example for Free

The Comparison of Automated and Manual Control System Essay Nowadays, with the development of information technology, almost every company has involved in the widely used of computer technology to deal with their daily business transactions. From this point, the control framework has mainly divided into two basic categories: one is manual control which requires an operator to activate or deactivate the control device. Another is automated control which regulates the business activities without much human intervention (Protiviti, 2011). In this section, we discuss the benefits and shortcomings of these two methods and compare them. Automated control The standardized, computerised automated control system is no doubt a good choice in terms of the large companies. It can reduce the risk result from the external and internal influences so that the company can save the unnecessary cost (Protiviti, 2011). One of the examples is Nordic bank, which applies more than 5,000 internal and external controls in its processes that dealing with technology, operation and financial. The total yearly saving is about 2,905,000 (Dutta, A. amp; Dopp, D. , 2011). However, the limitation of automated control is also obvious. Because of the complexity of the application of this system, companies should take special training for personnel so that people know how to use it. This comprises a relatively high cost for the entity. Manual control The manual control system is most widely used in the small business because of its simplicity and great sense of control that gives to the business owner. This could be illustrated by using the example like grocery which only carries a small amount of business date to process. For simplicity, the owner can easily keep track with daily business transactions by using a manual system and there is no need for the owner to spend time and money to learn the complex software. Furthermore, the manual control system is also likely to give the business owner an impression that every transaction is in control. Instead of using computer to deal with the orders, the owner could manage the process on his own (Carr, J. amp; Cohen, G. ,2008).. However, the disadvantages of manual control can also be obvious. Firstly, it may require massive labour force to maintain. It may needs continuous monitoring to make sure that the inventory is sufficient and every transaction has been correctly recorded. Secondly, human errors are unavoidable as the system relied heavily on the actions of people. As a consequence, additional cost is likely to happen in the proc essing of correcting (Carr, J. amp; Cohen, G. ,2008). Recommendations From the analysis above, it shows that both manual and automated control has advantages and disadvantages but they achieve the same goal. It’s almost impossible to decide which one is prior to the other. It depends on the scale of the business to choose the proper size. Small and medium businesses may prefer manual control due to its limited cost and simplicity. However, large corporations is likely to apply automated control system, which is more efficiency and helpful to minimize mistakes made by operators.

Manager Leadership Skills Subordinate Performance Organizational productivity

Manager Leadership Skills Subordinate Performance Organizational productivity The study investigated about the impact of manager leadership skills. The purpose of the research is to highlight the leadership augmentation process for the companies to generate results-oriented, people-focused leaders instead of purely mangers, which they help in improving the subordinates performance, raise retention and morale of the employees, and bring bottom-line results for the organizations. The research linkages between manager skills and leadership skills that help Managers to be aware of their personality traits as a leader, that further assist managers in evaluating the subordinates performance and organization effectiveness. The research rationale is all about Managers leadership skills in reality have any influence or not to enhance the subordinate performance and organizational productivity. For the study, Judgmental Sampling has been used; deliberately handpicked individuals from the population based on our knowledge and judgment and conducted both Focus- Group and Questionnaire tool as our primary source of data. We arranged a focus group in IXLMS organization and questionnaire survey tool in SOFSOL organization. Total of 54 respondents participated which comprises of both managers subordinates from different departments. In-depth questions were asked and the responses were recorded. The data that was gathered is analyzed by the use of mathematical tools such as tables, percentages and pie charts. This allows us to obtain quantitative data that can help in the analysis of our hypothesis. T-Testing of hypothesis was conducted which resulted that there is an impact of Managers leadership skills to enhance the subordinate performance and organizational productivity. To increase subordinates satisfaction, performance, and organization productivity, in this research Managers are suggested to give prominence efforts on their leadership skills instead only rely on manager skills and companies should also work on this as employees are the leading key factors of any organization, they, therefore, have to come up with the strategies of encouraging their employees and make them willing to grant as much time in leadership skills as they do in management skills. TABLE OF CONTENTS CHAPTER ONE Background of the Topic and Statement of the Problem INTRODUCTION Organizations must be certain that every employee carry out to the best of their ability and delivers significant value to the business but in todays economy its critical to get the most efficiency from every employee.  Ã‚   One main issue that almost every business resist with is the challenge of dealing with employees performance. Great organizations know that measuring their accomplishment with people both customers and employees is just as important as measuring the achievement of their financial bottom line. Great organizations focus on two bottom lines instead of just one. In these organizations, developing loyal customers and engaged employees are considered equal to good financial performance. Upper Management at these organizations know that in order to succeed they must create a encouraging environment for employees, which results in better customer service, which leads to higher income. There are many elements that go into creating a victorious organization like customer focus, different marketing strategy, and passionate employees etc are the factors that come to mind but the one place that organizations should focus on first is leadership skills of the mangers. Thats because leadership is the succession that drives the other factors. Developing impressive leaders is the key to organizational success. One of the mainly common sources of low productivity in any organization and deprived work ethic is the lack of leadership skills in their managers. When the managers of the companies keep going with the appropriate coaching of leadership skills, they are able to quickly reach the levels of confidence and competence needed to increase productivity to meet requirement. With suitable leadership style, managers develop new skills more rapidly and begin to donate sooner to the bottom line.   