Andy Mulligan’s Novel “Trash” Essay

Andy Mulligan’s 2010 Novel Trash explores the vital idea of poverty demonstrated by the condition Behala a trash dump, the area Gardo, Raphael and Rat call home, it appears a desparately squalid land where the most impoverished people dig through mountains of garbage to carve out a livelihood for themselves and their families.  Andy mulligan persuades throughout the book that status or wealth does not affect anyone’s resourcefulness. The boys teach us about resourcefulness and how we should never stop trying and is a key idea that strengthens this book. Raphael found a small leather bag and chose not to give it in to the police. That decision brought with it terrifying consequences. â€Å"The man was shaking, and everything was spinning, and there was my blood.† Soon the dumpsite boys used all of their cunning and courage to stay ahead of their pursuers. â€Å"Some other part of me begging me not to give it up maybe for Jose Angelico†. It was up to Raphael, Gardo, and Rat—boys who have no education, no parents, no homes, and no money to solve the mystery. Andy mulligan has written a powerful story about unimaginable poverty and the ambition that can transcend it. The world we are taken into in Trash was realistic and distressing at times. Especially if you think about the millions of children around the world who live in such conditions. â€Å"The absence of money is drought in which nothing can grow. Nobody knows the value of water until they have lived in a dry place like Behala.† Raphael and his friends Gardo and Jun-Jun are characters who are never sorry for themselves. They know life is tough and they get on with things, finding the positive in many things we take Andy mulligan informs us that key to success Is friendship is and teamwork. He ends the novel with the protagonist Raphael, Gardo and rat starting their new life together. In the course of the novel, they faced many challenges and their friendships grows. He shows the meaning of friendship through the bond between Raphhael and Gardo throughout the book. Gardo is like a big brother to Raphael. He is strong and protective, never leaving Raphael’s side. The two go through everything together. Such as when Raphael is arrested, Gardo feels it too, â€Å"Gardo was right with me at once, and he was talking fast, saying, â€Å"What are you doing? What has he done?† P. 56. This tells the reader just how much Gardo cares about Raphael and through out the whole book Gardo continues to display his caring nature.

Content Of Professional Ethics For Accountants Accounting Essay

IntroductionCode of professional behavior for comptrollers, is the basic content of professional moralss for comptrollers, which the comptrollers should follow in the business activity and is used to set the behaviour of comptrollers. Along with the economic development, the behaviour criterions, the working types and the societal environment has had the alteration mostly. Meanwhile, people ‘s political orientation and value is besides altering. And the codification of moralss for professional comptrollers to breed ethical behaviour is uneffective. Lovell ( 1995 ) said: Much unfavorable judgment has been arisen at the accounting profession, such as the failure of accounting paperss and the failure of the accounting profession satisfactorily to take history of the public involvement in the finding of the hereafter of accounting and scrutinizing pattern. Many jobs have risen, such as, accounting information untruthful, accounting action ‘s nonstandard. It disarrangesA the o rder of the accounting profession. So observers have questioned the effectivity of the codification. In this article, it will discourse why the codification of professional behavior for comptrollers is uneffective. It refers five facets that are of import.BodyThere are defect and cleft bing in the system building. Related jurisprudence and codification of comptrollers are non perfect, and the system is imperfect, which carries out it can be suiting and is really easy to take advantage. Some accountant ordinances system is disused, does non accommodate with the present economic work activity, and needs to revise. Harmonizing to Reiter ( 1997 ) , there should be new paradigms for accounting pattern, in order to breed ethical behaviour of comptroller. Besides there are many sorts of accounting codification at the same clip, which affected the behaviour of members of the accounting profession. Accounting Furthermore accountant the object locates the environment of accounting is complica ted and diversified, which carries it trouble on the accurate localisation and the measuring. The definition of the comptrollers ‘ behaviour in the Torahs and ordinances is expressed, so the endeavor is really easy to run in advantage of the standard cleft. Social intermediary organisations have non carry out the codification purely independently, objectively, reasonably. Richardson, Cullen and Richardson ( 1996 ) said accounting and the comptrollers ‘ behaviour is influenced by the directors. Accounting houses and other societal mediators rely to a great extent on the purposes of director. with the drive of ferocious market competition, appetency of involvement and short-action, they go against the codification of moralss for professional comptrollers, to gain much from the company that should be audited, turn a blind oculus to the deformation of accounting information or even be an component, which damaged the independency of CPA audit services, and did non truly play an function of supervising, accounting deformation information has become inevitable. Harmonizing to Morgan ( 1996 ) , in his research, we can see that accounting contributes to the procedures of societal and organisational production is a large ground that the cod ification for comptrollers is uneffective. Social environment besides influences the actions of comptrollers. Social environment means a sort of ambiance, including a traditional wonts of idea, constructs of value, mode of behaviour, and the traditional attitude and position on the economic system. Harmonizing to Maury ( Maury & A ; McCarthy 2007 ) , he thought environment that supported these accounting and ethical. With the economic development, the behaviour criterions, the working types and the societal environment has had the alteration mostly. Meanwhile, people ‘s political orientation and value is besides altering. And the codification of moralss for professional comptrollers to breed ethical behaviour is uneffective. Many jobs have risen, such as, accounting information untruthful, accounting action ‘s nonstandard. It disarrangesA the order of the accounting profession Low qualities of comptrollers result in the ineffective of the codification. Harmonizing to Lovell ( 1995 ) , moral logical thinking and moral ambiance is cardinal facet to keep the order of accounting profession. First, it ‘s hapless self-denial. Since the development of competitory societal market economic system and the impact on values, portion of the lower moral comptrollers are frequently hard to defy enticement and adhere to the rule, so that individuality, money worship, hedonism is worse and worse. Everett and Green ( 2006 ) said that the nature of accounting virtuousnesss was altering. They earn money by non entering the income and intentionally forging, changing, hiding, destructing the accounting information. Second, many accounting staffs have a thin sense of jurisprudence. Some members of the accounting profession do non analyze jurisprudence and the method of accounting criterions, cognize small about the accounting codification, or even disregard the Torahs and ordinances. They do non set histories and supervise harmonizing to the ordinances. Last, the comptrollers have a hapless sense of professional moralss. Some comptrollers normally do non pay attending to the cultivation of professional moralss, no set up a existent thought of good religion, so in practical work, when they met with struggles of national involvements, societal involvements, unit and single involvements, they can non lodge to rules and do non move harmonizing to regulations and ordinances, instead from private involvements, made a breach of professional moralss in the behavior of accounting. Internal inadvertence mechanism is non perfect and deficiency of self-discipline mechanism. Some leaders want to derive political advantage, and capital, so they require the endeavors comptrollers to work for them. Accountants are frequently out of self-defense, output to force per unit area from the leading and inactive false histories. Some internal control system is uneffective and non implemented. With deficiency of independency, the internal audit is hard to make oversight. Effective corporate administration and internal control system is the base to transport out the codification for comptrollers.DecisionCode of professional behavior for comptrollers should be a contemplation of the accounting forces ‘s ethical motives behavior. As a codification, it ‘s used to teach the accounting, to keep the behaviour of comptrollers. Code of professional behavior for comptrollers is of import in engender ethical behaviour, which can vouch the accounting informations existent and complete, and keeping the order of the activities of comptrollers, and advancing the development of societal market economic system. This article has talked about the grounds that led the ineffective of the codification of professional behavior for comptrollers. In face with these jobs, it ‘s high clip for us to take some actions to work out it, to do a good environment for accounting and breeding ethical behaviour.Undertaking 2IntroductionAccountants take the chief duty of accounting activities, pros or cons of their ethical quality and professional quality will straight impact the quality of accounting units. There are many ethical jobs about the comptrollers which have been inferred in the Question 1, such as untruth accounting information, doing unsound information, falsifying the accounting informations, hammering verifier, and even disobeying the jurisprudence. The codification of Ethics is different from the jurisprudence. Accounting jurisprudence and ordinances as a c ompulsory criterion, it requires unconditioned in conformity with the demands of legal to move. And accounting moralss from religion, character, ability and that much more profound degree of nature and to act upon and better the quality of accounting behaviour. Following, it will speak about how to do an effectual codification of moralss for professional comptrollers and the grounds. In this portion, it relates five of import grounds, and explains them individually.BodyIt ‘s a base to amend and better the codification of accounting to beef up the edifice of the moralss for professional comptrollers. Development and betterment of the codification of accounting is basically a procedure of institutional alteration and invention. This procedure must follow the rule of effectivity. It is necessary to firmly lock the long-run reform of the accounting norm system of ends, but besides give full consideration to the building of the bing accounting standard theoretical account and the c haracteristics ; it is necessary to see the key restraints of the codification in institutional agreements, but besides to see the influence of informal establishment such as accounting environment. Effective corporate administration and internal control system is of import to the execution of codification of accounting. Tisha, Emerson, Conroy and Stanley ( 2007 ) â€Å" We postulate that accounting practicians may use a legalistic model to their appraisal of the acceptableness of each sketch. † So better the system and codification is of import. Internal Control Systems provides a good internal environment the in the operation of the codification for comptrollers in the endeavor. Internal control system can be divided into internal accounting control and internal direction control, criterion, systematic, scientific internal control system enhances the monitoring attempts of accounting criterion, which can cut down the job of non obey the codification from the beginning. Internal accounting control is the key in the internal control. The procedure of constitution of sound internal accounting control itself is the execution of the codification comptrollers in the endeavor procedure ; internal accounting control in concern operations based on criterion or another is one of the basic content of the accounting criterion. The strength of full scope of accounting supervising system is a system protect for the smooth operation of the codification for the comptrollers. First, strengthen internal accounting control system which is based on the internal audit. The internal audit has uncomparable advantages compared with the external ordinance: at foremost, the internal audit staff can take part in the enterprise day-to-day concern activities, so the information accessed is more specific, elaborate and systematic than external regulators ; what ‘s more, the internal audit belongs to the internal direction of endeavors, so it can place jobs earlier and resolved internally in progress, which can gain the trust of the leaders ; at last, the internal audit is aimed to guarantee the smooth operation of the economic and better economic benefit of the company, which is in understanding with the concluding end of the accounting and leading answerability ends. Second, set uping and bettering a full scope of ex ternal monitoring system is the warrant to the smooth execution of the codification for the comptrollers. As Donaldson ( 1982 ) said, to do the codification more effectual, it should authorise more public proceedings. External supervising include civilian inadvertence of accounting houses as the behalf of investors ; the authorities supervising implemented by the fiscal sector and other relevant sections and other signifiers of extended societal monitoring such as public sentiment. Under certain conditions, a broad scope of community supervising in peculiar public sentiment can play function of inadvertence mechanisms which other machineries are hard to make. Optimization of the action of the comptrollers is besides a cardinal facet. Optimization of the comptrollers ‘ action means to optimise the entityA to accomplishing the integrating effects of group behaviour, to better efficiency and to accomplish and make of import â€Å" capable † warrant and the environment to implement the codification. Supply a good societal environment for it besides influences the actions of comptrollers. In the sentiment of Cohen, Pant and Sharp ( 1992 ) , cultural and socioeconomic factors could hinder the credence and execution of a profession ‘s international codification of behavior. Harmonizing to Stevens ( 2008 ) † Culture and effectual communicating are cardinal constituents to a codification ‘s success. † Promotion and instruction is of import. circulate consistently and explicate accountancy professional moralss through certain agencies and methods so it can make a strong ambiance of public sentiment and bit by bi t perforate into the deepnesss of people ‘s heads which can sublimate the interior universe, better the cognitive criterions, set up a moral normative value. Another step is set an illustration for presentation. Influence the ethical behaviour of accounting practicians, through promotion and instruction on the advanced theoretical accounts. Examples can be inspirational and put forward ends which can ensue in great mental strength. -e? » c ¤?aa?†cs„?†¹Ã¢â‚¬ °aa ­-c ¬Ã‚ ¦cs„?†¹?eY?Aa ­-a†¦? – ?Y?c?†¹a ­-a†¦?e? ¦c »Ã¢â‚¬  a† Ã¢â‚¬ ¦a ®? To make an excellence belongings rights environment is of import. Social environment means a sort of ambiance, including a traditional wonts of idea, constructs of value, mode of behaviour, and the traditional attitude and position on the economic system. Clear definition of belongings rights is the chief factor for comptrollers conduct accounting activities based on the codification.DecisionThe codification for comptrollers purposes to breeding ethical behaviours, and it ‘s evident that transporting out the codification for comptrollers and bettering the ethical behaviour of comptrollers are of import in the accounting activities. From recent research, it showed that the codification is non effectual, as it says in the book of Dandago ( 2003 ) . So it ‘s high clip to take some actions, such as the five actions talked above: amending and bettering the codification, effectual corporate administration and internal control system, full scope of accounting supervising system, optimisation of the action of the comptrollers and making an excellence belongings rights environment. The codification of moralss for professional comptrollers constitutes a usher, which restricts and regulates the ethical behaviour of accounting activities. It represents the accounting profession ‘s moral duty and duty to society. Strengthen the edifice of the accounting codification of moralss can do it effectual in standardising accounting behaviour.

