How Female Characters In ‘The Accrington Pals’ Are Affected By The War

Discuss how female characters in ‘The Accrington Pals’ are affected by the war. Also comment on what sort of message Peter Whelan is making through these characters. You should discuss at least 2 characters in your essay. ‘The Accrington Pals’ is a play that follows the lives of those effected by the war; both and home and overseas. The role that the women played at home has often been underplayed within World War Literature so the play gives an alternative view of the women’s role.The female characters in the play are stuck in limbo; not free from war but at the same time not directly involved. Looking at the effect on these characters can show the impact that the War had on the country as a whole and gets across the message that the playwright, Peter Whelan, is hoping to portray. The war has affected women in many different ways and forces them to take on roles that otherwise would never have been done by women. Whelan makes it obvious that most of the women are not used to living a life without the men present.The majority of the conversations between Eva and Sarah are associated with the men. ‘There’s a bit about the pals at camp. ’ They are unable to have a conversation without the men being involved; this exaggerates their dependence on them. Before the men went away to war they were the main source of income and power in the women’s lives With the men away at war they are lost and they seek authority from the next best thing; May. May, the owner of the stall has taken charge in general.The other women look up to her and respect her, as they would a man. She has almost taken over the men’s stance as the authoritative figure. ‘Oh May†¦ I was just going to make the tea’ as soon as May enters the scene the other women, Eva and Sarah, stop frolicking and get back to doing something productive, which is exactly what May expects them to do. Later, the women discuss the fact tha t Jack Proudlove dies his hair. This massively shows what effect the war has had on those at home.Eva has now become more useful than her foreman; Proudlove and in an attempt to stay relevant he has resorted to dying his hair ‘so the bosses won’t notice’. The men at home are starting to feel threatened by women as their input is a necessity on the home front; the gender hierarchy is starting to break down. The female characters in The Accrington Pals make conscious efforts to ignore the actual war. ‘There’s a bit about the Pals at camp’ ‘There always is. Read me the funny poem.’Sarah diverts the conversation; she appears to want to stay blind to the events of the actual war. This may be as a way to help her deal with the heartache she is feeling whilst her husband Arthur is away at war. They use the humour in the poem as a distraction. Whelan portrays the women as growing figures in The Accrington Pals’ it is obvious how th ey are affected by the war but they don’t let it hinder them. Whelan makes a point of the men at home, one example being Proudlove, feeling threatened by the women’s growing place in society.

Criminal Justice Paper

In order to succeed at something so selective and challenging you must understand the cause and truly feel the duty it brings to you. Those that possess the characteristics for becoming a police officer could not do anything but be a police officer, its something you're born with and that you feel. It chooses you, you do not choose it. For many in this world the thought of crime scares them. It brings out the fear Of violence, drugs, and the images of some Of the worst places or scariest people this world has to offer. It gives officers of law enforcement it gives the Houghton of opportunity to make a difference.The times in which most run away, officers of law enforcement run towards. To be a police officer it is not about the paycheck, it is not about the power it gives to you over another citizen. Its the ability to make a difference and impact society, the ability to be a part of something bigger than yourself. Being a police officer is not something you chose to do; it is someth ing that chooses you. It's not just a job, it's a lifestyle, its not just a paycheck but a way of life, those that are destined to become police officers don't â€Å"turn it off' after their shift is over, hey don't call out sick, and they don't work regular hours.Police officers sacrifice; they sacrifice their time off, time with family and friends, but most of all they sacrifice themselves and their own well being for the good of those in which they vow to protect and serve, they sacrifice through every single way possible and in some cases they make the ultimate sacrifice. The life of a police officer is not for the faint of heart. It's not for someone who doesn't fully feel and know in their heart that there is no other profession or road of life they could be on other than that of an officer of the law.Ever since I was a child have been infatuated with the police and law. Remember as a child running around my grandparents neighborhood playing â€Å"reliever† with my fri ends and always wanting to be the team tasked with capturing the other kids, or riding our bikes around the neighborhood pretending to pull one another over and issuing fake tickets, sometimes even arresting each other and using the cheap plastic handcuffs from the drugstore to put the â€Å"suspect† into custody.One of my most vivid memories and the one I believe captured my attention to truly make me feel that coming a police officer was the life path I was destined to take was watching cops with my grandmother. I remember fondly sitting on my grandfathers lay-z-boy becoming instantly fascinated with the different traffic stops and dispute calls the police would perform. I remember every episode, I would become so engrossed with what was happening and the different calls the officers would go on that I would imagine was with them and going along as a fellow officer assisting in the arrests.Throughout my life, my opinions and personality changed. Every three years it seemed I was a totally efferent person than the one before, but one thing that always remained was that wanted to be involved in law enforcement in one way or another, I wanted to be a part of the brotherhood and to make a difference, I knew that had the ability both intellectually and integrity wise to get through law school and become a lawyer but knew from a young age sitting in an office wasn't what I wanted to do, I wanted to impact my community in a positive way through law enforcement, I wanted to be down on the street, in the thick of it. Anted to see and handle the crime and the thugs first hand; I wanted to be he face Of law enforcement. The characteristics of the job that made most people deflect away are what attracted me the most. The long hours, the threat of danger and adrenaline rushes, even the middle class pay grades, they all intrigued me and made me want this type of lifestyle even more.As I got older looked into law enforcement more and more and with much more scrutiny and detail, I heard the positives and negatives, the risks and the rewards, and the one thing that always stuck out in my mind was the fact that no matter what I heard or what learned about the career, never lost interest. I never became deterred, I always carried myself as someone who wanted a future career in law enforcement. While some of my friends got into trouble growing up and during high school I made sure to keep my nose clean.I always spoke to everyone with respect and a professional tone, I took my part time jobs seriously and I made good impressions on all those that I met. Felt, and still do feel, that you cannot make a leader, leaders are born. I firmly believe the same goes for police officers, you cannot take anyone and transform them into a police officer, you can only hope that those that possess the qualities of police officer realize their gift and pursue the career.This mentality has driven me to change myself physically, mentally, and it has also caused me to change the views of those around me. When I was younger and I brought up the fact that I would like to become a police officer my parents were not thrilled. They did not want me to spend my career in danger handling the worst people that society has to offer. They wanted me, like most parents, to become a doctor or lawyer, have a comfortable life both financially and personal safety wise. Knew that was better suited for being a police officer out on the street.I did not care about the money or social sacrifices I would have to make, but most importantly I did not value my personal safety over those that looked up to me, this I believe is a huge quality and characteristic of police officers, to wake up every day and know that you may have to lay down your life in order to protect a complete stranger, not everyone could do this. I learned that I possessed this quality during my years as a high school athlete, I played goalie for my high school lacrosse team.I played a different positi on prior to high school but my freshman year the captains came to the am and asked for someone to step up and play goalie, I was the only one in my class to raise my hand. In all of sports, a lacrosse goalie is ranked as one of the top 3 most dangerous positions because the solid rubber ball in the sport travels at a speed of 80 to 95 MPH. The goalie wears almost no pads other than a helmet, chest pad, gloves, and an athletic cup. Throughout a season a goalie suffers severe contusions all over their body and on top of this, they are the last line of defense for their team.The position is a high risk- low reward position. If the team wins, they overlook your saves and focus on he players who scored the winning goal but if you lose everyone looks at you for the amount of goals you let in. Most importantly the position is chaotic, hectic, loud, and fast paced and you need to make a decision quickly. The average goalie has . 2 seconds to make a decision during a game. Therefore you must possess the ability to think quickly on your feet, read, evaluate, and act on a situation extremely fast. This is a huge characteristic of a being a police officer. New that the position was not for everyone, if it was easy everyone would do it was my philosophy, did not question why no one else raised their hand hat day at tryouts but rather did the job knowing that others relied on me. The same applies for that of a police officer. Police officers don't consider the dangers of the job they do, the risks they take every day and the low rewards that come with the job. The greatest reward is something no one else can see, it's something you feel. It's knowing that you are part of select brotherhood of others that do everything they can, and then some, to make the world safer.There are many different forms of law enforcement in the world. I have chosen to pursue the route of a field officer, someone who goes out and tops crime first hand. I have looked at becoming a lawyer or someone who is a part of the processing aspect of law and the one field of law enforcement that speaks to me and attracts me above all others is that of a field officer, or police officer. I have said before that those that are police Officers do not know why they wish to be a police officer, they just know that it is something that has chosen them.I have looked at the different law enforcement agencies on all levels from federal to state to local. Have narrowed it down to two different possible agencies that am pursing and hoping to be employed tit, these are, the Federal Bureau of Investigation and the Delaware State Police. The FBI is on the federal level while the ADS is on the state level. Each have their own responsibilities, mission statements, duties, and specialized departments within. Before I pursue a career with either of these departments I am attending college and receiving a bachelors degree in â€Å"Criminal Justice†.After college commencement I will be enlisting in the United States Marine Corps Officer Candidate School and serving my country on the national level as a united States Marine Officer for 4 to 6 years of my life. I have chosen the Marines because they claim to be the best. Their motto is ‘The few, the Proud, the Marines†. This has always struck me in a positive, almost challenging way. Other military organizations ask you to join them giving you a list of opportunities and rewards they can give you.The Marine Corps challenge you to join them, they tell you what you can do for them and earn for yourself in the process, they offer the hardest and longest training process out of all the military services and, just like the ADS, they claim to be the best organization out there. Eve always wanted to be a part of the best unit can be. Always wanted to be the best of the best. Feel that there is no other option then to push yourself to the Max and to never Stop trying to get better at everything you possibly can. Eel that obt aining a college degree and becoming an officer in the Marine Corps will help separate me from others in the selection processes of both the FBI and the ADS. Both of these organizations have rigorous and intense selection processes taking on average at least a year to go through both select candidates for specialized training to transform them into effective and capable tools of law enforcement. Eel whole heartedly that the Marine Corps will help prepare me for the discipline and training will endure during the selection process and training periods of both the FBI and the ADS, should I be accepted into these organizations.The Federal Bureau of Investigation, FBI, is a federal police organization that focuses on neutralizing and preventing crime that are too large and diverse for police agencies on the local and state levels. Their mission statement is, â€Å"To protect and defend the United States against terrorist and foreign intelligence threats, to uphold and enforce the crimin al laws of the United States, and to provide leadership and criminal justice services to federal, state, municipal, and international agencies and partners. (Federal Bureau of Investigation, mission statement, 201 2) The FBI has numerous specialized units; in fact, it's safe to say that they are nothing but specialized units that all work together under one name and for the same cause, to protect the United States. The FBI has field units in security, SWAT, drug enforcement, national security, air security. They also have law units that investigate and chase down some of the country's worst criminals; they sometimes go global in order to track threats against the United States.You can be a linguist and handle language barriers, field agents, they also have a hostage rescue team. The FBI selection process is unbelievably intense there are seven steps to the process. There is the online application process which is the first step and gets your name in the system along with your accomp lishments and attributes. Then comes the written test portion which covers your situational judgment skills along with your logical reasoning skills. The second phase Of testing includes a written paper testing portion along with an interview from a anal of FBI board members.The next phase is a conditional letter which must be written by a member of the FBI board and approved, giving you permission to continue and take the physical testing portion of the selection process. This tests your ability to run in both a sprint and a timed mile run and do sit-up and pushup in timed fashion. If you complete and pass these qualifications you are submitted to go through a thorough background check by the FBI and if everything in your background check checks out you are submitted to go through a medical examination to see if you are in proper hysterical health to be an agent in the FBI.The selection process for the FBI is rigorous, in depth, and competitive. They select only the best candidates and those that they think will perform the job to the best of their abilities to help out the bureau in every way possible. The Delaware State Police, ADS, is a state level organization that specializes in the governing three counties in the state of Delaware. Unlike other state police agencies, the ADS not only patrol high ways and enforce traffic violations, they also handle all other police priorities that local police agencies handle as well.The average Delaware State Trooper on a typical day will handle traffic violations and answer domestic dispute calls. They handle crimes ranging from felonies to misdemeanors. The ADS have canine units, detectives, undercover units, scuba units, SWAT units, air units, and patrol officers. As a Delaware State Trooper you can be a part of any of these units as long as you apply and pass the testing for each. The mission of the ADS is, â€Å"To enhance the quality of life for all Delaware citizens and visitors by providing professional, compe tent, and compassionate law enforcement services. Delaware State Police, Mission Statement, 2012). Like the FBI, the ADS selection process is insanely rigorous and intense, it takes roughly a year to complete and over 1000 applicants apply and out of those, only 23 are selected to become Delaware State Troopers (Tap. 1st class Jewell, A. 2012). The selection process contains a written process after being accepted from an online application. Once the written process is done an oral board interview is conducted.If you pass that you are then submitted to the physical fitness portion of the selection process and tested on your ability to reform sit-ups, pushup, and a timed mile run. If you pass the physical fitness portion you are then submitted to undergo a polygraph exam and fill out a background investigation packet while also being investigated by the police department's investigation unit and interview teams. If all of this is completed and you pass, the ADS will decide on whether or not to admit you to the Delaware State Police Training Academy located in Dover, Delaware.In review of both of these organizations have decided that I will pursue a career with the Delaware State Police as primary career source and the Federal Bureau of Investigation as a secondary career source, as I reviewed and compared both of these organizations have sided with the ADS because of their primary cause which is helping make the community safer on more of a local and state level rather than focusing on a national level. Want to help the people in my community and perform the tasks and duties that are required of the Delaware State Police more so than the Federal Bureau of Investigations.I have failed to list the pay grades of both of the organizations as in my personal beliefs I do not feel that is important, in becoming a ember of law enforcement, such a police officer, it is not about the money. Police officers do the job because it is a calling, the fact that the job pays you is a bonus, police officers don't go into work because of the paycheck they go into work every day with the intentions of doing something good for the community and impacting it in a positive way, they chose this career not because of the pay but because they wouldn't be able to do anything else.If you hear the call Of law enforcement there is no escaping it, you must answer it and until you do so you will not feel fully and truly satisfied. This isn't just a bob but a lifestyle. As stated above, I plan on obtaining a 4 year bachelors degree in criminal justice and serving 4 to 6 years in the SUMS. I feel that taking this route before pursuing my career as a Delaware State Trooper will better prepare me both mentally and physically for my tasks as a police officer, as it will also help me standout in the selection process.I have also gone on multiple â€Å"ride-along† with the Delaware State Police and seen firsthand the day to day calls and activities of a State Trooper. Th is career has called me and I am in the process of answering it, one step at a time. Eve kept my nose clean and stayed out of trouble, I will not jeopardize myself and my future career with reckless behavior. â€Å"If it was easy, everyone would do it'- unknown, that quote sums up my entire attitude towards life, I choose to perform the jobs, duties, and tasks that most do not wish to perform. Eel it as my duty and a sense of guilt comes over me when I do not fully undergo and take down these tasks. Believe this is the mentality most police officers and those that have heard the calling feel. The undoubted need and want to help, they undertake the jobs that most would not. In times of peril it is the police, firemen, paramedics, and military personnel that run toward the danger. This is something that cannot be explained by anyone in any of these fields; it is something that is understood as special and unique to a certain breed of individual.Police officers don't question the thou ght of chasing an armed suspect down a dark alley, they just do. Firemen don't wonder why they go into a burning building as others run out, they just do. Paramedics and military personnel don't realize that they are saving lives by risking their own well being, they just do. The sense and feelings of being in one of these positions cannot be explained, many of times my parents, family members, and friends have asked me, â€Å"Tom why do you want to be a Marine? Or Police Officer? And every time I tell them the exact same thing, â€Å"If you have to ask me, you wouldn't understand†. No one besides a police officer understands why they do it, risk their lives for complete strangers for low amounts of pay, long hours, and low social rewards. They don't do it for any of the reasons above, they do it because it's their duty, it's who they are, and it's ingrained in heir blood and DNA The ability to be a police officer is a unique and special trait; it's not just a career but a l ifestyle.

