The Life Cycle of a Jellyfish

Women s Leadership Style Of Leadership - 2061 Words

LITERATURE REVIEW AND ANALYSIS If you look up the word â€Å"leader†, in the dictionary, there will no pictures of famous leaders beside it. There will be no reference regarding sex or gender. Instead, the definition will refer to a leader as a person, a human-being. Yet, when society thinks of the word leader, their thought process is often biased. Society tends to think of men first. The question remains: Why can’t women become great leaders? An effective leader can lead in many ways, as well as adopt their own leadership style, to â€Å"tailor-fit† their followers. Men change their leadership styles, so why can’t women? Oprah is a leader first; secondly, she is a woman. Oprah uses three different styles of leadership: Transformational, Servant, and Authentic leadership. Throughout the world, Oprah Winfrey is known for her charismatic style of leadership, commonly referred to as transformational leadership. Transformational leaders are characterized as being both charismatic and visionary. Furthermore, they have an appeal that makes their followers achieve more than what is required of them. â€Å"Born into poverty in rural Mississippi in 1954, Winfrey is an enormously successful businesswoman, television host, Academy Award–winning actress, film producer and philanthropist† (U.S. Department of State, 2014). With over 14 million Twitter followers, her own television network, and a net worth of 2.7 billion, the question is, how does she do it? Oprah Winfrey exhibits a charismaticShow MoreRelatedWomen s Organizational Effectiveness Leadership Styles873 Words   |  4 PagesFemales more than males embrace organizational effectiveness leadership styles. This is evident by the styles in motivation, expectation layout, rewards programs, and leadership enthusiasms (Zheng, 2015). Moreover, the female gender is better at acquiring social interaction talents over their male counterparts. Conversely, men are better suited for formal and informal designed measurements. These may include connecting with networks that promote from semi-formal but unwritten connections. InRead MoreDifferences Between Men And Women s Leadership Styles2242 Words   |  9 Pagesbe defined as the state of being male or female (typically used with reference to social and cultural differences rather than biological ones). Leadership can be defined as the action of leading a group of people or organization. Societies perception of women and the actual reality of women and leadership is very flawed. In the last decade leadership and its definition has changed significantly. Changes have been driven by many factors including increasing diversity in the labour force, shiftsRead MoreWomen s Leadership Styles : Gender Stereotypes Start At Home, And A Woman s Self Concept1275 Words   |  6 PagesWithin the last 100 years, the role of women within the United States has changed dramatically. Although the role of women has changed over the years, there are still many obstacles that women must overcome to gain top positions within their career. Women today face unique challenges within the social, career, educational, and political field. From taking this course Women in Leadership, I have gained knowledge on the barriers that are preventing women from advancing, see how factors such as genderRead MoreUnderstanding The Cognitive Processes Of Organizational Psychology950 Words   |  4 Pagesof events based on stereotypes. Fri and the leadership of the research focuses on a variety of business environments, students and administrators. the general manager of the matter, I think it s a good model is sometimes described as a thought that is incompatible with the behavior of male and female leader refers to the idea. For example, the pronunciation of certain parameters in order to promote stereotypes. Time is expected that the management style, bad, indifferent, or from top to bottom,Read MoreThe Success Of A Successful Company1646 Words   |  7 Pagesin their observations is that leadership or the lack thereof of leadership, is the most common factors of these companies outcomes, to which they have concluded as being the most important aspect in either the rise or fall of these companies. As a result, many companies are taking necessary strides into their own reorganization of leadership, therefore they do not become a mirrored image of the failing few like so many others have. Well, what is leadership? Leadership is the ability to influencesRead MoreGender in Leadership1639 Words   |  7 PagesResearching in Business HR 3010 Title: Gender in leadership Introduction To what extent does gender affect leadership style? This literature review aims to critically identify and analyze whether female and male leadership style differ in business. It has been claimed that men make better leaders than women because of the leadership style they implicate. To this affect perhaps women have not been given a fair chance to show their leadership skills. This review will interpret international articlesRead MoreLeadership Styles Of