A Problem in the American Education System Essay Example for Free

A Problem in the American Education System Essay ? This problem will have dire effects on those dropouts as well as other aspects such as financial and health problems. Many factors ultimately push the students off their path to a bachelor’s degree and end their dreams of ever becoming a doctor or maybe even a businessman. Along with those causes, there are serious consequences for those college dropouts. One effect that happens when a college student drops out of school would be that a huge debt must be paid back and since they dropped out it turn to be a wasted investment. Students looking to go to college, hen dropout have no answer to pay the money back which they were hoping to find a career with a college degree they wanted. Students often put a lot of money into college, thus putting them into debt. When the payments are finally too high for them they cannot afford to stay in school and all the money they put in is for naught. The students are under so much debt after dropping out and have nothing to show for it. That college degree they were hoping to receive at their graduation in non-existent which they were hoping to use as a tool in order to become successful. Who knows hat career a degree could have got them into, maybe a well-paying Job that would keep them from going broke from paying all the loans they used to go to school. All the money that could have been used in order to gain knowledge will be down the drain and the student now would have a harder time paying back those loans and supporting themselves. This also affects the schools and the taxpayers. All the money they are putting into paying and helping students with their schooling has nothing to showing for it. The millions of dollars that are being put into paving the way for the tudents financially do not pay off and instead money is lost. This slows down the whole country as there are less available new young workers to fill the positions of new work. Without a college degree, students earning potential are much lower than those of graduates. In order to pay off debts from loans to go to school and bills, students have to find a source of income and without a degree, finding a Job is much harder. Dropouts have a harder time finding a Job than those already with a degree. With a bachelor’s degree, it is easier to find Jobs as many opportunities are now open. A cause of college students dropping out is the amount they have to pay for just one semester. As many students do not even have a Job it is difficult for them to support themselves after paying for tuition and also pay for supplies they would later need for classes such as textbooks. A report from the Public Agenda for the Bill & Melinda Gates Foundation shows the students from the ages of 22 to 30 years old shows state that their main reason for leaving school is their problems with financial stability. From my experience as of today even now I have a problem having to pay for school at CSULB. Luckily I have financial aid because without it I would it I don’t think that I could have survived the first semester of college. Family problems such as having kids during school, or taking care of a sick family member could cause someone to leave college. Having to spend a large amount of time away from thing such as studying for an upcoming test really hurts the students in the long run. This hurts them because it keeps them preoccupied with things that they need to accomplish which is their dream of finding a career in their major and pursue it. Stress develops which may be from the numerous personal problems. Rising uition make students actually have to think about what they buy next. Most students already have to Juggle work and school at the same time Oohnson). I know for a fact that going to college is a hard task even now as a freshman, there is more homework and students have to pay for everything themselves. I understand why most students drop out because they cannot handle the pressure. Another cause for college dropouts is their scores on exams. Of course doing bad on a test will make students fail your class as this is already obvious. Lots of factors also cause students to do poorly on their exams such as stress and financial roblems One final cause for students leaving college early is their lack of motivation and preparation. As most students say their high schools did a poor Job in preparing them for their next step in life stated from a survey by Public Agenda (Crosseley). In college students have to manage their time socially and their time for school. Prioritizing this time is now critical of the all the times spent in school. Being bored really will not help you succeed in receiving a bachelor’s degree in your hand. For the many college students that attend today that go to college it may be a hard task. Still, college dropouts remain a problem in the American education system. A Problem in the American Education System. (2018, Nov 01).

Do the Games 'Grand Theft Auto IV' and 'Call of Duty- Modern Warfare Coursework

Do the Games 'Grand Theft Auto IV' and 'Call of Duty- Modern Warfare 3' Promote Violent Behaviour or are they Harmless - Coursework Example However, as games have become a more powerful industry, some people have suggested this may also have some negative effects. Games such as Grand theft auto IV have been reported as being responsible for adverse effects on players and various tabloid newspapers have said that violent games are deliberately based on reality. In general, the impact seen from video games has been credited to the mimicking of violence seen and played during the games. Studies also indicate how gamers playing violent video games are also more likely to act aggressively or engage in violent or aggressive behaviour towards other people. These gamers, especially those of younger ages, would be more likely to fight with their parents, their peers, or with their classmates. They would also be less likely to have executive control over their temper or emotions, making them easily prone to angry outbursts and aggression. Video games also have a desensitizing effect to violence, making players less reactive or les s likely to be shocked by violence they would see in the news or in their daily life. When games such as Grand Theft Auto IV are closely analysed, it is easy to see why they can be accused of encouraging violent behaviour. Grand Theft Auto is the video game notorious for allowing a player to hire a prostitute, kill her, and then retrieve the money giveniii . This game also gives the player a chance to shoot cops, run over pedestrians, and bludgeon passersby with a baseball bat. To many gamers, this series is gripping because not only does it allow the player to perform violence, but it also offers an immense environment where all violent possibilities can be played outiv. These games also seem to reinforce gender stereotypes, that of men being the natural aggressors and women being the submissive personalities. In other words, there is a disconnect between reality and gaming fantasy for these gamers. These gamers explore the fantasy world of aggression and play out violent scenarios – kill prostitutes, beat-up bystanders, hijack cars, and kill rival criminals. The challenge during their games is on how fast and how clever they can be in pulling out these acts. Translating these acts to the real world has not become a distant possibility for these gamers. The Daily Mail reports that Grand Theft Auto IV was pulled out by Nintendo after a Bangkok teen murdered a taxi driver apparently because he wanted ‘to see if it was as easy as it was in the game’v. Incidents like this indicate a lack of moral responsibility on the part of the gamer, and also on the part of the creators of the game who create an environment where killing a taxi driver is judged for its speed and efficacy, not for its moral implications. Medical experts have cited various studies that reviewed the impact of video games on human behaviour. In one of their studies, they observed that adolescents who were exposed to longer hours playing violent video games usually manifested be haviour that is more aggressive and were more likely to be confrontational with their teachers or to engage in fights with their peers. The repeated nature of the

Post Racial Society Essay Example | Topics and Well Written Essays - 250 words

Post Racial Society - Essay Example Since an African American male was now elected President of America, it seemed evident that race no longer had the ability to prevent or impede success for minorities; however, this belief was not necessarily valid. In his essay titled, â€Å"Post-Racialism,† writer, Sumi Cho examines the impact which President Obama’s Presidency has had on race relations: â€Å"In addition to the material retreat from race, post-racialism also levels the discursive playing field, allowing whites to oppose civil-rights remedies and advocate for race-neutral policies because society has transcended the racial moment, or civil-rights era† (p. 1594). According to Cho, the election of President Obama and the creation of a post-racialism society, allows non-minorities to assess the need for race-centered incentives for minority groups, such as affirmative action. However, as the current statistics show, minority groups have never been in more need of assistance. Although President Oba ma has succeeded as an African American male, the statistics concerning unemployment, poverty, and imprisonment, still reveal a need for equality among races in

