Easy Win Essay Samples

Easy Win Essay SamplesWriting an essay can be very difficult, but there are a number of easy to find essays that can be turned into easy win essay samples. Whether you need to get a particular grade, or just want to improve your writing, essays can be very important parts of a high school or college course. You may find that many of the materials that you use for writing your essays are designed to make your life easier, but they can also make your essays less than brilliant. Fortunately, there are many easy to find essay samples that can help you make your essay's far more impressive.Easy win essay samples are available at no cost and can easily be found online. All you have to do is search for them or visit a good resource to get tips on how to write the best essay. You will find that you can make almost any essay into an easy win essay that will make your friends and professors love you even more.Easy win essay samples can be found in a number of ways. It can be easy to use certai n sites that give you free samples of what to write. You can also visit books and library websites, and in some cases you may find samples that come with tips for writing the essay.If you are really looking for easy win essay samples then the best thing to do is to visit a number of websites. These websites give you access to writing tips and samples that will help you improve your essays. This can be useful if you need to make your essays more impressive, and will help you enjoy writing even more.Many of these websites will provide you with different college essay tips, and even a variety of sample essays. Some websites will have tutorials as well, that will provide you with tips and suggestions for the best essay. If you are not sure where to begin then these websites will have a great deal of information that you can use to improve your essays.Easy win essay samples are also available in audio format. Some of these websites will offer you audio tutorials that will help you improv e your essay's even more. These tutorials are a lot more effective than tutorials because they can help you improve your essay with very little effort.Writing simple essays can be very hard to do, but if you are willing to find these easy win essay samples, you will soon realize that your life will be more enjoyable. There are a number of resources available online that will help you improve your essays, and you will be able to enjoy the process more if you use them.

A Look At The Samaritan Woman Religion Essay Essay Example

A Look At The Samaritan Woman Religion Essay Essay If I was asked to propose one word which sums up John s Gospel, it would be the word brush. The word became flesh and dwelt among us brush. Look, the Lamb of God brush. John goes on to enter many of the people whom Jesus met in the class of His ministry. He invariably drew these people to Himself. He was the reply to the great religious demands of their life. Regardless of who they were, their basic demand was to run into with Him, for an brush with Jesus. In Ch 3 there is the brush between Nicodemus, the instructor of Israel, and Jesus, the Jesus of the universe. And so in stark contrast here in Ch4, the adult females of Samaria brushs Jesus of Nazareth. We will write a custom essay sample on A Look At The Samaritan Woman Religion Essay specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on A Look At The Samaritan Woman Religion Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on A Look At The Samaritan Woman Religion Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Jesus meeting with this adult female was at midday. Jesus was absolutely weary, physically exhausted. He sat on the wall around Jacob s well. Note in go throughing that, though Christ is the ageless Son of God, He was besides genuinely human, the Word become flesh. He knew fatigue, thirst, unhappiness, enduring and finally decease. Two whole and perfect natures in one individual. It is a comfort to us to cognize our Saviour is cognizant of our earthly batch. He is able to understand our demands every bit good as holding the supply of grace to assist us in our clip of demand. It is the grace of Jesus which is the first thing the adult female experiences 1. The Grace of Jesus is displayed We learn a great trade about Jesus from His traffics with this adult female. The astonishing fact is that He took the first measure the enterprise was His. He made a simple petition give me a drink. It appears like a simple gesture, but it explodes the age old myth that God is distant and distant. In existent fact God is close and immediate, and this is so because He comes. He takes the enterprise. What is even more singular in this first century civilization was the fact that He spoke to a adult female, and to intensify it all, a Samaritan adult female at that. Strict societal and spiritual regulation held sway among Judaic rabbis prohibiting them of all time to talk to a adult female in the street non even his ain female parent would be acknowledged some of the Pharisees had arrant disdain for adult females, they would daily thank God that He had non made them a adult female. And in peculiar, Samaritan adult females the acrimonious wrangle had gone on for 400 old ages, the Jews of pure blood despised the half-blooded Samaritans who were misbelievers. Orthodox Jews going from Judea North to Galilee where Jesus had grown up went a traffic circle manner to avoid traveling the direct path through Samaria, even though it doubled their journey from three to six yearss. Even if a shadow of a Samaritan fell on an Orthodox Jew, he was considered dirty. If a Jew did take the short cut through Samaria on his manner to Jerusalem, the Samaritans would non sell him necessities of staff of life and H2O. There was common abhorrence and misgiving. But there s more. Not merely was she a adult female, non merely was she a Samaritan adult female, but besides she was sexually immoral and promiscuous. She had had five hubbies, and the adult male she was populating with now was non even one of them. A bidey in. No admiration she was at the well at midday alternatively of the usual eventide hr for pulling H2O. She wanted to avoid cognizing expressions and crisp linguas of other adult females who would contemn her. Yet despite all that, Jesus shows perfect courtesy and grace in inquiring her a favor. He knew all about her. If no 1 else in the universe cared for her, He did, and He longed for her to cognize the peace and life He entirely could give her. And to convey things right up to day of the month, the world is that He has the same understanding for us in our wickednesss and failings. He longs to offer us His love and power. He offers her H2O of a really different sort from that which he s merely asked her for life H2O that would fulfill her spiritually. Water elsewhere in John s Gospel is a symbol of new life through the Holy Spirit into the bosom through religion in Christ ( e.g. John 7:37-39 ) . The H2O I give him will go in him a spring of H2O welling up to ageless life ( John 4:14 ) . This H2O which Jesus gives is so wholly fulfilling that whoever drinks of it will neer be thirsty once more. These are words of Jesus that speak really straight to our deepest demands. How many of us, one time the masks and disguises we wear have been taken off, can attest to the deep unsated yearning within our psyches? How frequently when people talk about the alteration that Jesus has made in their lives do they talk of emptiness and dissatisfaction that was there earlier? How they tried everything to run into that demand, but all in vain boulder clay they came to Christ. Augustine said, Thou hast made us for Thyself and our Black Marias are ungratified till they find their remainder in Thee. There was an old vocal which summed up the difference that Jesus makes Now none but Christ can fulfill. There is none other name for me. There s love