Leaders help subordinates to achieve astonishing results. They lend a hand others to develop eagerness and passion for their work as well as higher self-esteem and more self-confidence. When given the leadership skills to give work direction, goal setting, coaching, performance evaluation, active listening, feedback, and practical problem solving employees experience fewer disturbances and more success. Mentoring high-potential ability and giving employees the resources to grow into competent and confident, leaders creates a conduit for organizational growth. Over a period of time by receiving the appropriate leadership skills, mangers can reach the levels of self-reliance and competence that enable them to increase their productivity and success of the organization. Without the proper leadership skills, most mangers end up achieving only a temperate level of performance on key tasks instead of pushing through to the highest level possible. The question then is for organizations to develop their mangers to reach higher levels as quickly and proficiently as possible, thus improving productivity and overall business performance. STATEMENT OF PROBLEM The research rationale is that leadership of the manager is the key factor in influencing employee performance and organizational success. This study is to highlight the leadership development process for organizations to create results-oriented, people-focused leaders instead of simply mangers, that they improve subordinates performance, increase retention and morale, and deliver bottom-line results. The objective of the research is to find that: Do employees know there is a difference in a leader and a manager? Do really manager have any leadership skills in them or not? What managers think about leadership? Do mangers believe in developing team members into individual who can complete pre determined goals? How leadership skills effect the overall organization productivity? Managers leadership skills in reality have any impact to enhance the subordinate performance and organizational productivity or not? The research questionnaires also highlight the ways that managers can improve his/her leadership skills and motivate the employees to perform their best that boost the organization productivity. SIGNIFICANCE OF THE STUDY The research will foster managers to develop their skills as a leader. If one relies only on being a manager, hell never instigate subordinate to give their very best and increase organizational productivity so good managers should think like leaders within their orb of influence. Leadership skills are vital in an organization. It enhances organization productivity. The manager cannot get the job done on time by employees unless he/she has good leadership skills. Leadership is mostly about being one-self and preserving one personal legitimacy. Most mangers are not born with leadership skills so they can develop their leadership skills through this research as it highlighted the importance of personal progress, thinking innovatively, caring for people and also having the will to become a leader. Effective leadership skills among managers are not only avoid delays, misunderstandings, confusion or distortions of facts during uncertain situations but also establishes harmony in the organization environment. SCOPE DELIMITATION The research is designed to illuminate the impact of leadership skills of a manager on subordinates performance and organizational productivity. The study is conducted in the natural environment with the minimum interference of researcher with the normal flow of events. All the expenses and barriers will be kept in consideration while designing this research. As time was a major constrain in this exercise, so within this short time frame the focus group methods and online questionnaire survey helped us in getting fairly dependable data from two organizations i.e. IXLMS and Sofsol. Both companies are emerging business solution providers. DEFINITIONS Bottom line its an organization net earnings, net income or EPS (Earnings per share). Leadership a crucial management skill is the ability to encourage a group of people in the direction of a common goals. IXLMS Its a company name, an emerging business solution provider. Sofsol Its a company name. Non-Contrived If the research is completed in the natural environment where work carry on normally. Judgmental Sampling The sample based on the researcher thinking who they think would be suitable for the study. Questionnaire Tool A questionnaire is a research instrument consisting of a sequence of questions that help in collecting the information from respondents. Focus Group a research in which a group of people are asked about their observations, views, ideas and attitudes towards a concept. It is usually qualitative research. Null Hypothesis It is normally offer a general or default position, such as that there is no relationship between two measured facts, or that an imminent treatment has no effect or no impact. T-Test A t-test is a statistical hypothesis test in which the test statistics go after a students t distribution if the null hypothesis is carried. OJT OJT stands for On-the-Job Training which is a form of training received in a normal working work place. CHAPTER TWO Research Method and Procedure RESEARCH DESIGN METHODS The research is designed in a way that all aspects of interest as well as efficient data collection are kept under consideration. It is also to cover the entire important facet related to managers leadership skills that help in improving the employees performance and organization productivity. 2.1.1 Purpose of the Study The study is descriptive research in nature. The purpose is to discover the impact of the leadership skills of a manager thats helps in enhancing the employees performance and improving the organization structure in terms of its productivity. 2.1.2 Study Setting It is a field study as it examining the effect of leadership skills. The study setting is non-contrived in nature. 