Rhetorical analysis of Mary Ewalds letter to President Saddam Hussein Essay

Rhetorical analysis of Mary Ewalds letter to President Saddam Hussein - Essay Example Mary’s approached Saddam in her letter as a mother, scholar and poet who is a friend to the Arabs. If one will notice, there were no blaming or questioning made why Saddam Hussein invaded Kuwait or any venting of any anger why Thomas was abducted. But rather made the appeal on an emotional level to avoid antagonizing Saddam that would hinder the release of Thomas Ewald. The approach as a mother and a friend of the Arabs makes a good case to pursue an emotional appeal or pathos to convince the Iraqi President to release Thomas Ewald. And to make her persuasion more effective, Mary first established her credential or ethos as somebody who is well verse and a friend to the Arab by mentioning that her â€Å"family has been a staunch friend to the Arabs. [Her] husband, Tom's father, was on the White House Staff when President Eisenhower caused the French, British, and Israelis to pull out of Suez. President of the Radcliffe (Harvard) Club of Washington, arranged to explain Muslim culture. [She was] also a poet who has written about Arabia†. This use of ethos was written with an understanding of Arab culture, particularly of Arab generosity to recognize the power of Saddam over his son and to exercise that power to right the wrong. This portion of the letter was also short of saying that Saddam’s army abducted a friend of the Arabs and therefore should be released. After establishing ethos or credibility with Saddam as a friend of the Arabs who knows their generosity, she then proceeded with her emotional appeal whose use became more effective. The pathos or emotional appeal littered the letter and was very obvious in the mention that Thomas Ewald is a well-loved son who worked in Arab country to bring peace within the two cultures. She also invoked mercy that her son Thomas is asthmatic, so severely crippled as a child that they thought they could never raise him. Using this approach, it would be very difficult to refuse her because everybody regardless of their cultural background or station in life everyone received love and care from their mother and refusing her is like refusing one’s mother which is very difficult to do. This letter was just heart wrenching for its audience to read which in this case was the former Iraqi President Saddam Hussein because she introduced herself as a friend and that her son, supposed to be friend too among Arabs who value family relations so much, was wrongly abducted during the invasion. She then begged for his generosity and in the name of Allah to release her son. It would be very hard to refuse a mother who does not coerce what he has done nor asked for anything except for the release of her son especially when she recognize and beseeched in the name of Allah. She was also appealing based on the universal sense of humanity as a mother to a father when she stressed that she is

Teen Stress Essay Example | Topics and Well Written Essays - 1000 words

Teen Stress - Essay Example Learning the stress management techniques helps teenagers to handle stress and minimize the negative effect of the difficult or painful experiences. Teenage stress must not be ignored by adults, especially parents, because if left untreated, it can result in the serious problems such as mental disorder and de-socialization. The events that cause stress are called stressors and the stressful event can be anything starting with the fear, peer pressure, passing the exam, divorce of the parents and death of the relative or the friend. Teens have the psychological predisposition to perceive the situations more dangerous than they are in reality (Sluke 11). Most of the situations causing teen stress are not problems in the eyes of the adults. For example, the failure to become the cheer leader in the school team can be a huge stress for the teenager, while the adults would not consider it to be the failure at all. This is one of the causes why teen stress is often not treated seriously by the adults and teens have to cope with their inner pain on their own even if they have no resources to cope with it. Some sources of the teen stress include but not limited to the school frustration, negative self-perception, body changes, misunderstandings with friends, separation of the parents, changing schools, setting too high expectations, and financial problems in the family If teenagers become overloaded with stress and do not receive the outside help or support, they are at risk of developing anxiety, social withdrawal and even physical illness. Stress impacts the teen’s health – faster heart rate, increased muscle pressure and upset stomach (Sluke 39). The similar changes occur when the teen feels relieved from stress. Teen who learn to relax emotionally using stress coping techniques are less helpful and are able to respond to stressful situations. When the teen

Length paragraphs project Essay Example | Topics and Well Written Essays - 1500 words

Length paragraphs project - Essay Example On the 50th anniversary of the Universal Declaration of Human Rights (1998), the UN also celebrated the tenth anniversary of the Vienna Convention on Drug Trafficking, and reaffirmed the resolve to intensify international efforts to eradicate this evil. This paper attempts to briefly examine the impact of laws and policies in this ongoing war, and to suggest possible changes and measures in order to accelerate the pace of international efforts in curbing the drugs menace. The war against drugs has assumed global dimensions, and almost resembles the crusades. The problem has apparently assumed alarming proportions primarily due to years of inaction by several governments, apart from the lack of clear policies, laws, and implementing machinery relating to drugs. Increasing drug use as such is not seen as the major culprit in compounding the crisis. It is estimated that in the U.S. alone, illegal drug trafficking accounts for over 8% of international trade revenues, totaling US$400 billion annually (Riley, 2001). Among other things, the evils propagated by the mushrooming drug industry include the following: â€Å"The need for an integrated approach to drug control is now well accepted, and was endorsed by the international community with the establishment in 1990 of the UN’s Global Program of Action† (Knaack, 1995, p. 349). This Program set out to implement â€Å"balanced strategies that are comprehensive and multidisciplinary in scope† and targeted at â€Å"combating all aspects of drug abuse and illicit trafficking† (1995), apart from tackling certain other related problems, such as: Unless tougher, more consistent and better-organized international action can be mounted against trafficking, we will continue to pour tens of thousands of billions of dollars into the ‘war against drugs’ without rooting out the evil. The potential profits are so enormous that major traffickers will always have an interest in stimulating demand and

Saudi and the western style education Essay Example | Topics and Well Written Essays - 750 words

Saudi and the western style education - Essay Example A lot of research has shown a greater effect of Saudi customs, laws, and traditions, on Saudi women than of the religion Islam. Since both religion and culture play a decisive role in the establishment of social practices in Saudi Arabia, one factor cannot be separated from the other as their function is mutual. Consideration of religion would distract the research from its focus. There is a variety of cultural beliefs and traditions that are observed by the different families and communities in Saudi Arabia. Predominantly tribal communities are more conservative in their traditions. This is evident in terms of segregation of sexes directed at reducing sexual temptation and maintaining chastity and modesty. Central regions in Saudi Arabia are more particular about enforcing strict laws related to sex segregation compared to the Eastern Province. Role of Saudi women is more determined by culture compared to tribal families’ tradition or religion. For instance, while Bahrain and Kuwait are Gulf countries comprising tribal families, the two countries do not place restrictions on women from participating in the public life just as Saudi Arabia does. It can thus be said that women’s status and their expected behavior is a consequence of Saudi Arabia’s unique culture. Although this strict segregation has prevailed in the universities, yet this trend has started to change gradually. High-walled universities admit female students who can freely walk around inside the campus. In fact, the primary function of these high walls is to provide the women with security and independence to move around freely. The first women’s university in Saudi Arabia was opened in 1979. Ever since, more universities have been opened for women, though women still have generally lesser educational choices than what are available to men. For example, women have to choose more restricted professions or majors

MICROECONOMICS presentation Essay Example | Topics and Well Written Essays - 750 words

MICROECONOMICS presentation - Essay Example Barriers to Entry. The airline industry operates in a highly dynamic environment and is affected not only by the legal, technological and economic environment but also by the global environment. Government restrictions and high degree of competition act as entry barriers in the airline industry. However the biggest entry barrier is the gargantuan cost involved in setting up and running the business. The acquisition of aircrafts, implementation of adequate security measures, deployment of skilled manpower and rendering the desired level of customer service entail huge financial resources. The high cost of entry however does not deter organizations with sound business models and adequate financial resources to enter the business. The Australian domestic airline industry, after its deregulation in 1990, has seen the entry of many players each catering to different customer segments. There have been firms that have flourished (Virgin Australian Airlines) and there have been firms that ha ve perished (Ansett Australia). Competitive strategies. In addition to the general business environment, companies are also affected by the competitive strategies adopted by rival firms. ... An example of the differentiation could be an airline (Qantas) which provides ‘bells and whistles’ in its service and charges a high price. Likewise, there could be another airline (Tiger Airways) with a ‘no frills’ service. It is important to note here that these two airlines are targeting distinct customer segments. As such, the high price charged by the airline offering value added services (e.g. in-flight entertainment, free wine) in addition to the core service of transportation does not induce the other airline, which offers ‘trimmed down’ services, to increase the price. Game Theory. There may be instances where more than one firm is competing for the same target market; for e.g. two airlines (Jetstar and Tiger Airways) trying to capture the price-sensitive customer. The competitive strategies employed by one firm and reactions thereof by the other firm are best understood with the help of the game theory. In the world of business game th eory finds applications in research and development expenditure, pricing, new product introduction, strikes, negotiations etc. A manager’s decision in each of these settings depends on the decisions that other players in the industry will take. As such, the payoffs in these setting can said to be interdependent. In the discussion about the airline industry, one may fathom three different outcomes; co-operative game, non co-operative game and a situation of no interdependence. The airline may get together and form a cartel (cooperative game) and operate as if they were a monopoly. In such a case the dominant strategy of each firm would be high price and neither would be compelled to reduce the price because of the implicit co-operation. This is the most logical game when the industry