and life and permanent joy, Lord Jesus, found in Thee This is what Jesus is seeking to acquire across to her. I can provide you religious demands, you spiritual thirst and hankering by offering you H2O which will jump up within you the life that Jesus gives is no tame or dead thing. It is abundant life, life in all its comprehensiveness, that sparkles, bangs and satisfies. This is the admiration of cognizing Christ and the great approvals imparted by Him. If anyone is thirsty Lashkar-e-Taiba him come to me and imbibe ( John 7:37 ) , says Jesus on another juncture. In Jesus they will be good supplied by an ever-flowing watercourse, which neer runs dry. Yachting! ! Unlike the universe, Christ offers a existent and permanent satisfaction. If we drink at the universe s fountains, we are satisfied for an hr. If we drink at Christ s fountain, we have ageless satisfaction. It is non dependent on hardship or prosperity, fright or joy. This good keeps jumping up, and it is all a free gift. 2. The demand for Jesus is awakened But we notice from John s history that at foremost the adult female misunderstood Jesus. She took Him literally, and replied that he did non hold a pail. The well was in fact 100 pess deep. Nicodemus had made the same error in taking Jesus literally ( How can a adult male enter his female parent s uterus for a 2nd clip and be born once more? ) . In both instances, Jesus was talking of religious things. But it begins to rouse a sense of demand in the adult female. To demo her how much she needed this new religious life He was offering He puts His finger on the failing, failures and wickedness in her life things that deep down she was cognizant of, but likely had neer openly admitted to anyone earlier. She admitted to Him her current life agreements. He knew her private life absolutely. He knew she had broken the 7th commandment. And now she knew it excessively. He did nt impeach, nor did he wag his finger or face her with her wickedness. He merely touches her scruples, and encourages her to call her ain wickedness. And so she reacts. She s all of a sudden faced with herself as she is, as God sees her, and she wants to alter, she longs for this new life, a better life the full life, the clean life. She s had sufficiency of the wagging linguas and turned dorsums. She longs to belong, to be portion of her community one time once more. We neer truly see ourselves until we are in Jesus presence. The Christian experience begins with a sense of wickedness. We are awakened to ourselves, our demand of God, of forgiveness and cleaning and life. Not till we see the beauty of Christ do we understand the ugliness of our lives. But now she s experiencing uncomfortable. She tries to alter the topic, but what a error. She enters into theological treatment with the Son of God. If Nicodemus, the instructor of Israel was out of his deepness, what hope had she? But it was merely a recreation. She entered an statement about the right topographic point of worship. She hoped to deviate from Jesus indicating out of her wickedness by demoing Him she did hold sufficiency of faith to acquire by. It s about as though she s stating, good, I go to church, and at least I go to the right one we Samaritans worship in the right topographic point. But Jesus answer pulls her dorsum to His point. It does non count where you worship, every bit long as you worship in spirit and in truth. Right back to the basic issues, it s non about the signifiers of spiritual observation, it s non about which church you go to or non, it s the province of your bosom that affairs. Religion is non approximately outward signifiers and ceremonial s. Jesus looks at the bosom, the province of the interior life. Yet still today people love an statement how to construe the creative activity narratives in Genesis 1, where did Cain s married woman semen from, ( literalism! , ) what hymn book should we utilize, how should the church be governed, what signifier of baptism, should we utilize set supplications or free prayeraˆÂ ¦ . These are non the existent issues. The inquiry in the head ought to be what is the province of my bosom? Am I right with God? Do I hold new life in Christ Jesus? Ultimately have you accepted the gift that Jesus offers new and abundant life? 3. The gift of Jesus is received It bit by bit dawns on the adult female that she was in the presence of no ordinary individual. He knew her private life and secrets. He knew all about God and His worship. And so He reveals He is the promised Saviour and Messiah that the Samaritans, like the Jews, were waiting for. He presents Himself straight as the reply to the adult female s job. He is the One sent by God to be the Saviour of the universe, of Jew, Samaritan and Gentile likewise. How ready Christ is to uncover Himself to the psyche of evildoers. I am the 1 you are looking for. Paul Swinson What is it you are looking for? The existent inquiry is, Who are you looking for? What is the province of your interior life tonight? Behind the facade, is at that place loneliness, emptiness, insufficiency, and hungriness? Are you in hunt of satisfaction? Have you tried everything but still experience the same? Jesus reaches out in his grace to you this evening. He wants to rouse that demand of Him in you tonight, and offers you the gift of life, which will bubble up within you like populating H2O. Yes He must set His finger on the wickedness that has to be forsaken and forgiven. Sin has to be brought to the surface. But his desire is non to reprobate you, he does nt desire to upbraid you, He merely longs to salvage you, and fulfill the deepest yearning of your bosom. Hear His voice and respond to His invitation If anyone is thirsty, allow him come to me and imbibe.

Thermodynamics Overview and Basic Concepts

Thermodynamics Overview and Basic Concepts Thermodynamics is the field of physics that deals with the relationship between heat and other properties (such as pressure, density, temperature, etc.) in a substance. Specifically, thermodynamics focuses largely on how a heat transfer is related to various energy changes within a physical system undergoing a thermodynamic process. Such processes usually result in work  being done by the system and are guided by the laws of thermodynamics. Basic Concepts of Heat Transfer Broadly speaking, the heat of a material is understood as a representation of the energy contained within the particles of that material. This is known as the kinetic theory of gases, though the concept applies in varying degrees to solids and liquids as well. The heat from the motion of these particles can transfer into nearby particles, and therefore into other parts of the material or other materials, through a variety of means: Thermal Contact is when two substances can affect each others temperature.Thermal Equilibrium is when two substances in thermal contact no longer transfer heat.Thermal Expansion takes place when a substance expands in volume as it gains heat. Thermal contraction also exists.Conduction is when heat flows through a heated solid.Convection is when heated particles transfer heat to another substance, such as cooking something in boiling water.Radiation is when heat is transferred through electromagnetic waves, such as from the sun.Insulation is when a low-conducting material is used to prevent heat transfer. Thermodynamic Processes A system undergoes a thermodynamic process when there is some sort of energetic change within the system, generally associated with changes in pressure, volume, internal energy (i.e. temperature), or any sort of heat transfer. There are several specific types of thermodynamic processes that have special properties: Adiabatic process - a process with no heat transfer into or out of the system.Isochoric process - a process with no change in volume, in which case the system does no work.Isobaric process - a process with no change in pressure.Isothermal process - a process with no change in temperature. States of Matter A state of matter is a description of the type of physical structure that a material substance manifests, with properties that describe how the material holds together (or doesnt). There are five states of matter, though only the first three of them are usually included in the way we think about states of matter: gasliquidsolidplasmasuperfluid (such as a Bose-Einstein Condensate) Many substances can transition between the gas, liquid, and solid phases of matter, while only a few rare substances are known to be able to enter a superfluid state. Plasma is a distinct state of matter, such as lightning   condensation - gas to liquidfreezing - liquid to solidmelting - solid to liquidsublimation - solid to gasvaporization - liquid or solid to gas Heat Capacity The heat capacity, C, of an object is the ratio of change in heat (energy change, ΔQ, where the Greek symbol Delta, Δ, denotes a change in the quantity) to change in temperature (ΔT). C Δ Q / Δ T The heat capacity of a substance indicates the ease with which a substance heats up. A good thermal conductor would have a low heat capacity, indicating that a small amount of energy causes a large temperature change. A good thermal insulator would have a large heat capacity, indicating that much energy transfer is needed for a temperature change. Ideal Gas Equations There are various ideal gas equations which relate temperature (T1), pressure (P1), and volume (V1). These values after a thermodynamic change are indicated by (T2), (P2), and (V2). For a given amount of a substance, n (measured in moles), the following relationships hold: Boyles Law ( T is constant):P 1 V 1 P 2 V 2Charles/Gay-Lussac Law (P is constant):V1/T1 V2/T2Ideal Gas Law:P1V1/T1 P2V2/T2 nR R is the ideal gas constant, R 8.3145 J/mol*K. For a given amount of matter, therefore, nR is constant, which gives the Ideal Gas Law. Laws of Thermodynamics Zeroeth Law of Thermodynamics - Two systems each in thermal equilibrium with a third system are in thermal equilibrium to each other.First Law of Thermodynamics - The change in the energy of a system is the amount of energy added to the system minus the energy spent doing work.Second Law of Thermodynamics - It is impossible for a process to have as its sole result the transfer of heat from a cooler body to a hotter one.Third Law of Thermodynamics - It is impossible to reduce any system to absolute zero in a finite series of operations. This means that a perfectly efficient heat engine cannot be created. The Second Law Entropy The Second Law of Thermodynamics can be restated to talk about entropy, which is a quantitative measurement of the disorder in a system. The change in heat divided by the absolute temperature is the entropy change of the process. Defined this way, the Second Law can be restated as: In any closed system, the entropy of the system will either remain constant or increase. By closed system it means that every part of the process is included when calculating the entropy of the system. More About Thermodynamics In some ways, treating thermodynamics as a distinct discipline of physics is misleading. Thermodynamics touches on virtually every field of physics, from astrophysics to biophysics, because they all deal in some fashion with the change of energy in a system. Without the ability of a system to use energy within the system to do work - the heart of thermodynamics - there would be nothing for physicists to study. That having been said, there are some fields use thermodynamics in passing as they go about studying other phenomena, while there are a wide range of fields which focus heavily on the thermodynamics situations involved. Here are some of the sub-fields of thermodynamics: Cryophysics / Cryogenics / Low Temperature Physics - the study of physical properties in low temperature situations, far below temperatures experienced on even the coldest regions of the Earth. An example of this is the study of superfluids.Fluid Dynamics / Fluid Mechanics - the study of the physical properties of fluids, specifically defined in this case to be liquids and gases.High Pressure Physics - the study of physics in extremely high pressure systems, generally related to fluid dynamics.Meteorology / Weather Physics - the physics of the weather, pressure systems in the atmosphere, etc.Plasma Physics - the study of matter in the plasma state.

Impact of WWI on European Society Essay Example | Topics and Well Written Essays - 750 words

Impact of WWI on European Society - Essay Example This paper briefly analyses the impacts of WW1 on European society. The total deaths of all nations who fought in the WW1 are thought to have been 8.5 million with 21 million being wounded.  Alongside these statistics, was the fact that vast areas of north-eastern Europe had been reduced to rubble. Flanders in Belgium had been all but destroyed with the ancient city of Ypres being devastated. The homes of 750,000 French people were destroyed and the infrastructure of this region had also been severely damaged. Roads, coal mines, telegraph poles had all been destroyed and such a loss greatly hindered the area's ability to function normally (The Treaty of Versailles). Apart from the 116,000 American soldiers, all the other soldiers killed in the WW1 were from Europe. In other words, Europe suffered heavy casualties as a result of WW1. It should be noted that along with the loss of lives, Europe faced a lot of destruction of its properties. The return of war prisoners after WW1 caused many social problems in Europe. Millions of Europeans were in jails after WW1. They forced to spend longer periods in jails even after the end of WW1. Decades after the end of WW1, they got freedom and their return caused new social problems in Europe. â€Å"Emaciated and physically broken, they experienced psychological and material difficulties adjusting to normal life. Their spouses had often remarried. The state aid they received after the release was insufficient and they failed to get new employment† (Paxton, & Hessler, p.472) â€Å"The birth rate in Northern and Western Europe declined by one half after the WW1† (Paxton & Hessler, p.18). It should be noted that the birth rate reduced considerably after WW1 since European couples were either separated after the war or failed to engage in sexual activities because of the physical and psychological trauma caused by this war. Moreover, European women forced to come out from kitchens and work in the factories just l ike men after WW1. They started to lead a more independent life after WW1 (Paxton & Hessler, p.20). Such free life helped them to avoid pregnancy and forced sexual activities. The 1919 Treaty of Versailles was instrumental in ending WW1. It was signed on 28 June 1919. This treaty created a lot of controversies in Europe, especially in Germany. It puts the entire blame on Germany for causing WW1. It forced Germany to concede many of its lands and pay heavy compensation to certain countries. The "Big Three" (David Lloyd George of Britain, Clemenceau of France and Woodrow Wilson of America) were responsible for the preparation of the clauses of Treaty of Versailles. The Big Three were keen on humiliating German feelings as much as possible. In fact, they were concerned about the rise of communism in Europe and they tried to block the spreading of communism in Europe through this treaty. Some people believe that the controversial clauses in the Treaty of Versailles were the exact reason for the occurrence of WW2. Hitler, through his inspirational speeches, injected nationalism in the veins of Germans. He argued that German culture is superior to other cultures and hence Germans have the right to rule the world. He had pointed out that the allied powers caused shame to Germans while forcing them to accept the responsibilities of WW1. In short, the end of WW1 actually prepared a way for WW2.  

