Pygmalion Act Iii Essays - Pygmalion, English-language Films

Pygmalion Act Iii It is Mrs. Higgins' at-home day, and she is greatly displeased when Henry Higgins shows up suddenly, for she knows from experience that he is too eccentric to be presentable in front of the sort of respectable company she is expecting. He explains to her that he wants to bring the experiment subject on whom he has been working for some months to her at-home, and explains the bet that he has made with Pickering. Mrs. Higgins is not pleased about this unsolicited visit from a common flower girl, but she has no time to oppose before Mrs. and Miss Eynsford Hill (the mother and daughter from the first scene) are shown into the parlor by the parlor-maid. Colonel Pickering enters soon after, followed by Freddy Eynsford Hill, the hapless son from Covent Garden. Higgins is about to really offend the company with a theory that they are all savages who know nothing about being civilized when Eliza is announced. She makes quite an impact on everyone with her studied grace and pedantic speech. Everything promises to go well until Mrs. Eynsford Hill brings up the subject of influenza, which causes Eliza to launch into the topic of her aunt, who supposedly died of influenza. In her excitement, her old accent, along with shocking facts such as her father's alcoholism, slip out. Freddy thinks that she is merely affecting the new small talk, and is dazzled by how well she does it. He is obviously infatuated with her. When Eliza gets up to leave, he offers to walk her but she exclaims, Walk! Not bloody likely. I am going in a taxi. The Mrs. Eynsford Hill leave immediately after. Clara, Miss Eynsford Hill, is taken with Eliza, and tries to imitate her speech. After the guests leave, Mrs. Higgins chides Higgins. She says there is no way Eliza will become presentable as long as she lives with the constantly-swearing Higgins. She demands to know the precise conditions under which Eliza is living with the two old bachelors. She is prompted to say, You certainly are a pretty pair of babies, playing with your live doll, which is only the first of a series of such criticisms she makes of Higgins and Pickering. They assail her simultaneously with accounts of Eliza's improvement until she must quiet them. She tries to explain to them that there will be a problem of what to do with Eliza once everything is over, but the two men pay no heed. They take their leave, and Mrs. Higgins is left exasperated by the infinite stupidity of men! men!! men!!! In this, Eliza's first debut and debacle, we are shown that just speaking correctly is not enough to pass a flower girl off as a duchess. As Higgins knows, You see, I've got her pronunciation all right; but you have to consider not only how a girl pronounces, but what she pronounces. Mrs. Higgins puts it succinctly with the line, She's a triumph of your art and of her dressmaker's; but if you suppose for a moment that she doesn't give herself away in every sentence she utters, you must be perfectly cracked about her. In other words, there are aspects to a person that are susceptible to change or improvement, but these cannot override those aspects that are innate to that person, which will surface despite the best grooming. While it may seem that this is the act in which Eliza is exposed for what she is, just about all the other characters are shown up in the process. Pickering and Higgins are an example. After they have been shown to be the undoubted masters of their (phonetic) dominion, lording it over Eliza, here, in Mrs. Higgins' feminine environment, they come across more like over-enthusiastic, ineffective little boys than mature men of science. Mrs. Higgins repeatedly rebukes Higgins for his lack of manners, his surly behavior towards her guests, and for his klutzy habit of stumbling into furniture, and is very reluctant to have him in front of company. This act also reveals middle class civility for what it really is--something dull and uninspiring. Mrs. Higgins' at-home turns out to be an unexciting conversation determinedly choked full with how do you do's and goodbye's, with barely anything interesting said in between. In fact, the only time something is said with any spirit is when Eliza forgets herself and slips back into her normal manner of speaking. Clara Eynsford Hill, for example, is shown to be

How to Take a Test

How to Take a Test Got a big test coming up? While studying is important, it helps to get your head in the game in order to ace an exam. Here are tips to help you make the most of test day. Before You Take the Test Get Some RestA good nights sleep is ideal. If you cant manage that, try for at least a few hours. Eat BreakfastEven if your test is later in the day, breakfast can help with your test outcome. A light, high-protein meal is recommended. Arrive EarlyGet to the test center early enough to get comfortable and relaxed. Prepare Your MaterialsMake sure you have pencils, a watch, a calculator (with good batteries), test forms, and any other required supplies. RelaxTake a few deep breaths. Have a Positive AttitudeDont psych yourself into failure. When You Get the Test Download What You KnowFor science tests, such as chemistry and physics, you may have memorized constants and equations. Write these down. Write down anything you remember that you feel you may forget during the test. Preview the TestScan the test and identify the high-point questions. Also look for easy questions. Mark questions about which you are unsure to skip over until later. Read the InstructionsDont assume you know how to answer a question until you read the directions. Tips for Taking the Test Get StartedStart with a high-point question you can answer. Budget Your TimeWork through the test from highest to lowest point value, answering questions about which you feel confident. In some cases, you may want to write an answer that covers the important points, then go back later to expand on your answer and provide examples. Answer All Questions...unless you are penalized for quessing. If you are penalized for wrong answers, eliminate answers you know are incorrect, then make a guess (if you have eliminated enough answers to risk the guess). Be Sure You Answered All QuestionsDouble-check for completeness. Check Your WorkIf you have the time, this is very important. Science tests are notorious for problems in which answers depend on earlier sections. Dont Second-Guess YourselfDont change your answer unless you are sure of the new answer. 10 Best Tips for Passing a Chemistry Test