Post-war inequalities in British health and education Essay Example for Free

Post-war inequalities in British health and education Essay Poverty or low disposable income often results in an inadequate environment and not only for the obvious lack of resources such as books, pens and paper. Damp housing can have severe effects on health resulting in lower school attendance rates, or low concentration levels if child is often feeling unwell. Not having an allocated area to study is also an important factor. Kellet and Dar (2007) discovered that in low income areas where housing was cramped, children claimed that Television was a distraction from homework because of the noise Other distractions in the home environment were smoking, swearing, banging and loud music. Also that homework clubs were vital to the success of children from disadvantaged families. This study was performed by children, with the guidance and research techniques of sociologists, there for it is perceived as having a deeper and more honest insight in to childrens issues. Other class factors resulting in underachievement may be less obvious. Values differ between class perspectives and affect a childs motivation. Bowes et al (1990, p119) states that working class children are more likely to leave school as soon as they can, to find a steady job. Where as the middle class value differed gratification and Socialise their children in to wanting to remain in education in the hope of a better job when they do leave. This was confirmed by the Child Development survey, which found middle class students staying on at school and achieving better examination results. The Home and The school study (1964) found that the degree of parents interest in their childrens education was the single, most important factor affecting attainment. (Haralambos et al, 2004, p102). It found that Middle class parents visited school more and were generally more interested in their childs education. It also states that an upper middle class child was five times more likely to get in to grammar school than a child from the lower working class. Further more most of the working class pupils who were successful, came from homes where the mothers were sunken middle class. They wanted their children to do well and expressed much parental interest, Bowes et al (1990, p119). This is because parental interest not only has a direct affect on the motivations and values of a child, but also on the school environment. Middle class parents, who often have more spare time and disposable income to invest in fundraising and extra curricular activities, can raise the standards of a school immeasurably. Making school a fun place to be, that is enjoyed by all the family, creates the positive learning environment that children thrive in. Quite understandably most working class parents are to busy earning a crust to find the time and energy to invest in such endeavors and as such adopt an Education is the schools job attitude. It is also understood that language has had a negative affect on the working classs academic attainment. Professor Basil Bernstein has shown that the middle and lower classes use different patterns of speech. He called these patterns linguistic codes. According to Bernstein, most middle class children have been socialised in both restricted and elaborate codes, and are fluent in each. Whereas working class children are limited to the restricted code. Since teachers tend to be middle class and use the elaborate code, working class pupils are placed at a distinct disadvantage. There is also explanation for underachievement to be found in the hidden curriculum of a working class teacher, that is the subliminal messages he passes to children without intention. The cultural depravation theory states that children in the bottom classes are deprived of important values, attitudes, experiences and skills which are essential to educational success, (Haralambos et al, 2004, p102). This has been strongly criticised and there is evidence that if class differences in culture exist, they are slight and of little significance.