Psychoanalytic criticism Essay Example | Topics and Well Written Essays - 500 words

Psychoanalytic criticism - Essay Example After ordering beer for both of them, the girl is standing and looking at the hills. Her mind is clearly not focused on the drinks ordered, but other things. She could be thinking about a new life and the operation. She makes the comment "They look like white elephants" (2). She is avoiding the topic of abortion, and the superego is acting as a conscience. The first to broach the subject of the abortion is the American man. He begins the conversation with no pretext leading to the subject: "It's really an awfully simple operation, Jig" (3). He is attempting to convince her to go through with the operation. When he brings the subject to light, she looks at the ground. This could be seen as a struggle between the man's id and the woman's superego. He further presses her on the subject by saying "I know you wouldn't mind it, Jig. It's really not anything. It's just to let the air in" (3). He has become pushy on the issue. Again, Jig says nothing. Not only is she submissive, but she is allowing him to bully her into a decision she is not yet ready to make. Yet, Jig's superego is still overriding the desires of the man's id. The man makes the statement that he does not want anyone else but her. He is stating very clearly that he does not want the child.

Trait Theory of Leadership Essay

Trait Theory of Leadership Essay Leadership can be defined as a process by which one individual influences others toward the attainment of group or organizational goals. Three points about the definition of leadership should be emphasized. First, leadership is a social influence process. Leadership cannot exist without a leader and one or more followers. Second, leadership elicits voluntary action on the part of followers. The voluntary nature of compliance separates leadership from other types of influence based on formal authority Studies of leadership styles are diverse in nature and multiple definitions have been offered. However, leadership style can be defined broadly as the manner and approach of providing direction, implementing plans, and motivating people. Leadership should be distinguished from management. Management involves planning, organizing, staffing, directing, and controlling, and a manager is someone who performs these functions. A manager has formal authority by virtue of his or her position or office. Leadership, by contrast, primarily deals with influence. A manager may or may not be an effective leader. A leaders ability to influence others may be based on a variety of factors other than his or her formal authority or position. Following is study of the development of leadership studies and theories over time is briefly traced. TASK 1 (a) LEADERSHIP THEORIES Three main theoretical frameworks have dominated leadership research at different points in time. These included the trait approach (1930s and 1940s), the behavioral approach (1940s and 1950s), and the contingency or situational approach (1960s and 1970s). TRAIT THEORIES The scientific study of leadership began with a focus on the traits of effective leaders. The basic premise behind trait theory was that effective leaders are born, not made, thus the name sometimes applied to early versions of this idea, the great man theory. Many leadership studies based on this theoretical framework were conducted in the 1930s, 1940s, and 1950s. Leader trait research examined the physical, mental, and social characteristics of individuals. In general, these studies simply looked for significant associations between individual traits and measures of leadership effectiveness. Physical traits such as height, mental traits such as intelligence, and social traits such as personality attributes were all subjects of empirical research In an important review of the leadership literature published in 1948, Ralph Stogdill concluded that the existing research had not demonstrated the utility of the trait approach. Finally, early trait research did not consider the impact of situational variables that might moderate the relationship between leader traits and measures of leader effectiveness. As a result of the lack of consistent findings linking individual traits to leadership effectiveness, empirical studies of leader traits were largely abandoned in the 1950s. Douglas McGregors x and y theory: His Theory X and Theory Y was detailed in The Human Side of Enterprise, published in 1960. What is it? Essentially Theory X and Theory Y describe two opposing views of people at work that will influence management style. Managers can be said to follow either view of their workforce. Theory X is often said to describe a traditional view of direction and control. Theory Y implies a more self directed workforce that takes an interest in the goals of their organisation and integrates some of their own goals into these. Theory X Theory X assumes that: The average person dislikes work and will avoid it unless directly supervised. Employees must be coerced, controlled and directed to ensure that organisational objectives are met. The threat of punishment must exist within an organisation. In fact people prefer to be managed in this way so that they avoid responsibility. Theory X assumes that people are relatively unambitious and their prime driving force is the desire for security. Theory Y Theory Y effectively takes the opposite view. It assumes that: Employees are ambitious, keen to accept greater responsibility and exercise both self-control and direction. Employees will, in the right conditions, work toward organisational objectives and that commitment will in itself be a reward for so doing. Employees will exercise their imagination and creativity in their jobs if given the chance and this will give an opportunity for greater productivity. Theory Y assumes that the average human being will, under the right conditions, not only accept responsibility but also seek more. Lack of ambition and the qualities of Theory X are not inherent human characteristics but learned in working environments that suffocate or do not promote Theory Y behaviours. BEHAVIOR THEORIES Partially as a result of the disenchantment with the trait approach to leadership that occurred by the beginning of the 1950s, the focus of leadership research shifted away from leader traits to leader behaviors. The premise of this stream of research was that the behaviors exhibited by leadersare more important than their physical, mental, or emotional traits. The two most famous behavioural leadership studies took place at Ohio State University and the University of Michigan in the late 1940s and 1950s. These studies sparked hundreds of other leadership studies and are still widely cited. The Ohio State studies utilized the Leader Behavior Description Questionnaire (LBDQ), administering it to samples of individuals in the military, manufacturing companies, college administrators, and student leaders. The conclusion of the Michigan studies was that an employee orientation and general instead of close supervision yielded better results. Likert eventually developed four systems of man agement based on these studies; he advocated System 4 (the participative- group system, which was the most participatory set of leader behaviors) as resulting in the most positive outcomes. LEADERSHIP GRID BY ROBERT BLAKE AND JANE MOUTON One concept based largely on the behavioural approach to leadership effectiveness was the Managerial (or Leadership) Grid, developed by Robert Blake and Jane Mouton. The grid combines concern for production with concern for people and presents five alternative behavioural styles of leadership. An individual who emphasized neither production was practicing impoverished management according to the grid. If a person emphasized concern for people and placed little emphasis on production, he was terms a country-club manager. Conversely, a person who emphasized a concern for production but paid little attention to the concerns of subordinates was a task manager. A person whotried to balance concern for production and concern for people was termed a middle-of-the-road manager. Finally, an individual who was able to simultaneously exhibit a high concern for production and a high concern for people was practicing team management. According to the prescriptions of the grid, team management was the best leadership approach. The Managerial Grid became a major consulting tool and was the basis for a considerable amount of leadership training in the corporate world. CONTINGENCY (SITUATIONAL) THEORIES Contingency or situational theories of leadership propose that the organizational or work group context affects the extent to