All We Need is Love

All We Need is Love Essay What is love? Is love the feeling of physical and emotional attraction? Or is it the outcome of appreciating others virtue? But can there be love without giving? Giving that requires indicating concern for others life and growth. Giving the idea of showing ones compassion of expressed and unexpressed feelings. The most important giving strategy is the ability to view a person as they are and being aware of their distinctive individuality. However, when a person keeps giving love to one another and does not seek love in his or her rightful place, they search for similar feelings somewhere else. Love is significance in humans life. Simple appreciation may ease the pain, but is it enough? When love is not enough it may cause severe damage to a person. It may lead to suicide, to depression, to family problems, and even to eating disorders. Every human being values love than any personal effect in their lives. Love is assisting one another in time of need. When an individual does not experience love he or she develop a mask to their personality. To their fears. To their past life. The masks that create difficulty to knowing someone. Many act in certain ways around certain people. However, when people go through denial of the physical existence just to protect their ego, we call them defense mechanism. Each and every one of us has a different strategy of coping to reality for it to be less stressful. Meaning, these masks protect us. They protect us from bad feelings. However, there is a specific amount of how much defense mechanism may isolate us from the real world. For example, denial. Denial is the most horrifying strategy that anyone may respond to in a situation; therefore, it may lead to completely refusing any horrible experience. People are eager to tell others about their lives but they fear rejection and rejection leads to conflicts within. Everyone fears that exposing themselves would make them seem weak to others. However, does it not sometimes surprise you how one day you think you know someone for such a long time and when a deeply most horrifying secret of the person is out, you feel like your mind betrayed you? You think you know every single detail when in fact you werent looking inside of them. Ill be telling you a story about a 20-year-old girl, Nicole. She lives in the Netherlands, originally from France. Nicole and I have been friends for a long time. We were Skyping, I telling her about my Voice of Youth research paper. I was explaining to Nicole how I couldnt find someone for the interview because of how hard it will be ask someone I personally know about conflicts in their life. As I said before, I knew Nicole for a long time, and in that moment, I discovered that she herself had a major conflict in her life. It does surprise you how long youve known someone, but then when they reveal something shocking about himself or herself, the perspective changes; not of the person, but of the fact that no one really gets to know someone with their problems. No one wants to feel responsible. Nicole.. My friend.. My sister had developed an eating disorder; thus, resulting to Bulimia and anorexia. Nicole and I decided to Skype so I could interview her with questions. I later realized that Im not only a student wanting to gather information for a research paper, but Im her friend; therefore, I decided to take a train to Utrecht. I had to listen carefully as she expresses her thoughts, opinion, and feelings to me. One of the things I Learned from my Guide to critical thinking was, in order for me to be fair; I must consider the feelings of my friend. As I sat down next to her, I heard her pour out her feelings. I could see the way she was acting. Nicole was extremely nervous. She carried a bottle in her hand, fidgeting with it the whole time. I looked at her, asked her one more time if she really wants to do this. Nicole glanced at me with an extremely red face, telling me that it was all right. Nicole began with.. I dont know where to start.. following apologizes of how much I might be disturbed. Nicole was constantly asking Are you sure you want to know this.. I can see shes worrying that I might see her differently. READ: Social Networking Sites: Beneficial to Societys EssayFor 5 minutes, all Nicole could say is, Youll be shocked! As I sat there in front of her, she began, I always had problems with my mom.. Nicole switched schools in the 7th grade. That is when she developed an eating disorder. Nicole had no friends; people at school were mean, rude, and snobby. She had no attention. Due to that, Nicole stopped eating completely; but when she lost a huge amount of weight she got all the attention she wanted. At first, to me it was weird because I stopped eating because I was sad and people kept telling me I looked good. Nicole constantly desired attention from her friends at school. She received no attention from home. All Nicole wanted was to be noticed at home. Her situation made her seek love from people that do not matter. She got more and more desperate. Nicole is an only girl with two younger brothers. Her parents, especially her mother, treated her differently. Nicole was the least one with attention. Her mother always praised the boys whenever they accomplished something; they were always awarded. However, Nicole was never showed appreciation. Whenever my brothers and I fought, I would always be blamed! Nicole feels like her mother has failed at being a mom. I asked Nicole how she thought their parenting was, she said: Its bad. They give us everything we want. Were allowed to do a lot of stuff but she never consequences things.. It is hard to explain. She is just not a mother. She saw me not eat a lot and did not recognize that I had an eating disorder. Every once in a while I would hear Nicole repeating, I would do everything different. I would never compare things with other people like she does. I would also not compare my childhood with my childrens like she does. I wouldnt do that. Things change. Time changes. She is just not happy with her life and she brings it out on us. Nicole then glanced slowly at me and told me how her mother has shared with her her previous love. Her mother explained to her how she married her father because he could provide a decent life. Nicoles reaction was, I love my dad and I dont want him to be sad; but I know hes unhappy as well; but he is so madly in love with her. Nicole grew up having to take care of herself, her brothers, her father, and even her mother. I see that its and extremely hard task to do. Having to take care of your whole family knowing that none of them care. We went back to talking about her eating disorder. Nicole told me how whenever she had something to eat, shed throw up all of it. I slowly asked her how it made her feel to force herself to vomit all she had eaten. I was scared that I was being out of line but then she said: I do not know what was going on in my brain.. It is like having a cold; you cant do anything about it Its just there and its like being a complete different person. It makes you doing things that you actually dont want to do and you dont want to do it but you just do it. I could see Nicoles eye tearing up as she explained how she felt. Menna, Something inside you tells you do it. Do it That is when I realized, she was in the affection of trying to make herself feel better. Her mind was controlling her thoughts by using her looks as an attention seeker; thus, making her seeks attention at school. She was not accepted by her parents, especially her mother. Losing weight, gave her attention at school. It was her only way out of the weight she carried at home. I then asked Nicole, When was the moment you realized and decided you should stop and change? Nicole told me about the nightmares she had when she started dating Victor. I had nightmares My teeth were falling out It was really bad, and then my hair started falling off. This was the moment that Nicole had seen herself in the future. Nicole was lucky; she was able to visualize how her life would turn around if she carried on with this. Nicole had the opportunity, the chance to get out early before it gets worse. And that is when the fairytale started with the love of her life, Victor. He was the reason she was able to keep going; to hold on and face her fears. READ: The Good Earth: Wang Lung - A Man of Determination and Loyalty EssayI think its because I felt accepted from Victor. Nicole was able to find what she couldnt get from home. Nicole, how did it change you? â€Å"It made me realize how it is so weird that something is so powerful in your mind that makes you do things you dont want to do. As she was explaining her thoughts, I realized that the mind is strong; it is able to control what we want to know, and if it doesnt feel safe, it turns its back on everyone. Nicole then later on, confronted her parents on their parenting. She poured her heart out, telling them every single detail they did wrong. Leaving out the fact that she was Bulimic, Nicole had only told that to her father. I asked her why her mother doesnt know, she said: My mother could never handle this. Nicole later on then went to a psychological center for anorexic people to help out. It was then that she realized how thankful to god she is for helping her go through this. Nicole met girls that within a blink of an eye may die. She knew then that she should be grateful. The last question I asked my friend, Nicole, was How do you feel now that Im talking to you about this She answered with a smooth look, Its like a story. Nicoles father, Victor, and me were the only people who knew. That was it. I finished the interview. Got up and hugged my friend. As I sat listening to a person I knew, a person that I cared about, but I never considered their feelings as much. Everything made sense. I first asked myself, as I hear her tell her story, This doesnt make sense to me, its like I dont know this person. But then everything connected. I realized that Everyone has different reasons to why they endeavor to hide their emotional pain, that comes in the wake of negative beliefs about ourselves; evoked by a particular person or situation. In conclusion, we are just human. Humans fear the thought of others not responding with a caring or supportive way. People dread the thought of trusting themselves, to cope with others response of their fears. The most important strategy, opening yourself to others. Everyone comes from a completely different family, community, or school. Opening yourself to others gives you the option to be in someone elses world, giving you the choice to perceiving their goodness and kindness. I strongly believe that love comes from giving and knowledge. Many fear opening themselves up to others, afraid of what people may think, resulting to grasp no love from others. People are eager to tell others about their lives, but they fear rejection and rejection leads to conflicts within. Everyone fears that exposing themselves would make them seem weak to others; thus, giving the thought and feeling of no love or compassion from anyone. In conclusion, not all masks are evil. Its up to us how to identify the strategy to make the masks and the reason for each mask to motivate us to unconsciously choose which mask to wear. One must be true to themselves by altering the right mask. Love can be described in many ways. However, love is not only enough when said or told. I believe that if parents do not take care of their childs background, the child will eventually adapt within his or her own culture. Such events shape our lives. As you can see, every time Nicole fell down she got her self-right back up. A critical thinker must always seek better ways of doing things. Critical thinkers believe in the power of their minds.

Organizational culture is fundamentally about symbolic meaning and as Essay - 3

Organizational culture is fundamentally about symbolic meaning and as such cannot be managed. Discuss - Essay Example It is fundamental to note that the culture of an association varies from one organization to the next. This is for the reason that employees in the diverse organizations have disparate opinions and outlooks regarding different concerns in the organization. This essay will endeavor to assess the concept of culture and how the same is symbolic in the organization. Also, the essay will put into context the factors that culture is general, integrated, figurative, and adaptive. Body Organizational culture has been described as suppositions that are shared by a group of people as seen in the work of Schein1. This involves the adjustment of the organization to the outside world, and incorporation the internal concepts so as the association can invent a method in which the organization can adjust its members to the attainment of the organizational goals2. Champoux indicates that the members in the organization are able to be respond to the situation by coming up with plans towards solving th e same issues, in the event that an organization is faced with a setback3. Schein, on the other hand, indicates that an understanding of the psychology of people, their social aspect and generally human relations allows the organization evaluate them in the organizational culture4. ... At each faction, there is a deeper denotation of the entire concept, at times symbolic, at other times, cognitive. There are various major levels of organizational culture, according to Schein6. Foremost, is the discernible artifact, the adopted values by the organization and lastly, the major underlying suppositions7. In relation to the discernible artifacts, Schein refers to them as opinions, the actions taken by an organization, and the beliefs that an organization holds. It is through the observable artifacts that the organization establishes what is central and significant to be adopted in the organization8. The discernible artifacts are inclusive of the physical characteristics of the association- the buildings, the publications, pieces of art by the organizations, its products, as well as the technology applied in the organization9. The observable artifacts can be devised from the mission and vision statement of the organization, and its values. In addition, the same can be se en in the language by the affiliates of the organization, its accounts of the times, practices and the ceremonies conducted by the organization10. This is an obvious indication that organizational culture is unmistakable in the manner in which the organization adheres to the myths of the organization and upholds the rituals of the organization. Organizational culture can be said to be symbolic in that the values that are advocated by the organization are the ones that are campaigned by the leadership of the organization11. In the argument by Schein, the management team of the organization expects that the employees display an expected level of discipline as expected of them by the management12. In this case, the values portrayed by the employees are

History of Psychology Essay Example | Topics and Well Written Essays - 1250 words