Transforming Leadership Analysis Essay Example for Free

Transforming Leadership Analysis Essay Introduction â€Å"The strategic environment, national guidance, and operational requirements demand that todays US Army forces conduct operations of a type, tempo, and duration that differ significantly from those of the past. The late 20th century required a force able to execute a fixed number of deliberate war plans and prepared to provide small forces for infrequent contingencies. The 21st century requires a force able to conduct sustained operations against several ongoing contingencies while remaining prepared to execute a number of deliberate war plans. Sustained operations and readiness to meet both old and new threats will be normal for the foreseeable future.   This situation requires changes in both structure and mindset. The Army is rapidly transforming itself to meet both requirements. The War on Terrorism has given the Army a strategic opportunity to reshape itself. It is leveraging its wartime focus to build campaign quality Army forces with joint and expeditionary capabilities. It is shedding inefficient processes and procedures designed for peacetime and re-examining institutional assumptions, organizational structures, paradigms, policies, and procedures. (Kane Tremble 1994) This ongoing transformation is producing a better balance of capabilities. When complete. Army forces will be able to deploy more promptly and sustain operations longer to exercise decisive land power across the range of military operations. The Armys goal is to transform itself into a more responsive, effective expeditionary force capable of sustained campaigning any where in the world. Meanwhile, it continues to sustain operational support to combatant commanders and maintain the quality of the all-volunteer force†. (Our Army at War Relevant and Ready) Within the last century, the scale of war has made necessary a different type of leader. We no longer fight for our farms, villages, and hunting lands. Our interests have shifted from straits and mountain passes. In our current world, as a result of technological revolutions and ever growing political instability, we live in the threat of a global war. Actions have the potential to resonate in many continents subsequently influencing the economies, policies, and war strategies of nations worldwide. For these reasons, leaders must study the past and integrate historys lessons learned with the new challenges of leading within a heightened threat. Military leaders must maintain their grasp and focus on the technical mastery of war fighting, personal courage, and the ability to inspire men to fight for a common cause. Victory will lend itself to the commander who can master the terrain and find new or creative ways to employ his weapons and men. Leaders must be technically proficient with the arms they use to wage war. In a broad example, the Spartans studied the natural tendency of phalanx formations to shift right and employed special tactics to break off part of their formation and bring it upon the flank of their enemy. Even here with similar weapons and tactics, the Spartans pursued the mastery of their war fighting system and stood victorious on the field of battle. (Bass 1990) For a more detailed analysis, in 480 BC, during the Greco-Persian wars, a Spartan leader named Leonidas used terrain to his advantage to inflict incredible damage upon his Persian enemy. The Persian army numbering between 200,000 and 250,000 men marched towards the northwest pass into Greece. Leonidas moved his forces to block the vital passage at Thermopylae, a narrow passage with high walls. Though he reinforced his army along the way, Leonidas could muster only 7,000 men. He immediately began building a wall between the pass to further narrow it and channel his enemy. Overwhelmed, the Spartans lost the pass but managed to kill 20,000 Persians to their 1,000 lost. Several centuries later in the US civil war, General Lee used his mastery of terrain at the Maryes Heights during the battle of Fredericksburg, Maryland. Mid-November in 1862, union forces under General Burnside began to occupy positions outside Falmouth near Fredericksburg to meet Lee. In response, Lee entrenched his forces at Maryes Heights, a higher ground outside the town. In addition, the armies were now separated by the Rappahannock River. In December Burnside began his assault. Lee allowed the union forces to cross the river and then instructed his entire army to open fire, which pinned Burnside between the Heights and the Rappahannock River. Lee managed to inflict 3 to 1 casualties upon the northern armies during several futile, uphill charges and Burnside is forced to call off his offensive. He would try again in January 1863, but would be repulsed by Lees army in their superior position. (Kane Tremble 1994) Army Transformation â€Å"Transformation describes the process by which the current force is becoming the future force. It occurs as the Army incorporates new capabilities into its force structure and trains soldiers to use them. The future force is what the Army continuously seeks to become. It will be strategically responsive and joint interdependent. It will be capable of precision maneuver and able to dominate adversaries and situations across the range of military operations envisioned in the future security environment. The future force will be lighter, more lethal and agile, and optimized for versatility. It will be capable of seamlessly transitioning among the different types of military operations. Army transformation is more than materiel solutions. Adaptive and determined leadership, innovative concept development and experimentation, and lessons learned from recent operations produce corresponding changes to doctrine, organizations, training, materiel, leadership and education, personnel, and facilities (DOTMLPF). DOTMLPF is a problem-solving construct for assessing current capabilities and managing change. Change is achieved through a continuous cycle of adaptive innovation, experimentation, and experience. Change deliberately executed across DOTMLPF elements enables the Army to improve its capabilities to provide dominant land power to the joint force. Authoritative basis that sets into action the Armys transformation strategies, It provides specific objectives, assigns responsibilities for execution, and synchronizes resources. It directs the planning, preparation, and execution of Army operations and Army transformation within the context of the nations ongoing strategic commitments. These commitments and resource availability dictate the synchronization and pace of change. The Army Campaign Plan also sustains operational support to combatant commanders and maintains the quality of the all-volunteer force†. (FM 1) In contrast, when in history a leader has demonstrated cowardice, it has stripped them men of their warrior spirit, unity, and willingness to fight. When Antony fled the battle at Actium, his unit became disorganized and confused and subsequently lost the battle. The same result occurred when Napoleon abandoned his army at Waterloo. (Kane Tremble 1994) These characteristics of valor and moral courage are illustrated in the battles of General Washington. He sat with the remnants of the Continental Army at Valley Forge starving, inadequately sheltered, and with their only clothing rotting off their backs. Though he had been successful earlier on, Washington now found his army suffering through one of the worst American winters and troubled by low morale and desertion. In response to his pleas for additional funds and supplies the American congress suggested he quarter his troops in the nearby towns. Quartering was an acceptable practice and certainly expected given his circumstances, but Washington feared the impression his troops would have upon the American public and how it would affect the support for the war and the resulting government. After much moral deliberation, he gathered his troops and spoke to them. His decision to stay in the blistering cold and suffer the winter was unpopular at first, but his men began to understand his reasons and responded to his exemplary leadership. Washingtons personal actions and moral courage renewed his mens faith, convinced them to stay the course, and above all to do the right thing. In the combat action of the Revolutionary war Washington had a dozen mounts shot out beneath him, and was once missed by a round that struck through his overcoat and he narrowly escaped injury. His morality was accompanied by his physical courage in battle inspiring his men to fight on despite their hardships. (Tremble 1992) Literature Review Nearly a century later, the moral courage and personal character of its commanding general held together an undersupplied, undermanned, yet confident Confederate army. In the final battle of the Civil War, Lee demonstrated his dedication to his men and willingness to sacrifice himself over his command. The opposing armies were prepared for battle in a field near the town of Appomattox. Near the beginning of the assault Lees lines began to give way forcing him into a moral dilemma that affected the overall course of the war. In this moment Lee replaced his personal drive for victory with the sobering realization of defeat. Understanding the futility of further efforts against his enemy, Lee sent a flag of truce to his counterpart, despite the war cries and urging of his men to return to battle. He sacrificed personal pride and commitment to victory for his duty and loyalty to his men. General Lees character and obligation to do the right thing tied together and motivated the armies of the south and his soldiers understood that Lee acted for the benefit of the Confederacy and not for personal gain. In WWII, 80 yrs after Lees surrender, the US was at the height of submarine patrols against Japan in WWII, and Commander Howard Gilmore set a course from Brisbane, Australia into Japanese waters to interrupt their shipping lanes in the USS Growler. While surfaced to charge the submarines batteries, Gilmore was engaged and rammed by a Japanese ship. Attacking the crippled and idle Growler, enemy gunners quickly sprayed the bridge of the submarine killing the Assistant Officer of the Deck, lookout, and wounding Gilmore. The submarine remained under still heavy fire from the enemy machine gunners. Aware that the Growler would be sunk in the time needed for him to crawl below decks, Gilmore made the supreme sacrifice for his shipmates. Commander Gilmore put his command before himself and through his selfless and courageous act saved his crew at the cost of his own life. His ordered his crew to, Take her down! and then perished at sea. Perhaps the most decisive aspect of moral leadership is the ability to inspire a fire within people to fight for a common goal or unit objective. Moral courage and technical expertise and skill are the enabling devices for which a leader may instill confidence and trust among his troops, but it is the ability to produce a common objective that will inspire men to fight. A free and voluntary army requires an indisputable cause. (Tremble 1992) For example, General Washington was able to contain the rivaling factions of the American Revolution and then unite and direct them towards a common purpose. Unable to agree amongst them as to an appropriate course of action, it was Washingtons decisive and assertive leadership that unified their purpose. Despite their conflicting ideas, the Americans believed unanimously in the ability of Washington. In much the same way, Robert E. Lee fused and gave purpose to the Confederate states in the Civil War and Winston Churchill unified the rivaling factions of the British government during WWII. One of the better examples of inspirational leadership is from recent history. Al-Qaeda forces draw their strength and morally rationalize their terrorist attacks through their fanatical belief in the justness of their cause. The terrorist leaders harness the energy created by this fanaticism in their culture and focus it towards a common goal. This leadership style establishes a purpose and allows for a transition into active fighting spirit. These leadership traits are fundamental and remain at the foundation of successful military leadership. They remain a leadership challenge for all fighting men in the worlds militaries and occur at all levels within the military force. Those who master and arm themselves with these concepts are positioned to succeed while those who ignore them are destined to fail. Transformational Leadership and Subordinate Outcomes on Army a Case Study Basss (1985a, 1985b) ideas have enthused Ð ° substantial amount of study. The mass of this study has investigated the foundation line or Ð ° circuitous effect of transformational behaviors on Ð ° leader or unit recital and effectiveness. Research on the hypothesized straight effects of ordinate outcomes: admiration, respect, and Ð ° trust of the leader, motivation and commitment to Ð ° shared goals and visions; innovative and creative approaches; and growth reflecting the unique needs and desires of Ð ° individual followers. According to Bass, Ð ° follower outcomes promoted by transformational behaviors result in Ð ° levels of organizational attempt and recital over and further than what are possible by Ð ° transactional behavior. These effects of Ð ° transformational leadership on Ð ° subordinate outcomes defines the augmentation hypothesis, which has Ð °, guided empirical testing of Basss ideas about transformational leadership.   Basss (1985a, 1985b) ideas are particularly striking to organizations, like todays military, in which Ð ° success depends on the participation and Ð ° active participation of all organizational members. U.S. Army doctrine, for instance, mentions leadership as the most essential component of combat power or the ability to fight and win. This doctrine more envisions that leaders add to effectual unit recital by inspiring Ð ° purpose, direction, and Ð ° will to win. Basss ideas for the expansion of successful army leaders have been so striking that the U.S. military in recent times published Ð ° volume discussing issues and insinuations raised by the distinction among transformational and transactional behaviors (Bass, 1996). Study in U.S. Army units has Ð ° supported these doctrinal views relating to the significance of the interactions between leadership, soldier circumstances, and unit performance. Siebold (1994), for instance, measured the work enthusiasm of soldiers 2 to 4 weeks earlier to their units contribution in replicated battle exercises. Strong, optimistic correlations were obtained among pre-exercise modes of soldier enthusiasm and rated success of units throughout the exercises. In adding, the motivation-unit-performance association was moderated by leader efficiency. So as to, when units were grouped by discernments of leader efficiency, strong, optimistic correlations were obtained for units with the uppermost leadership ratings but not for units with Ð ° lowest ratings. Savell, Teague, and Tremble tested the connection among leader-follower characteristics. They reported that Ð ° positive association existed among the enthusiasm levels of leaders and followers and that the force of that association augmented as followers reports of Ð ° Leader’s overall ability also increased. (Tremble 1992) Organizational Level and Transformational Behaviors Bass (1990) argued that the principles of Ð ° transformational leadership apply to all organizational levels. Consistent with Ð ° argument, transformational research has Ð ° examined samples ranging from cadets at military institutes to executives and Ð ° world leaders. Potentially inconsistent with Basss (1985b) quarrel, though, is the deviation in results obtained across organizational settings. For example, Spangler and Braiotta (1990) reported that transactional scope was slightly more strongly correlated with audit committee efficiency than were transformational features. In this framework, monitoring mistakes and satisfying accuracy may have been essential for leader recital. As such, lively management by omission and dependent reward predicted recital as powerfully as did transformational actions. Spangler and Braiotta as well found that active, management by omission was as powerfully connected with the transformational scales as those scales were connected between one another. In difference, Howell and Avolio reported that active management by omission was unconstructively connected with unit recital and transformational leadership in monetary institutions.   (Bass 1986) How to report for these unreliable effects is not overall clear. Relationships among leaders and followers vary crosswise organizations. As leaders move on in organizations, they grow carefulness and authority, use less time intimately supervising followers, and take on broadened responsibilities. Crossways levels, followers frequently vary in status, carefulness, independence, and promise. In adding, the progressive understanding and training conventional by organizational personnel might generate diverse expectations between junior leaders, more senior leaders, and followers about actions that comprise suitable leadership actions. Therefore, the unreliable effects obtained for transformational and transactional behaviors could reproduce a number of issues, together with the suitability of a single-form device, for instance the MLQ, for recitation variations across levels in leadership roles, in function relationships, or in contexts. (Bass 1986) Though the connotation of leader actions and of follower prospect concerning that behavior might modify crosswise organizational levels, the regularity of precise types of behavior might also vary. Kuhnert and Lewis explained that adults are extra liable to connect in transformational behaviors after they have attained advanced stages of ethical growth. Behind this outlook, increased transformational behavior (but not essentially transactional behavior) was originated for other senior Army leaders (Bass et al., 1987b). On the contrary, transactional behavior was originated to typify victorious cadets all through their pre-commissioning preparation and learning at a state military college. Contrary proof was obtainable by Lowe et al. (1996), who completed in their meta-analysis that transformational leadership did not considerably vary as a purpose of organizational level. (Bass 1996) Our current National Security Strategy (NSS), National Military Strategy (NMS) and existing Army force structure were ill conceived for the future of the Army. As a result of the Bottom-Up Review (BUR), the Army was right sized and structured to meet the requirements to fight and win two major theater wars (MTWs). However, this force structure was never intended to support current deployment levels for military operations other than war (MOOTW). In fact, the BUR warned that, Protracted commitments to peace operations could lower the overall readiness of US active duty forces over time, and in turn, reduce our ability to fulfill our strategy to be able to win two nearly simultaneous major regional conflicts. Increased MOOTW deployments such as Somalia, Haiti and Bosnia have driven the Armys operational tempo (OPTEMPO) to historically high levels. As prophesied by the BUR, the Armys overall readiness is declining. Moreover, given our current NSS, a turbulent international community ripe with MOOTW opportunities and continuing fiscal pressures, it is unlikely the Army can expect a reduction to OPTEMPO in the near future. In short, the Army is faced with a strategy and force structure mismatch. To compound this mismatch, the Army faces another pressing problem in its responsibilities to support joint war fighting. As joint war fighting doctrine continues to evolve and improve, deficiencies concerning critical missions such as rear area protection of the joint logistics and sustain base and the need for a war-termination force have surfaced (US Department of Defense, 1995, pp.1-9). These unique Army missions pose a difficult challenge. How can the Army correct these joint war fighting deficiencies in an environment that already overtaxes its capabilities and resources? Late in the Cold War, the Armys strategy for using its Reserve Component (RC) forces was totally different from todays. Born of the joint vision of General Creighton Abrams and Secretary of Defense Melvin Laird, the Total Force concept was embraced by an Army all too aware of the problems created by not using significant RC forces in either the Korean or Vietnam Wars. The Armys overall readiness is declining. Moreover, given our current National Security Strategy, a turbulent international community ripe with opportunities for military operations other than war and continuing fiscal pressures, it is unlikely the Army can expect a reduction to OPTEMPO in the near future. In short, the Army is faced with a strategy and force structure mismatch (1993). It is time to abandon the conflict between the active Army and Army National Guard (ARNG) over Guard readiness and look at ARNG maneuver unit utility from a new perspective. The search for a new paradigm properly begins by considering the connection between readiness and risks. Reserve Component (RC) units cannot attain the readiness levels of equivalent Active Component (AC) units in 39 days of yearly pre-mobilization training. Therefore, some degree of risk will always be associated with early deployment of RC units. The key question is: how much risk is acceptable? If the risk of deploying ARNG maneuver units early is within acceptable limits, the Army could benefit greatly. (Bass 1996) The decision to deploy these units meant that the Army was accepting some degree of tactical risk that units could not perform some of the missions for which they were organized. Even during the defense build-up in the mid-80s, the Army maintained its strategy of early deployment of RC maneuver forces. In a security environment of high threat and increasing resources, the Army was willing to accept the tactical risks associated with deploying these RC units (Noyes, 1995, pp.8-9). Today, the Army faces no peer competitor such as the massive Soviet Army, just a small group of ill-trained, ill-equipped regional armies. Army and joint capabilities for precision deep attack of enemy forces have revolutionized the ground combat concept of battle space. No longer must the enemy be reduced in a desperate fight by maneuver elements along the forward line of troops (FLOT). Deadly surface and air joint operational fires, many miles away, can now reduce enemy maneuver units from the FLOT. Although resource constraints have reduced the active Armys relative maneuver combat power by nearly half since the RC units cannot attain the readiness levels of comparable AC units in 39 days of yearly pre-mobilization training. Therefore, some degree of risk will always be associated with early deployment of RC units. The key question is: how much risk is acceptable? If the risk of deploying ARNG maneuver units early is within acceptable limits, the Army could benefit greatly. (Waldman et al 2001) In November 1999, US Army Chief of Staff Eric K. Shinseki directed the US Army Training and Doctrine Command (TRADOC) to undertake a comprehensive review of the Army force structure. In response, the TRADOC commander, General John Abrams, began developing a brigade-sized force capable of rapid deployment, yet with the staying power of the current heavy force (1993). This force would have to be able to respond to the growing number of peacekeeping and small-scale conflicts, as well as, facing the problems of nontraditional threats and the likely hood of terrorist threats. The Army today is built on a heavy force and a light force. The heavy force has the necessary firepower and sustainability but require too much time to deploy. The light force can deploy quickly, but lack the power and sustainability to remain for extended periods of time. (Waldman et al 2001) Under this new transformational plan, there would be a combat force comprised of elements of the active Army heavy and light forces, along with, elements of the Army National Guard and Army Reserve forces. This would provide a mix of forces that could deploy fast, pack the necessary combat power, and be able to sustain contact for an extended period of time without direct support. It would also provide our part-time soldiers with the necessary additional training to sustain their combat readiness and confidence. This will bring the armed forces to the realization of an Army of one. As we can see from the events of today, that the conventional Army of the past is no longer the Army of the future. The forces have to be ready to react to any possible action or conflict that may arise. Terrorism is an entity that has a broad hand. The multitude of the armed forces has had to come together to provide the necessary force to not only fight abroad, but to secure to home front from attack. The part-time soldier has stepped up in this new transformational Army to take to job of homeland protectors while the specialized forces have taken on the challenge of rooting out the evil. Did the US Army Chief of Staff Eric K. Shinseki have a premonition of the events that unfolded over the last few months? He may or may not, but the fact is that he new that the Army of old could not fight the battles of the future. Transformation was inevitable, and he was the man to see the emerging trend of modern day warfare. Present The observations illustrated above show how far the Army has come in the past 15 years concerning civilians in the Total Army. The new FM 22-100 is the latest indicator that the Total Army must depend on all its components in performing todays missions.   The Army is smaller today than at any time since before World War II and it continues to downsize. In less than a decade, the Army reduced its ranks by more than 630,000 people, closed more than 700 installations and changed from Ð ° forward-deployed force to a Continental United States-based, power-projection force. The number of deployments in that same period increased by 300 percent accordingly, missions were realigned and force structures changed. The bottom line is that DACs have assumed responsibilities in the Total Army that were not even envisioned a couple of decades ago. The Army simply cannot mobilize, deploy or sustain itself without its civilian component. The old ways of doing business do not work anymore. The outdated paradigms that endure about DACs should be revisited. DACs roles, responsibilities and leader challenges are in constant flux. Emphasizing the need to develop civilian leaders for positions of greater responsibility, Reimer stated, We cannot leave the development of our civilian leaders to chance. The development of civilian leaders starts with the accession and training of interns. We must hire the best and train them to meet the challenge,; of the 21st century . It is important that we continue the emphasis on professional development for all civilians through the executive level. (Waldman et al 2001) It was only a little more than a decade ago that the Army began providing progressive and sequential competency-based leadership training for civilians through the Center for Army Leadership (CAL), Fort Leavenworth, Kansas, and the Army Management Staff College, Fort Belvoir, Virginia. Before the mid-1980s, a career track comparable to those for officers and noncommissioned officers (NCOs) did not exist for DACs. Historically, the career program functional chiefs for about 25 percent of DACs who were in career programs determined their technical requirements. Supervisors determined the appropriate training for those not in career programs. Not enough attention was given to identifying civilians with potential for advancement or systematically determining the skills needed to prepare high-caliber individuals for progressively more responsible leadership roles. In essence, leader development for DACs was not a consideration. (Tremble et al 1997) The difficulty of creating a civilian training program was compounded by the fact that civilians enter the federal work force at various levels based on their qualifications for specific jobs, rather than at a single point as officers and enlisted personnel do at the start of their careers. An individual is hired with a presumption of having the training needed for the position he is to occupy. Additional training is provided only after finding that the person needs to enhance the skills required by the job. Bringing such a person to a high-performing level in a reasonable amount of time is a tremendous challenge for any commander or leader. Historically civilian training does not compete with military training for resources. The Army has made considerable progress in the past 15 years in modernizing civilian personnel management. Programs such as the Army Civilian Training, Education and Development System (ACTEDS) and the Total Army Performance Evaluation System (TAPES) have eliminated many of the earlier systems complexities, resulting in some civilian developmental programs more closely resembling those for officers and enlisted personnel. ACTEDS provides a career progression road map for developing and training civilians from entry to senior level. The development of civilian leaders, like that of their uniformed colleagues, is a blend of institutional training, operational assignments and self-development. The Civilian Leader Development Action Plan provides similar frames of reference as plans developed for officers, warrant officers and NCOs. ACTEDS specifies training in two areas: professional technical career training and leadership and training. There are some underlying concepts that are common to all three courses. The content in each course is embedded in the Armys leadership doctrine and values. Participants experience leadership in its purest formexperience being the operative word. Experiential learning permeates the course from the moment class begins and continues until the participants depart. CLTD courses are the only ones the Army offers that employ experiential learning. Adults learn better if they experience a situation rather than simply hearing about it from others. In experiential learning, everyone in a situation has his own personal experience. Human nature being what it is, no two experiences are exactly the same because of individual backgrounds, prior experiences, biases, values, beliefs and attitudes. Once the common experience is complete, participants examine the varied perspectives in the group and look at why those different views exist. Through discussion, participants begin to discover the factors that came together to create the behaviors others saw. They consider the lessons they can take away from the experience and then examine possible new courses of action. Through this process, greater and deeper understanding develops, trust grows and teams build. (Kane Tremble 1994) The focus is on how people work together, as contrasted to what they may be working on. Participants examine how the group made decisions and how those decisions affected members commitment to the final product, how conflicts were resolved, how people communicated with one another and how groups dealt with common issues or problems. In doing this, the participants learn more about themselves and others. Many opportunities arise throughout each course for participants to discover how influential they can be with other members. They live the Armys values and come away with a real understanding of those valuesnot merely slogans that are little more than bumper stickers. They polish influential communication skills and gain a better understanding of their individual strengths and the areas where they may want to change. Opportunities abound for those who desire to practice new behaviors and receive feedback from others in the group. They also examine the choices they have in their lives, which often yield surprises. If individuals see that they are empowered to influence their own behavior, then they can do a better job of influencing and motivating others. Leaders also learn how to diagnose the culture in their organizations, develop visions for their organizations and lead change. Class participants learn what works for them personally and do not simply take home cookie-cutter recipes for leadership. Condition: Peace and War The previous debate was concerned mainly with serving leaders comprehend how the leadership equation develop as Ð ° leader moves from strategic leadership to superior levels. As Ð ° general rule, the wartime mission is more serious and Ð ° result of breakdown takes on Ð ° potentially disastrous consequences. Therefore, the arrow under the assignment column is considerably bigger than the other arrows. A unit that breakdowns to convene its peacetime tasking might ruined an operational readiness inspection (ORI) or acquire a commander fired. Over time of Ð ° war, the mental state of followers takes on superior meaning since terror complicates their aptitude to execute. Leaders have to take this aspect into reflection when transitioning from tranquility to war. To recompense for fear and the superior significance of mission achievement, leaders might understandably turn out to be more demanding.   