which given leader traits and behaviors will be effective. Contingency theories gained prominence in the late 1960s and 1970s. Four of the more well-known contingency theories are Fiedlers contingency theory, path-goal theory, the Vroom-Yetton-Jago decision- making model of leadership, and the situational leadership theory. Each of these approaches to leadership is briefly described in the paragraphs that follow. Introduced in 1967, Fiedlers contingency theory was the first to specify how situational factors interact with leader traits and behavior to influence leadership effectiveness. The theory suggests that the favorability of the situation determines the effectiveness of taskand person-oriented leader behavior. Favorability is determined by (1) the respect and trust that followers have for the leader; (2) the extent to which subordinates responsibilities can be structured and performance measured; and (3) the control the leader has over subordinates rewards. Fiedlers contingency theory has been criticized on both conceptual and methodological grounds There are five types of leader decision-making styles, which are labeled AI, AII, CI, CII, and G. These styles range from strongly autocratic (AI), to strongly democratic (G). According to the theory, the appropriate style is determined by answers to up to eight diagnostic questions, which relate to such contingency factors as the importance of decision quality, the structure of the problem, whether subordinates have enough information to make a quality decision, and the importance of subordinate commitment to the decision. TRANSFORMATIONAL THEORIES and CHARISMATIC LEADERSHIP Beginning in the 1970s, a number of leadership theories emerged that focused on the importance of a leaders charisma to leadership effectiveness. Included within this class of theories are Houses theory of charismatic leadership, Basss transformational leadership theory, and Conger and Kanungos charismatic leadership theory. These theories have much in common. They all focus on attempting to explain how leaders can accomplish extraordinary things against the odds, such as turning around a failing company, founding a successful company, or achieving great military success against incredible odds. By contrast, transformational leadership focuses on developing mutual trust, fostering the leadership abilities of others, and setting goals that go beyond the short-term needs of the work group. Basss transformational leadership theory identifies four aspects of effective leadership, which include charisma, inspiration, intellectual stimulation, and consideration. Tannenbaum and Schmidts leadership continuum: Leadership occurs when a person tries to influence another persons or groups way of behaving regardless of the cause. Every time a person tries to influence another persons behaviour, this person becomes a potential leader, but the person whose behaviour is attempted changed becomes a potential recipient (irrespective of whether this person is the chief, a colleague, a friend, a group orà ¢Ã¢â€š ¬Ã‚ ¦).Leadership style is not about how leaders think they behave but about how their recipients perceive the leaders behaviour. Robert Tannenbaum and Warren H. Schmidt were some of the first to make use of the situational approach to leadership. In their proposal, the leader chooses from seven possible continuums of leadership behaviour, depending on the situation and the relations between the leader and the employees, is as follows: 1. Leader allows followers to function within the limits defined by a superior. 2. Leader defines limits; the group is encouraged to make decisions. 3. Leader presents problem. Receives suggestions and makes decision. 4. Leader presents preliminary decisions, which may be changed. 5. Leader presents ideas and encourages questions. 6. Leader sells decisions. 7. Leader makes a decision and announces it. The above points the dimensions in the continuums of leadership behaviour constitute: Democratic or relation-based behaviour Authoritarian or task-related behaviour Task-oriented behaviour is often perceived as authoritarian leadership behaviour from the viewpoint that the leader tells the employee what needs to be done and how to do it. This leadership behaviour is based on the view of humanity called Theory X in which the leader perceives the employees as independent and lazy. Relation-based leadership behaviour is often perceived as democratic leadership behaviour from a view of humanity called theory Y where employees contribute independently and creatively to task performance. Tannenbaum-Schmidt model has excluded the Laissez-faire leadership continuum where employees are free to do whatever they want. According to Tannenbaum-Schmidt, it is not a leadership continuum when each employee is free to do what he pleases without the influence of the leadership or other employees. TASK 1: (b) Trait Theory Assumptions: People are born with inherited traits. Some traits are particularly suited to leadership. People who make good leaders have the right (or sufficient) combination of traits. Contingency theory Contingency theory is a class of behavioral theory that claims that there is no best way to organize a corporation, to lead a company, or to make decisions. Instead, the optimal course of action is contingent (dependent) upon the internal and external situation. Several contingency approaches were developed concurrently in the late 1960s. They suggested that previous theories such as Webers bureaucracy and Taylors scientific management had failed because they neglected that management style and organizational structure were influenced by various aspects of the environment: the contingency factors. There could not be one best way for leadership or organization. TASK 2: (a) STRENGTHS, WEAKNESSES, OPPURTUNITIES, TREATS OF MANCHESTER FOOTBALL CLUB Analysis of the Company The SWOT Analysis is possibly the most popular instrument utilized in strategic planning and organizational problem solving. SWOT indicates the Strengths, Weaknesses, Opportunities, and Threats of a firm. The derivation of the SWOT contraction, nonetheless, is difficult to understand. Coyles and Gokey (2002) affirmed that the Harvard Business School scholars were utilizing the notion in the 1960s. On the contrary, Turner (2002) presents the growth of the SWOT Analysis perception. (S)trengths The major strength of Manchester United is their brand consciousness, Manchester United is exceptionally recognized globally, and if advertised as the national team with international sponsors. This consequently implies that any merchandise that they put in the market, with the team name and emblem will be immediately identified by their fans which could arrive to a million. Nevertheless, the team requires guaranteeing that they are still focused on what there fans and the consumers wish for. By reason of having the great fan base, ticket sales is also considered as strength for Manchester United, as there is a big waiting list for passes for every match, and with the new expanded arena, the income of ticket sales is bound to increase over the coming years. (W)eaknesses The major weakness that has been identified based on their website is their products and product variety. It is obvious that they have introduced a lot of diverse products at numerous different occasions. There is an issue though whether the fans were consulted in this context. It seems that MU has introduced a broad variety of products from jerseys to Credit Cards Another weakness for Manchester United is that currently, the club has been so flourishing, and it is now working on such a huge level, there is a distressing estimation that the club has now lost its origins, and it is no longer concerned with the game of football, but all about proceeds. Unconstructive outlooks such as this can have a harmful effect on the fans. (O)pportunities The key opportunity for Manchester United at the moment is the penetration to the American market. There is an opportunity in the proximate future to structure the coalition with one of the worlds most well-off team in sports, the New York Yankees. This will signal enormous merchandise channels in America, and provide Manchester United the lead over all other Football teams in the American context, presenting their product to a new market. (T)hreats Manchester United is in a very firm site, as they have no direct dangers from any players in the industry. There is a huge breach connecting Manchester United and the subsequent strongest competitor. Nonetheless, there are a number of dangers to Manchester United that has to be taken into account. A threat to Manchester United at present is the Change of leadership in the teamThe club slid