Positive contributions of the Aged to the community

Group you have studied describe the positive contributions that the group makes to the wider community The Aged make various positive contributions to the community, many which go unseen. Although the Aged are perceived to be a burden to society due to the image in which society depicts, their contribution to benefiting those around them is unending. The Australia bureau of statistics defines the Aged as those who are 65 years and older.As this stage in the lifespan is usually associated with retirement and spare time the elderly find themselves giving back to he community through educating younger generations, participating in volunteer work and providing informal services by assisting in caring for young family. The Aged have much to contribute to the community as they have a wealth of experience and are able to pass on education to the younger generations. In doing so, they are positively influencing society and guiding them to be better people and to live their life to the fulles t.As young people aren't aware of the consequences of some of their actions, the Aged can contribute their knowledge on this aspect of their lives, which minimizes the risks that younger generations are faced with, and In turn prepares them for their future. Many elderly people also devote their time and knowledge to younger generations by being guest speakers at organizations and schools through sharing their experiences, knowledge and skills. This positively Influences and educates the community which leads to not only an Improved relationship between the Aged and society, but also provides guidance and support to younger people.One of the greatest resources that they provide the community with Is their time. Many Aged people devote their time to society by continuing to work, which contributes to the economic growth, or by participating In volunteer work. Once the Aged retire they find themselves feeling lonely and Isolate from society. In order to overcome this many turn to cont ributing to the community by doing volunteer work. Volunteer work has become Increasingly popular amongst the Aged as It provides the elderly with social Interaction with employees, and also those In the community.A study from the Australian Bureau of Statistics found that In 1997 older people spent round 30% of their working hours on unpaid volunteer work. The Aged also contribute to the community by participating In fund raising. Even though the Aged are usually characterized with qualities such as deteriorating health and Increased body aches they still manage to give up their time to the community and contribute to the economic growth. The Aged provide an Informal service by assisting with care for grandchildren and other young people. In today's society women are Increasingly focusing more on their careers Instead of child bearing.As this means that but others and fathers are spending more of their time on work, It proves to be very helpful to have the Aged to care for their ch ildren. This not only benefits the community but also allows the elderly people to collapse with their grandchildren and/or family. Positive contributions of the Aged to the community By Kristin minimizes the risks that younger generations are faced with, and in turn prepares sharing their experiences, knowledge and skills. This positively influences and educates the community which leads to not only an improved relationship betweenOne of the greatest resources that they provide the community with is their time. Contributes to the economic growth, or by participating in volunteer work. Once the Aged retire they find themselves feeling lonely and isolate from society. In order to Volunteer work has become increasingly popular amongst the Aged as it provides the elderly with social interaction with employees, and also those in the community. A study from the Australian Bureau of Statistics found that in 1997 older people spent contribute to the community by participating in fund raisi ng.Even though the Aged are usually characterized with qualities such as deteriorating health and increased to the economic growth. The Aged provide an informal service by assisting with care for grandchildren and other young people. In today's society women are increasingly focusing more on their careers instead of child bearing. As this means that but mothers and fathers are spending more of their time on work, it proves to be very community but also allows the elderly people to socialist with their grandchildren

Hotel and Resort Industry in Egypt Essay Example | Topics and Well Written Essays - 2000 words

