Gender and History in Modern South Asia Term Paper - 1

Gender and History in Modern South Asia - Term Paper Example It is worth considering what other people perceive as being Chinese citizenship as opposed to the perspective of the Chinese themselves. Some of the ancient practices by Chinese people have faced stiff rejection especially over the course of the twentieth century by citizens who are believed to be from China. During the empire rulings, traditional rituals and practices were common among Chinese communities but cultural erosion has been greatly evident especially during the first half of the twentieth century. In the nineteenth century, Chinese were seen to uphold and respect their cultural practices such as marriage and burial rituals. However, things have significantly changed during the twentieth century where traditions have been greatly rejected by the Chinese. Instead, they are turning to modern life by abandoning indigenous ways of dressing and practices for the modern way of life. Chinese people have encountered a number of challenges as they try to transform from imperialism to modern way of life but by the help of educated people in the society, effective techniques have been used to liberate China from imperialism. The nation of China was a long time ago composited of small communities until when transformation took place over the nineteenth and twentieth centuries. The kind of leadership that was in place was quite different from the current one since centralization was in practice as opposed to decentralized leadership practiced today. The ruler of the state was an emperor the Son of Heaven who held the central position of cosmos (Harrison 2). Besides the emperor, there existed a bureaucracy education which, had characteristics that clearly portrayed the existence of modern China. However, it is worth noting the emperor was then perceived as a world but not as a country. Nevertheless, this did not mean that the Qing courts did not recognize the presence of other nations since they could have a negotiation with foreigners only that the negotiations could never be allowed to erase Chinese culture.  

Workplace bullying Essay Example | Topics and Well Written Essays - 2250 words - 1

Workplace bullying - Essay Example Subsequently, effects in the wider community can include lower production, early retirements and an increase in the costs of health care services. Globally, nations are implementing laws to promote dignity within the workplace, and to ban a range of forms of workplace harassment (Giga & Hoel, 2004). However, actual research of how best to ascertain the presence and degree of workplace bullying within an organisation remains contentious. This paper will explore the suitability of using survey instruments to understand the organisational context of workplace bullying. First the background of workplace bullying shall be outlined. Second a literature review of survey instruments used shall be presented, with a focus on the Negative Acts Questionnaire (NAQ). Strengths and weaknesses of the survey instrument shall also be identified. The conclusion will resolve the question of survey question suitability, and also provide recommendations for future research. There are various forms of workplace bullying that can be broadly categorized into two main types: 1) work-related and 2) person-related. Work-related bullying is indicated by constant criticism, not being provided with information, and excessive monitoring. Person-related bullying can include being subject to insults, teasing, false allegations, rumors, social exclusion, humiliation and or intimidation (Einarsen & Hoel, 2001; Knott, 2004). Bullying, whether in the workplace or elsewhere, is about power in social relationships, or more specifically, power differences (Hoel & Cooper, 2000). Within the workplace, bullying may also be referred to as mobbing, workplace aggression, petty tyranny or victimization (Aquino, Grover, Bradfield & Allen, 1999). Ultimately, workplace bullying is repetitive, persists over time, and results in a hostile work environment (Hoel & Cooper, 2000).The antecedents to workplace bullying vary across organisations and departments within organisations, howev er, studies point to the values of the organisational culture, the representation of these values in policies, and the roles, and task demands of employees as primary factors (Hoel & Cooper, 2000). The direct consequence of workplace bullying has been shown to be increased stress and negative responses from some employees (Giga & Hoel, 2004). Conceptual issues of how to define and measure workplace bullying in order to understand it are dominant research areas currently (Knott, 2004). Studies show that a failure to address issues of workplace bullying places organisations at risk of increasing costs due to sick leave, compensation and a tarnished public image (Hoel & Cooper, 2000). Literature suggests a focus on the psychosocial aspects of the workplace as potential antecedents and prevention variables (Einarsen, Hoel, Zapf & Cooper, 2003). There is a current emphasis on the use of survey instruments to identify and measure bullying within the workplace adequately account for the or ganisational context. However there is a lack of literature exploring the efficiency