from a position as one of the top clubs in the UK in 1970 to a status of mediocrity in 1996.In 1996, Francis Lee, a former player of the club, took over as chairman. He recognised the need for stability and structure. TASK 2: (b) SOCIAL SKILLS Here are a few basic attributes of a socially successful person that are worth discussing: Confidence They display confidence in themselves and successfully execute the projects they lead. Friendliness They are friendly to everyone, not to just a select few, displaying a genuine sense of care and concern for others. Appearance They make sure their hygiene, apparel, and proper body movement is always acceptable. Trustworthy They can be depended upon both with personal exchanges and with projects. Organized Their organizational skills are second nature and displayed in all activities. Self-control They handle themselves well when emotional issues arise. Acceptance They extend love and forgiveness to everyone, even difficult people and those that differ from them. Fun They make life fun. Space They respect others privacy and choices. Its never too late to improve your social skills. The first step is to honestly examine yourself and admit you need to improve yourself in deficient areas. Like anything else in this world, there have been many books written on the subject. I highly recommend John C. Maxwells book entitled Be a People Person. INTERPERSONAL SKILLS This area has to do with interaction with others. In theory, people who have a high interpersonal intelligence tend to be extroverts, characterized by their sensitivity to others moods, feelings, temperaments and motivations, and their ability to cooperate in order to work as part of a group. They communicate effectively and empathize easily with others, and may be either leaders or followers. They typically learn best by working with others and often enjoy discussion and debate. Careers that suit those with this intelligence include sales, politicians, managers, teachers and social workers. LINGUISTIC SKILLS This area has to do with words, spoken or written. People with high verbal-linguistic intelligence display a facility with words and languages. They are typically good at reading, writing, telling stories and memorizing words along with dates. They tend to learn best by reading, taking notes, listening to lectures, and by discussing and debating about what they have learned. Those with verbal-linguistic intelligence learn foreign languages very easily as they have high verbal memory and recall, and an ability to understand and manipulate syntax and structure. Careers that suit those with this intelligence include writers, lawyers, policemen, philosophers, journalists, politicians, poets and teachers. COMMUNICATION SKILLS I would like to suggest nine key skills and principles that, if adopted, would improve your communication skills immediately. They are: Ask more questions, make fewer statements Be specific, not vague Use the affirmative, not negated language Objective thinking Focus on the future not the past Use pleasure/ pain consequences Distinguish between long term v short term consequence Map out their ideas on paper Protect the self image TASK 2: (c) DEVOLOPING LEADERSHIP AND MANAGERIAL SKILLS To a large extent the survival and continued success of any business depends upon owners and managers having a combination of leadership savvy, good judgement based on knowledge and information and a reasonable ability to steer a business in the right direction. This need becomes considerably more important when a company is on the verge of expanding. Therefore, before you commit yourself to starting or expanding a business, first commit yourself to learning and in the very least recognizing the personal leadership and management skills needed to initiate and sustain profitable company growth. BECOMING A MORE EFFECTIVE LEADER Choose competent subordinates Demonstrate high moral standards Exude Charisma Inspire others Take action: When faced with a crisis, effective leaders dont just sit around and twiddle their thumbs. They solve the problem themselves or get someone who can. Understand the penalty of leadership Use your imagination to solve problems Wander around frequently Work hard BECOMING A MORE EFFECTIVE MANAGER Actively listen to customers and workers Attend parties Clarify employee responsibilities Deal with unexcused absences immeadiatly Demand accountability Criticize positively Know how to delegate responsibilities to trained and qualified people Know how to handle stress Know how to fire employees Make sure each employee has only one supervisor Reward appropriate behaviours and results Conclusion Manchester is in a very competitive spot at present, nonetheless they require to be cautious that they are not getting self-satisfied and that they are focusing on the market, and the requirements of their clients and followers. By implementing the research into their markets, it will allow them to build up products for the clients, which will bring about sustained support from the fans and success.

Trait Theory of Leadership Essay

Trait Theory of Leadership Essay Leadership can be defined as a process by which one individual influences others toward the attainment of group or organizational goals. Three points about the definition of leadership should be emphasized. First, leadership is a social influence process. Leadership cannot exist without a leader and one or more followers. Second, leadership elicits voluntary action on the part of followers. The voluntary nature of compliance separates leadership from other types of influence based on formal authority Studies of leadership styles are diverse in nature and multiple definitions have been offered. However, leadership style can be defined broadly as the manner and approach of providing direction, implementing plans, and motivating people. Leadership should be distinguished from management. Management involves planning, organizing, staffing, directing, and controlling, and a manager is someone who performs these functions. A manager has formal authority by virtue of his or her position or office. Leadership, by contrast, primarily deals with influence. A manager may or may not be an effective leader. A leaders ability to influence others may be based on a variety of factors other than his or her formal authority or position. Following is study of the development of leadership studies and theories over time is briefly traced. TASK 1 (a) LEADERSHIP THEORIES Three main theoretical frameworks have dominated leadership research at different points in time. These included the trait approach (1930s and 1940s), the behavioral approach (1940s and 1950s), and the contingency or situational approach (1960s and 1970s). TRAIT THEORIES The scientific study of leadership began with a focus on the traits of effective leaders. The basic premise behind trait theory was that effective leaders are born, not made, thus the name sometimes applied to early versions of this idea, the great man theory. Many leadership studies based on this theoretical framework were conducted in the 1930s, 1940s, and 1950s. Leader trait research examined the physical, mental, and social characteristics of individuals. In general, these studies simply looked for significant associations between individual traits and measures of leadership effectiveness. Physical traits such as height, mental traits such as intelligence, and social traits such as personality attributes were all subjects of empirical research In an important review of the leadership literature published in 1948, Ralph Stogdill concluded that the existing research had not demonstrated the utility of the trait approach. Finally, early trait research did not consider the impact of situational variables that might moderate the relationship between leader traits and measures of leader effectiveness. As a result of the lack of consistent findings linking individual traits to leadership effectiveness, empirical studies of leader traits were largely abandoned in the 1950s. Douglas McGregors x and y theory: His Theory X and Theory Y was detailed in The Human Side of Enterprise, published in 1960. What is it? Essentially Theory X and Theory Y describe two opposing views of people at work that will influence management style. Managers can be said to follow either view of their workforce. Theory X is often said to describe a traditional view of direction and control. Theory Y implies a more self directed workforce that takes an interest in the goals of their organisation and integrates some of their own goals into these. Theory X Theory X assumes that: The average person dislikes work and will avoid it unless directly supervised. Employees must be