Hotel and Resort Industry in Egypt - Essay Example According to Kanter (1995) such an action will not constitute an adequate response. This is so because success is based on an organization’s ability to create, rather than predict the future by developing those products that will literally transform the way the world thinks and view it self and the needs (Kanter 1995:71). Through an environmental analysis will understand how a firm’s competitive position is affected by different forces. More and more companies are engaging in corporate social responsibility reporting, which helps major stakeholders to better understand how the company interacts with its society. (Sacconi, 2004). This essay uses the PESTLE framework to analyse the hotel and resort industry of Egypt. There after, attention is shifted to another analytical model, the SWOT matrix. The PESTEL framework can only be used to look at the future impact of environmental factors and that this impact might be different from the past. Thus, an understanding of how the factors in the above framework may drive change is only a starting point (Johnson et al. 2006).There is a need for an understanding of the key change drivers and Looking at the PESTEL framework shown above one can observe that the hotel and resort industry of Egypt is affected by all the environmental factors in the framework. Under political the industry will be affected by both taxation and social welfare policies. Given the fact that consumer’s income is dependent on government taxation policies, it is evident that take home income might either increase or reduce depending on the taxation policies adopted by the government at anyone time. In addition, government spending is greatly affected by its taxation policy. The political environment of Egypt is very stable, though there are some opposition. Today Egypt is seen as an emerging economy in the Middle East. This has attracted

Clinical Issue Essay Example | Topics and Well Written Essays - 250 words

Clinical Issue - Essay Example ted to determine the level of â€Å"knowledge, attitude, and practice† on Coronary heart disease among females who were receiving outpatient specialist care. The research found that about three percent of the subjects smoked while 40 percent reported illness. A majority of the women identified smoking as a risk factor though only 20 percent thought of post menopause age as a risk factor. The women however reported an average rating of â€Å"knowledge, attitude and practice† at â€Å"55.6 %, 55.1 % and 51.1 % respectively† (Muhamad, Yahya and Yusoff, 2012). Emergence of the disease as a major killer and the level of ignorance on its rate and risk factors among women form the significance of the disease to call for research. The research article therefore relates to the national guidelines through evaluating effectiveness of national guidelines provisions. While the guidelines provides for control measures, the article measures achievements of the provisions (Muhamad, Yahya and Yusoff, 2012; Guidelines, 2011). Muhamad, R., Yahya, R. and Yusoff, H. (2012). Knowledge, attitude and practices on cardiovascular disease among women in North Eastcoast Malaysia. International Journal of Collaborative Research on International Medicine & Public Health. (4.1) 85- 98. Retrieved from:

Better understanding of quality costing or cost of quality can lead to Essay

Better understanding of quality costing or cost of quality can lead to process improvement, improved financial performance, and enhanced customer satisfaction - Essay Example The concept of Total Quality management as defined in the paper illustrates how theoretical understanding of quality costing may help explain the actions of industries in practice. The fast growing economy of nations in different parts of the world has reached a point where quality becomes just as significant as quantity. Pike and Barnes (1996) argue that the low wages of the employees are shooting and at one particular point in time they will no longer be able to captivate foreign direct investments. To be well prepared, many companies from different nations should aim at the quality already prepared today. However, the quality knowhow is still somewhat not understood by many people and by many industries (Crosby 1990). One way to ensure that it’s more concrete is by calculating quality cost. Lighter and Fair (2004) define Quality cost as a measure of how expensive it is for the organization to lack in quality in any possible way. This however, contradicts the Crosby’s (1990) statement of free quality. This shows clearly that quality is never free but may be cheaper in the long run. The concept of free quality makes it possible to understand quality costing and to put into considerations which areas should be prioritized in the quality development work (Horch 2003). This research paper makes an attempt to bring out vividly the quality of cost of different companies. Based on the argument of the calculated quality costs areas of improvement are suggested to the management. This case study brings out clearly that the company’s improvement efforts can be channeled to where they make the best use. Experienced significance and obstacles when using quality cost calculations to define a quality development work in industries are then outlined (Thorpe 2005). Dale and Plunkett (1999) confirm that the company’s quality maturity is always relatively low. For this reason the development suggestion

Analysis of Direct Cost Assignment Example | Topics and Well Written Essays - 750 words

Analysis of Direct Cost - Assignment Example This provision is both advantageous and disadvantageous in that the VectorCal Company will readily acquire iron and steel hence evading searching and high transportation costs. On the other hand, it will be harmful to the company if the steel and iron producing companies in the US decide to charge high prices of their products due to the absence of open markets to trigger competition, which will eventually lead to lower competitive prices in the industry. The other raw materials needed include magnets, cameras, sensors, and compasses that will provide information on nearby vessels or vehicles or other obstacles or hazards. Labor costs incurred will include payments to the engineers and experts involved in the construction of the drone navigation systems. Technological costs will include acquisition costs of inertial sensors, on-board electronics (the motherboard and the navigation board), embedded software (enables Wi-Fi communications, image processing, video data sampling etc.), velocity estimators etc. The technological component ensures efficiency and reliability of the drone navigation systems. Licensing fees of VectorCal Company will form part of the indirect costs. Other indirect costs likely to be incurred by the company include management costs, insurance payments, taxes to the US government, maintenance expenses etc. (Lupashin et al., 2010). DroneIn, company will operate in the same industry as that of VectorCal Company and hence will experience similar costs to those of VectorCal. The construction of the drone navigation systems is standard and this implies that the requirements are similar regardless of the company that constructs the drone systems. However, the only notable difference that will occur will be in terms of how each company will control its costs of production or manufacturing. For both companies, raw materials like iron and steel will be necessary because these are the core metals that are used in the construction

Do you believe that equity fund managers with a good knowledge of Essay

Do you believe that equity fund managers with a good knowledge of behavioural finance can consistently outperform the market on a risk-adjusted basis Give reas - Essay Example y tries to point out that as the fund managers receive information they react spontaneously and update their briefs as soon as possible and also explains that given their briefs they make choices that are normatively acceptable1. Whereas, behavioural finance as mentioned is a new phenomenon which points out areas that are more towards reality because it tries to explain investors’ or the fund managers’ decisions by application of models and tools that takes into account the irrationality of the investors; thus here, it tries to talk about what happens when fund managers do not update their briefs as quickly and also do not stay in the acceptable norms. The proponents of behavioural finance argue that use of traditional pricing or valuing techniques such as capital asset pricing models, dividend discount models, relative valuation models etc. does not always explain why the excess returns have been earned at the end of the day by the investors in the light of the efficient markets, thus suggesting that if investors were rational then these techniques would rightly project the prices and no security would have been traded excepting at their fair values. Whereas, behavioural finance attempts to points out the anomalies in the fair values and the decisions that fund managers make in the market. The flawed or the irrational human behaviour is a victim to the phenomena like herd mentality, contagion effect, loss aversion, extrapolation, hindsight bias and illusions of control2. Here emotional factors and intuition to a large extent are the decisive factors in trading. Some of the most likely occurrences that can lead to fund managers deviate from making rational decisions in the market include importance of playing safe compared to earning high risk significant gains and also following the herd versus relying on self. Fund managers when offered a sure shot amount compared to something that is doubtful are more likely to accept the sure amount and forego any larger

Where did the system fail CJ202 #5 Research Paper

Where did the system fail CJ202 #5 - Research Paper Example Keeping this sex predator on the street showed an incompetent decision the justice system made (Holmes, 1991, p. 29). The defendant had vital predatory traits towards small girls and should be put in prison for a long time span as possible to protect a girl child against sexual offence. After setting gardener free, a number of victims suffered sexual assault and further caused the death of other two young women. The justice system acts as a door of revolution for sexual predators. They would be legally permitted to reside within neighborhoods forcing the adjacent families to live with fear to fall as the victims of sexual offence and twisted aggression. The system fails by structuring lenient rules for sex offenders instead of harsh punishment. The sex offenders’ sentences would be shortened rather than life imprisonments. These offenders released back to the streets give them a chance to repeat their violent behaviors again and again (London, 1991, p.14). Freeing Gardener and later resulting Amber Dubois, and Chelsea king’s death set fears all over, and the world would be seen to be no longer safe. This imposed hard tasks on parents and institutions to guard the girl child against sex offenders. It is thus unusual and cruel punishment when the justice system leaves these monsters to walk freely and put children and women at a risk (McCarthy, 1991,