Women And Men1713 Words   |  7 Pagesto the Business Dictionary (2015), leadership is defined as the management staff that typically provides inspiration, objectives, operational oversight, and other administrative services to a business. Effective leadership can help prioritize objectives for subordinates and can provide guidance toward achieving the overall corporate vision. Both definitions are gender-free; however, in both cases, the leader is typically male. As women increasingly enter leadership roles that traditionally are occupiedRead MoreEssay on Women and Men in Leadershi p1424 Words   |  6 Pagesgenerations, and thinking styles. Many historical events have occurred that have cleared the way to analyze these differences of men and women in the workplace. These gender differences are likely to exist in the way men and women influence, communicate, and lead. The male and female gender has always been viewed as two unique and different sets of people. It is perceived that males and females have different styles when it comes to leadership. First, we will look at the leadership styles of men. Males haveRead MoreCritical Analysis On Gender Stereotypes1072 Words   |  5 Pagesimpact they have on the workforce. Gender stereotypes influence our judgment and assessment, which ultimately leads to individuals treating women and men differently. As a society we continue to uphold a social structure that favors patriarchy and brands gender specific characteristics as opposed to removing gender from the equation and simply classifying leadership traits. Body Gender classification This gender specific classification is highlighted in Dr. Sandra Lipsitz Bem’s Sex Role Inventory.Read MoreTransformational Leadership As A Transformational Leader1463 Words   |  6 PagesLeaders have played a pivotal role in every society throughout history. Today s modern world is no exception to that fact. While there are many different styles of leadership, transformational leadership has become one of the most inspiring forms for leaders to embody. Along with changes in leadership style, the emergence of women as leaders in the workplace has brought about new forms of transformation. These changes have greatly impacted the professional climate of nursing. In order to fully

Strategic Management Core Self Evaluation

Qustion: Discuss about the Strategic Management for Core Self Evaluation. Answer: Introduction: Over the past few years, a broad psychology trait named as Core Self-Evaluation (CSE) has been analyzed in an extensive way. The concept CSE include several bottom line assessments that people make about their competence, worthiness and capabilities (Ferris et al., 2013). Furthermore, CSE has been identified to be related with several work related outcomes like job performance and job satisfaction. Particularly, Core Self-Evaluations represents a cluster of four conceptually related traits like self-efficacy, self-esteem, neuroticism and locus of control. For that reason, many studies have argued that CSE creates direct impact on the behavioral pattern of the employees at the workplace. The concept of CSE highlights an empirical and conceptual relationship between these traits. In this essay, the focus will be on all the factors related to Core Self-Evaluation so that it can able to analyze the relationship between CSE and behavior of the employees at the workplace effectively. Main Body: As per the article by Lim Tai (2014) majority of the traits highlighted in the concept of CSE has been studied in an extensive way in psychology. The article also mentioned that psychology traits such as locus of control, self-esteem and neuroticism has been examined in a vast way to evaluate the kind of impact it could have on the performance level of the employees. Now, self-efficacy and self-esteem shared a close inter-personal relationship. Self-efficacy highlights the belief that individuals possess over their capability. Self-efficacy can be measured in several ways. For instance, if an individual likes to take on challenge of a new task and also wants to improve in an effective way, it can be said that individual possesses strong self-efficacy (Lan, Hui Weiji, 2014). On the other hand, self-esteem represents the degree to which individuals see them as successful, capable, significant and worthy. Self-esteem also includes factors like self-respect, self-acceptance regarding t he performance level at the workplace. Thus, high self-esteem highlights that an individual is highly satisfied with oneself. Therefore, it can be assessed that self-esteem is positively related with self-efficacy. According to DuPaul et al. (2015) locus of control and self-efficacy also share a lot of similarities. Locus of control highlights the individuals belief in the ability to control a particular environment. Therefore, it highlights the fact that individuals who judge themselves as capable of performing effectively in several context should belief that they can able to control a particular environment. It also determines the extent to which individuals agree that they can able to handle