History of Psychology - Essay Example Same is with the study of different kinds of areas of education. Psychology is a kind of social science that has emerged to be one of the prime aspects of life today. All the marketing activities are revolving around the concepts of psychology which have evolved over the last 100 years. The research and development that has taken place has multiplied with each passing year. All the fundamental aspects of human life and functioning are now explained through the various concepts of psychology. Hence psychology has become an integral part of our lives. The type and extent of research that was done at the start of 1900s was different from what it is today. Methods of research are increasing, and developing; providing room for improvement to the research that was already present. Also the theories and concepts which were popular in the start were not as important as more concepts were coming as research was growing. A cross-sectional analysis of the studies which were conducted in two different time frames would provide one with a better picture regarding the difference of opinions, topics and concepts in different eras. For this purpose, two articles have been chosen pertaining to different eras of the 1900s. Thorough analysis of these articles would help us understand the evolution of research and concepts in psychology. The first article that has been chosen was published in 1914 in the Psychological Bulletin/ Psychological Review Company, named as "Psychology of religion". This article was written by Elsworth Faris and advocated the different concepts prevailing regarding religion in the world and their linkage to the psychology of human beings. The other article was chosen from the same journal but published in 1958. The opening remarks from the symposium on relationships between religion and mental health, delivered by Herman Fiefel, were chosen to be analyzed. Like the previous article this article also talks about the relationship between religion and its effect on the mental state of mankind. (Faris, 1914) To start off with, religion has a fundamental link with the mental health and stability of a person. It has been established that believing in the presence of the unknown power above us helps us to live better/accountable lives in this world. It makes us responsible for our actions and can help make the world a better place. This topic has been discussed and researched upon over the years by scientists and results have shown linkage between the two aspects of life. While going through the first article, one notices that the common concept of psychology and religion, pragmatism, is being discussed; the fact that at that time all the concepts were considered important only when they were proved. Pragmatism talks about the purposes behind everything and not a single purpose; it strives to prove to concepts. In the article, the author believes that the faith Christianity is the epitome of the riddle of existence. Although the article clearly mentions that education is an important factor in the development of sound religious concepts. Education helps the person identify with the key facts of the religion; these facts are the presence of a single power which can help them with thing; the fact that they will be offered redemption, the existence of evil and the presence of self-esteem of man. These beliefs are

High School Essay Example for Free

High School Essay I. Problem/Needs a. San Nicolas Elementary School (s. y. 2013-2014) has 765 enrollees, 43 teachers, non-teaching, staffs, personnel, including its maintenance. Previous school years, survey through interview shows that the school has no canteen. What they did was a classroom canteen wherein teachers allow outside vendors to sell foods, snacks in each classroom during break time. This practice made wrong impact and its advantages to the entire school campus. Instead of 30 minutes break time, survey shows they have 45 minutes and lessons are affected. b. Outside vendors are not known by the pupils and teachers. They just offer their cooked foods to students without knowing or not sure with the safetiness of what they are going to take in. They don’t know how and who made the foods. Other parents also go inside the school to give snacks to eat to their children during recess time which make break time longer. School staffs observed this situation and they made a decision to really have canteen as soon as possible. c. During the first meeting of the school year 2013-2014, the PTA meeting tackled the topic about school canteen, they should have it. As a situation to the need of the school, the principal set another meeting to meet interested parents who wants to manage the canteen. As a result, school pupils, teachers and other personnel now have their break time properly. Manager of the canteen improved the school canteen, and prepared it for the new canteen. Now, San Nicolas Elementary School is nearly for safer, healthier and more convenient canteen for everyone. II. Statement of Vision, Mission and Values Vision: The school will provide a good source of foods for the pupils, teachers and parents of the school. Healthy foods, price of foods will surely be right for everyone. Mission: The school will have a canteen on its own, managed by the school itself or any representatives from the PTA member. Foods will surely be healthy and nutritious. Kind of foods to sold will be strictly monitored to sure the safetiness of all the entire school. Values: Having a school canteen will promote orderly and organized school especially on break time. Everyone in school should support its canteen that could help in the progress and improvement of the entire school. III. Marketing plan a. Research and Analysis: It is more than two years when San Nicolas Elementary School has no canteen. Former managements of school canteen believed that their services and foods offer are not satisfying. It was observed by our interviews that students and teachers would more like to go out or buy outside their snacks during break time. In addition to that, price of the previous canteen are not affordable by the students. PTA meeting was conducted and during the said meeting, the principal announced that all parents who are interested to manage the school canteen this school year 2013-2014 is free to pass bid form containing rental which is the highest offer as a rental of the school will have the opportunity to handle the canteen. The form also contains the expected menus, foods offered and its prices. The monthly rental of the school canteen will be an income of the school which will be used for school improvements at the end of the school year. This move of the school as a solution of the problem believes that it will turn to an advantage of the entire school. Students and teachers will be comfortable to spend their break time inside the canteen, safetiness and healthy foods will be as sure. Accidents will be impossible because students will no longer go out to nearby stores to buy foods and also monthly income of the school will be at stake. b. Marketing Strategies: Students will be the first customer of the canteen, so offers will be for students at most. Foods will be based on the taste of the consumers so as by the teachers also. Foods will be simple snacks so that prices will also be affordable and reasonable especially for ordinary students. Prices will be strictly monitored. Special promos or simple promo will also be given. Simple promo like free juice or offering discounted prices on sets of snack items. Like: 1 special miki regular price is Php 15. 00 with boiled egg on toppings plus 1 refresh juice is at Php 6. 00= student will pay only Php 20. 00| Foods or snacks will be changeable, based on what is saleable to consumers. IV. Production Plan Quantity| Unit| Supplies| 533050102550301010| KilosKilosPcs. SticksBoxesPcs. Pcs. SticksBagsBags| PancitMikiBoiled eggBarbecueAsstd. Fruit drinksSandwichesShanghaiBanana cueAsstd. BiscuitsAsstd. cupcakes|.

To Kill a Mockingbird by Harper Lee :: essays research papers

The novel To Kill a Mockingbird begins with narrator, Scout Finch, introducing to the reader her brother Jem, her father Atticus, and her town, Maycomb, Alabama. She tells us a little of her family history, and then begins her story :   Ã‚  Ã‚  Ã‚  Ã‚  It is the summer of 1933. Scout is five, and Jem is nine. They pass the summer happily with their new friend Dill, a six-year-old boy who has moved into their neighborhood for the summer. They are very curious about one of their neighbors, Boo Radley, who hasn't been seen by any one for years. The children are scared of Boo because of the morbid legends about him. Dill resolves to get him to come out of his house, but nothing comes of it that summer.   Ã‚  Ã‚  Ã‚  Ã‚  Scout dislikes school from the first morning. A few times when Scout and Jem walk home from school, they discover small gifts in the hollow oak tree at the edge of the Radley yard. When Dill returns for the summer, the children devise a new game of acting out their own version of Boo's story. One night they sneak up to the Radley house to look in at a window. Mr. Radley, Boo's uncle, chases them off with a shotgun, and as the children flee Jem's pants get stuck in a fence and left behind. Later when Jem retrieves them, he finds that Boo clumsily mended them where the fence tore them.   Ã‚  Ã‚  Ã‚  Ã‚  When school begins again, Scout and Jem find more trinkets in the tree. They write a thank you note to whomever is leaving the things for them, but Mr. Radley cements up the knot hole. During the winter it snows and Jem builds a snow man by making a form out of mud and then covering the mud with snow. The house of Miss Maudie, a friendly neighbor, burns down that night. While the children watch the fire from the street in front of the Radley's house, Boo Radley puts a blanket around Scout without her noticing.   Ã‚  Ã‚  Ã‚  Ã‚  When Atticus, an attorney, is assigned to defend Tom Robinson, a innocent black man accused of raping a white girl, Mayella Ewell, the children are ridiculed by their classmates, other towns people, and even their cousin about their father being a 'nigger-lover.'; Atticus advises the children to not let the insults bother them. Scout and Jem feel a little ashamed of their father, but when they find outthat he is famous around town for his markmanship, they become proud of their father for being who he is.