2.1.3 Unit of Analysis Unit of analysis are two organization IXLMS and SOFSOL. Both are business solution providers. RESPONDENTS OF THE STUDY The respondents can easily be identified. Our respondent includes Managers and Subordinates working in IXLMS and Sofsol organizations. To have a diverse sample, we choose individuals, belonging to different departments (like Finance, IT, Administration, sales and HR) having different functional responsibilities. We have categorized the target population into following two groups according to their role in an organization: Managers Subordinates 2.2.1 Sampling Frame The samples are selected from HR repository of each of above mentioned organizations. 2.2.2 Sampling Procedure For our study, we have used Judgmental Sampling we have purposely handpicked individuals from the population based on our knowledge and judgment. Also, we have obtained the information from a very specific group of people for which this method is most feasible. We have chosen limited number of people that have expertise in the area being studied. 2.2.3 Sample Size The sample size for this exercise estimated to be 54 respondents which include both managers and subordinates. RESEARCH INSTRUMENT The instruments include the primary and secondary sources of the data. Primary Sources We choose both Focus- Group and Questionnaire tool as our primary source of data. We have arranged a focus group in IXLMS organization and questionnaire survey tool in SOFSOL organization, where individuals from different departments participated. In-depth questions were asked and the responses were recorded. The reason being the Focus Group discussions on a specific topic at a particular location and at a specified time, it gives the opportunity to capture spontaneous responses. This focus group unstructured responses reflect the genuine opinions, ideas and feelings of the respondents about the topic under study. Whereas the questionnaire survey will be a useful step as to encapsulate the answers/responses in a pie chart and bar chart form. The online survey questionnaire is floated in SOFSOL organization for collecting data from managers and subordinates. The responses results are shared in chapter 4 and the survey can be viewed online by following the links: For Managers: http://tiny.cc/ManagersSurvey For Subordinates: http://tiny.cc/DirectsSurvey The questions were designed in such a way that it allows free flow of information from the minds of our target population. This allows us to attain quantitative data that can help in the analysis of our hypothesis. The questionnaire will help in investigating the related matters of the research, which includes all the related questions about the manager and subordinates that reveals the major aspects of the leadership skills. 2.3.2 Secondary Sources The Secondary sources include the following: Newspapers, Books, articles, magazines Other Publications like company reviews. World Wide Web, Internet TREATMENT OF THE DATA The analysis will be done on the basis of the data gathered by visiting the organization IXLMS, SOFSOL and information that revealed by them. The data that is gathered will be analyzed by the use of mathematical tools such as tables, percentages and graphs. T-Testing of hypothesis will be conducted in order to know the impact of leadership skills on subordinate performance and organizational productivity. CHAPTER THREE Review of Related Literature Studies 3.1 LOCAL LITERATURE There are many duties predictable of a leader. Leadership is not only about being the face man. It is not only about bestowing orders. It is not even about grasp the blame. Good leadership is a challenging, all rounder role that want commitment, skill, intelligence and most important of all, leadership qualities and abilities. All managers want to have good quality subordinates. A lot has been on paper about this topic. It is not only about the power of the boss, but in many cases, it is about the gift to lead. Leadership is so very different from being dominant. Some bosses believe that good leadership means that they set a good example. If they put a good example, they are good leaders. I think that is a little too simplistic. If you desire good subordinates, you must first be a good leader. That leadership expands too many aspects of your interaction with and your management of the people. When you first begin working, you are skilled to toe the line, that your boss is always right; my way or the highway. Abruptly, if you want your people to imagine out of the box, the easiest technique to achieve this is, dont generate the box in the first place. You are inquired to think out of the box. For a moment this happens that you select someone as your leader. He is going to be your direct light and fetch you across the desert. You rejoice your new leader. Then the party is over and the journey begins. What happens? If this were a democratic system, then the leader sets a direction, say, south, and everyone votes on it. If it were Moses, he just ups and moves on and everyone follows. One is a leader, the other is a coordinator. Do you own a car that is red on the front and polka dotted pink behind? You would if you allowed your 3 year old girl to decide on half the colors. If you did not paint the back polka dotted pink, she will be unhappy. At some point, a leader has to take responsibility for his decisions. Everyone will have their own beliefs. A good leader understands and accepts that. To be firm that everyone shares exactly the same opinion and everyone to have the same decision, is not factual leadership. When we consider of leaders, we think of someone who has vision. He has the big depiction. He knows where he is going away. Leaders are not essential. This might appear as a surprise, but it is true. A good manager require not be a good leader in some situation. You would see this most often in large, technical organizations. Management is about competence and effectiveness. Leadership is about motivation and vision. Leaders deal with public. Managers deal with procedures. Which is why, to be a good leader, you need to have a good level of people handling skills. There are some foremost leaders who simply bull-doze their way through the team. In a disaster situation, that might work. But it can only be continued for a short while. Imagine yourself under the oppression of your supervisor, day in and day out; would you place for it? To be a good quality leader, you need to understand your people. But to be a great leader, you need to not only understand them, but to know how to bring out the best in them. Before you can encourage and motivate, you need to understand. However, if you stop at merely understanding them, but not knowing how to bring them to the next level, then you are a unlucky leader. Managers are power figures. They must be followed. They are in their positions through seniority, loyalty to the company or a million other reasons good and bad. Leaders, on the other hand, are people whom the group prefers to follow. They may have no organizational authority, but they motivate the group with their vision and obsession. Sometimes, when natural leaders appear, managers feel