coerced, controlled and directed to ensure that organisational objectives are met. The threat of punishment must exist within an organisation. In fact people prefer to be managed in this way so that they avoid responsibility. Theory X assumes that people are relatively unambitious and their prime driving force is the desire for security. Theory Y Theory Y effectively takes the opposite view. It assumes that: Employees are ambitious, keen to accept greater responsibility and exercise both self-control and direction. Employees will, in the right conditions, work toward organisational objectives and that commitment will in itself be a reward for so doing. Employees will exercise their imagination and creativity in their jobs if given the chance and this will give an opportunity for greater productivity. Theory Y assumes that the average human being will, under the right conditions, not only accept responsibility but also seek more. Lack of ambition and the qualities of Theory X are not inherent human characteristics but learned in working environments that suffocate or do not promote Theory Y behaviours. BEHAVIOR THEORIES Partially as a result of the disenchantment with the trait approach to leadership that occurred by the beginning of the 1950s, the focus of leadership research shifted away from leader traits to leader behaviors. The premise of this stream of research was that the behaviors exhibited by leadersare more important than their physical, mental, or emotional traits. The two most famous behavioural leadership studies took place at Ohio State University and the University of Michigan in the late 1940s and 1950s. These studies sparked hundreds of other leadership studies and are still widely cited. The Ohio State studies utilized the Leader Behavior Description Questionnaire (LBDQ), administering it to samples of individuals in the military, manufacturing companies, college administrators, and student leaders. The conclusion of the Michigan studies was that an employee orientation and general instead of close supervision yielded better results. Likert eventually developed four systems of man agement based on these studies; he advocated System 4 (the participative- group system, which was the most participatory set of leader behaviors) as resulting in the most positive outcomes. LEADERSHIP GRID BY ROBERT BLAKE AND JANE MOUTON One concept based largely on the behavioural approach to leadership effectiveness was the Managerial (or Leadership) Grid, developed by Robert Blake and Jane Mouton. The grid combines concern for production with concern for people and presents five alternative behavioural styles of leadership. An individual who emphasized neither production was practicing impoverished management according to the grid. If a person emphasized concern for people and placed little emphasis on production, he was terms a country-club manager. Conversely, a person who emphasized a concern for production but paid little attention to the concerns of subordinates was a task manager. A person whotried to balance concern for production and concern for people was termed a middle-of-the-road manager. Finally, an individual who was able to simultaneously exhibit a high concern for production and a high concern for people was practicing team management. According to the prescriptions of the grid, team management was the best leadership approach. The Managerial Grid became a major consulting tool and was the basis for a considerable amount of leadership training in the corporate world. CONTINGENCY (SITUATIONAL) THEORIES Contingency or situational theories of leadership propose that the organizational or work group context affects the extent to which given leader traits and behaviors will be effective. Contingency theories gained prominence in the late 1960s and 1970s. Four of the more well-known contingency theories are Fiedlers contingency theory, path-goal theory, the Vroom-Yetton-Jago decision- making model of leadership, and the situational leadership theory. Each of these approaches to leadership is briefly described in the paragraphs that follow. Introduced in 1967, Fiedlers contingency theory was the first to specify how situational factors interact with leader traits and behavior to influence leadership effectiveness. The theory suggests that the favorability of the situation determines the effectiveness of taskand person-oriented leader behavior. Favorability is determined by (1) the respect and trust that followers have for the leader; (2) the extent to which subordinates responsibilities can be structured and performance measured; and (3) the control the leader has over subordinates rewards. Fiedlers contingency theory has been criticized on both conceptual and methodological grounds There are five types of leader decision-making styles, which are labeled AI, AII, CI, CII, and G. These styles range from strongly autocratic (AI), to strongly democratic (G). According to the theory, the appropriate style is determined by answers to up to eight diagnostic questions, which relate to such contingency factors as the importance of decision quality, the structure of the problem, whether subordinates have enough information to make a quality decision, and the importance of subordinate commitment to the decision. TRANSFORMATIONAL THEORIES and CHARISMATIC LEADERSHIP Beginning in the 1970s, a number of leadership theories emerged that focused on the importance of a leaders charisma to leadership effectiveness. Included within this class of theories are Houses theory of charismatic leadership, Basss transformational leadership theory, and Conger and Kanungos charismatic leadership theory. These theories have much in common. They all focus on attempting to explain how leaders can accomplish extraordinary things against the odds, such as turning around a failing company, founding a successful company, or achieving great military success against incredible odds. By contrast, transformational leadership focuses on developing mutual trust, fostering the leadership abilities of others, and setting goals that go beyond the short-term needs of the work group. Basss transformational leadership theory identifies four aspects of effective leadership, which include charisma, inspiration, intellectual stimulation, and consideration. Tannenbaum and Schmidts leadership continuum: Leadership occurs when a person tries to influence another persons or groups way of behaving regardless of the cause. Every time a person tries to influence another persons behaviour, this person becomes a potential leader, but the person whose behaviour is attempted changed becomes a potential recipient (irrespective of whether this person is the chief, a colleague, a friend, a group orà ¢Ã¢â€š ¬Ã‚ ¦).Leadership style is not about how leaders think they behave but about how their recipients perceive the leaders behaviour. Robert Tannenbaum and Warren H. Schmidt were some of the first to make use of the situational approach to leadership. In their proposal, the leader chooses from seven possible continuums of leadership behaviour, depending on the situation and the relations between the leader and the employees, is as follows: 1. Leader allows followers to function within the limits defined by a superior. 2. Leader defines limits; the group is encouraged to make decisions. 3. Leader presents problem. Receives suggestions and makes decision. 4. Leader presents preliminary decisions, which may be changed. 5. Leader presents ideas and encourages questions. 6. Leader sells decisions. 