Wilma Rudolph biography

Wilma Rudolph is most well-known for her extreme success in track and field. What is most ground-breaking about Wilma and her success is the fact that she was a woman succeeding in what was considered at that time a â€Å"man's sport. † She broke many records, but most importantly was the first American woman to win three gold medals during the same summer Olympics. Wilma had faced many troubles throughout her life, from illness and disabilities to insecurities and friendship issues.However, the most difficult time in her life was not the obstacles she overcame to each her success but the point in her life after all of that- the point when she went back to reality. Throughout this paper I will discuss how the bio-social-psycho- spiritual-cultural framework had affected Wilma throughout her lifetime, ultimately influencing the person she turned out to be. Although I will touch upon her childhood and teenage years, the point of my paper is to identify Just exactly how those peri ods of time in her life affected her throughout her mid-adulthood phase until her death in 1994.BIOLOGICAL The first part of the framework suggests we look at Wilma's biological past to help nderstand the person she became. When Wilma was born, she was the 20th out of 22 children in the Rudolph family. She had a very difficult childhood, bouncing back and forth from illness to illness. Throughout her childhood, she was diagnosed with double pneumonia, scarlet fever, and polio. When Wilma was six years old, she was diagnosed with infantile paralysis caused by the polio virus. At that time, doctors had told her that she would never walk again without the aid of braces.However, Wilma was determined to prove everyone wrong and walk on her own. By the age of twelve, Wilma could freely move and walk around without the aid of her leg brace. After that point in her lifetime, nothing major (from a biological standpoint) occurred until she was a senior in high school and got pregnant by her l ong-time boyfriend, Robert Eldridge. At this point in her life, she was training with a college track coach during the summer and could not handle the responsibilities of a child Just yet.Luckily, her older sister Yvonne (who was already married with a child of her own) offered to look after the baby until Wilma was ready for motherhood. This allowed Wilma to continue iving her normal life without have to make and sacrifices. SOCIAL Wilma experienced a very financially poor childhood. She was among 21 other siblings and her parents only lived Offa teacher's salary. During the time of her leg brace, Wilma was homeschooled because of her disability. It was not until the first grade that her parents considered admitting her to a real school.After overcoming her disability, she decided that when she reached high school she wanted to follow in her sisters footsteps and Join the school basketball team. During freshmen year she excelled in basketball and track, and it was at that point tha t she first received nterest from Tennessee State's track coaches. Because of her raw talent, Tennessee coac , Edward Temple snowed a lot ot interest in Wilma, enough tor ner to try out tor the 1956 Olympics. After becoming a qualifier for the Olympics, she became close friends with Mae Faggs, an older runner on her Olympic team.Mae was a great influence on Wilma and really helped her mentally and physically prepare for the Olympics. Despite all of Coach Temple's and Mae's help, Wilma did not place at the 1956 Olympics. After the Olympics were over and she returned home, she decided to pick up her son and have him live with her again. She realized that spending time with her family was Just as important as anything else in her life at that time. At this point she was Juggling a boyfriend, a child, college school work, track, and her grief over disappointment from the past Olympics.PSYCHOLOGICAL Because of Wilma's natural talent and success in high school, her first loss at a big mee t was devastating. She had travelled to Philadelphia for a National AAU Track Meet, and became overconfident. She was shocked when she did not win and returned home with â€Å"shame of losing. † She felt embarrassed of losing and felt as if she had let herself down. It was at that point she realized that the success she could obtain through track and field was in her hands, which only motivated her to train harder. Once qualifying for the Olympic team, she also experienced some psychological challenges.She was such a good runner at such a young age that she would hold back at Olympic practices in order to keep the other girls on the team from becoming Jealous of her. She felt very torn, whether or not to excel at practice and work hard or hold on to friendships. She finally got over her fear of losing friends over hard work and decided to run for herself. One of her biggest psychological upsets, however, was after the 1956 Olympics when she did not qualify for the finals in t he 200 meter dash. She could not eat or sleep for days and felt as though she let down the entire United States.She was determined that the next day she would run harder and make up for that. Fortunately, by the end of the Olympics, her 400 meter relay team had surprisingly placed third and came back home with a bronze medal. SPIRITUAL & CULTURAL Wilma was born in Clarkesville, Tennessee in 1940. During this time, she experienced the wrath of segregation. The school she attended was Just for blacks nd did not compare to the nicer school for white children. Growing up, religion was important to Wilma and her family but did not play a huge role her development throughout life and her accomplishments.Her family was very religious and were practicing Baptists. HOW THIS FRAMEWORK AFFECTED HER LIFE As a child and teenager, Wilma lived anything but an ordinary life. At the age of 6 she was told she would never walk again without a brace. By the age of 12 she defied those odds and successfu lly walked on her own. By the time she reached high school she was on the school basketball team and track team. By the age of 16 she was ompeting in her first Olympics games. And by her senior year she had a child of her n All ot these components helped to develop Wilma into the person she grew up to be.Her biggest obstacles occurred after her fame and fortune, when she got home and back to real life. When she arrived home from the 1960 Olympics, she was welcomed by the whole town of Clarkesville, Tennessee. It was the first time in Clarkesville history that white and black townspeople came together to celebrate. After returning home and spending time with her family, she immediately began to travel the world meeting new people and starring in more races. She became the first woman invited into meets previously only participated by males.However, at this time it was very unlikely for a woman, let alone a black woman athlete, to have a manager. Therefore, Wilma did not make any mone y off of any of the appearances she made or races she competed in. When she finally returned home from travelling, she was hit with the harsh reality of the real world- she was broke. Wilma decided the best thing for her to do was to go back to college to get her degree in elementary education. After she graduated college, she married her longtime boyfriend Robert Eldridge. She got a teaching Job at the elementary school she attended as a child and coached track and field at Burts High School.Still, this did not help her financial situation. A few months later, she decided to leave her Job as a teacher and within a few years became pregnant with two more children. After that, she bounced back and forth from Job to Job; unsatisfied with every one she tried. She could not find that same satisfaction that she felt from track and field- nonetheless find a Job that would help ease her money troubles. In 1967, Vice President Hubert Humphrey asked Wilma to Join â€Å"Operation Champ,† government sponsored program that trained young inner-city athletes.Wilma once again traveled to many cities but still did not find that satisfaction she was searching for. Once she got back, she continued to bounce from Job to Job again until she finally decided to start her own business. Her business was named â€Å"Wilma Unlimited† and allowed her to travel, lecture, and support special causes. Through this company, she inspired many young African American athletes. In 1977 she wrote her own book and filmed a movie about her life. In 1981 she started the Wilma Rudolph Foundation, a foundation dedicated to nurturing talented young athletes.She worked hard to promote women's sports in America and lobbied to pass Title ‘X. Among many other awards throughout her lifetime, she was honored with the National Sports award from President Bill Clinton in 1993. Unfortunately, Wilma died at the young age of 54 from cancer on November 12, 1994. Wilma's adult life would have bu ilt to nothing if it not had been for all of the experiences she lived through in her childhood. She learned strength, endurance, and patience not only on the track but in her life as well. She did not experience the most difficult times in life until after she had accomplished many goals for herself.It took true commitment for her to succeed in life after she returned home from the Olympics. Everything she did and experienced throughout her lifetime greatly affected the person she turned out to be. She grew into an amazing and influential woman who is not only known for her three gold medals in the same summer Olympics, but she is known for the legacy she has left behind in women's sports and the rest ot the world. KOHLBERG'S THEORY OF MORAL DEVELOPMENT According to our textbook, â€Å"Lawrence Kohlberg has proposed a series of three levels, and six stages, through which people progress as they develop their moral ramework† (Zastrow, 2007).The first level, called the Preconv entional Level, is primarily concerned with self-interest. The first stage of this level deals with how a person can avoid punishment. It is in this level that a person (however, most of the time this level is applied to children) will act on the basis of knowing what actions will constitute some sort of punishment. Stage two is more self-interest driven. A person will think in terms of reward for themselves, by asking the question â€Å"what's in it for me†. In this level a person will act in their best interest. These stages, related toWilma Rudolph's life do not hold a high level of significance. There are not too many points in her life that were highlighted in her biography that were linked to these two stages. I can imagine, however, that growing up in a household with 21 other children would take away from both of these stages. I doubt that Wilma was punished by her parents very often since they had to focus on so many other children as well. On the other hand, she pro bably had many of her older siblings to look after her, who I'm sure gave her a hard time when she did something wrong.The second level, the Conventional Level, usually is applied to people from the ges of 10 to 13 (Zastrow, 2007). Incorporated in this level are yet two more stages. Stage three is based on the approval of others and fulfilling social roles. During this stage, a person tries to live up to the expectations set for the â€Å"good boy' or â€Å"good girl† that they are trying to be. A high level of acceptance among others is what a person is ultimately striving for in this stage. I believe this stage directly reflects the point in Wilma's life when she made the Olympic team for the first time.During that time in her life, she was much younger than many of the other women on the team and ould hold back in practice as to not embarrass them or appear as if she were superior to them. She wanted to â€Å"fit in† and be accepted by her teammates. Stage four dea ls more with obeying rules and listening to authority. In this stage, the individual focuses on what is right and wrong based on the laws. I believe this stage relates to the time in Wilma's life when she was going off to college and one of her coach's rules was no children, since they would become too much of a distraction.Following his orders, Wilma decided to send her child with her older sister who could better fulfill the child's needs and also allowing Wilma to obey her oach. The final level of Kohlbergs stages of development is called the Post conventional level. The first stage of this level, stage five, is concerned with the welfare of the community. Although the previous level focused on the importance of laws, this stage says that laws are also open for interpretation and that the welfare and state of the community is Just as important as following laws.I believe this describes the point in Wilma's life after she had won at the Olympics and returned home to Clarkesville f or the first time. Upon her arrival, she was greeted by both white and black supporters from her community. During that time period, segregation was highly enforced and it was rare to see white and black folks together. However, they came together in support o t Wilma and d hey saw was best tor the community- snowing their support together as a whole instead of individual races.The final stage, stage six, revolves around the idea of acting on internal ethical principles. At this stage in someone's life, the person is less concerned with the opinion of others and more concerned with what is right for them. I do not think Wilma ever reached this stage in her life. While I believe that she did overcome many bstacles, such as being a black, female athlete during the time of men's sports and segregation, I do not think she achieved this highest stage in her development.In conclusion, I believe that everything Wilma Rudolph endured throughout her lifetime had a big impact on the woman she grew up to be. All of the fame and recognition she received through her teenage years had a big hand in the development through adulthood. It was not until she grew up and came back to Clarkesville after her big success as a track star that Wilma really had to look back and put to use all of the dedication and life lessons she learned as a child.If Wilma were here today I think she would want people to remember her not for winning gold medals at the Olympics, but rather for all of the things she accomplished and all of the people she influenced as an adult. I believe she holds most valuable in her heart her ability to influence others to overcome adversity and to live out their dreams.