particular events that can affect them. Thus, it will help individuals to enhance their confidence level at the workplace. On the other hand, self-esteem and neuroticism are also linked very closely (Zenger et al., 2015). In fact, many studies have highlighted that self-esteem is the inactiv e of low neuroticism. For that reason, the concept of Core Self-Evaluation is extremely important regarding the effective analysis of individuals behavior at the workplace. Although the prime objective of the Core Self-Evaluation was to relate these four traits with the job satisfaction level of the employees (Mathew et al., 2014). However, several studies have tried to expand the reach of the CSE concept over the past few years. For instance, job satisfaction is among one of the prime factors that has the potential to influence the behavioral pattern of the employees. As a result, studies have tried to relate the concept of CSE with the workplace behavior so that it can able to highlight the significance of psychological traits. As per the article by Segrest, Andrews Hurley-Hanson (2015) application of CSE theory focuses on the area of job performance and motivation. The article linked all the four traits with the job performance to identify the effectiveness of each trait. It has been assessed that the weakest link related to job satisfaction is the emotional stability and the strongest link is with the self-esteem. Fang Chang (2015) argue that indi viduals with high level of Core Self-Evaluation are often found highly motivated to fulfill their organizational responsibilities. Furthermore, motivation is regarded as one of the major determinants related to job performance. Therefore, it can be mentioned that it will help employees to enhance their present level of confidence. This will also create a direct positive impact on the performance level of the individuals. Now, motivation and confidence is one of the major traits that can have a major influence on the behavioral pattern of the individuals. Therefore, it can be expected that if individuals can able to develop confidence regarding a particular task, they will approach the task in a completely different way. Thus, it will create direct impact on the behavioral pattern of the individuals. As mentioned in the article by Ferris et al. (2013) self-esteem describes an individuals overall sense of personal value and self-worth. It is also highlighted as one of the major person ality traits. Thus, self-esteem can definitely influence the behavioral pattern of the employees. For that reason, it has been highlighted that CSE has the advantage of predictive validity and brevity. It also can help to analyze the behavioral pattern of the employees at the workplace. Furthermore, the concept of CSE also highlights the inter-relationship among the traits. As a result, it can definitely analyze the impact on the motivational level of the employees in an effective way. One of the most significant and consistent relationships that has been examined is the relationship between job satisfaction and Core Self-Evaluation. In fact, CSE has made an effort to highlight a valid dispositional predictor regarding job satisfaction (Jiang Jiang, 2015). It highlighted the fact that people who positively appraise themselves are more likely to be satisfied with their jobs. It has also been assessed that the traits of CSE can also predict the level of job satisfaction over a specific time period. Thus, it highlights the fact that individuals with positive Core Self-Evaluations are more likely to be satisfied with the jobs. Now, job satisfaction has a direct relationship with the behavioral pattern of the people at the workplace. For instance, if any individual is satisfied with the provided responsibilities by the organization, it will definitely influence them to maintain a positive attitude towards their work. Furthermore, many studies have highlighted the fact that job satisfaction is among one of the major factors that can have serious impact on the team development perspectives of the organizations. As satisfied employees always tried to give their best, it reduces the possibility of organizations facing any difficulties at the time of developing teams. On the other hand, negative Core Self-Evaluation highlights that individuals are not satisfied with the responsibilities provided by the organization. Therefore, it is more likely that employees will depict negative attitude towards their responsibilities. For that reason, it can be mentioned that Core Self-Evaluation is positively related to the behavioral pattern of the individuals (Chng et al., 2012). Goal congruence is another critical factor that can play a significant role in influencing the relation between motivation and Core Self-Evaluation that individuals have on their provided responsibilities by the organization. Goal congruence theory argues that individuals who select self-concordant goals or objectives will be happier to pursue their goals. Thus, it will create direct positive impact on the motivational level of the individuals at the workplace. Now, several