threatened, especially if its their group that is concerned. A good manager knows how to use and control the normal leaders. I would like to suggest that for anyone to be a good leader, there are certain basic competencies that are desirable. A lot of focus has always been put on the personality of a leader, the tasks and the roles f a leader. These are important or not important, depending on what theory you pledge to. However, I would suggest that there are some basics that any leader must have. This is despite of the leadership type, leadership style and so on. There are basic competencies that a leader should to have. I have tried to sort them out and have put them into five basic competencies: technical competence operational competence financial competence people competence strategic competence A manager basically directs resources to complete prearranged goals or projects. For example, a manager may connect in hiring, training, and scheduling employees in order to attaining the work in the most efficient and cost effective manner probable. A manager believes in a failure if he/she is not able to complete the project or goals with effectiveness or when the cost turns out to be too high. On the other hand, a leader within a company build up individuals in order to complete preset goals and projects. A leader build up relationships with his/her employees by building communication, inducing images of success, and by bring forth loyalty. 3.2 FOREIGN LITERATURE There are several definitions of leadership, and the term leadership could mean different things to different people (see Bass, 1990 and Rost, 1993). There was evidence that leadership is a function of knowing yourself, having a vision that is well communicated, building trust among colleagues, and taking effective action to realize your own leadership potential (Bennis, 2003; 1989). Moorhead and Griffin (1998) suggested that leadership could be defined in two terms of both process and property. As a process, leader is the use of non-coercive influence to direct and coordinated the activities of group members to meet a goal. As a property, leadership is the set of characteristics attributed those who are perceived to use such influence successfully. 3.2.1 Leadership Personality Qualities and Traits Researchers and scholars present a number of leadership personality traits (see Atwater and Yammarino, 1993; Kirkpatrick and Locke, 1991). In this study, however, seven leadership factors were chosen to measure the subordinates performance outcomes. Based mostly on Dubrin et al. (2006) work, the traits seem to be relevant to subordinates performance. Dubrin et al. (2006) indicated that it is important for the leader to be realistically self-confident. A leader must project his/her self-confidence to the group. Self-confidence is not only personality characteristic; it also refers to the personality trait a person exhibits in a number of situations. It is akin to being cool under pressure. A person is a self-confident leader when he or she retains composure during a crisis (Dubrin et al., 2006). Emotional stability refers to the ability to control emotions to the point that ones emotional responses are appropriate to the occasion (Dubrin et al., 2006). Emotional stability is an important leadership trait because group members expect and need consistency in the way they are treated. The effective leaders are generally calm, confident, and predictable during a crisis (Goleman, 1995). Initiative or being a self-starter refers to taking action without support and stimulation from others, and it also related to problem-finding ability (Dubrin et. al., 2006). As conceptualized by Kirkpatrick and Locke (1991), initiative refers to the proactive side of leadership. Rather than just reacting to events, effective leaders make choices and take action that leads to change. A leader is also someone who facilitates change it therefore follows that a leader must be flexible and adaptable enough to cope with change (Dubrin et al., 2006). Corporate leader must be able to adapt to changes. Flexibility, or able to adjust to different situations, has long been recognized as an important leadership characteristic. Almost for all followers, it is desirable for the leader to be enthusiastic (Dubrin et al., 2006). Group members tend to respond positively to enthusiasm, partly because enthusiasm may be perceived as a reward for constructive personality trait. Dubrin et al. (2006) also indicated that leaders displayed their sensitivity and empathy to influence others and to show that the leaders understand their group members. This type of sensitivity to others means understanding whom the group members and what their position on issues is, and how to best communicate with and influence them (Dubrin et al., 2006). Communication skill is another essential leadership requirement. However, managers spent at least 80 percent of every working day in direct communication with others people. In other words, 48 minutes of every hour in spent in meeting, on the telephone, or talking informally while waling around. The other 20 percent of typical managers time spent doing desk work. The communication is an important job of managers (Drft, 2000). 3.2.2 Subordinates Performance: Effectiveness and Productivity Manager can use motivation theory to help satisfy subordinates need and simultaneously encourage high work performance. Draft (1999) suggested that motivation refers to the forces either within or external to a person that arouse enthusiasm and persistence to pursue a certain course of action. There are many meanings of job satisfaction which are defined in many ways, and increasing subordinate satisfaction is important for organization. Yoder (1959) defined job satisfaction as the degree to which employees feeling that he or she like or dislike in work and working condition. Beer (1964) said that job satisfaction is the employees expectation that affection the job, organization, colleague, and working condition. Robbins (2003) suggested that job satisfaction is the degree to which employee feel positively or negatively about their job. It is an attitude that response to work itself, compensation, supervision, co-workers, job security, and advancement opportunity. Muenjohn and Armstrong (2001) found that leadership influences employee satisfaction. Employees are more satisfied when their managers are good leaders. This includes motivating employees to do a good job, striving for excellence or just taking action. Many people may be confused what the difference between effectiveness and efficiency is. Scholars defined effectiveness as the degree to which an organization realizes its goals, while efficiency is a more limited concept that pertains to the internal working of the organization and is defined as the amount of resources used to produce a unit of output (Moorhead and Griffin, 