An Autocratic Leadership Style Essay

1. Introduction 1.1 OBJECTIVE:- Autocratic leadership, also known as authoritarian leadership, is a leadership style characterized by individual control over all decisions and little input from group members. Autocratic leaders typically make choices based on their own ideas and judgments and rarely accept advice from followers. Autocratic leadership involves absolute, authoritarian control over a group. The objective of doing this project is to understand Autocratic Leadership Style in detail. 1.2 TITLE OF THE PROJECT:- The title of the project is Autocratic Leadership Style Autocratic describes a way of ruling, but not in a nice way. An autocratic leader is one who rules with an iron fist; in other words — someone with the behaviour of a dictator. In an autocratic leadership style, the person in charge has total authority and control over decision making. By virtue of their position and job responsibilities, they not only control the efforts of the team, but monitor them for completion –often under close scrutiny This style is reminiscent of the earliest tribes and empires. Obviously, our historical movement toward democracy brings a negative connotation to autocracy, but in some situations, it is the most appropriate type of leadership. That, of course, doesn’t mean a blank check to ignore the wellbeing of his subordinate. In an autocratic leadership style, the person in charge has total authority and control over decision making. By virtue of their position and job responsibilities, they not only control the efforts of the team, but monitor them for completion –often under close scrutiny This style is reminiscent of the earliest tribes and empires. Obviously, our historical movement toward democracy brings a negative connotation to autocracy, but in some situations, it is the most appropriate type of leadership. That, of course, doesn’t mean a blank check to ignore the wellbeing of his subordinate. 1.2 LAYOUT OF THE PROJECT:- a. Introduction b. Types of Leadership Styles c. Autocratic Leadership Style d. Characteristics of Autocratic Leadership Style e. When to use Autocratic Leadership Style f. Prone and corns of Autocratic Leadership Style g. Case Study h. Recommendation i. Conclusion j. Bibliography 1.4 LITERATURE:- For my project I have referred:- http://www.leadership-toolbox.com/autocratic-leadership.html http://en.wikipedia.org/wiki/Authoritarian_leadership_style http://www.action-wheel.com/autocratic-leadership-style.html http://psychology.about.com/od/leadership/f/autocratic-leadership.htm http://www.vocabulary.com/dictionary/autocratic http://www.nwlink.com/~donclark/leader/leadstl.html http://www.thesundayindian.com/en/story/authoritarian-leadership-the-secret-behind-steve-jobs-success/33963/ 1.5 METHOD OF DATA COLLECTION:- There are basically 2 methods of research DESCRIPTIVE METHOD AND SCIENTIFIC METHOD. In my Project I will be using DESCRIPTIVE method. Secondary data method will be used for doing this project. Secondary data would the information collecting from the articles, internet, and books. After collecting that I have recommended interpretation of cause and effect. 2. Types of Leadership Leadership style is the manner and approach of providing direction,  implementing plans, and motivating people. As seen by the employees, it includes the total pattern of explicit and implicit actions performed by their leader (Newstrom, Davis, 1993). The first major study of leadership styles was performed in 1939 by Kurt Lewin who led a group of researchers to identify different styles of leadership (Lewin, Lippit, White, 1939). This early study has remained quite influential as it established the three major leadership styles: (U.S. Army, 1973): authoritarian or autocratic – the leader tells his or her employees what to do and how to do it, without getting their advice participative or democratic – the leader includes one or more employees in the decision making process, but the leader normally maintains the final decision making authority Delegative or laissez-fair – the leader allows the employees to make the decisions, however, the leader is still respons ible for the decisions that are made Although good leaders use all three styles, with one of them normally dominant, bad leaders tend to stick with the one style, normally autocratic. AUTHORITARIAN OR AUTOCRATIC LEADERSHIP I want both of you to. . This style is used when leaders tell their employees what they want done and how they want it accomplished, without getting the advice of their followers. Some of the appropriate conditions to use this style is when you have all the information to solve the problem, you are short on time, and/or your employees are well motivated. Some people tend to think of this style as a vehicle for yelling, using demeaning language, and leading by threats. This is not the authoritarian style, rather it is an abusive, unprofessional style called â€Å"bossing people around.† It has absolutely no place in a leader’s repertoire. The authoritarian style should normally only be used on rare occasions. If you have the time and want to gain more commitment and motivation from your employees, then you should use the participative style. Participative or Democratic Leadership Let’s work together to solve this. . . This style involves the leader including one or more employees in the decision making process (determining what to do and how to do it). However, the leader maintains the final decision making authority. Using this style is not a sign of weakness, rather it is a sign of strength that your employees will respect. This is normally used when you have part of the information, and your employees have other parts. A leader is not expected to know everything—this is why you employ knowledgeable and skilled people. Using this style is of mutual benefit as it allows them to become part of the team and allows you to make better decisions. Delegative or Laissez-faire Leadership You two take care of the problem while I go. . . In this style, the leader allows the employees to make the decisions. However, the leader is still responsible for the decisions that are made. This is used when employees are able to analyse the situation and determine what needs to be done and how to do it. You cannot do everything! You must set priorities and delegate certain tasks. This is not a style to use so that you can blame others when things go wrong, rather this is a style to be used when you fully trust and have confidence in the people below you. Do not be afraid to use it, however, use it wisely! NOTE: Laissez-faire (or lais ·ser faire) is the non-interference in the affairs of others. [French : laissez, second person pl. imperative of laisser, to let, allow + faire, to do.] Transactional Leadership Style The transactional style of leadership was first described by Max Weber in 1947 and then later described by Bernard Bass in 1981. Mainly used by management, transactional leaders focus their leadership on motivating followers through a system of rewards and punishments. There are two factors which form the basis for this system, Contingent Reward and management-by-exception. Contingent Reward Provides rewards, materialistic or psychological, for effort and recognizes good performance. Management-by-Exception allows the leader to maintain the status quo. The  leader intervenes when subordinates do not meet acceptable performance levels and initiates corrective action to improve performance. Management by exception helps reduce the workload of managers being that they are only called-in when workers deviate from course. This type of leader identifies the needs of their followers and gives rewards to satisfy those needs in exchange of certain level of performance. Transactional leaders focus on increasing the efficiency of established routines and procedures. They are more concerned with following existing rules than with making changes to the organization. A transactional leader establishes and standardizes practices that will help the organization reach: Maturity Goal-setting Efficiency of operation Increasing productivity. Effect on work teams  survey done by Jun Liu, Xiaoyu Liu and Xianju Zeng on the correlation of transactional leadership and how innovations can be affected by team emotions. The research was composed of 90 work teams, with a total of 460 members and 90 team leaders. The study found that there is a relationship between emotions, labor behavior and transactional leadership that affect for the team. Depending on the level of emotions of the team; this can affect the transactional leader in a positive or negative way. Transactional leaders work better in teams where there is a lower level of emotions going into the project. This is because individuals are able to Think freely when setting their emotions aside from their work. Have all of their focus on the given task. A transactional leader is: Negatively affected when the emotional level is high. Positively affected when the emotional level is low. Transactional leadership presents a form of strategic leadership that is important for the organizations development. Transactional leadership is essential for team innovativeness. Transformational Leadership Style A transformational leader is a type of person in which the leader is not limited by his or her followers’ perception. The main objective is to work to change or transform his or her followers’ needs and redirect their thinking. Leaders that follow the transformation style of leading, challenge and inspire their followers with a sense of purpose and excitement.