studies have highlighted that level of motivation of the employees is one of the major factor to improve the op erational process of the organizations. As motivated employees are more likely to take on the difficult challenges, which will definitely create positive impact on sustaining its position in the market. Thus, it can be highlighted that high level of Core Self-Evaluation will reflect high level of motivation of the employees. Thus, it will induce employee to display positive behavior at the workplace. As per the article by Ferris et al. (2012) complexity of job is another significant factor that can have major impact on the relationship between Core Self-Evaluation and behavioral pattern of the employees at the workplace. As mentioned earlier, high CSE reflects high satisfaction and motivation level of the employees. Therefore, it is expected that when Core Self-evaluation is at the higher level, employees will be keener to take on the complex task. Thus, it highlights that employees will more likely to depict positive behavior at the workplace (Di Fabio Palazzeschi, 2012). Converse ly, low Core Self-Evaluation will reflect that individuals will more likely to possess negative behavioral attitude over the provided organizational responsibilities. Conclusion: The above discussion highlighted the fact that Core Self-Evaluation can play a critical role at the time of determining individuals behavior at the workplace. The above analysis highlighted that several factors can have impact on the behavioral pattern of the individuals. Therefore, it is very difficult to assess the exact strength of the relationship between the behavioral pattern of the individuals and Core Self-Evaluation. However, several studies have highlighted that these two factors are more likely to share positive relationship among them. Therefore, if organizations can able to utilize the concept core Self-Evaluation effectively, it will definitely able to influence the behavioral pattern of the individuals at the workplace. References: Chng, D. H. M., Rodgers, M. S., Shih, E., Song, X. B. (2012). When does incentive compensation motivate managerial behaviors? An experimental investigation of the fit between incentive compensation, executive core selfà ¢Ã¢â€š ¬Ã‚ evaluation, and firm performance.Strategic Management Journal,33(12), 1343-1362. Di Fabio, A., Palazzeschi, L. (2012). Incremental variance of the core self-evaluation construct compared to fluid intelligence and personality traits in aspects of decision-making.Personality and Individual Differences,53(3), 196-201. DuPaul, G. J., Pinho, T. D., Pollack, B. L., Gormley, M. J., Laracy, S. D. (2015). First-Year College Students With ADHD and/or LD Differences in Engagement, Positive Core Self-Evaluation, School Preparation, and College Expectations.Journal of learning disabilities, 0022219415617164. Fang, J. D., Chang, B. R. (2015). The Effect of Core Self-Evaluation on Chinese Adolescents Academic Achievement: The Mediating Role of Perceived Social Support. InProceedings of Cross-Cultural Occupational Health Psychology Forum(p. 114). Ferris, D. L., Johnson, R. E., Rosen, C. C., Tan, J. A. (2012). Core self-evaluations a review and evaluation of the literature.Journal of management,38(1), 81-128. Ferris, D. L., Johnson, R. E., Rosen, C. C., Djurdjevic, E., Chang, C. H. D., Tan, J. A. (2013). When is success not satisfying? Integrating regulatory focus and approach/avoidance motivation theories to explain the relation between core self-evaluation and job satisfaction.Journal of Applied Psychology,98(2), 342. Ferris, D. L., Johnson, R. E., Rosen, C. C., Djurdjevic, E., Chang, C. H., Tan, J. A. (2013). When is success not satisfying? A moderated mediation model of the relation between core self-evaluation and job satisfaction.The Journal of Applied Psychology,98, 342-353. Jiang, Z., Jiang, X. (2015). Core self-evaluation and life satisfaction: The person-environment fit perspective.Personality and Individual Differences,75, 68-73. Mathew, A., Srinivas, E. S., Nandkeolyar, A., Kumar, G. A. (2014, February). Conscientiousness, core self-evaluation, and work performance: The moderating role of mindfulness. In15th Annual Meeting of the Society for Personality and Social Psychology, Austin, Texas, February 13-15, 2014. Lan, S., Hui, M., Weiji, Z. (2014). Employees' Core Self-evaluation and Life Satisfaction: The Mediating Role of Perceived Social Support. Lim, S., Tai, K. (2014). Family incivility and job performance: A moderated mediation model of psychological distress and core self-evaluation.Journal of Applied Psychology,99(2), 351. Segrest, S. L., Andrews, M. C., Hurley-Hanson, A. E. (2015). Voluntary turnover typology utilizing the dispositional variables of core self-evaluation and negative affectivity.Journal of Behavioral Studies in Business,8, 1. Zenger, M., Krner, A., Maier, G. W., Hinz, A., Stbel-Richter, Y., Brhler, E., Hilbert, A. (2015). The core self-evaluation scale: psychometric properties of the German version in a representative sample.Journal of personality assessment,97(3), 310-318.