Contributions to Misunderstanding Psychology Essay Example for Free

Contributions to Misunderstanding Psychology Essay Rose (1992) has accused psychology of â€Å"Engineering the Human Soul† (p. 351). This is a very odd statement for a sociologist to make because science, whether hard or social, by definition, requires conclusions to be based on use of the scientific method. Alas, the hypothesis that there is a human soul is one that that the scientific method cannot address because there is no way to provide empirical evidence that either confirms or disconfirms it. Indeed, even the phrenologists Gall and Spurzheim (discussed below), who mapped the brain into areas controlling all sorts of human attributes, found an area for â€Å"spirituality† (Myers, 2004), but not for the soul. Rose is, however, in the company of a medical internist with a Ph. D. from Yale in physical chemistry, i. e. , Collins (2007, as cited in Snyder, 2007), who has claimed there is evidence that â€Å"moral law is implanted in our brains by God† (p. 6). Nonetheless, despite psychology being unable to engineer an entity for which there is no scientific evidence, one purpose of this paper is to argue that Rose (1992), along with other critics of psychological research, has failed to recognize that the continued influence of the studies of individual differences beyond the early part of the last century, mainly the development of tests to measure intelligence, i. e. , IQ testing, has not been on psychology, but on education. Indeed, later psychological research on intelligence and cognitive development has been largely ignored in education (Perlmutter Burrell, 1999). There is no disagreement that IQ testing had and continues to have a negative influence on education, but this paper addresses the waning of the influences of IQ testing within psychology itself not long after the development of these tests. What is psychology? Rose (1992) defined psychology as the study of individual differences, based on a â€Å"paradigmatic technique of . . . the psychological ‘test’ . . . (pp. 358-359). The goal of psychology, according to Rose, is â€Å"the isolation, intensification, and inscription of human difference† (p. 359). This definition is not the same as the one used in most textbooks on introductory psychology, where the discipline is defined as â€Å"the science of behavior and mental processes† (Myers, 2004). While psychological questions have been of interest from the time of the ancient Greek philosophers, psychology as a science did not develop until the latter part of the 19th century (Myers, 2004). Psychologists eventually conducted research in areas that began in other disciplines – and also came to be blamed for the wretched excesses of still other disciplines, notably education. In the early 19th century, phrenologists Gall and Spurzheim mapped out brain areas supposedly controlling attributes from acquisitiveness to sublimity and measured people on these attributes by feeling bumps on their heads (Myers, 2004). Despite the embarrassment phrenology caused scientists, late in the 19th century French and German neurologists, notably Brocca and Wertheimer, provided evidence of left-hemisphere dominance in tasks involving language (Deutsch Springer, 1997). They used autopsy findings of those who suffered language deficits following strokes to areas in the left cerebral hemisphere (the dominant hemisphere for more than 90% and 70% of right- and left-handed people respectively). These findings were followed by further research on deficits in spatial abilities following strokes in the right cerebral (usually non-dominant) hemisphere (Deutsch Springer, 1997). In the next century, researchers studied the performance of those who underwent a surgical procedure where the connecting fibers (the corpus colossus) between the two hemispheres were severed to control the spread of severe seizures (Deutsch Springer, 1999). Later research, using equipment such as evoked potentials, was conducted using samples from the general population. The research provided evidence not that only one hemisphere was activated during performance of most tasks but evidence that one hemisphere was more activated than the other, for example, in language comprehension, the left hemisphere is more activated, but the right hemisphere also is activated in comprehending the emotional, metaphoric, and humorous content of language (Deutsch Springer, 1997). Individual differences also were rare, for example, listening to music results in greater activation in the right than left hemisphere, except there is the reverse pattern for trained musicians (Deutsch Springer, 1999). However, the history of research related to the cerebral hemispheres is an example of psychologists falsely being blamed for the nonsense propagated by those in education that there were left- and right-brained people – and teachers somehow were supposed to adjust their teaching for their right-brained students (Connell, 1990). In outlining the history of psychology, introductory textbooks place its beginnings in Wundt’s establishment of a laboratory in Vienna in 1879 for the purpose of applying the scientific method to the study of human mental processes: â€Å"On a December day in 1879 . . . Wundt was seeking to measure . . . the fastest and simplest mental processes. Thus began what many consider psychology’s first experiment† (Myers, 2004, p. 4). However, those in other disciplines, such as Rose (1992), seem to believe not only that psychology began – and ended with the early work of those studying individual differences, but also that research in psychology actually is used in education. Individual Differences One important difference between the early work of neurologists on the human cerebral hemispheres described above and early work on individual differences is that the former research was based on beginning with basic or shared mental processes. Put another way, the law of parsimony is that main effects are studied prior to interactions (Kirk, 1995). The early work on individual differences in intelligence began prior to research on basic cognitive processing. Galton’s definition of intelligence (White, 2006) was based on an assumption drawn from Darwin’s evolutionary theory of the survival of the fittest, both between- and within-species (1859, as cited in Myers, 2004). Between-species, humans clearly are advantaged with superior intellect. However, if human intelligence had been defined as those characteristics that increase the probability of an individual’s survival, predominant attributes would be those related to the attainment of economic and political power. From the beginnings of civilization, world history has been a struggle for power, with members of prevailing powerful groups inhumanely dominating members of less powerful groups (Braudel Mayne, 2003), a concept perhaps best expressed by John Travolta in Saturday Night Fever as â€Å"everybody always has to have somebody to dump on† (Wexler, 1977). Being powerful certainly does enhance one’s chances of survival, but how did anyone reach the conclusion that power was related to what we usually think of as intellect?