1998). It is leaders responsibility to ensure that their subordinates can achieve a high level of both effectiveness and efficiency. Managers or leaders have been aware it important that their firms maintain high levels of productivity. Productivity of an organization is a primary determinate of the firms level of profitability and, ultimately, its ability to survive (Griffin, 1996). Griffin (1996) said that in a general sense, productivity means an economic measure of efficiency that summarizes what is produced relative to the inputs used to produce them. 3.3 COMPANY LITERATURE People are 4 times more capable than we think, but only if they unleash their full potential of creativity, innovation, productivity, motivation commitment. Organizations are public systems where human resources are the most important factors for success and efficiency; they need efficient managers and employees to attain their goals. The victory or failure of an organization is decided by human beings, thus management is anxious with this human resources matter. In other words, a companys human resources can be the distinguishing factor between success and failure. It is for this reason that there is great importance on the leadership of managers. Good manager direct subordinates to work effectively in the direction of organizational goals and targets. Organizational success in obtaining its goals and objectives depends on managers leadership skills, traits and behavior. By using appropriate tactics managers can affect subordinates job satisfaction, commitment and productivity. Organizational values can be viewed as a series of managerial attitudes, behaviors, characteristics and skills based on individual, leadership interests and reliability of employees in different situations. The managers leadership ability to adjust him with changing environment internally or externally and lead a group of subordinates to work together in the workplace is the key to success. Employees at every level of their job make feel about whether they are appreciated and privileged from important way that come from their work environment, particularly those that come from the leaders in a straight line over them. The managers leadership skills and subordinate employees job satisfaction has for all time given high importance in the company. Job satisfaction is linked to the feeling of employees and can be partial by leadership factors of their supervisor or employer. 3.3.1 Competencies Are Growing From Leading Individuals to Organizations Leading in successively larger framework from individuals to groups to organization-wide efforts, need successively better sets of competencies. For example, core competencies are the least needed in leading others, whether other individuals, in groups or organization-wide efforts. To actually be effectual at leading other individuals, people should have the core competencies plus certain other competencies to lead individuals. 3.3.2 Issues of Identifying Competencies Desired by Leaders The exact competencies i.e. knowledge, skills and abilities that a person desires in order to lead at a specific time in an organization depend on a variety of factors, including: if that person is leading one other individual, a group or a large organization, The degree of leadership skills that person already has, That persons fundamental nature and values, competencies should be selected that are in accord with that nature and those values, if the group or organization is for-benefit or non benefit, new or long-established, and large or small, The actual culture or values and associated behaviors of whoever is being guided. The above deliberation can make it very difficult when trying to decide what competencies someone should have in order to be a good leader. Maybe thats why leadership training programs in institutions typically claim a set of standard competencies. Leadership is a main issue or the challenge in the growth of groups, organizations and states. 3.4 SUMMARY OF THE LITERATURE REVIEW Employees plays significantly important role to drive in the organization achieve its goals and employees performance effects directly to the companys outputs. However, keep up a good performance and motivating workers are not the easy things to do and that the responsibilities of managers to lead control, guide, and monitor their followers or subordinate performances. Organizations may endeavor to satisfy employees by offering sufficient compensation program, safe and friendly work environment. But, the subordinate could not have the good and efficient performance without the good leader. If the company would like to achieve its goals and targets, it must have a good leader or effective leader because of the leader holds responsible for failure or the success of the whole organization and leaders hold the liability for the performance of the individual and group within the organization. It is also emphasis that the subordinates satisfaction, productivity, and effectiveness can be influenced by the leadership personality traits of the manager. Manager motivation or encouragement towards subordinates which is one of the leadership skills also has an effect on the productivity of the organization. 3.5 AREA FOR FURTHER STUDY Due to limited resources the research will be restricted in finding the impact of manager leadership skills on subordinate performance and organizational productivity in Karachi two organizations only; In order to broad the scope of the project one can discover the correlation between the leadership factors and subordinates outcomes as well. However to obtain the best available result further projective techniques such as time series analysis and regression will be used to project the findings of the study in different organization overall in Pakistan. CHAPTER FOUR Presentation Analysis 4.1 CRITERIA FOR THE ANALYSIS We employed two survey tools (Focus group and Questionnaire) for gathering data, and following are the Qualitative (used for Focus Group) and Quantitative matrixes (used for Questionnaire Survey tool) developed on that data. 4.2 QUALITATIVE ANALYSIS In order to quantify the qualitative data gathered through the focus group participants, as per the responses collected I have generalized the results in each of the following category as follows: 4.2.1. Personality Traits Personality traits defines how directs and managers analyze their personality with respect to leadership. The respondents response was 100%in this case. They all believed that their managers have the necessary traits to become a leader. 4.2.2. Practice leadership

All About Adolf :: essays research papers