The Seven Habits of Highly Effective People an Example of the Topic Psychology Essays by

The Seven Habits of Highly Effective People Essay on Habits of Highly Effective People Essay Introduction The advent of modernization has seen a far greater number of people placed in positions of leadership than any time in human history. The complexities of modern living have also posed great challenges before people faced with multitude of dilemmas in day to day situations. Lack of support systems which existed hither to fore implies that there is greater need for reference to a guiding light, who can show the path to self awareness and an ethical course in life with a view to contribute to the larger society. Stephen Covey has been performing the stellar role of being a philosophical mentor to thousands of people across the globe. Need essay sample on "The Seven Habits of Highly Effective People" topic? We will write a custom essay sample specifically for you Proceed University Students Very Often Tell EssayLab support: Who wants to write essay for me? Specialists suggest: Order Your College Papers On Essaylab.Com Buy College Papers Online He is the founder and chairman of the Covey Leadership Center, which has over 250 international members and is doing pioneering work in enhancing effectiveness of inpiduals and guiding them to be high quality leaders of today and tomorrow. As an author of international repute, Covey has penned down thoughts on effectively facing the challenges in a modern world very lucidly, in a style which is easily understood and correlated with real life situations by a common man. Influence of 7 Habits of Highly Successful People on Nursing Leadership Covey key contribution has been the book under review which provides a vision for energizing people and creating leaders in an organization at all levels. It is however not restricted to just management of organizations but is also slated to impact the lives of those who read and have the courage and application to follow it. It is a book about human relations and leadership. (Covey. 2004). These facets touch the profession of nurses very intimately as nursing is closely linked to providing succor to the sick and ailing with a constant need to provide the human touch, compassion and sympathy. On the other hand every nurse is not just an attendant but a leader of a large and complex team. She has a major responsibility to goad and motivate the members to address to the challenge of attending to the sick in a compassionate manner. (Grossman, Valiga: 2005).They are like the proverbial geese flying in V formation with every one getting the opportunity to be at the point position. Every nurse is thus required to develop qualities of leadership. (Grossman, Valiga. 2005). Coveys book is an ideal guide for nursing leaders. The book covers the seven basic habits which people must cultivate to lead a successful and fulfilling life. (Covey, 2004) The author has indicated these principles with numerous examples from real life situations. He aims at increasing productivity at work as well as in personal life. Inasmuch as nurses are concerned, productivity is linked to relief of the sick and ailing and their early and painless recovery. This will only come about once a person is personally productive and looks at work with a sense of fulfillment rather than drudgery. Covey indicates the key to professional as well as personal efficiency being cultivating seven principal habits. The author associates the first three habits with primary endowments, self awareness, imagination and conscience and will power, which if exercised correctly will lead to secondary endowments which are an attitude of abundance, courage and consideration and creativity with the seventh endowment being self renewal. (Covey. 2004) The first habit stated in the book is, Be Proactive. This implies functioning from knowledge of the self, ones capabilities and proclivities. Taking responsibility for ones action is the principal trajectory for being proactive. It involves ensuring that one does not indulge in shifting blame or evading accountability. (Covey. 2004). This principle is extremely important in nursing life. A nurse has to administer treatment to patients based on the firm belief that she is personally responsible for providing it in the best manner possible. (Grossman, Valiga.). She cannot shift the blame if the patient does not recover in time or suffers a relapse. She is the leader of a team which is undertaking the task of care of a number of patients and will succeed if she does it with a sense of self belief in her own self and her teams ability to ensure that the patient recovers speedily. For nursing leaders it would be appropriate to create a partnership of accountability with the team and the patient. (Grossman, Valiga. 2005) Begin with the end in mind is the second habit which Covey has covered in the book. It implies application of imagination and conscience. (Covey. 2004). A leader has to decide how he will make the difference in his own circle of influence. Covey has stated that one must always work with hope, imagination and creativity. At the same time ingenuity has to be applied ethically. A nursing leader thus has to see how she can influence the treatment of patients in her own ward, her sub ward or even a single patient who is being treated for a critical condition, with multiple medical as well as surgical management undertaken simultaneously. This is a highly complex assignment and one error can lead to loss of life. Thus the nurse has to apply her creativity with conscience to treat patients. (Grossman, Valiga. 