Transformational Leadership Style And Organizational Culture Management Essay

Transformational Leadership Style And Organizational Culture Management Essay This quantitative research investigates the relationship between transformational leadership style organizational culture with organizational commitment and job satisfaction in National Oil Corporation in Libya. The literature supported the relationship between these variables and the relationship between these variables was investigated by different approaches. However, in the current study the researcher uses transformational leadership style which introduced by Bass as a independent variable and four types of organizational culture such as Clan, Hierarchy, Adhocracy, Market and which introduced by Cameron and Quinn in 1999 as a mediator variable, while the three dimensions of organizational commitment such as Affective, Normative and Continuance commitment which introduced by Meyer and Allen in 1991 and job satisfaction as dependent variables. The objectives of this research are Firstly, to determine the nature of the relationship between transformational leadership style with organizational commitment (affective, normative and continuance) in National Oil Corporation in Libya. Secondly, to determine the nature of the relationship between transformational leadership style with job satisfaction in National Oil Corporation in Libya. Thirdly, to determine the nature of the relationship between transformational leadership style with organizational culture (Clan, Market, hierarchy and adhocratic) in National Oil Corporation in Libya. Fourthly, to determine the effect of Organizational culture (Clan, Market, hierarchy and adhocratic) on the relationship between transformational leadership style with organizational commitment (affective, normative and continuance) in National Oil Corporation in Libya. fifthly, to determine the effect of Organizational culture (Clan, Market, hierarchy and adhocratic) on the relationship between tr ansformational leadership style with job satisfaction in National Oil Corporation in Libya. Lastly, to determine the nature of the relationship between organizational commitment (affective, normative and continuance) with job satisfaction in National Oil Corporation in Libya. To achieve these aims four instruments will use in this research such as Multifactor Leadership Questionnaire (MLQ) uses to test employee opinions about leadership style, Organizational Culture Assessment Instrument (OCAI) uses to measure Organizational Culture, (TCOCQ) Three Components Organizational Commitment Questionnaire uses to measure Organizational Commitment and (JSS) Job Satisfaction Survey to measure Job Satisfaction in National Oil Corporation in Libya. The pilot study asserted that these instruments were suitable for this research because the result of the Cronbachs alpha reliability coefficients for the transformational leadership style, organizational culture, organizational commitment and job satisfaction are more than 0.70. The nature of the data and the relationship between the method and the research objectives are considered as the basis for selecting the right statistical methods. Therefore, this study used what is relevant to the research question and framework. The statistical methods will be used in this study consist of Descriptive analysis, Inferential analysis, Correlation, and Multiple linear regression. The findings from this study will also provide some useful information of leadership style in oil sector in Libya to many researchers and managers with the opportunity to gain and enhance their knowledge in this field, and will be contribute building knowledge and an understanding in this field in National Oil Corporation in Libya insha Allah. CHAPTER ONE INTRODUCTION 1.1 Background of the study Libya is a member of the Organization of Petroleum Exporting Countries (OPEC) and holds the largest proven oil reserves in Africa. Libya has attracted hydrocarbon exploration since 1956, when the first wildcat oil well was drilled onshore in the Sirte Basin. Libya granted multiple concessions to Esso, Mobil, Texas Gulf, and others, resulting in major oil discoveries by 1959. The government dominates Libyas economy through control of oil resources, which account for approximately 95% of export earnings, 75% of government receipts, and over 50% of GDP. The National Oil Corporation was established in 1970. It dominates Libyas oil industry, along with a number of smaller subsidiaries, which combined account for around half of the countrys oil output. Figure 1.1the map of Libya describes Gas Pipeline, Oil Pipeline, Oil Field, Liquefied Gas Planet Oil Terminal (Oil Exporting harbor) and Petroleum refining which owned and controlled by National Oil Corporation in Libya. http://www.odysseydawn.com/libya-oil-map.jpg Figure 1.1: Map of Libya describes Gas Pipeline, Oil Pipeline, Oil Field, Liquefied Gas Planet Oil Terminal (Oil Exporting harbor) and Petroleum refining which owned and controlled by National Oil Corporation in Libya. Source: http://www.google.com.my/images (8-4-2011) National Oil Corporation is carrying out exploration and production operations through its own affiliated companies, or in participation with other companies under service contracts or any other kind of petroleum investment agreements. This is in addition to marketing operations of oil and gas, locally and abroad. NOC has its own fully owned companies which carry out exploration, development and production operations, in addition to local and international marketing companies. NOC also has participation agreements with specialized international companies. Such agreements have developed into exploration and production sharing agreements, in accordance with the development of the international oil and gas industry, and international petroleum marketing. The National Oil Corporation of Libya (NOC) is a state-owned company that controls Libyas oil and gas production. The company is the biggest oil producer in Africa. Its mandate was to endeavor to promote the Libyan economy by undertakin g development, management and exploitation of oil resources as well as by participating in planning and executing the general oil policy of the state. The Brega Petroleum Marketing Company, a subsidiary of NOC, was set up to carry out the marketing activities of NOC, and the marketing assets of all the foreign oil companies were nationalized. A point of that during the past four decades, the impact of leadership styles on organizational performance has been a topic of interest among academics and practitioners working in the area of leadership (Darwish, 1998; Sadler, 2003; Rowe et al., 2005; Gadot,2007; Yiing, and Zaman Ahmad, 2009). The researcher would like to examine how leadership style influences organization performance in Libya in (NOC). Rowe et al (2005) pointed out that the most prominent reason for this interest is the widespread belief that leadership can affect organizations performance (Jing and Avery, 2008). In addition, the creation of a state-owned oil company allowed Libya to follow in the footsteps of other oil-producing economies, where control of such a revenue-generating resource lay with the government. Soon after its establishment, NOC signed a joint venture agreement with the U.S. Occidental Petroleum involving production-sharing. In 1971, NOC arranged a processing deal with Sincat of Italy for refining oil products for domestic consumption, thereby providing a cheap supply of oil for internal Libyan consumption. A joint drilling company was formed with Saipem, a subsidiary of the Italian ENI, in early 1972. By April 1974, production-sharing agreements had been reached with Exxon, Mobil, Compagnie Franà §aise des Pà ©troles, Elf Aquitaine, and Agip. By using the surplus funds and technical expertise of the foreign oil companies, the problem of stimulating investment in exploration was resolved. In 1980, the Libyan Arabian Gulf Oil Company (Agoco) was established by NOC throug h the amalgamation of the Arabian Gulf Exploration Company, Umm-al-Jawabi Oil Company, and direct NOC exploration and production interests. NOC continued to make production-sharing agreements. In 2004, NOCs estimated crude oil output was 1.623 million barrels per day. The company hoped to raise its production to two million barrels per day by 2007. Figure 1.2 below shows the revenue of National Oil Corporation in Libya from (1999 to 2009). Figure 1.2: Libyas Oil Production (1999-2009) in million barrels per day Source: British Petroleum, BP Statistical Review of World Energy June (2010) This study set out to investigate whether there is an interrelation between transformational leadership style and organizational culture, and the effect of organizational culture on the relationship between transformational leadership style with organizational commitment and job satisfaction in the National Oil Corporation in Libya. In particular, our knowledge would benefit from an understanding of how leadership and organizational culture affect job satisfaction and organizational commitment. The study examines Libya National Oil Corporation in relation to leadership style in the organization. Thus, the study also would like to explore an organizational culture of the National Oil Corporation and finally how does leadership style in particular transformational leadership style may influence the National Oil Corporation progresses. The subject of leadership is interesting for many researchers. In addition, the continued search for good leaders has resulted in the development of many leadership theories (Mosadegh and Yarmohammadian, 2006). According to Oluseyi and Ayo (2009) Leadership is a central feature of organizational performance. This is an essential part of management activities of people and directing their efforts towards the goals and objectives of the organization. There must be an appropriate form of behavior to enhance performance. Leadership might be viewed in terms of the role of the leaders and their ability to achieve effective performance from others. In recent years, leadership has been studied in various ways, depending on the researchers methodological preferences and definition of leadership (Chen, 2002; Reuvers, et al., 2008; Gadot, 2007). Oluseyi and Ayo (2009) defined Leadership as the moral and intellectual ability to visualize and work for what is best for the company and its employees. Good management and effective leadership help to develop team work and the integration of individual and group goals. On the other hand, Kenny and Zaccaro (1983) suggested that leaders to be successful need a behavioral repertoire and the ability to select the right role for the situation. To do this, leaders need both cognitive and behavioral complexity and flexibility a leader needs the ability to perceive the needs and goals of a constituency and the ability to adjust ones personal approach to group action (Leban and Zulauf 2004). Therefore, Mosadeghrad et al (2006) pointed out that while there are several styles of leadership such as: autocratic, bureaucratic, laissez-faire, charismatic, democratic, participative, situational, transactional, and transformational leadership. Not everyone agrees that a particular style of leadership will result in the most effective form of organizational behavior. Different styles were needed for different situations and each leader needed to know when to exhibit a particular approach. No one leadership style is ideal for every situation, since a leader may have knowledge and skills to act effectively in one situation but may not emerge as effectively in a different situation. In contrast, Darwish (1998) pointed out that there is wide disagreement among scholars with regard to effective leadership style. For instance, Brozik (1994) argues that no one type of leadership style is the best in all situations. The leader, subordinates and the environment or the task determine the effectiveness or ineffectiveness of each style Kur (1995) believes that effectiveness in leading is directly related to the leaders way of thinking about him, subordinates, organization and environment. Likert (1977) argue that the participative style is more productive in any culture. In the last three decades many scholars had received increasing attention to two new paradigms called transformational leadership and transactional leadership where the interests of the study are. It added a new dimension to organizational studies, namely the visionary aspect of leadership and the emotional involvement of employees within an organization. The basic notion is that a visionary leader can create an impression that he has high competence and a vision to achieve success (Jing and Avery, 2008). According to Bass (1985) developed a theory of visionary or transformational leadership whereby the leader inspires and activates subordinates to perform beyond normal expectations (Jing and Avery, 2008). The study would like to examine this in National Oil Corporation in Libya. On other hand, Lowe et al., (1996) pointed out that there are four dimensions of transformational leadership style such as: Idealized influence or charisma, inspirational motivation, intellectual stimulation, and individualized consideration. (Bass et al., 2003; Piccolo and Colquitt, 2006), defined these dimensions for transformational leadership as follows: a. Idealized influence or Charisma is the degree to which leaders behave in such a charismatic way that followers identify with them. b. Inspirational motivation is the degree to which leaders articulate visions for the future that appeal to followers. c. Intellectual stimulation is the degree to which leaders challenge assumptions, take risks, and solicit followers ideas. d. Individualized consideration is the degree to which leaders attend to followers needs, act as mentors or coaches, and listen to followers concerns. Bass, (1985), Burns (1978) Leadership is considered a factor that has a major influence on the performance of organizations, managers and employees. More recently, researchers have focused mainly on the subordinates perspective and proposed two main facets of leadership transactional and transformational. This theory suggests that transformational leadership, more than transactional leadership, has a stronger positive effect on employees attitudes towards their job, their job environment, and ultimately affects their work performance. Oluseyi and Ayo (2009) pointed out that leadership is a central feature of organizational performance. This is an essential part of management activities of people and directing their efforts towards the goals and objectives of the organization. There must be an appropriate form of behavior to enhance performance. Leadership might be viewed in terms of the role of the leaders and their ability to achieve effective performance from others. On the other hand, Xenikou and Simosi (2006) suggested that organizational culture and transformational leadership have been theoretically and empirically linked to organizational effectiveness. During the 1990s a number of comparative studies on the culture-performance link showed that certain culture orientations are conducive to performance. Lok and Crawford (2004) pointed out that organizational culture can influence how people set personal and professional goals, perform tasks and administer resources to achieve them. Organizational culture affects the way in which people consciously and subconsciously think make decisions and ultimately the way in which they perceive. While other researchers has suggested that organizational culture can exert considerable influence in organizations particularly in areas such as performance and commitment. Bass (1985) said that transformational leaders frequently change their organizations culture with a