Adolf Hitler was born a child on April 20, 1889 in a â€Å"Modest Inn† located in the town of Braunavon, Germany. Hitler grew up in a household of seven people, five of which were siblings. He had a little brother Edmund. One younger sister named Paula. One older half-brother named Alois, Jr and one older half sister named Angela. This family of seven lived on a little farm located in Limbach, Austria. He had moved several times. The first time he moved it was to Braunavon, Germany. The second time he moved it was to Leonding.   Ã‚  Ã‚  Ã‚  Ã‚   Throughout his childhood he grew up watching war movies and playing â€Å"Cowboys and Indians†. He was adapted to a survival behavior since the day he was born, and many real life instances helped him grow that way. At the age of 16, his mother died from cancer. Later that year, Hitler’s father Alois, died from a lung hemorrhage. The death of his parents brought a new beginning to Hitler’s life, time to live on his own. Due to this tragedy, Hitler became homeless in Vienna, Austria. While in Vienna, Hitler tried to join the Vienna Academy of Fine Arts, but he had happened to fail both times. Due to his failures in Vienna, this is the place he grew to hate Jews. While living on the streets, Hitler adopted a survivor instinct. At the age of 21, Hitler became keenly interested in politics. As some years passed he decided to move out of Vienna and into a town of Munich, at the age of 24. After moving, he was later tracked down by authorities in January of 1914. The cops decided not to press charges of refugee. While living in Munich, he applied for the World War. A process which would change his life indefinitely. The War was the type of a place Hitler was used to being in. He was used being in a fighting and battling scene. Therefore nothing was new to him. Hitler avoided several life threatening injuries during the War. Hitler’s attitude was better than the other 25-year-olds. Hitler never complained about bad situations or bad food. Hitler thought that this injury would have never happened if it weren’t for the Jews. He felt that the Jews were causing all of the German problems. While in the hospital for this leg injury, Hitler had been offered a Medal of Honor, but turned it down because the offer came was a Jew. All About Adolf :: essays research papers Adolf Hitler was born a child on April 20, 1889 in a â€Å"Modest Inn† located in the town of Braunavon, Germany. Hitler grew up in a household of seven people, five of which were siblings. He had a little brother Edmund. One younger sister named Paula. One older half-brother named Alois, Jr and one older half sister named Angela. This family of seven lived on a little farm located in Limbach, Austria. He had moved several times. The first time he moved it was to Braunavon, Germany. The second time he moved it was to Leonding.   Ã‚  Ã‚  Ã‚  Ã‚   Throughout his childhood he grew up watching war movies and playing â€Å"Cowboys and Indians†. He was adapted to a survival behavior since the day he was born, and many real life instances helped him grow that way. At the age of 16, his mother died from cancer. Later that year, Hitler’s father Alois, died from a lung hemorrhage. The death of his parents brought a new beginning to Hitler’s life, time to live on his own. Due to this tragedy, Hitler became homeless in Vienna, Austria. While in Vienna, Hitler tried to join the Vienna Academy of Fine Arts, but he had happened to fail both times. Due to his failures in Vienna, this is the place he grew to hate Jews. While living on the streets, Hitler adopted a survivor instinct. At the age of 21, Hitler became keenly interested in politics. As some years passed he decided to move out of Vienna and into a town of Munich, at the age of 24. After moving, he was later tracked down by authorities in January of 1914. The cops decided not to press charges of refugee. While living in Munich, he applied for the World War. A process which would change his life indefinitely. The War was the type of a place Hitler was used to being in. He was used being in a fighting and battling scene. Therefore nothing was new to him. Hitler avoided several life threatening injuries during the War. Hitler’s attitude was better than the other 25-year-olds. Hitler never complained about bad situations or bad food. Hitler thought that this injury would have never happened if it weren’t for the Jews. He felt that the Jews were causing all of the German problems. While in the hospital for this leg injury, Hitler had been offered a Medal of Honor, but turned it down because the offer came was a Jew.

Howard Stern :: essays research papers

Goodbye Good Programming When one thinks of original, successful radio shows in the U.S., one show definitely comes to mind, Howard Stern. The Howard Stern morning radio show has been the most successful radio show on the radio for some time now. Howard Stern created a show unlike any other; it is a morning radio show that has it all. The show has interviews with famous people, listeners can call in to the show with there opinions, current news, and most notably its sexual content and controversial opinions on what is happening in the world we live in. The show has always pushed the limits of freedom of speech while at the same time opened new doors and ideas within the limits. Currently in our country this show has become under fire by our government and is very close to being taken off the airwaves. This is just one show that is in jeopardy of being taken off the air.   Ã‚  Ã‚  Ã‚  Ã‚  Recently our government through its administrative agency for communications, the FCC, has decided to send a message to the corporate media to clean up their broadcasts. The FCC defines indecency as: 1. An average person, applying contemporary community standards, must find that the material, as a whole, appeals to the prurient interest. 2. The material must depict or describe, in a patently offensive way, sexual conduct specifically defined by applicable law. 3. The material, taken as a whole, must lack serious literary, artistic, political, or scientific value. The fine for broadcast indecency has been raised to $275,000.00 from $27,500.00 per instance. The problem that has arisen from this new interest in cleaning up broadcasts to protect the general public from being exposed to this indecency is that some of our best programming is in jeopardy. There are some huge corporations behind this programming such as Time Warner, Viacomm, Clear Channel, etc. these corporations are becoming concerned that the government is starting to focus attention on how big they have become and how much power they have to control the media.   Ã‚  Ã‚  Ã‚  Ã‚  Unfortunately, because of this new motivation to control our programming to the FCC?fs liking one avenue of our freedom of speech is being taken away from us. The public programming we currently have is perfectly acceptable and almost to conservative. It?fs not like we have one TV or radio station that everyone is forced to watch. If you don?ft like what your watching or listening to you can just change the channel or turn it off.