2005) The third habit covers the aspect of ensuring correct priorities in work and personal life or put first things first. In life as well as while treating the patient, there would be many distractions and issues which need concurrent attention. It is the ability to place each item in the correct perspective of its immediate, short and long term significance which ensures key issues are not lost sight of. (Covey. 2004). This is particularly important for a nursing leader. Treatment is given in a time sequence which cannot be altered, while there would be many things which may need attention concurrently. It is the ability for correct prioritization that will lead to effective fulfillment of the task. On the other hand a nurse has to navigate through chaos especially during major emergencies. (Grossman, Valiga. 2005). Cultivating this habit will enable overcoming the fog of crisis. The fourth habit elucidated by the author is that of, thinking win win or through abundance. (Covey. 2004). It is a feeling of confidence that pervades an inpidual preventing him from being insecure about persons and organizations making mistakes and enables each case being treated with compassion. Power is shared with each other rather than kept exclusively with the leader. This is most relevant for a nursing leader who does not think of why or how the patient has inflicted upon himself the illness and disease but is only concerned with providing him the necessary relief to recover early. While it is very difficult to state which habit brought out by Covey is the most relevant for a nurse, the fifth habit does strike as being perhaps the most significant as it deals with listening. Listening to the patients woes with an open mind is the key to successful treatment, it can lead to correct diagnosis, avoids preconceived notions while at the same time providing a psychological fillip to the patient having provided an ear to his suffering. Thus the habit, seek first to understand and then be understood, establishes a very effective bond of communication and empathy, which is the key to leadership for nursing leaders. (Covey. 2004) Synergize is the sixth habit talked of by Covey. (Covey. 2004). It is very important for any head particularly the nursing leader, who has to synergize the entire gamut of treatment to a number of patients with varied symptoms and recovery charts. The synergy has to be between the types of tests to be carried out, rationalization of reports for effective diagnosis by the doctor, administering drugs and injections and various other lines of treatment. Then is the challenge of creating synergy between doctors, specialists, pathologists and surgical assistants to ensure effective canalizing of palliatives to the patient, who is the principal recipient of the overall effort. (Grossman, Valiga. 2005). Covey denotes synergy is achieved through effective communication, synergistic rather than positional negotiation and creative approach to people. These are very essential attributes to follow by effective nursing leaders. The final habit is the one universally acknowledged for all leaders, self renewal and continuous learning or as Covey has called it, Sharpen the Saw. (Covey. 2004) All professions today pose varying challenges and continuously improving skills and techniques is an ongoing process. The medical profession is advancing apace and new lines of treatment are being evolved every day. It is essential that nurses attempt to imbibe the basic principles of these effectively to ensure that they are able to provide to the patient the best line of treatment available. Nurses are also increasingly being asked to provide outpatient dialysis, chemotherapy, run cardiac rehabilitation centers and restoration clinics. (Grossman, Valiga 2005). Learning and self renewal is thus an essential part of a nurses life as a treatment provider as well as a leader. Essay Conclusion Coveys book is a practical guide for people for a path of success in life as well as in the chosen profession. The principles outlined by him are essentially human values either related to emotional stability as compassion, empathy and confidence or human capability as creativity, communication and coordination. They create the power within a person to be a beacon of hope for others. A patient on the bed is looking up to the nurse in particular to be a source of inspiration to recover. By imbibing these habits, a nursing leader can provide effective and early hopes of recovery to the patient as also act as a source of inspiration to the team which she leads. For nurses have always been role models. Adoption of the seven habits by nurses will enable them to be true transformational leaders of tomorrow. (Grossman, Valiga. 2005). References Covey, Stephen R. 2004. The Seven Habits of Highly Effective People. New York. Free Press. Grossman, Sheila C. Valiga, Theresa M. 2005. The New Leadership Challenge, Creating The Future of Nursing 2nd Edition. FA. Davis.