7. Leader makes a decision and announces it. The above points the dimensions in the continuums of leadership behaviour constitute: Democratic or relation-based behaviour Authoritarian or task-related behaviour Task-oriented behaviour is often perceived as authoritarian leadership behaviour from the viewpoint that the leader tells the employee what needs to be done and how to do it. This leadership behaviour is based on the view of humanity called Theory X in which the leader perceives the employees as independent and lazy. Relation-based leadership behaviour is often perceived as democratic leadership behaviour from a view of humanity called theory Y where employees contribute independently and creatively to task performance. Tannenbaum-Schmidt model has excluded the Laissez-faire leadership continuum where employees are free to do whatever they want. According to Tannenbaum-Schmidt, it is not a leadership continuum when each employee is free to do what he pleases without the influence of the leadership or other employees. TASK 1: (b) Trait Theory Assumptions: People are born with inherited traits. Some traits are particularly suited to leadership. People who make good leaders have the right (or sufficient) combination of traits. Contingency theory Contingency theory is a class of behavioral theory that claims that there is no best way to organize a corporation, to lead a company, or to make decisions. Instead, the optimal course of action is contingent (dependent) upon the internal and external situation. Several contingency approaches were developed concurrently in the late 1960s. They suggested that previous theories such as Webers bureaucracy and Taylors scientific management had failed because they neglected that management style and organizational structure were influenced by various aspects of the environment: the contingency factors. There could not be one best way for leadership or organization. TASK 2: (a) STRENGTHS, WEAKNESSES, OPPURTUNITIES, TREATS OF MANCHESTER FOOTBALL CLUB Analysis of the Company The SWOT Analysis is possibly the most popular instrument utilized in strategic planning and organizational problem solving. SWOT indicates the Strengths, Weaknesses, Opportunities, and Threats of a firm. The derivation of the SWOT contraction, nonetheless, is difficult to understand. Coyles and Gokey (2002) affirmed that the Harvard Business School scholars were utilizing the notion in the 1960s. On the contrary, Turner (2002) presents the growth of the SWOT Analysis perception. (S)trengths The major strength of Manchester United is their brand consciousness, Manchester United is exceptionally recognized globally, and if advertised as the national team with international sponsors. This consequently implies that any merchandise that they put in the market, with the team name and emblem will be immediately identified by their fans which could arrive to a million. Nevertheless, the team requires guaranteeing that they are still focused on what there fans and the consumers wish for. By reason of having the great fan base, ticket sales is also considered as strength for Manchester United, as there is a big waiting list for passes for every match, and with the new expanded arena, the income of ticket sales is bound to increase over the coming years. (W)eaknesses The major weakness that has been identified based on their website is their products and product variety. It is obvious that they have introduced a lot of diverse products at numerous different occasions. There is an issue though whether the fans were consulted in this context. It seems that MU has introduced a broad variety of products from jerseys to Credit Cards Another weakness for Manchester United is that currently, the club has been so flourishing, and it is now working on such a huge level, there is a distressing estimation that the club has now lost its origins, and it is no longer concerned with the game of football, but all about proceeds. Unconstructive outlooks such as this can have a harmful effect on the fans. (O)pportunities The key opportunity for Manchester United at the moment is the penetration to the American market. There is an opportunity in the proximate future to structure the coalition with one of the worlds most well-off team in sports, the New York Yankees. This will signal enormous merchandise channels in America, and provide Manchester United the lead over all other Football teams in the American context, presenting their product to a new market. (T)hreats Manchester United is in a very firm site, as they have no direct dangers from any players in the industry. There is a huge breach connecting Manchester United and the subsequent strongest competitor. Nonetheless, there are a number of dangers to Manchester United that has to be taken into account. A threat to Manchester United at present is the Change of leadership in the teamThe club slid from a position as one of the top clubs in the UK in 1970 to a status of mediocrity in 1996.In 1996, Francis Lee, a former player of the club, took over as chairman. He recognised the need for stability and structure. TASK 2: (b) SOCIAL SKILLS Here are a few basic attributes of a socially successful person that are worth discussing: Confidence They display confidence in themselves and successfully execute the projects they lead. Friendliness They are friendly to everyone, not to just a select few, displaying a genuine sense of care and concern for others. Appearance They make sure their hygiene, apparel, and proper body movement is always acceptable. Trustworthy They can be depended upon both with personal exchanges and with projects. Organized Their organizational skills are second nature and displayed in all activities. Self-control They handle themselves well when emotional issues arise. Acceptance They extend love and forgiveness to everyone, even difficult people and those that differ from them. Fun They make life fun. Space They respect others privacy and choices. Its never too late to improve your social skills. The first step is to honestly examine yourself and admit you need to improve yourself in deficient areas. Like anything else in this world, there have been many books written on the subject. I highly recommend John C. Maxwells book entitled Be a People Person. INTERPERSONAL SKILLS This area has to do with interaction with others. In theory, people who have a high interpersonal intelligence tend to be extroverts, characterized by their sensitivity to others moods, feelings, temperaments and motivations, and their ability to cooperate in order to work as part of a group. They communicate effectively and empathize easily with others, and may be either leaders or followers. They typically learn best by working with others and often enjoy discussion and debate. Careers that suit those with this intelligence include sales, politicians, managers, teachers and social workers. LINGUISTIC SKILLS This area has to do with words, spoken or written. People with high verbal-linguistic intelligence display a facility with words and languages. They are typically good at reading, writing, telling stories and memorizing words along with dates. They tend to learn best by reading, taking notes, listening to lectures, and by discussing and debating about what they have learned. Those with verbal-linguistic intelligence learn foreign languages very easily as they have high verbal memory and recall, and an ability to understand and manipulate syntax and structure. Careers that suit those with this intelligence include writers, lawyers, policemen, philosophers, journalists, politicians, poets and teachers. COMMUNICATION SKILLS I would like to suggest nine key skills and principles that, if adopted, would improve your communication skills immediately. They are: Ask more questions, make fewer statements Be specific, not vague Use the affirmative, not negated language Objective thinking Focus on the future not the past Use pleasure/ pain consequences Distinguish between long term v short term consequence Map out their ideas on paper Protect the self image TASK 2: (c) DEVOLOPING LEADERSHIP AND MANAGERIAL SKILLS To a large extent the survival and continued success of any business depends upon owners and managers having a combination of leadership savvy, good judgement based on knowledge and information and a reasonable ability to steer a business in the right direction. This need becomes considerably more important when a company is on the verge of expanding. Therefore, before you commit yourself to starting or expanding a business, first commit yourself to learning and in the very least recognizing the personal leadership and management skills needed to initiate and sustain profitable company growth. BECOMING A MORE EFFECTIVE LEADER Choose competent subordinates Demonstrate high moral standards Exude Charisma Inspire others Take action: When faced with a crisis, effective leaders dont just sit around and twiddle their thumbs. They solve the problem themselves or get someone who can. Understand the penalty of leadership Use your imagination to solve problems Wander around frequently Work hard BECOMING A MORE EFFECTIVE MANAGER Actively listen to customers and workers Attend parties Clarify employee responsibilities Deal with unexcused absences immeadiatly Demand accountability Criticize positively Know how to delegate responsibilities to trained and qualified people Know how to handle stress Know how to fire employees Make sure each employee has only one supervisor Reward appropriate behaviours and results Conclusion Manchester is in a very competitive spot at present, nonetheless they require to be cautious that they are not getting self-satisfied and that they are focusing on the market, and the requirements of their clients and followers. By implementing the research into their markets, it will allow them to build up products for the clients, which will bring about sustained support from the fans and success.