new vision and revision of its shared assumptions values and norms. In a transformational culture, there is generally a sense of purpose and a feeling of family. Superiors feel a personal obligation to help new members assimilate into the culture. Assumptions, norms, and values do not preclude individuals from pursuing their own goals and rewards. In addition, Bass (1985) mentioned that transformational qualities lead to performance beyond expectations in organizational settings. A study of Ogbonna and Harris (2000) organizational culture and leadership finds that the two areas have been independently linked to organizational performance. A little critical research attention has been devoted to understand the links between the leadership and culture also and the impact that such an association might have on organizational performance (Ogbonna and Harris, 2000). Organizational commitment is an important employee attribute from the organizations perspective. Several studies have found relationships between high-commitment human resource policies and positive organizational outcomes such as productivity, quality, and profitability (Perryer and Jordan 2005). Organizational commitment has been studied in relation to employee performance there is still considerable controversy surrounding the precise nature of the relationship. While there is some evidence to suggest that organizational commitment is a mediating variable between leadership and performance. Consequently, studies that examine the complex relationships and interaction between these variables will be of value to management theorists and practitioners. Lok and Crawford (2004) said that organizational commitment and job satisfaction have received significant attention in studies of the work place. This is due to the general recognition that these variables can be the major determinants of organizational performance and effectiveness. A numerous of studies in the area of job satisfaction and organizational commitment have been asserted that leadership and organizational culture have significant impact on both job satisfaction and organizational commitment (Chen and Francesco, 2000; Mathieu and Zajac, 1990; Williams and Hazer, 1986). Lok and Crawford (2004) had the same result in his research which has been done to make comparative between Hong Kong and Australian managers the result confirms that organizational culture and leadership styles are important organizational antecedents of job satisfaction and commitment. However, the influence of national culture on leadership styles, organizational culture and their subsequent effects on employees job satisfaction and organizational commitment were not explored intensively enough in National Oil Corporation in Libya. To choose National Oil Corporation in Libya for the current study because Libya is a member of the Organization of Petroleum Exporting Countries (OPEC). It holds the largest proven oil reserves in Africa which make it as one of the most important oil-producing countries in Africa and in the world. Therefore, petroleum sector in Libya is very important sector which is like the backbone of Libyan economy. In this context, National Oil Corporation of Libya (NOC) is a state-owned company that controls Libyas oil and gas production. The company is the biggest oil producer in Africa. Its mandate was to endeavor to promote the Libyan economy by undertaking development, management and exploitation of oil resources as well as by participating in planning and executing the general oil policy of the state. In additionally, the study expected to offer some useful information of leadership style in National Oil Corporation in Libya, and hopes that this useful information can help to contribute building knowledge and an understanding in this filed in National Oil Corporation in Libya. 1.2 Purpose of Research Study The purpose of this study is to explore the relationship between transformational leadership, organizational culture, with job satisfaction and organizational commitment in National Oil Corporation in Libya. Cameron and Quinn (1999) pointed out that numerous studies report the most frequent reason given for the failure of planned organizational change was due to a neglect of the organizational culture. According to Schneider (2000) Organizational culture is a key to organizational success, and effective leadership is the means by which the culture is created and managed. Understanding organizational culture is an important activity for managers because it affects strategic development, productivity and learning at all levels of management (Twati and Gammack, 2006). The relationship between transformational leadership style and organizational culture was examined by some researchers such as Xenikou and Simosi (2006), who asserted in his study that organizational culture had direct impact on organization performance while transformational leadership had indirect positive influence on performance through its impact achievement orientation. This study showed that organizational culture mediates the effect of transformational leadership on performance. Therefore, the purpose of the study is to accept or reject the suppositions that there is a relationship between transformational leadership style organizational culture with job satisfaction and organization commitment in National Oil Corporation in Libya. Therefore, Yiing and Bin Ahmad (2009) pointed out that leaders behaviors have positive and significant relationship with organizational commitment. On the other hand, cultures have significant moderating effects on the relationship between leadership behaviors and organizational commitment. However, the main academic purpose of this study is to make a contribution in leadership field behaviors on culture and on organization behavior in the petroleum sector in Libya. 1.3 Problem Statement The oil sector is the most important sector in Libya. Libya is one of the most important oil-producing countries in Africa and in the world and that the interest in this sector is very important. Therefore, this sector needs professionals leaders who can achieve all the goals of both employees and organization. An organization short on capital can borrow money, and one with a poor location can move. But an organization short on leadership has little chance for survival (Darwish, 1998). A set of characteristics that help leaders to achieve the plans, programs, policies and strategy that have been developed and the advancement of their respective organizations. The most important of these characteristics experience, decision-making, knowledge and to deal with the environmental variables that may occur both within and outside the organization. The weakness of these skills and characteristics makes it difficult for leaders to carry out its functions and achieve organizations goals. Therefore, Chen (2002) found that transformational leadership behaviors have a slightly positive relationship with organizational commitment. While Harris and Mossholder (1996), pointed out that organizational culture stands as the center from which all other factors of human resource management derive. It is believed to influence individuals attitudes concerning outcomes, such as commitment, motivation, morale, and satisfaction. In addition, Bass (1985) have mentioned that demonstrates the relationship between leadership and culture by examining the impact of different styles of leadership on culture. He argues that transformational leaders frequently work towards changing the organizational culture in line with their vision. Similarly, Brown (1992) observes that good leaders need to develop the skills that enable them to alter aspects of their culture in order to improve their organizational performance. The leaders of National Oil Corporation have to know that organizational culture, organization commitment and job satisfaction are very important factors can help them to achieve the goals of the organization, and these variables enhance organization performance. In short, and based to what has been mentioned above, this study is trying to clarify the relationship between transformational leadership style organizational culture with job satisfaction and organizational commitment in National Oil Corporation in Libya. Which the researcher believes it does not exist in Libya National Oil Corporation. Specifically, the relationship between transformational leadership style organizational culture with job satisfaction and organizational commitment and how organizational culture effect the relationship between transformational leadership style with organizational commitment and job satisfaction in National Oil Corporation in Libya. The research questions are as follows: 1. Is there any relationship between transformational leadership style organizational commitment (affective, normative and continuance) in National Oil Corporation in Libya? 2. Is there any relationship between transformational leadership style job satisfaction in National Oil Corporation in Libya? 3. Is there any relationship between transformational leadership style with organizational culture (Clan, Market, hierarchy and adhocracy) in National Oil Corporation in Libya? 4. Does Organizational culture (Clan, Market, hierarchy and adhocracy) have any effect on the relationship between transformational leadership style with organizational commitment (affective, normative and continuance) in National Oil Corporation in Libya? 5. Does Organizational culture (Clan, Market, hierarchy and adhocracy) have any effect on the relationship between transformational leadership style with job satisfaction in National Oil Corporation in Libya? 6. Is there any relationship between organizational commitment (affective, normative and continuance) with job satisfaction in National Oil Corporation in Libya? 1.4 Focus and Research Objectives The overall objective of this study is to examine the role of leadership style in the National Oil Corporation in Libya. The specific objective in this study is to clarify the relationship between transformational leadership style with job satisfaction and organizational commitment while organizational culture is the mediate variable in the National Oil Corporation in Libya. The study expected to offer some useful information of leadership style in oil sector in Libya, and hopes that this useful information can help to contribute building knowledge and an understanding in this filed in National Oil Corporation in Libya. The breakdown of these objectives yields the following specific objectives: 1. To determine the nature of the relationship between transformational leadership style with organizational commitment (affective, normative and continuance) in National Oil Corporation in Libya. 2. To determine the nature of the relationship between transformational leadership style with job satisfaction in National Oil Corporation in Libya. 3. To determine the nature of the relationship between transformational leadership style with organizational culture (Clan, Market, hierarchy and adhocracy) in National Oil Corporation in Libya. 4. To determine the effect of organizational culture (Clan, Market, hierarchy and adhocracy) on the relationship between transformational leadership style with organizational commitment (affective, normative and continuance) in National Oil Corporation in Libya. 5. To determine the effect of organizational culture (Clan, Market, hierarchy and adhocracy) on the relationship between transformational leadership style with job satisfaction in National Oil Corporation in Libya. 6. To determine the nature of the relationship between organizational commitment (affective, normative and continuance) with job satisfaction in National Oil Corporation in Libya. 1.5 Rationale of Study Previous studies have examined the link between leadership paradigms and behaviors and have shown a positive relationship, none has explained the nature of this connection, and therefore, how and why leadership affects performance. Future research needs to address this deficiency. In sum, based on the above discussion, there are many problems and gaps in existing studies of the leadership performance relationship that need to be addressed before a clear picture of this relationship can be drawn (Jing and Avery, 2008). Therefore, the aim of this study is to investigate the relationship between transformational leadership, organizational culture with job satisfaction and organizational commitment in the Notional Oil Corporation in Libya. Therefore, the topic of leadership is very important to the organization performance and the entire petroleum sector. Leaders can set the direction of the organization and it is very significance issue can lead the organization to achieve their goals. To do this study in the Notional Oil Corporation in Libya because Libya is the one of the (OPEC) organization and this sector is very important which is like the backbone of Libyan economy. Therefore, organization culture influences organization performance and also the employees. Organization culture influence perceptions of employees towards investors of technology transfer. Additionally, try to add useful information to improve our knowledge for this field in Libya. 1.6 Significance of Study This study is important for several reasons, to make a positive view of transformational leadership style in the National Oil Corporation in Libya. To clarify the problems and barriers encountered in application of transformational leadership style programs in the National Oil Corporation in Libya in the context to the case included in this study. In addition, to clarify the role of leadership to improve organization performance in the National Oil Corporation in Libya and to what extent this leadership succeeded to achieve organizations goals. On the other hand, this study is an attempt to participate in and contribute to research resulting in knowledge increases. Assist scholars, and other researches in leadership field. The researcher achieved that the leadership style and organizational culture play a significant role to effect organizational commitment and job satisfaction in National Oil Corporation in Libya. In particular, how transformational leadership style and organizational culture can impact organizational commitment and job satisfaction in National Oil Corporation in Libya. Finally, the researcher achieved the nature of the relationship between all these concepts such as transformational leadership style, organizational culture, job satisfaction and organizational commitment in National Oil Corporation in Libya. 1.7 Definition of Terms 1.7.1 Leadership Leadership, like most other concepts in social sciences, has no single or unique definition. It has been defined differently by different authors. Leadership is defined as the process of influencing employees to work toward the achievement of objectives. While others defined leadership as a management function, which is mostly directed towards people and social interaction, as well as the process of influencing people so that they will achieve the goals of the organization. 1.7.2 Leadership Style Leadership style is the way to understand why leaders, faced with seemingly identical situations, use such different decision processes. Leadership style can be viewed as a series of managerial attitudes, behaviors, characteristics and skills based on individual and organizational values, leadership interests and reliability of employees in different situations. In the other meaning, it is the ability of a leader to influence subordinates to performing at their highest capability. 1.7.3 Transformational leadership Transformational leadership is grooms followers into future leaders by giving them freedom to control their behavior, elevates followers concerns from physical to psychological needs