[10] They also create a vision of what they aspire to be, and communicate this idea to others (their followers). According to Schultz and Schultz, there are three identified characteristics of a transformational leader: Charismatic leadership has a broad knowledge of field, has a self-promoting personality, high/great energy level, and willing to take risk and use irregular strategies in order to stimulate their followers to think independently Individualized consideration Intellectual stimulation 3. Autocratic Leadership Style 2.1 BACKGROUND Authoritarian leaders are commonly referred to as autocratic leaders. They provide clear expectations for what needs to be done, when it should be done, and how it should be done. There is also a clear divide between the leader and the followers. Authoritarian leaders make decisions independently with little or no input from the rest of the group. Authoritarian leaders uphold stringent control over their followers by directly regulating rules, methodologies, and actions. Authoritarian leaders construct gaps and build distance between themselves and their followers with the intention of stressing role distinctions. This type of leadership dates back to the earliest tribes and empires. It is often used in present day when there is little room for error, such as construction jobs or manufacturing jobs. Authoritarian leadership typically fosters little creativity in decision-making. Lewin also found that it is more difficult to  move from an authoritarian style to a democratic style than from a democratic form to an authoritarian form of leadership. Abuse of this style is usually viewed as controlling, bossy and dictatorial. Authoritarian leadership is best applied to situations where there is little time for group discussion. 3.2 Views of Autocratic Leaders A common belief of many authoritarian leaders is that followers require direct supervision at all times or else they would not operate effectively. This belief is in accordance with one of Douglas McGregor’s philosophical views of humankind, Theory X. This theory proposes that it is a leader’s role to coerce and control followers, because people have an inherent aversion for work and will abstain from it whenever possible. Theory X also postulates that people must be compelled through force, intimidation or authority, and controlled, directed, or threatened with punishment in order to get them to accomplish the organizational needs. In the minds of authoritarian leaders, people who are left to work autonomously will ultimately be unproductive. â€Å"Examples of authoritarian communicative behaviour include a police officer directing traffic, a teacher ordering a student to do his or her assignment, and a supervisor instructing a subordinate to clean a workstation.† Communication Patterns of Authoritarian Leadership: Downward, one-way communication (i.e. leaders to followers, or supervisors to subordinates) Controls discussion with followers Dominates interaction Independently/unilaterally sets policy and procedures Individually directs the completion of tasks Does not offer constant feedback Rewards acquiescent obedient behavior and punishes erroneous actions Poor listener Uses conflict for individual gain Ways to Properly Incorporate Authoritarian Leadership: Always explain rules- it allows your subordinates to complete the task you  want done efficiently Be consistent- if you are to enforce rules and regulations, make sure to do so regularly so your subordinates take you seriously. This will form a stronger level of trust. Respect your subordinates – always recognized your subordinates efforts and achievements Educate your subordinates before enforcing rules – do not present them with any surprises. This can lead to problems in the future due to false communications. Listen to suggestions from your subordinates even if you do not incorporate them Effects of Authoritarian Leadership Communication Styles: Increase in productivity when leader is present Produces more accurate solutions when leaser is knowledgeable Is more positively accepted in larger groups Enhances performance on simple tasks and decreases performance on complex tasks Increases aggression levels among followers Increases turnover rates Successful when there is a time urgency for completion of projects Improves the future work of those subordinates whose skills are not very applicable or helpful without the demands of another Example:- Adolf Hitler was extremely authoritarian. He required the population of the Third Reich to accept everything that he said as absolute law, and was able to impose a death sentence on anyone who failed to do so. Hitler was obsessed with being in control, and with being the alpha male in a rigid male dominance hierarchy. Characteristics of Autocratic Leadership The major autocratic leadership style characteristics include: 1. The autocratic leader retains all power, authority, and control, and reserves the right to make all decisions. 2. Autocratic leaders distrust their subordinate’s ability, and closely supervise and control people under them. 3. Autocratic leaders involve themselves in detailed day-to-day activities, and rarely delegate or empower subordinates. 4. The autocratic leader adopts one-way communication. They do not consult with subordinates or give them a chance to provide their opinions, no matter the potential benefit of such  inputs. 5. Autocratic leadership assumes that employee motivation comes not through empowerment, but by creating a structured set of rewards and punishments. 6. Autocratic leaders get work done by issuing threats and punishments and evoking fear. 7. The primary concern of autocratic leaders remains dealing with the work at hand and not on developmental activities. 8. Autocratic leaders assume full responsibility and take full credit for the work. Advantages of Autocratic Leadership Style the autocratic style is one of the most recognized forms of directive leadership. At first, the style seems to contradict many modern work environments that emphasize teamwork, group input and shared decision-making. However, certain conditions and specific industries, such as the military, manufacturing and construction, thrive when a leader takes tight control and makes most of the decisions, according to Leadership-Toolbox. Even so, the most effective autocratic leaders remember to communicate task expectations and to respect their followers. Easy to Learn The autocratic, or â€Å"do this or else,† type of leadership is intuitive, easy to learn and does not require specialized training or knowledge of leadership theory, according to Leadership-Toolbox. Autocratic leaders do not have to worry about recognizing and responding to followers’ emotions or try to meet different motivational needs of group members. Control Dangerous work environments or situations requiring complicated tasks with no room for error, such as safety inspections, prosper under autocratic leadership since each depends on control. In addition, companies may turn to autocratic leadership for urgent short-term results, according to Money-Zine. For example, employees working through a company crisis may need one authoritative leader to call the shots and ensure tasks are completed correctly. Good for Inexperienced or Unmotivated Workers Depending on the industry, new employees may need specific instructions and close follow-up until they learn the job, according to Leadership-Toolbox. The autocratic leadership style is also good for low-skilled tasks, such as  directing employees to make copies or file papers. In addition, according to LeadershipExpert, bosses may need to use the â€Å"do it or else† type of autocratic leadership to ensure that unmotivated employees complete their assigned tasks. Autocratic leadership creates a centralized chain of command with heavy involvement of the leader in all gamuts of operations. This leads to the formation of a hub and spoken type of organizational structure that helps in many ways, such as: Getting things done quickly Improving communication and logistics. Better response to changes in the external environment Putting forth a more coordinated approach toward fulfilling organizational goals Anticipating problems in advance, and better realization of consequences of an action by one section on other sections Proponents of the autocratic leadership style advocate it as an ideal method to extract high performance from employees without putting them under stress. They insist the close supervision and monitoring leads to a faster pace of work with less slack, where the leader assumes full responsibility for the decisions and actions, ultimately creating reduced stress for subordinates. Drawbacks of the Autocratic Leadership Style Increased Work Burden Since they take full responsibility for team decisions and review of a team’s work, autocratic leaders are extremely busy, which can lead to high stress and even health problems, according to LeadershipExpert. Other leadership styles, such as participative or democratic, distribute some of the decision-making to certain group members. Bad for Highly Skilled and Motivated Workers Few people like to be told what to do, especially those who are already intrinsically motivated and understand the task at hand, according to Leadership Expert. An autocratic leader facing this type of group will dampen morale and will reduce his team’s creativity and productivity. Autocratic leaders in this situation may not make the best decisions since they lack the group input from team members who have experience and skills. In addition, members of Generation Y, workers born in the mid-1970s to 1990s, usually do not respond well to autocratic leadership, according to Leadership Expert. Leader Dependence The autocratic style is most effective when the leader is present, according to Leadership Expert. Unlike the transformational style of leadership where followers become self-motivated to complete tasks, once the autocratic leader is gone, there is no guarantee that team members will keep working. The advantages of autocratic leadership notwithstanding, this leadership style has born the brunt of heavy criticism in the last three decades, where the move toward systems thinking and empowering people have led to the perception of â€Å"autocratic† and â€Å"centralized command† as negative and undesirable traits. Theory Y, the antithesis of Theory X assumes that ambitious and self-motivated employees enjoy their mental and physical work duties. Such employees possess the ability for creative problem solving, but most organizations under-utilize their talents. Theory Y holds that employees seek and accept responsibility and exercise self-control and self-direction in accomplishing objectives, provided the conditions remain congenial for such an approach. The autocratic leadership style remains wholly unsuited for such Theory Y oriented workforces and does not rank among the modern leadership styles in a changing world. Criticisms Levied Against Autocratic Leadership The major criticisms levied against autocratic leadership include the following: 1. Contrary to claims of close supervision with detailed instructions to reduce stress and improve productivity, research suggests that such actions actually unmotivate employees, and cause them to becoming tense, fearful, or resentful. 