Richard Avedon: Changing the Future Through Art Essay -- essays resear

Bright lights, flashes going off, beautiful and famous people everywhere, creative set designs, and everyone working to make the photo shoot perfect. This was the life of famous Richard Avedon. Avedon is one of the most successful photographers of the 20th Century. He is known for his fashion, advertising, exhibitions and book photographs that he has done.   Ã‚  Ã‚  Ã‚  Ã‚  Richard Avedon was born in 1923, in New York City. Avedon attended DeWitt Clinton High School in the Bronx. He never completed his high school career, and in 1942 Avedon joined the U.S. Merchant Marine Photographic Department. When he returned he joined the Design Laboratory taught at The New School by famous art teacher Alexey Brodovitch. Through this class he started to become well known for his stylistically fashion work that often took place in exotic and vivid locations. Avedon was married in 1944 to Dorcas Nowell, a model known professionally as Doe Avedon. They divorced after five years. In 1951, he married Evelyn Franklin. The pair later separated. In 1945 his photography career began.   Ã‚  Ã‚  Ã‚  Ã‚  He began his career in fashion photography in 1945 with Harper's Bazaar, switching to Vogue magazine in 1966. A retrospective exhibition of his work was mounted in 1978 at New York City's Metropolitan Museum of Art. Richard Avedon was the first staff photographer in the history of The New Yorker in 1992. Avedon’s work was a very unique and new way of photography. He was wid...

Cultural Identity in Education Essay

Nowadays, the problem of cultural identity should not be underestimated. In fact, in the modern globalized world there is a strong trend to losing national identity in the result of the amalgamation of culture, or, to put it more precisely, in the result of the growing impact of western culture on other culture of the world. At the same time, individuals naturally cannot live without identity. This is why willingly or not they develop certain cultural identity under the impact of a variety of internal and external factors that actually shape their personality. In fact, individuals’ identity is inseparable from their personality. Consequently, human relations are, to a significant extent, predetermined by their cultural identity that effects dramatically their communication. As a result, it is always necessary to take into consideration the peculiarities of cultural identity of each individual, especially in education because modern education, being an extremely complicated process, is based on the idea that each individual is unique and his/her needs should be met in the process of education. Cultural identity in the modern world Before discussing cultural identity in the context of education, it is primarily necessary to briefly dwell upon the concept of cultural identity in the modern world. In fact, the modern concept of cultural identity is based on two key elements, notably modern identity implies being alike other people within a group and common categorizing of outward phenomena, such as race or clothes people wear . However, in recent year such an attitude to identity is considered to be simplistic and specialists insist that it should be expanded. Obviously, such a definition of identity implies that cultural identity is basically formed in the process of the development of individual, i. e. it is acquired in the result of social relationships of an individual with other people. In stark contrast, to this position, there is an ultimately opposite view on cultural identity as the product of human nature. To put it more precisely, A. J. Ayer insists that â€Å"the general criteria of personal identity may be solely physical in nature that means that the idnividual’s identity is based on his/her physical identity† . Nowadays, such a view is widely criticized, and Baum for instance, underlines that in the postmodern world identity is becoming reconstructed and redefined and, what is more, â€Å"the problem of identity is one of avoiding a fixed identity and keeping our options open† . Nevertheless, regardless the concept of ‘flexible’ cultural identity it is necessary to underline that that it is still an integral part of the individual’s personality. In actuality, â€Å"we are neither only what we inherit nor only what we acquire but, instead, stem from dynamic relationship between what we inherit and what we acquire† . In this respect, the ‘flexibility’ of cultural identity also implies individual’s freedom which is actually based on what an individual inherits and what he/she acquires . Cultural identity in educational system Obviously, cultural identity is of a paramount importance and its role in education is particularly significant because the individual’s identity is constantly developing and, being submitted to changes, it can affect his/her personality dramatically. At the same time, as cultural identity is shaped in the result of relationships between people, than the education process involves the interaction between people who have different cultural identity, different social and economic background, and whose views may vary significantly. At the same time, it is important to underline that the cultural identity of all agents of the education system, i. e. both educators and learners, is equally important because they constantly mutually influence each other. Also, it is worthy of mention that cultural identity is affected by different factors, including inherit and acquired ones. This is why the cultural identity in the modern education system implies the necessity of the development of such a relationship that would provide the possibility to possibly fuller realize the potential of each individual on the basis of his/her unique cultural identity. Unquestionably, cultural identity is partially inherited since it is quite natural that an individual acquires certain stereotypes, norms and models of behavior from his/her parents and in the course of times such similarity of a child and parents are growing stronger as the child learns more from his/her parents and develops his/her cultural identity. In fact, in such a situation, a child inherits not just traditions and experience of his/her parents but also traditions and experience of the whole people, or culture, and naturally acquires the experience of this culture that has been accumulating for decades and centuries. Furthermore, cultural identity is, to a