Developing leadership after change in management

Developing leadership after change in management Explain in detail what you believe are the possible consequences of Sir Terry Learys Resignation from Tesco. Mr. Leahy stands out from other great CEOs in Europe because he has taken a business that was stalling and made it consistently outperform the entire sector. Hes done that while never being a celebrity. Hes always kept his feet on the ground.- George Cox, Former CEO and Chairman, Unisys Corporation (UK). The first thing you notice is that Terry has a completely different character to anyone else you know. That tells you that people who are successful dont have the same makeup as everybody else. In Terrys case, his approach is low key. He is sharp and much focused: he is very close to his people and he doesnt spread himself too thin. Above all else hes a very good leader.- Allen Leighton, Chairman of the Royal Mail Group. Introduction Background Sir Terry Leahy was born on the 28th of February 1956, in Liverpool. He grew up in the Belle Vale district in Liverpool where he studied at St. Edwards College and earned a management science degree (an Upper Second Class honours in Management Sciences) at the University of Manchesters Institute of Science and Technology in 1977. In his early life, Leahy briefly worked stacking shelves and washing floors in the London branch of Tesco during his school holidays, which could have played an important part in his decision to join Tesco after his graduation. Having lost to another candidate in his first application in Tesco, Leahy applied again and became a marketing executive in 1979. From the time when he joined Tesco, Leahy was identified as a capable and prospective employee who if developed could benefit the organisation. He was promoted 1981 as a marketing manager and from 1984 to 1986 held the position of marketing director for Tesco Stores Limited. He was later appointed as the commercial director of fresh foods in 1986; in 1992 Leahy was appointed to the board and finally became chief executive (CEO) in 1997 on the retirement of his mentor Lord MacLaurin (then CEO) who sought after appointing a successor to lead Tesco into the international market and increased its market share. Tesco was a follower of Marks Spencer and Sainsbury in terms of strategic market decisions but that changed when Leahy decided it is time to stop playing catch-up and start leading the UK grocery market through market knowledge and devising effective strategic plans. This change in focus led to the birth the Tesco Clubcard (loyalty program) and the Tesco Value lines both of which was a successful strategic plan and has been a key to the success of Tesco in the UK. During his era, Tesco has tightened its lead as the UKs largest retailer and has grown considerably locally and internationally with opening of stores in USA and China. In April 2005, Tesco announced a pre tax profit of  £2 billion with over  £37 billion in revenue. This proved that Tesco under his administration was too successful and growing too fast. Following his appointment to the Tesco board, Leahy has been awarded and recognised locally and internationally. In 2003, he was award Britains Business Leader of the Year and the Fortune European Businessman of the Year for 2004. In 2005, Management Today recognised him as Britains most admired business leader and was finally honoured with a Doctor of Science from Cranfield University on the 7th June 2007. Despite the fact that Tescos financial performance under Leahys administration had been exceptional, he was criticised on numerous counts, especially for the companys Human resource policies. The average wages paid by Tesco were among the lowest compared to others (Sainsbury and Marks Spencer) in the retailing industry in the UK. In addition, the wages were paid on an hourly basis and the time taken off for tea breaks was not included while calculating the total working hours. The company was also criticised for its radical policy on sick leaves, for examples, it refused sick pay to workers on their first three days absent from work. Regardless of the criticism, Tesco claimed that their worker were in support of such scheme because most were tired of covering for those who called sick. Furthermore, the company claims to have already seen a reduction in the amount of days taken off sick in the stores using the schemes, which were first introduced in Ireland. Another radical scheme is to offer more holiday allowance to workers but reduce it every time a worker takes a day off sick. Tesco believes that such scheme would discourage workers from taking more sick leaves, hence improve their performance and contribution to the company. However, many workers union association condemned these schemes, claiming that it does not motivate or improve employee morale. The company was also criticised for its planned movement into the organic food market. Many organic food watchdogs question whether the supermarkets policy of sourcing their organic products from large industrial-style farms, who are only attracted to organics because of higher profit margins rather than ethics, as well as importing from poor countries in Africa who can barely feed themselves such as Zimbabwe, is really true to the original social and environmental aims of the organic movement. Very few of Tescos organic products are locally sourced from local farmers. Tescos stance on competition in the UK retail industry is less favourable to its rivals; the company already has 32% of the retail market share and is gunning for more. Many of its competitors have complained that the company does not play fair but instead is aiming to totally get rid of them. The entry of Tesco into the pharmacy and health products markets has severely affected stores like boots and other pharmacy outlets with analyst claiming that some of these stores would have to close down due to fierce competition and jobs would be lost. The company was also accused of practising predatory pricing, many off-licence and small grocery shops claimed Tesco intentionally reduces some of its products below the production cost and increase others so as to lure more customers. Presently, Tesco has 2482 stores in the UK, approximately five times the number it had 13 years ago. This has led to complaints by small retailers about its impact on local shops and the creation of Tesco towns w here shoppers have little choice in deciding where to go shopping. Furthermore, there are also accusations that as the leading grocery company, it has too much power over the supply chain and influence prices by driving down prices for the likes of farmers. Effects After the exit of Sir Terry Leahy in March 2011 he will be only 55. Philip Clarke who currently is in-charge of Tescos international operations in Asia and Europe and oversees group information technology will be taking over. Shares, Market share and profits The first effect of Leahy exit was felt few weeks after he announced his resignation with Tescos shares falling 9.7p or 2.4% to 397.4p, its lowest close value since October. Many of Tescos investors have developed full believe in Leahy during his era and have trusted his strategic plans due to their successful outcomes. This I believe will change after he retires. There is now uncertainties on how Philip Clarke would perform or if he is the best man for the job. According to David McCarthy, an analyst of Evolution Securities, said: We are not surprised by Phils appointment or the restructure, but we are surprised Terry is going early, we had expected an announcement saying he would step down in 2013, not 2011. This confirms that the news of his early resignation from Tesco came to most as a shock and unexpectedly. He went further saying that: In losing Terry, Tesco is losing its best player and therefore the team is weakened. The competition will be happy. This I believe is true beca use his track record as Tescos CEO has been exceptional. For example, when Leahy took over from his mentor, Tescos UK market share was just 14.5% but 10 years later the company is well above its rivals (Asda, 16.8%) with 30.6% market share. If Tescos share prices continue to fall, some investors might be forced to sell off their shares which would not be favourable to the company. The possibility of this happening cannot be ruled out because since Leahy took over as CEO, many investors have invested in Tesco because they believe in his strategic plans which have been successful and now that he is leaving scepticism would arise if Philip Clarke is able to deliver as he did. After Leahys exit, Tesco financial performance would be affected in terms of revenue and profits. During his term, Leahy achieved revenue income of over  £30 billion and profits of over  £1 billion, which most believe was only possible due to his early strategic plans and continuous development. When he leaves, the realisation of such abnormal profits would take time to achieve. Hence, a more realistic revenue and profits target would be set which most believe would be far less than what Leahy achieved during his tenure. Sir Terry Leahy has done most of the job, as some market analyst would say; therefore, Philip Clarke should have an easy take ahead of him. However, this might be totally wrong because the management of Leahys success might be more difficult than him achieving his own. Every new chairman would always want to leave their mark or boast of their accomplishment and if care is not taken, focus might be lost. Philip Clarke is presently less popular and well known by Tescos investors, but given his already long career at Tesco and success in developing the international business, many market analysts consider his appointment as the new CEO to take-over from Leahy to be a good one. Furthermore, many analysts believe his strategic approach as the new CEO would be evolutionary but would not make any radical departures from the current organisational strategy executed by Leahy. Market analyst forecast that UK like-for-like sales growth is likely to remain downcast in the medium term due to low level of food price inflation rather than due to the leadership change. According to market analysts, Trading in international markets is expected to gradually improve as economic recovery slowly comes through. Long-term earnings growth prospects remain good, with international and Tesco Bank likely to be key drivers. Given our expectation that the group will deliver at least low double-digit growth in underlying earnings per share and dividends in each of the next three years, we consider the valuation attractive. The recommendation remains accumulate. (Guardian, 2010) In summary, regardless of the fall in share prices, no severe effect is expected when Leahy resigns as Tescos CEO. Organisational Culture According to Pettinger, 2007, the culture of an organisation is the basis for its management style, and individual and collective attitudes, values, behaviours and beliefs. It is therefore essential that the ways in which things are required to be done are clearly established, understood, and accepted by all concerned. During Leahys regime, he introduced a culture that focussed on raising standards and providing value to its customers. The change of such culture might be disastrous to the business operations of Tesco. Organisational culture could posses both strong and weak attributes on the organisation itself and these could determine its working relationships with employees or stakeholders, conditions and productivity. For instance, Strong culture is said to exist where staff respond to stimulus because of their alignment to organisational values. In such environments, strong cultures help firms operate like well-oiled machines, cruising along with outstanding execution and perhaps minor tweaking of existing procedures here and there. Conversely, there is weak culture where there is little alignment with organizational values and control must be exercised through extensive procedures and bureaucracy. Leahy emphasises the importance of vision, value and culture in his 10 business commandment. In his words, Visions, values and culture are critical to the success of Tesco. According to Leahy, Tescos vision is to create an environment where customers could benefit in order to earn their lifetime loyalty. This is the vision that gave birth to Tesco Clubcard which has proven to be an effective customer loyalty or retention scheme. The continuation of this vision by the future CEO is important and any attempt to quickly introduce a new one might have negative effects on the company. It is particularly important that culture is designed, shaped and reinforced by those in top and senior positions, Pettinger, 2007. In order to do this, standards of attitudes, values, behaviours and performance much be set by those in charge in an organisation and employees must be required to follow these standards. (Pettinger, 2007, p.342), went further to argue that, if organisation culture is allowed to emerge, the result is that people or employees think, believe, behave and act according to their own priorities and the process of their peers; and this leads to the tendency to pursue their own agenda. Evidently, according to Pettingers argument, Leahy resignation will trigger a change in the organisational culture of Tesco. The new CEO (Philip Clarke) might attempt to introduce his own working culture but it is vital that he understands the existing culture at first before any attempt to change it. This process might be costly and lead to waste of resources because he would prefer to bring in his own team or hire new one rather than working with the old players in the executive level. Also, those who are loyal to Sir Terry Leahy might end up resigning, seek employment elsewhere or go with him, which means that talent would be lost during and after his resignation. A major re-organisation at the top level will see half the board members change their responsibilities to reflect the companys increasingly international nature. However, some market analysts are worried that this will cause disruption further down the organisation which is not favourable to the whole change process. Organisational culture is a powerful and effective way of life that organisations adopt in order to run their business, however, according to Pettinger, 2007; culture should be changed and developed. The continuous changes in technology, markets and customers needs means that organisations must be prepared to develop new working culture to meet this. Some leaders or managers who were successful in one organisation might fail in another because of their organisational culture. Therefore, it is very important for new leaders to learn, change or accept an existing culture in the organisation. However, culture change can be long and costly, especially where people resist, Pettinger, 2007, p.359. In any case, it is vital that any culture an organisation adopts must create a strong and positive relationship with its employees because this encourages positive view of the organisation and its works. Leadership In the present business environment, the term leadership becomes increasingly important to the organisational development and success of organisations (Eisenbach et al. 1999). This is due to the uncertainty of the business environment of all industries which are globally connected. For this reason, many organisations now depend on the skills, knowledge and experiences of their leaders in order to be successful and competitive. The aptitudes of leadership and management are clearly the most important factors to consider when the organisations are experiencing market downfall (Graetz 2000). In such a situation, the skills and experience of the leader and management would be put to test in devising the best strategy that could be adopted to overcome the troubled times. Besides, where faith exists in the abilities and capabilities of leaders, employees or workers would have high expectations from the leaders and management. Employees will expect to see an effective and reasonable strategy, as well as good communication skills from the leaders during the critical period of the organisation.   