In case we deduce too much from the above case, we would propose that a demanding style is not Ð ° routine response to a battle environment. Under usual conditions, a leaders style wont transform simply as the bullets are flying. It depends on the circumstances and the leader. If one has never individually practiced combat, one cannot recognize in what the difficulties continuously mentioned actually consist, nor why a commander should need any brilliancy and outstanding skill. . . . Everything in war is straightforward, but the simplest thing is not easy. The difficulties build up and end by producing Ð ° kind of resistance that is unthinkable if one has experienced war, Ð ° last war versus peace related issue should be addressed at the present. As we change to a more follower-oriented, empowering leadership model in peace for example TQM, there are possible pitfalls for us when busy in battle operations. The basic principle of essential training over the years has been to smash down the individuals civilian mind-set that is obviously opposed to subsequent potentially life-threatening battleground orders. In place of the inhabitant mind-set, we replacement military discipline throughout fundamental training, an automatic compliance to Ð ° strict leadership style. The objective of Ð ° QAF is just the contradictory. It seeks to move authority from the leader to subordinates and to Ð ° solicit ideas and insights from followers in a very friendly, benign atmosphere. How will the methodically indoctrinated and empowered QAF follower react if the units control takes on a more despotic style during battle? This is a matter that prospect leaders, mainly at the unit level, need to address. (Spangler Braiotta 2000) Condition: Combined Leadership One more difference in the leadership equation that will turn out to be more and more significant in todays atmosphere involves the mixture of friendly forces. A single-service process is comparatively simple to organize since like-minded persons are concerned in accomplishing the task. Their communication is facilitated by an ordinary dictionary and a ordinary orientation to their exacting way of combating. One time we comprise members of an additional service, though, additional considerations and sensitivities require to be addressed. Differences in service doctrine and operational methods not merely aggravate working jointly but can have a harmful, even deadly consequence on operations. Additionally, inter service rivalries have intricate and will carry on to confuse mission achievement. The rivalry between Gen Douglas MacArthur and a admirals Ernest J. King/Chester W. Nimitz in the World War II Pacific Theater led to a less than best harmonization of operations. Alternatively, Army general Omar Bradley and an Air Force general Elwood R. Quesada worked fine jointly. The circumstances become especially multifaceted when allies are drawn in. Additionally to doctrinal and service mismatching, cultural and chronological differences complex efforts to organize joint operations. In an Airpower Journal article The Staff Experience and Leadership Development, Gen John Shaud noted that a likelihood of your contribution in a joint alliance staff in this post-cold war world has augmented by an order of magnitude. He served as a chief of staff for the Supreme Allied Commander, Europe (SACEUR) until lately and as of that skill made the following observation: On the alliance staff, as is the case with some new management position . . . my main assignment was to organize the activities of the workforce. . . . Additionally to what you might usually wait for that to entail, I originate that I also had to be a negotiator, diplomat, taskmaster, and cheerleader. I learned also that on the SHAPE staff (as well as on most coalition staffs), some of the most significant factors to be measured were appreciating intrinsic differences in culture and speech and possessing a solid intellect of history. Future Operating Environment Challenges and Recommendations â€Å"The Army is preparing today to meet the four types of challenges: Traditional, Irregular, Catastrophic, and Disruptive. To address traditional challenges, the Army is extending its mastery of major combat operations. It is maintaining the ability to counter todays conventional threats while preparing for tomorrows anti-access environments. The ability to prevail in major combat operations is a crucial responsibility and primary driver of capabilities development. Many capabilities required for major combat operations apply across the range of military operations. Those capabilities include: Strategic and operational mobility; Advanced information systems to support command, control, intelligence, surveillance, and reconnaissance; Precision weaponry; Force protection: and Sustain. The Army is broadening and deepening its ability to counter irregular challenges. However, because the Nation cannot afford two armies, the Army is meeting this requirement by increasing the versatility and agility of the same forces that conduct conventional operations. In many situations, the combination of traditional and irregular threats presents the most demanding challenges to military effectiveness. This combination requires soldiers and units able to transition between the operations required to counter conventional and irregular threats. Preempting catastrophic threats includes deterring the use of, or destroying weapons of mass destruction. It is increasing its ability to rapidly project forces and decisively maneuver them over both global and theatre distances. It is seeking minimal reliance on predictable, vulnerable deployment transition points (intermediate staging bases) or ports of entry. To prepare for disruptive challenges, the Army is maintaining and improving a range of capabilities, minimizing the potential for single point strategic surprise and failure. It is also developing intellectual capital to power a culture of innovation and adaptability, the Armys most potent response to disruptive threats. While preparing for irregular, disruptive, and catastrophic challenges, the Army is retaining its ability to dominate land operations in traditional conflicts. American land forces clearly occupy a commanding position in the world with respect to defeating traditional military challenges. The Army must retain a superior position, particularly in the face of modernizing armies that might challenge US partners and interests. Failure to maintain a qualitative edge over these traditional threats would promote instability and create vulnerabilities that adversaries might attempt to exploit. While technology will be crucial to achieving greater operational agility and precision lethality, the human dimension will continue to be the critical element of war. The soldier will remain the centerpiece of Army organizations. As the complexity of operations increases, well-trained, innovative, and disciplined soldiers and leaders will become more important than ever. Recruiting, training, educating, and retaining of soldiers is vital to maintaining land power dominance in all forms of conflict†.   (FM 1) Conclusion The research of Bà  ss, Burns, Kà ®uzà ¥s and Pà ®snà ¥ had one major preliminary task, then, was to assemble a list of behaviors that seemed to be critical. That list would be used in surveys and discussions with the study participants. While this study focused on division commanders, the requisite behaviors were typically relevant to any level of the organization, and discussions with participants, who ranged in grade from captain to lieutenant general, went beyond the exclusive behavior of division commanders. (As one indicator of the relative universal applicability of basic leader behaviors, an Army Research Institute study a few years ago on leader effectiveness in light infantry platoons showed many critical behaviors at that level were similar to those seen important for division commanders.) An interesting but not surprising finding from that exploration of previous studies was that certain behaviors kept surfacing as crucial to good leadership. There is no doubt that Army officers over the years have had a solid feel for what good looks like. While there are some differences of opinion on the relative importance among behaviors, there is remarkable agreement across grades and branches on which set of behaviors really make a difference. It is also important to note that in distinguishing good leaders from others, the distinction did not fall between leaders on one side, who focused on mission, and leaders on the other, who focused on people. Rather, it was how leaders approached mission and people that accounted for the perceived differences in the quality of their leadership. The team that created the study also recognized that operations in Iraq present an environment that epitomizes two fundamental challenges for leaders of all organizations: the need to attain immediate tactical success while maintaining the long-term health of the force; and establish the necessary centralized control to ensure integration of operating systems while encouraging and supporting the required initiative at subordinate levels. The study team eventually isolated 29 behaviors, derived from current leadership doctrine and the synthesis of prior studies. That preliminary list was further reviewed by a number of active duty and retired officers who had extensive leadership experience. An Army War College class and some scientists familiar with Army leadership principles and methods also helped to refine the list. The final list became one of the survey instruments used in the study. These 29 behaviors were seen as relevant and comprehensive by the 77 officers from the four divisions, who eventually participated in the study at their home stations within a few weeks of returning from OIF. To gain an external view of division mission accomplishment, two corps commanders and a deputy corps commander were queried about the combat performance of the divisions and the styles of the division commanders (individual or unit data was not specified in the report; subordinate participants provided survey input anonymously). In each division, the division commander, the assistant division commanders (when available), the chief of staff, eight members of the division staff, and from six to ten subordinate commanders completed survey instruments and participated in lengthy and wide-ranged discussions with study team members. These participants had observed the division commander during most or all of the divisions deployment to OIF. (Waldman et al 2001) The study report provided a number of conclusions and recommendations. The study concluded that we have a lot of impressive people in todays very busy Army! The study further concluded that we still have some development and selection work to do. In particular, we must have the interpersonal skills to gain trust and build the essential horizontal and vertical teams needed to take full advantage of the high level of tactical and technical competence that typically exists in our Army. Twelve behaviors, validated by officers returning from a combat theater, were selected as the most important factors in creating a command climate that supports operational excellence and motivating competent people to continue their military service. These behaviors, referred to in the study as the Big 12, also best differentiate between good and poor leaders. Note that the criterion included both short- and long-term mission requirements: tactical success today; a strong Army tomorrow. Army doctrine should explicitly acknowledge that being a good manager is not the same as being a good leader. FM 22-100 and related publications ought to provide all officers and NCOs with textual resources to clearly articulate the differences between supervising, administering and creating leadership within their units, and they should suggest ways in which the skills and aptitudes that contribute to each of these complementary, but distinct, competencies can be independently trained and appraised. The Officer Evaluation Report and Noncommissioned Officer Evaluation Report and their governing regulations must also be modified to reflect leadership-management distinctions and provide means to separately evaluate performances in each of these areas. To determine pure leadership competency, in particular, serious thought should be given to incorporating nontraditional forms of assessment such as 360-degree evaluations into the rating process. Here, the observations of peers and subordinates are factored into the rated soldiers performance review. When properly interpreted, such data can be useful in matching the right person to the right job, as well as helping to focus leaders attention on truly serving their teams and organization, rather than just pleasing their boss. Impressive gains in performance and productivity are being reported by civilian companies such as Frito Lay and Intel, which have successfully merged 360-degree and similar assessment methods into their human resource systems (Champy). Armed with such tools and an expanded accent upon critical self-evaluation, those in command or other positions of responsibility can then more accurately identify strengths and weaknesses in their own personal inventory of people skills, as well as in the collective inventory of their staff, and make appropriate adjustments. Finally, the importance of participative, emotionally engaged followers in the leadership process can hardly be overstated. Because all military leaders are also followers in some context, leadership doctrine must explicitly consider the characteristics of effective followers and instruct leaders how best to forge and encourage them at all levelsfrom the fire team on up. Creating wide parameters within which followers may exercise judgment and make decisions, exploring/aligning the personal goals and values of soldiers with those of the organization and providing meaningful, responsive incentives to excel must be stressed as critical leadership tasks. When effectively executed, these musts will combine to create teams with genuinely shared vision and commitment, operating via an influence connection between leaders and followers that transcends the tacitly coercive nature of military relationships. In this way, authentic leadership will underpin effective command in our Army, attracting and retaining the high-quality soldiers so vital to future operations. (Waldman et al 2001) References Bass, B. M. (1985a). Leadership and performance beyond expectations: New York: Free Press. Bass, B. M. (1985b). Leadership: Good, better, best Organizational Dynamics, 3(3), 26-40. Bass, B. M. (1990). From transactional to transformational leadership: Learning to share the vision. Organizational Dynamics, 18(3), 19-31. Bass, B. M. (1996). A new paradigm of leadership: An inquiry into transformational leadership. Alexandria, VA: U.S. Army Research Institute for the Behavioral and Social Sciences. FM 1 http://www.army.mil/fm1/chapter4.html Accessed, May 22, 2007 Kane, T. D., Tremble, T. R., Jr. (1994) the impact of leader competence and platoon conditions on platoon performance in simulated combat exercises (Tech. Rep. No. 1001). Alexandria, VA: U.S. Army Research Institute for the Behavioral and Social Sciences. Our Army at War Relevant and Ready http://www.army.mil/thewayahead/intro.html Accessed, May 22, 2007 Spangler, W. D., Braiotta, L., Jr. (2000) Leadership and corporate audit committee effectiveness: Group and Organization Studies, 15, 134-157. Tremble, T. R., Jr. (1992) Relationships of leadership competence with leader and unit performance effectiveness (Res. Rep. No. 1625). Alexandria, VA: U.S. Army Research Institute for the Behavioral and Social: Sciences. Tremble, T. R., Jr., Kane, T. D., Stewart, S. R. (1997). A note on organizational leadership as problem solving (Res. Note No. 97-03) Alexandria, VA: U.S. Army Research Institute for the Behavioral and Social Sciences. Waldman, D. A., Bass, B. M., Yammarino, F. J. (2001). Adding to contingent reward behavior: The augmenting effect of charismatic leadership: Group and Organization Studies, 15, 381-394.