significant extent, predetermined by social position of the individual and his/her social background. As a result, it is possible to estimate that cultural inheritances of an individual which he/she receives from his/her family, interact with social reality and position of the individual in the community. Consequently, â€Å"it is in these cultural inheritances that much of our identity is constituted and is thus marked by the social class to which we belong† . Also, it should be said that the development of cultural identity occurs in the process of education. It is important to realize that human beings are conscious of the fact that they are affected by their cultural identity and the effects of their social environment that creates opportunities to â€Å"overcome the strength of cultural inheritance† that can occur in the process of education. As a result, it is possible to say that cultural identity can be changed and this change can occur in the process of education. Moreover, to a significant extent, cultural identity is shaped in the process of learning that is a natural process for human beings who are simply programmed to learn. As a result, in the process of learning individuals create their own historical and cultural worlds, which â€Å"are our products, and †¦ we become animals who are permanent inscribed in a process of learning and seeking† . The role of cultural identity in educational process Obviously, as the cultural identity is extremely important in the educational process, it is quite natural that it is necessary to provide individuals with the opportunity to have freedom in the development of their identity. What is more, their own cultural identity should not be by no means discriminated or simply ignored. In stark contrast, in the modern really democratic school, it is necessary to provide all students from different socio-cultural background with equal opportunities. However, in the current situation, it is quite difficult to do because the problem of equal opportunities is extremely serious and not often the cultural aspect is taken into consideration when educators attempt to solve this problem. To put it more precisely, it should be said that different students have different cultural identity. At the same time, there exist the dominant class in the society which plays the primary role in the socio-economic life of society and tend to dominate in the cultural sphere. Naturally, such relations are extrapolated on schools as well. As a result, nowadays, there exist private schools where basically student from upper classes study and there are public schools where students from lower classes prevail . Naturally, in such a situation the teacher-student relationship may be affected dramatically. For instance, teachers representing the middle class could feel inferior to the upper class students in private schools and, in contrast, feel superior in public schools in relation to lower class students. Obviously, such attitudes are totally unacceptable for progressive educators. This is why it is extremely important to develop normal relationship with students with different cultural identity and treat them objectively avoiding revengeful attitude to upper class students or scornful attitude to lower class students. In fact, it is necessary to take into consideration the cultural identity of students and stimulate the development of the conscious and objective position of students in relation to their self-esteem and, thus, change their cultural identity making it more objective. Practically, it means that working with lower class students it is necessary to stimulate their self esteem and make them feel respectful to their own cultural identity. It is not a secret that often the overwhelming majority of students in public schools represent lower class families. Consequently, as the experience shows, their self esteem is quite low and they do not really believe that they can play any important role in the society. In fact, often they feel as if they are outcasts and, as some students believe, if they disappeared, no one would have even noticed their disappearance. In this respect, it is particularly dangerous when teachers ignore their social background and cultural identity since often such students have very peculiar semantics, accents and syntax which do not correspond to the norms of standard language used in the modern education. As a result, the students from lower classes risk of being academically less successful than students from the middle and upper classes and, as a rule, they actually are. On searching possible solutions of such a situation, it is possible to recommend referring to the cultural identity of students that will help better understand their personality and reveal their real skills and abilities. To put it more precisely, they should have a chance to realize their skills and abilities regardless the linguistic specificity. It means that they may use different terms and language to explain different phenomena but they may be correct. Furthermore, in order to improve the position of lower class students with cultural identity which may be characterized as that of outcasts, it is possible to recommend the improvement of the current education policy which actually leads to segregation of public schools for in some scools the percentage of non-white students is reaching 100%, while white students from upper classes often turn to be in a privileged position studying at private schools, for instance. Conclusion Thus, taking into account all above mentioned, it is possible to conclude that nowadays the cultural identity is extremely important and affects the educational process dramatically. It is necessary to underline that in the current situation cultural identity cannot remain fixed, especially in the sphere of education but, instead, should be constantly modified in order to make students conscious of their own cultural identity and that it is not always an objective concept. Moreover, one of the major tasks of progressive educators is to treat students equally and objectively, taking into consideration their cultural identity. What is more, teachers possess certain authority in education process, consequently, they should use it properly in order to avoid revengeful or scornful attitude to students. At the same time, in relation to lower class students, teachers could change the cultural identity of such students for better and improve their self-esteem.