Comparison of Two Films essays

Comparison of Two Films essays In that paper, I will try to compare two films which are A Birth of a Nation directed by D.W.Griffith and The Bicycle Thieves directed by De Sica. After giving the story of the films, I will try to explain their technical features and their similarities. A Birth of a Nation by D. W. Griffith Griffith can be seen as the first 'modern' director, his greatest achievements being the historical epics The Birth Of A Nation. When it was released, it was one of the longest films ever made, over three hours in length. The prologue depicts the introduction of slavery to America in the seventeenth century and the beginnings of the abolitionist movement. The major part of the film depicts the events before, during and after the Civil War. It focuses on the exploitation of the newly-freed Negroes and the rise of the Ku Klux Klan in the south. Griffith shows it as a drama, a romance, and a documentary, with the vivid period reconstruction outweighing the personal stories. The title of the film is an interesting one. It is unknown whether the title refers to the birth of the reunited states, or the birth of the Ku Klux Klan. I tend to think that the film has a double meaning. In showing the Ku Klux Klan as good guys, it is obvious that Griffith was trying to show their birth as a positive event for the United States. Also, he was showing that the U.S. was once again reunited after the war, leading to the strengthening of the nation. It forebodes the future, when the South and the blacks living there are kept in check by the Ku Klux Klan , making the U.S. that much greater. Though it would be better to ignore this notion of the birth of the Ku Klux Klan, it cannot be due to the films content, although the film does show a truly united states. The film is an incredible piece of propaganda for both the Ku Klux Klan and the Jim Crow system. The Jim Crow system was undergirded by the follo...

The French Revolution essays

The French Revolution essays The French Revolution was a turning point in France's history. The Revolution began when King Louis XVI called the Estates General to provide money for his bankrupt government. Between 1789 and 1799 many kings, queens, nobles, and clergyman lost their power and status in France. France's government changes drastically over the ten years the war was fought and it will never be the same. By the end of 1788, France was on the verge of bankruptcy. King Louis was a very indecisive and shy king. He didn't care much for politics or people. Through his carelessness Louis chose officials who stole money from him and France. Since France had no money and a large debt to pay the king taxed the citizens harshly. The angry French grew tired of the heavy taxes and riots broke out constantly against the king. Louie summoned the General Estates to meet at the Palace of Versailles for the first time since 1614. Louis had all three estates prepare cahiers. The cahiers were notebooks listing the grievances of each estate. Many cahiers asked for reform. These reforms includes: freedom of speech, a regular meeting of the Estates General, and fairer taxes. The third estate and least influential was also the largest. It contained one million middle class citizens and twenty-four million laborers and working class citizens. The third estate sick of being refused by nobles and being out-voted(not in count but rank) formed the National Assembly. When their normal meeting place was locked for preparations of a royal speech the National Assembly took it as a threat. Between the ten days of June 17,1789 and June 27, 1789, the delegates of the assembly took the Tennis Court Oath. The oath meant that they would not dismember until a fair constitution was written up for France. After many nobles joined the National Assembly the king had not choice but to accept them, but ...

Sports Governance Essay Example | Topics and Well Written Essays - 1750 words

Sports Governance - Essay Example athletes (USOC, 2015b). For instance, the USOC purposely created its â€Å"Sports Medicine Division† in order to support the physiological needs of the athletes in case of any serious physical injury (i.e. chiropractors and physical therapists) (USOC, 2015c). To support the learning and training needs of the athletes, the USOC purposely created its â€Å"Coaching Education Department† (USOC, 2015d). Today, USOC managed to establish a total of 17 training sites throughout 15 states in the United States on top of its 3 major training centers located in Chula Vista in California, Colorado Springs in Colorado, and Lake Placid in New York (USOC, 2015e; USOC, 2015g). To ensure that the efforts of USOC would pay off, this particular organization has decided to shift its focus from rewarding the active participation of athletes to those who can win medal (Smolianov, Zakus, & Gallo, 2014, p. 37). People at USOC are strongly encouraged to behave with integrity and practice creative thinking as they seek to inspire all athletes to give out their best performance in international sports games and competition (USOC, 2015f). Organizational structure clearly shows how certain tasks or activities are allocated, coordinated, and supervised within a given organization (Pugh, 1990). Often times, the process of examining the organizational structure of USOC is considered important since it can provide us a better understanding about the organizational leadership and behavior (Chance, 2009, p. 11). As of 2015, below is the official organizational structure of USOC: In terms of hierarchy, organizational structure can be classified as either â€Å"tall† or â€Å"flat† (Gupta, Gollakota, & Srinivasan, 2007, p. 250). Based on the chart presented on page 3, the organizational structure of USOC seems to be â€Å"flat†. It means that only the leader of the 14 major departments report directly to the CEO. Basically,