According to Adair, 2004, a leader must demonstrate certain attributes in order to effectively exercise his or her leadership functions. These characteristics are: Group Influence a leader must be able to generate the willingness to achieve a desired goal or objective. Command a leader must be able to make quick and effective decisions whenever a situation demands it and must be able to stand by this decisions Coolness a leader must always remain composed under criticism. Judgment a leader must possess the ability to utilise available resources and information in a logical and reasonable way to produce effective results. Responsibility a leader must exhibit continued effort combined with a degree of reliability in order to complete a task or achieve an objective (Kermally 2005).   Even though leadership trait theories are popular, it is viewed by many academics as a very one-dimensional hypothesis. Some academics argue that theories attribute the success of leadership solely to his or her personality and physical traits or characteristics without regard to the situational context. Hence, the trait approach is considered too simplistic as a justification of the complex leadership phenomenon. During Leahys era, he has exhibited the above attributes and proven to be a true leader. His resignation would mean that his successor must also be able to portray such attributes which some think would bring about unnecessary pressure. In addition, some analyst argue that for Philip Clarke to be successful, he has to prove Leahy is second best and he can do a better job which most believe is a tough job to do. Leahy exit signifies a leadership change and organisational re-structure, his 13 years tenure as CEO would have created a rigid leadership style which most is used to hence might be difficult for existing team to adapt to the new CEOs (Philip Clarke) leadership style. Tesco is considered as the most successful retail business in the United Kingdom with a market share of over 30%. The success of Tesco was fast-tracked by the appointment of Terry Leahy as the companys Chief Executive Officer. Leahy is considered by many as a visionary leader who led the company into a series of organisational changes that aimed for the company to become more customer-focused and to develop the companys workforce. Leahy believes that the success of a leader depends upon maintaining a happy workforce and earning the support of the workforce. According to him, there are four things that a leader must be able provide his workers and followers in order to satisfy and motivate them. These are: A job that is interesting to do A chance to get on in life To be treated with respect A boss who helps and cares After Leahys exit, his successors principles might be contrary to his, hence a clear organisational vision would not be sent out to the entire Tesco workforce. The fear of the Unknown might de-motivate Tescos employees and make them less engaged, although, few of these employees are aware of how the new CEOs leadership style might affect them. Impacts of Leadership Styles on the Organization According to Rosen (1989), leadership style refers to the trait pattern exhibited by a leader on the process of decision-making and exercising authority. There are different types of leadership styles, for example, there are autocratic and participative leaderships. Under an autocratic leadership style, the group or organisation is managed under an authoritarian leader who leads by force or with fear. A participative leader in contrast, possesses the same power as the autocratic one; however, he chooses to exercise his power differently during the decision, policy-making and work-role assignment. He is more diplomatic and engaging when making decisions. Leahy adapted a participative style of leadership in which the employees are given voice in the decision-making process. The CEO also gives emphasis on the importance of appointing many leaders to handle organisational process. The organisational structure therefore became more flat where the roles and responsibilities of everyone are clearly stated. Leahy delegates leadership roles to individuals in the organization in order to ensure that the company, with more than 300,000 employees, operates effectively. The leadership style that is manifested by Terry Leahy and is imitated by the leaders in the company has changed the structure of the company. The company has adapted an organic form of organization. An organic system is characterized by low to moderate use of formal rules and regulations, decentralized and shared decision making, broadly defined job responsibilities, and a flexible authority structure with fewer levels in the hierarchy. An organic structure is more appropriate t o those organizations where there is a need to be innovative. The pressure of innovation suggests a structure that can respond to environmental variations rapidly so it is necessarily loosely defined and flexible. The organization tends not to be formalized nor are roles too closely structured (Salaman 2001, p.106). Organic organizations are stratified primarily in terms of expertise, and leadership accrues to those who are the best informed and capable. There is much more commitment to the organization, with the result that formal and informal systems become indistinguishable. A framework of values and beliefs, much like those characterizing a profession, develops that becomes an effective substitute for formal hierarchy (Miner 2002, p. 449). The company has adapted a simpler and flatter organizational structure. Recommendations In order to remain successful in todays highly competitive business environment, many organizations are coming up with strategies to tap the full potential of their human resources. A companys people can be a source of competitive advantage. This is philosophy behind employee empowerment and participative management. Employees are now seen as partners. Because of this, organizations are giving more power and responsibilities to their people. Employee empowerment and participative management will increase productivity, give rise to better decisions, improve employee morale and job satisfaction, elicit greater commitment among employees, encourage flexibility, make employees adapt to changes faster, improve communication and increase employee trust.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   One of the current requirements of leadership in Tesco is the development of participative management skills in leaders. The leaders at Tesco need to possess the necessary skills in order for them to practice participative leadership properly. The skills that the leaders must possess are: 1. Interest and concern 2. Communication 3. Conflict resolution 4. Negotiation 5. Compromise 6. Synergy 7. Flexibility   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Participative leadership is a leadership style which involves members of a group, sub-unit or organization identifying essential goals and developing procedures or strategies to reach those goals. Implementing participative management will also help the company to develop people in the organization to become leaders. Through participative management, people in the organization are encouraged to take part in decision-making, express their ideas and to showcase their talents and skills. The discovery of hidden talents and skills will not only help the group, sub-unit or organization reach their goals it will also alert the organization to people within the organization who have the potential to become leaders. Future Requirements   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   One famous contemporary writer on leadership is Warren Bennis (1994). He believes that a leader must have a direction, he must earn the trust of his followers, he must kindle hope and optimism, and he must be results-driven. On the other hand, James M. Kouzes and Barry Z. Posner (1987) believes that a leader must   seek to challenge and improve the process, inspire a share vision, enable other to act, act as s role-model, and encourage the heart of the followers. The future leader must not only focus of achieving the task. He must also learn to develop his people. He needs to learn the value of motivation. The future leader must know how to motivate using monetary rewards and he must also use psychological and emotional rewards to motivate his people. The future leader must find the balance between task-orientation and relationship-orientation. On the one hand, he needs to lead his people in achieving their shared goals and objectives an d on the other hand, he must be able to build strong relationships with the people around him. The importance of emotions must also be recognized.   Proposals for the Development of Leadership 1. On-the-Job Learning   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The company must recognize that the primary place for leaders to learn is on the job and on the line. In order to the company to help leaders learn within the organization, educational facilities must be established inside the organization. The company needs to appoint educators that will educate and develop leaders in various countries and places where Tesco is operating. The organization must institute a Corporate Education department that will be under the HRM department. Within the Corporate Education, a Business Leadership Development (BLD) must be established. This group will focus on executive development and overall leadership development, and it will also be responsible for all training specific to leadership. Business Leadership Development should be used to come up with systematic ways to build the capabilities of Tescos business leaders. The emphasis of the BLD process must be to provide development opportunities at key transit ion points in individuals careers. To accomplish this goal, a curriculum must be designed and must be operate under the following principles: Based on real problems and strategic initiatives Linked to business objectives and company values Segmented by customer needs Sponsored by CEO and senior executives Comprised of global content and delivered worldwide Based on validated competencies for success 2. Leader Sponsorship   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Another strategy to effectively develop leaders is through sponsorship. Through sponsorship, senior executives in Tesco will sponsor and will actively participate in leadership development. Example of leader sponsorship activities are involvement of senior executives in management conferences and facilitating dialogue sessions after a leadership development program. Senior executives can also facilitate panel discussions. Through sponsorship, Tescos successful leaders will be able to share and to instil the characteristics, skills and attributes of effective leaders to the future generation of leaders. 3. Leadership Development and Review   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In order to identify, evaluate, and develop future leaders, Tesco needs to come up with a list of competencies that is needed to become an effective Tesco leader. These competencies can be used as criteria in leadership development. These criteria will also be helpful in providing content for the leadership and management assessment processes, through activities like self-assessment, multi-score feedback, and assessment simulations. They will help identify and qualify external executive development resources. 4. Corporate Universities   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   It is important for Tesco to realize that their most important assets are human capital and the know-how that reside in the minds of the employees. With this realization, the company needs to establish a corporate university. A corporate university links employee learning to overall company strategy, and as a result a corporate university will become a connective tissue for the organization. 5. Developing Emotional Intelligence among Leaders   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   One important development area which must be focused on is emotional intelligence. Future successful leaders need to recognize and learn to influence the emotions of the people around them. An effective leader must have a high level of Emotional Intelligence. Dubrin et al (2006) identifies five factors of emotional intelligence. These are: 1. Self-awareness the leader of the future must be able to understand his or her emotions and how these affect other people. 2. Self-regulation the leader of the future must be able control his emotions and react with appropriate emotion in every given situation. 3. Motivation money or status is not the only motivating factor for a successful leader in the future. He finds fulfilment and satisfaction in performing his tasks. 4. Empathy the leader of the future responds to the unspoken feelings of others. 5. Social skills having effective social skills is important. The leader of the future must build relationships and networks of support. He must build positive relationships with the people around him or her. In summary organisations should consider adopting leadership styles that best fit their aim and objectives, and organisational culture. No best leadership style can be easily devised; hence what works best in one organisation might be disastrous in another. Management Role Beardwell and Claydon (2007) argued that the roles of management include the following: Planning: The managers have to set objectives and target, make predictions and in general make plans. It is important for managers to set objective and what they expect in order to know what sort of outcome they are looking to get from employees and what they have to do to achieve such objectives. Organising: The managers have to decide what activities employee department or workers should undertake and organise their activities. This can involve delegating authority, co-ordinating the work of others, and establishing communication channels and authority (Beardwell Claydon, 2007). Leading: Managers must ensure they provide the required leadership and guidance for their employees by setting good examples (Using themselves as the examples). Controlling: It is essential for the managers to control employee activities. This can be done by comparing daily or weekly employee performance with the planned or expected outcomes. Motivating: Motivation is an important factor managers could employ in order to increase employee performance, morale and influence them to put their best effort toward work.