Application Of Industrial Organizational Psychology

Application Of Industrial Organizational Psychology Application of Industrial/Organizational Psychology Two types of psychological schools include ones that are cogent, and others that are applied. Industrial psychology is an applied field of study. The basic premise of industrial psychology is the utilization of certain methodologies and other hypotheses to prevail over the problems in other areas of study, such as in businesses, corporations, and many more (Marks Murray et al., 2005). Different researchers have different meanings applied to the concept. For example, Blum and Naylor (1968) define it as simply the application or extension of psychological facts and principles to the problems concerning human beings operating within the context of business and industry (Milton et al., 1968., p. 4). Industrial psychology helps explicate which theories or types of motivation there are, as well as why certain categories of motivation are chosen. MY NEWLY-ACQUIRED UNDERSTANDING, APPLICABILITY OF THAT KNOWLEDGE, AND RESPECT FOR INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY Job Performance the Differing Types First, industrial psychology is nothing more than applying psychology to organizations and the workplace. In order to complete this successfully, one must scrutinize and look into how actions and mentalities can be more efficient via genuine processes of hiring, better curriculum in the training, and improved facets of inquiry (Building Better Organizations). I believe job performance amongst others I will discuss is one of the key aspects to an organizations success or failure. Performance is done at all levels, from the entry-level workers up to the top executive officers. How well one does his or her job (job performance) could either wreak havoc or produce effective results for a company. Job implementation and its accomplishments by workers performances is a very critical facet that can relate to organizational actualizations and even positive outcomes. Campbell (1990) devised one of the more accepted performance theories. Performance is something an individual actualizes. Second, we have adequacy. It is another facet alike which is explicated as the crux of a precise malleable phenomenon of performance, efficiency, and productivity. Industrial drive serves a bold part in achievements and success in those achievements. The key point is that performance in terms of ones job has to be germane to the desired goal. Thus, attainment is mutually exclusive to activities where intentions are dissipated in accomplishing incidental goals and desires. The last portion of job performance I will focus on is multidimensionality. Job performance is not a sole unipolar construct. Lots of employment opportunities, where each individual accomplishment standards are required. Thus, actualization in terms of ones job is conceived as a dimension with lots of variables. This facet is made up of more than a single type of behavior (Campbell, 1990). Work Motivation: One of the Key Factors in Organizational Success and Expansion There is no doubt that motivation is one of the most potent weapons in an employees arsenal. Motivation is what drives one to work harder, smarter, or just do the bare minimum. Reasons for one being motivated to do something is through obtaining a desired reward, such as food, money, materialistic things, goals, etc. However, Geen (1994) has noted that motivation for an action by a person may also be because of less-obvious explications, such as altruism or ethics. Furthermore, Geen (1994) postulates that motivation points out to the start, direction, thrust, and perpetuation of the behavior of people in any setting. Types of Motivation: General Specific Many types of motivation exist in the workplace and in every other organization one may be helping and working for. Three general types of motivations are physiological, cognitive, and social motivation. Physiological motivation is explained by a drive to eat, have sex, sleep, etc. Cognitive motivation is more about achievements and aspirations. Social motivations, mostly uncommon or rare, have to do with affiliation motivations. There are also two types of motivation that are termed intrinsic and extrinsic motivation, which are integral to understanding the full-fledged plethora of knowledge regarding how motivation plays a key role in organizations. But, there are specific types of motivation that underlie these general modes of motivation that need to be addressed. The first specific type of motivation that I will discuss is the achievement motivation. Accomplishment motivation is the will to obtain and reach a certain goal or goals (Shah Shah, 2010). One with the ambition to succeed desires aspirations ultimately reach achievement. There is also motivation by affiliation. Motivation by amalgamation is an inner drive to come to life with people in terms of a gregarious basis. These types of motivators are often given compliments for their outstanding working mentalities and the ability to work with others well. Competence motivation is a type of motivation which is generally looked that the persons ambition to do something well, paving way for the person to perpetrate in high valued work. Motivation in terms of power is one of the more popular types and has often been abused and misused (Abuse Facts, 2009). Indeed, Abraham Lincoln once said, Nearly all men can stand adversity, but if you want to test a mans character, give him power. Receiving power will release everything you need to know about a person. Is he or she using the power for the better of customers and employees? Is he or she using it arbitrarily in improper ways? The good thing about the motivation for power is that you can use the achievement motivation technique to reach a powerful position and lead your co-workers in a benevolent manner. That is what I had to do when I reached the power of a supervisor in the Marine Corps. But I used the power to be able to look out for the welfare of my troops and to order troops to do humane and logical things. I never abused it. The fifth motivation type that is common and involves a lot of psychological methodologies is the attitude motivation. It is how individuals contemplate and feel emotionally. We are talking about ones self-image of ones self. The sixth motivation type is extremely common and perhaps the most common, which is the incentive motivation. Such persons do things-like high quality work-in order to obtain an award. It is much like B.F. Skinners operant conditioning. Car salesmen work on this type of motivation because the more cars they sell, they are not only put in different positions with higher responsibilities, but they get more money because of it. Money is a big incentive award that almost everyone strives for. People need to pay bills, get food, and pay their mortgages to live under a roof. Hence, money, whether implicitly or explicitly, is a reward that every working person strives for. The only question is to what degree they strive for achievement to make money. Last, we have the motivation of fear. Abhorrence motivation forces an individual to behave against his or her will. Why is it so important? The job at hand gets done quicker and pleases the superiors, although the work may be far from adequate. Two types of instinctual drives for motivation include intrinsic and extrinsic. Intrinsic motivation is when people are enticed to participate in some bustle in the absence of any genuine transcendent motives, just like a hobby. Motivation that is the opposite of intrinsic is called extrinsic motivation. This occurs when an individual perpetrates in a bustle for a reward that materialistic and proves gains in the amount of lots of money. One last thing to note is that there are pluralities of roles at play which can alter the aftermath of motivation. For example, ones aptitude, commitment, intentions, persistence, fear of success, pre-ordained behavior, temptation, and being hungry all affect motivation. Theories of Motivation: Drive-Reduction, Achievement-Motivation, Interests Driven by Instinct, Hierarchy of Human Needs, Self-Control, the Goal-Setting Theory Since motivation is so diverse, yet integral to organizational psychology, numerous and diverse theories of motivation have been presented to explicate the suspicions of each and why one better explains workplace issues than the others. First, there is the drive-reduction theory. According to this hypothesis, as time goes on, the potency of the drive thrives as it is not met with satisfaction. Thus, when we finally do satisfy that drive by giving it what it wants, the drives potency is reduced. McClelland devised a theory where people need three basic things. Such things include the desire for arbitrary power, desire to actualize, and one of affiliation. A rather popular and generally obvious motivational theory has to do with people doing what interests them. If an individual has a potent likeness in one area, then coming to conclusive actualizations in that facet will be extremely strong, holding support relative to deriving conclusions in facets of fragile importance. An extremely lethal and well-documented motivational hypothesis was concocted by Maslow (1943) in what he calls the hierarchy of human needs. His so-called needs include security, civil, confidence, and the actualization of ones self. Next, there is the self-control theory of motivation. Psychological intelligence plays a key role in the self-control of motivation. An individual may be a genius academically, but may have no motivation or drive to implement and thrive on his abilities to certain jobs. Additionally, antecedents can be explicated like a frailty or desire that stimulates ones behavior, which can be directed towards a motive or an incentive. Such aforementioned drives are commonly known to derive from inside the person and do not dictate any outside influences to entice the behavior. Basic desires and needs potentially could be caused by one being hungry, which drives a person to eat. The goal-setting theory is quite interesting and has a powerful effect to it. This goal-setting theory is much like positive reinforcement. MY LIFE EXPERIENCE WITH APPLIED INDUSTRIAL/ORGANIZATIONAL PSYCHOLOGY Choosing the Right and Efficient Type of Leadership According to Locke and Latham (1991), leadership is organizing a group of people to achieve a common goal. (p. 131) Promulgating perceptions, hypostasizing connotations and the surrounding concocted ambience can be actualized (Richards Engle, 1986, p. 206). While serving in the Marine Corps, you start out as a robotic-responsive individual. As one works their way up by implementing their choice of leadership skills, one notices that the responsibilities get phenomenal. My experience led me to lead as an environmental leader, which is quite unique because you are not selfishly in control of everyone with any questions asked. Carmazzi (2005) argues that the ambiance who maintains a leader is the individual who holds favor to a certain group or other type of environment to dictate the ardent and psychological conception of a persons rank in that specific community. Unlike the other many leadership types, I was drawn to be an environment leader because I could utilize culture to motivate my troops and people, as well as preparing them to become leaders in all areas. But this style of leadership is dependent on creating an educational phenomenon, in which communities could learn interactively the basic psychology of group dynamics from one another within the culture. But this leader must also have a strong knowledge base with psychology. This type of leader must understand psychology, certain languages, in order to sway into the path which citizens of the community were inspired by to do what is expected for the good of the whole. An environment leader believes in leadership through cooperation, not sole arbitrary power. While serving in the military, I realized how important technology and social networking were to meeting peoples individual emotional needs outside of the workplace. But this did not mean that it negatively or positively affected the way they would become leaders or followers. In order to keep up with this transfer of knowledge, technology, and other information, I had to adapt as an environmental leader. As I progressed and took initiative on how to effectively lead in variable environments, I realized that each person has various environments that derive different aspects from their own sole, and each of these aspects is motivated by charging emotional perceptions within each environment. Not only did I have to create an algorithm through schooling and cognizance where people filled each others emotional desires and become more aware of when, and how they can alter personal and collective emotional excellence. Being an environmental leader, I accomplished this by knowing why people respond to their environment instead of acting intelligently. Being an environmental leader is nothing regarding altering the mentality of the group or individuals under you, but in the cultivation of your surrounding that brings out the prime results and inspires the people in that community. Negate the capability to sway others to do things they are not committed to, but rather to discipline a culture that thrives on the drive and even excites people to perform what is mandated for the benefit of all. Its all about success through cooperation, not by an arbitrary leader who dictates everything including making decisions on behalf of everyone. CONCLUSION Motivation has a lot of power in and of itself. Deciding which particular type or theory-or plurality of types and theoriesof motivation is a hard choice, but if you scrutinize enough, you can be an effective leader in an ethical way. Leadership is not just something that someone is born with. Relative to the aforementioned theories, types, and sub-types of motivations, one can effectively learn to use those types in order to be a good leader. I was never born a leader. I was always a follower. That is, until I joined the U.S. Marine Corps. But leading does not just entail an individual that leads. It is much more. It can be a plurality of employees or people that work together to lead for the benefit of all underneath them. Industrial psychology helps explicate which theories or types of motivation there are, as well as why certain categories of motivation are chosen by employees in the workplace.