2. Lack of involvement from the employee in the decision making process leads to employees not assuming ownership of their work, contributing to low morale, lack of commitment, and manifesting in high turnover, absenteeism, and work stoppage. 3. The heavily centralized command of autocratic leadership style ensures that the system depends  entirely on the leader. If the leader is strong, capable, competent, and just, the organization functions smoothly, and if the leader is weak, incompetent, or has low ethical and moral standards, the entire organization suffers for the sake of a single leader. 4. All power vested with the leader leads to risk of leaders with low moral fiber exploiting employees, indulging in favoritism and discrimination, and the like. 5. Weak autocratic leaders tend to take decisions based on ego rather than sound management principles, and punish employees who dare to disagree with such decisions. 6. The leader reserving the right to make all decisions leads to subordinates becoming heavily dependent on the leader. The team thereby becomes useless in running operations if they lose contact with their leader, and absence of the leader leads to total collapse and shutdown of operations. 7. The one sided communication flow in an autocratic leadership style restricts the creative and leadership skills of the employees and prevents their development. This harms the organization as well, for the employees remain incapable of assuming greater responsibilities, or to perform anything outside the routine. 8. The autocratic leader, by taking all responsibility and involved heavily in day to day operations, remains forced to work at full capacity, leading to stress and other health problems. 9. Autocratic leaders usually re main unpopular and damage working relationships with colleagues. This leadership style is unsuited to build trusting relationships. Application of Autocratic Leadership Style A critique of autocratic leadership style reveals that it remains best suited in certain situations such as: 1. Occasions when the situation requires a strong centralized control with detailed orders and instructions, such as in the military or during surgery. 2. When leading an extremely large group, such as in assembly line factories, where the wide span of control not only makes it impossible but also counterproductive to elicit the views of all employees. 3. When followers are new or inexperienced, or lack the qualifications, skills, or talent to respond to any participative leadership styles, or remain unmotivated, and non committed workers. 4. During occasions of contingencies, emergencies and other situations warranting on the spot decisions. 5. When dealing or negotiating with external agencies or departments. The autocratic leadership style on the whole remains a  short-term or quick fix approach to management. The ability to make decisions faster, while helping the organization in the short term, actually unskills the workforce leading to poor decision-making capability and productivity in the long run. This leadership style survives by default because it comes naturally to most leaders, especially in times of low morale or insubordination. Case Study Business Leadership – A Study on Steve Jobs Executive Summary This assignment attempts to study the leadership of Steve Jobs. A visionary innovator, a marketing guru and an autocratic leader admired by many. The first part of the assignment will study and analyse how Jobs leadership is similar to the traits and models found in textbooks. Jobs is analysed by using McGregor’s theory X & Y. Jobs leadership traits and skills are compared with Stogdill’s theory while also looking at how Jobs applied contingency theory. The reports studies how Jobs changed Apple’s direction from an ailing company to a consumer giant. When Jobs speaks, everybody stops and listens to him, be it a meeting or a Worldwide Developer Conference. Jobs just had the charisma to capture people’s attention. Jobs autocratic leadership style was accepted by his employees, some may not have liked it but they stood with him and the company and never regretted their decision. The study also found Jobs to be a meticulous perfectionist. Jobs never approves a product without fully testing them, him being a beta tester for all of Apple’s product had made sure Apple delivered what the market wanted. The second part of this study is set to look at the differences and compare the leadership skills of Steve Jobs, Michael Dell and Bill Gates. Jobs’ leadership skills were different from both Dell and Gates. Jobs lead Apple to its height with his own flair. His leadership style and character was unique and at times seems inappropriate but it has brought only positive growth to Apple and its employees. All three of them are iconic leaders, brought advancement to the organization they founded and strive for nothing lesser than the best. Finally, the study suggests and recommends what Jobs could have adopted to be a better leader. Background of Apple Inc The corporate history of Apple Inc is considered as a history of passion. It was begun by a pair of Stevens, i.e. Steven Wozniak and Steven Jobs together with Ronald Wayne, who combined their professional skills to create Apple Computer on 1st April 1976 with the release of the Apple I, the first Apple computer, in the same year. Since the establishment, Apple has been focusing on the consumer electronics, computer software, and personal computers and the best-known products include Iphone, Ipad, Mac line of computers and other hardware and software products. And according one of the most recent brand study carried out by the global brands agency Millward Brown, Apple has overtaken Google as the world’s most valuable brand (Bbc.co.uk 2011). Introduction to Steve Jobs A revolutionary leader, an innovator of technology and a charismatic master showman, is the words that can be used to describe Steve Paul Jobs. Jobs has portrayed fine examples of leadership throughout his career. Being a young boy, he was attracted to electronic gadgets. Jobs has always been exploring way to improve technology. His ideas was said to be impossible and impractical has proven many critics and even his employees wsrong (Elliot, 2011a). Throughout his career he has influenced many leaders to join his team of innovative work force, namely John Scully, Jay Elliot, Andy Hertzfeld, Larry Tessler and Bob Belleville (Elliot, 2011b). During his teenage life, the love for technology brought him and Steve Wozniak together. The duo later went on to start Apple (Isaacson, 2011a). Jobs has then lead Apple, Next and Pixar to their peak bringing futuristic inventions. Jobs was a great marketer, captivating millions of audience each time he is delivering a speech. Barrack Obama describes Jobs as a visionary, and amongst the greatest innovators of America (Whitehouse.gov, 2011). Steve Jobs’ leadership styles do match the theories from the text books and documented papers. Most of his qualities and traits if not all are linked to the theories from the text books. There are a small number of traits and qualities found in his leadership that opposes to the theories of text books but Jobs has managed to use his charisma and leadership skills to lead his followers and make them successful. McGregor and Gershenfeld (2006) have explained Theory X and Y Managers. Appendix 2 shows the difference between  Theory X and Theory Y individuals. Jobs is a Theory X manager, being self centred, emphasizing total control and inducing fear (Stewart, 2010). Jobs believes the expenditure of physical and mental effort is as natural as play or rest, this is seen his act of forming a team of talented and dedicated. William, Mchugh & Mchugh, (2006) states that autocratic leaderships mean making managerial decisions without consulting others. Jobs held on to his authorities, makes decision and expects his employees to follow them without being questioned. Jobs also monitors that his instruction are followed by his employees. The autocratic leadership style has helped Apple to make quick decision and have an organized flow of activities. Job autocratic style is well balanced by his charismatic leadership, on a rare sight Jobs was also seen giving pep talk to an underperforming staff and subsequently inspiring him. Jobs was always trying to do his best for the betterment of the product and company and that went on to make Apple the company with the lowest staff turnover rates among technology firms. Jobs have portrayed self-directions to achieve committed objectives to his employees and he demanded the same from them. Elliot (2011d) states that Jobs has demanded 16 hours work shift Monday to Sunday from his core team of developers and engineers, Jobs also would tell them not to bother coming to work on Monday if they did not turn up on weekends. Since young, Jobs was known by his parents and acquaintance for his creativity, high level ingenuity and imagination, even his pranks as a growing teenager. Jobs was also persuasive, during his comeback to Apple in 1997, he did several review sessions with the product team and key stakeholders. And upon completing them he has ordered all other products to be cancelled and to focus on his suggestion of new products consisting 4 quadrants labelled as consumer, pro, desktop and portable (HBR, 2012). Jobs’ power of influence was enormous, not only to the consumer but also his impact to other CEO’s. His influential power and leadership skills can be clearly seen when he advised Larry Page to only focus on five products at a time and discard the re st. Larry Page took his advice and told his employees to focus on Google+ and Android (HBR, 2012). This had proven favourable to Google. As of 1st quarter of 2012, 59% of smart phones shipped are Google’s’ Android powered operating system (Forbes, 2012a), Appendix 4 shows the market share of mobile phone by  operating system. There is nothing that is less important for Jobs. The design of a product and its functionality is as important as the way a worker at an Apple store treats its customers. Jobs demonstrates this by going to one particular store in Pasadena to inspect the new tiling work, being a perfectionist, Jobs wasn’t pleased with the tiles and also the workmanship. He ordered the work crew to tear up the flooring and demanded a complete redo (Elliot, 2011f). Jobs perfectionist attitude was also seen during his takeover of Pixar. During the production of Toy Story, Jobs felt that the storyline was not great enough and stopped the production for 5 months. While Jobs and his core team reworked the story line, Job paid the rest of the crew to do nothin g for 5 month (Jobs, 2008). Jobs portrays the traits of a traditional transactional leader, Jobs uses his authority and power of his leadership to use followers to complete his task (Burns, 1978). This is seen when Jobs took over the Macintosh development team after being kicked off Lisa. Jobs took over the team with no notice, he added new people to the group, called meeting and setting new directions. Despite the usage of keyboard to command the machine, Jobs wanted a control device to move the cursor, to click, drag and display a list of options, the team was not told how, but they knew only what Jobs wanted Jobs is full of ambition and achievement, when Jobs was sacked from his own company by John Scully, a leader that Jobs handpicked, Jobs started Pixar, with his leadership and marketing skills, Jobs later sold Pixar to Disney for USD 7.5 billion in 2006 (Anon, 2008). Jobs was also responsible for his action, when the Mac was almost completed for launch, Jobs told his engineers to remove the fan from the m achine because it was too noisy and asked it to be improvised. The engineers went on to ship the Mac without cooling fan and upon launching the Mac had overheating problems. Jobs took responsibility and went on to improvise the design and successfully made a quiet operating machine Managing change is often an unpleasant situation to be in for any human being. Returning to Apple after a decade, Jobs turned an ailing company to a company with stock valuation of USD 600 billion (CNN Money, 2012). Rogers, (1986) suggest individual generally can be divided into 5 categories consisting innovators, early adopters, early majority, late majority and laggards. Jobs was only interested in the innovators and early adopter to a certain extent. Jobs achieved this by selecting and motivating his own  management team, some of his management team members are his followers from previous company. Jobs told them to create innovative products and to think out of the box. He wanted the products to stand out from the current market offerings (CNN Money, 2008). Every situation is subjective and needs a personal influence of the leader. Jobs practised empowerment in his leadership, Jobs coaches his core team, counselled them, motivated them and at the same time was strict to them. Jobs has powerful people skills. Elliot, (2011j) justified this by saying Apple has the lowest staff turnover rate in the industry. Leadership behaviours of Steve Jobs In the early time before Steve Jobs left Apple, he led the company using a laissez-faire leadership style that was believed to contribute the creation of the technology-based products and many of which proved to be quite successful because of the environment brought by the laissez-faire leadership style and such environment did encourage the creativity of the employees (Pride, Hughes & Kapoor 2011, p.170). But there are also constrains of using laissez-faire leadership such as that it is confirmed as being connected with the reason for low productivity (Bass, B. M., Bass, R. & Bass, R. R. 2008, p.451). As for Apple, the laissez-faire leadership style of Steve Jobs become to some extent ineffective and had made the company in disadvantage when competing with IBM after IBM’s entry into the PC market. And this was one of the key reasons why Jobs was replaced by the tough John Scully who was known as a top-down decision maker (Clemens & Meyer 1987). And after his return to Apple in 1996 when Apple announced that it would buy NeXT, Steve Jobs’ new company for $429 million, Steve Jobs came with the leadership with some differences. He still requested for perfection and he was manipulative and demanding which his employees described as â€Å"autocratic† but such autocratic leadership was focusing on the key project as himself was quoted saying that â€Å"My job is to not be easy on people. My job is to make them better. My job is to pull things together from different parts of the company and clear the ways and get the resources for the key projects† (Kramer 2010). Though laissez-faire leadership style and autocratic leadership behavior seems to be contradicting, they do co-exist in Steve Jobs’s management practices as the CEO of Apple which people explained as  Steve Job is having a personalized leadership which means that his leadership behaviors serves primarily his own interests and obviously money is not the most important thing that he cares about resulting in his only focusing on the key projects in his vision leaving his other leadership roles untouched. Recommendations for Steve Jobs Jobs was a visionary, an example of great leader. Below are suggestion and recommendations how Jobs could have been a better leader. Jobs dedicated his life to work and his duty as a CEO. He lacked emotional intelligence, he does not care how others feel and does not want to listen to them talking anything else besides work. He only listened to their ideas and how it can help Apple grow (Kahney, 2008b). Davenport, (2008) described Jobs as corporate dictator who makes every decision, up to the extent of the food being served in cafeteria. Jobs should have opened himself to suggestion and improvement plans by his employees, this will not only help faster solve environment but also produce a better environment for the employees. Jobs classifies everyone into only two categories, it’s either a 3 digit IQ person or someone who does not measure up. Jobs should not stereotype people neither judge them without giving them a chance. Jobs was a feared in Apple, employees would stammer while speaking to him, this does not means they aren’t smart or they are unproductive but this is due to the image Jobs has created for himself. However, this has also created a cult like devotion of Apple employees towards Jobs. Jobs could have been a more honest man, as this also reflects to his leadership, and as a leader it is never a good publicity to be caught lying or cheating as this reflects for a long time, in Jobs scenario, two significant examples which is still being discussed is when Jobs denied paternity, claiming he was sterile and infertile, this has made Lisa, the women he impregnate to live out of welfare (CNN Money, 2008) and another one is when Jobs lied to his partner, Wozniak when they successfully created a game call Breakout for Atari, Jobs was given a bonus of $5000 but Jobs only told Wozniak they received $750 (Businessweek, 2006). Jobs is also known for being short tempered and using abusive language to his employees, he often scolds them and uses foul languages, (CNN Money, 2011). This does not promote a conducive environment to work in as Jobs scolds his employees in public and in front of their subordinates. This also  will lead to low morale in individual and possible scenario of resignation. Jobs also should portray good qualities not only as a business leader but also as a good human being. Not giving back to the society is something of Jobs’s perception and decision. Kahney, (2008c) has mentioned that Jobs likes to park at handicapped spot and at times even taking up to 2 spots. Kahney even had a few photographs of Jobs’s parking etiquette. Leaders are meant to be followed, but by portraying bad examples and contrary moral practices defeats the purpose of a leader. Conclusion Jobs was a transformational leader, he brought change to Apple, challenged the stakeholders and demanded his employee’s to achieve impossible goals (Bryant, 2003). His autocratic leadership style was different from the other leaders. He was a demanding perfectionist and never took no for an answer. Steve grew up in an average family environment but he achieved what very few can come close to. His perseverance and never say no attitude has brought him and Apple to an unimaginable height. His leadership was deemed unhealthy by some critics but Jobs did not take the critics instead went to prove them wrong. This study has analysed the traits and leadership quality of Jobs, compared him with leaders in Information Technology field and to critically analyse them. Jobs has dedicated his entire life to technological improvement, his research and development in Apple is never ending vouching for improvement and delivering the best experience for both commercial and corporate users. His diverse journey in different fields proves that Jobs is not a quitter and will not failure affect him one bit. Jobs would come back from a fall stronger than ever. This study also has proven that Jobs is not only a genius creator, but a visionary leader and a marketing guru. His advertising and promotional campaigns have never failed to create another benchmark. His presentation and speeches has gathered another humongous group of followers mesmerized by his session. Marketing and public relation organizations have started to develop training courses to dub and emulate Jobs’s presentation method. Jobs a true genius, made his mark and conquered the world of mobility. He will be greatly missed, looked up as an idol and forever be the  father of Apple. Conclusion Autocratic management is one of the types of management which is used in businesses and organizations all over the world. Autocratic management isn’t considered as a favourable approach in modern day leadership, but it can still be seen in practice and is a widely discussed leadership model, it is also one of the accepted types of management.

Essay about S4 104

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