Legalization of Marijuana (why america should NOT allow it) Research Paper

Legalization of Marijuana (why america should NOT allow it) - Research Paper Example As a result, there has been heated debate on whether to legalize it in America with its proponents claiming that it has medicinal values that might prevent some major diseases. Due to this, it was in 1970 that the Food and Drug Administration carried out thorough survey to establish its properties at the University of Washington. The results of the research indicated that the structure of Marijuana was very complex and it would take many other years of extensive study to establish its genuine medical values (Vaughn, 1). In 1972, the US Congress situated marijuana in Schedule one of the Controlled Substances Act since they deemed it to have no genuine medical values. From that time onwards, many states of the United States has taken a step further of legalizing the medicinal use of Marijuana (ProCon.org, 1). Marijuana is a brown, green, or gray mixture of desiccated, grated leaves, stems, seeds, and flowers of the hemp plant, which contains a chemical referred to as tetrahydrocannabin ol. All forms of marijuana alter the normal functioning of the brain. One of the major characteristics of Marijuana is that it is very addictive. In this regard, studies indicate that doctors have diagnosed more teens with Marijuana that with any other abused drug including alcohol (Above the influence.com, 1). Head states that Many Americans believe Marijuana as a remedy for many of their health conditions ranging from glaucoma to cancer. However, on a national level, these anticipated benefits remain unaccepted. This implies that there is a lot of controversy in the assertion of medical benefits of Marijuana (2). Why America should not allow the legalization of Marijuana There are numerous reasons in support of the anti-legalization of Marijuana in America. In general, although proponents of Marijuana assert medicinal benefits, it becomes very dangerous to use it for medicinal purposes. In addition, it lacks approval by the Food and Drug Administration and different legal drugs ma ke use of marijuana needless (ProCon.org, 3). Generally, the harmful effects associated with use of Marijuana include general apathy, premature cancer, addiction, hostility and augmented violence, damage of harmonization and discernment, several mental disorders including despair, destruction to the immune system loss of memory and reproductive problems (Marijuana.com, 3). One of the major reasons of the anti-legalization of Marijuana is its severe addictive capability. The Controlled Substances Act of 1970 categorizes Marijuana as a Schedule one drug on the foundation that is has a high possibility for abuse. This means that once people start using Marijuana, it gets in to their system and it becomes very hard to stop using it. In this regard, it dominates their lives and controls their actions towards using the drug (Head, 1). Contemporary survey indicates that Marijuana is presently the principal cause of drug addiction other than alcohol in the United States. For instance, among the 7 million people aged 12 and above categorized with severe addiction of an illegal drug in 2008, marijuana accounted for 4.2 million of this. This indicates that approximately two thirds of Americans stricken by any drug use condition are suffering from addiction of marijuana or its abuse (DuPont, 10). This simply implies that the number of people using Marijuana would sharply augment if the

How oprah helped shape and is a positive influence on our cultural Essay

How oprah helped shape and is a positive influence on our cultural identity - Essay Example First, she changed how the people perceive talk shows as a form of entertainment. Usually, people see talk shows as that sort of â€Å"Jerry Springer Show† were people who have nothing much to do poke fun at one another in scandalous manner, or make fun of other people like the ‘Tonight Show’ variations. But with the â€Å"Oprah† show, it became an avenue for educated, informative, and positive discussion about almost any subject matter that makes sense, things that people should know about, or should care to know about. Oprah elevated, in a way, how people perceive talk shows in such a way that Oprah even paved the way—provided the platform even for most of the talk shows that we have today. Secondly, it was her idea to give the audience a quality television show that would give value to her audience that would educated her audience and empower them. She even went so far as to produce other talk shows to provide aspiring hosts the avenue to reach ou t to connect to wider audience. And now, she has launched her own network, which is beside her magazine and other media enterprise. Oprah as an Advocate Besides making great money with herself as the brand, she also used her celebrity status to further her causes. ... through livelihood programs and helping young African children through her school in Africa that caters to giving full scholarship to orphan and girls from poor families. And third, as part of the cultural minority, Oprah is also a political advocate. She openly supported President Barrack Obama in his presidential campaign because she believed that Obama represented change—not just political change in terms of platforms but cultural and social change because Obama would come down in history as the first African American President to be elected in office. And that I think is very symbolic because that meant the maturity of the American people in terms of how they perceive people of color. Oprah as a Philanthropist As a philanthropist, Oprah had given so much back to the community, not just to the American people through her lavish gifts—i.e. â€Å"Oprah’s favorite things†, donations, charity works, have also been a constant part of her life. Her school in Africa like I said has been a tremendous helped for the girls in that nation. In the country, during the hurricane Katrina, it was Oprah who was one of the many celebrities who used her celebrity status to raise fund and rebuild the affected communities. Other causes she champions includes raising funds and awareness to AIDS campaign, that is besides giving yearly Christmas gifts to deserving people which she surprises by inviting them as her audience to her show. Living Legend Oprah Winfrey is more than a celebrity, she is a cultural icon. She is a living legend; an American mover who has helped shaped and changed American culture in so many ways. Indirectly, she have helped elevate the entertainment industry on how people perceive talk shows and paved the way for a new class of talk shows that is more mature,

Type and density of liquid Essay Example for Free

Type and density of liquid Essay These are the variables that I could choose to focus on. I have chosen to focus and adapt on the idea of insulation. Prediction I predict that the more insulation (layers) there is, the smaller the reduction in heat. I think this because when the outside air tries to touch the container to cool it, it will be stopped by the insulation, so it will take longer to cool. Also, when heat tries to escape from the container, it will go into the first layer of insulation, which will then absorb the heat. It would then still keep the container warm, not letting as much heat out as fast. I also predict that if I have a lid it will take even longer to cool, because, as you can see in the picture below, evaporation will also take place. If I have a lid, the heat will then be stopped from escaping into the air through the top. As shown below- Equipment   Timer- this is to time the amount of time the liquid is in the container. This will make sure that the time will be the same for each experiment.   Data logger and Thermometer- this is to take the temperature of the water. I will use two forms of identifying the temperature. This way I can compare the two results and see if there are any drastic differences. Also, a datalogger is accurate, but I will still use a thermometer to back up my results.   Insulation Material- I am going to use a foam type material as my insulation.   Clamp- I will use a clamp to hold both the datalogger and thermometer above the container.   Container- I am going to use a glass beaker to hold the liquid. I am using this instead of a polystyrene cup, because the cup would hold residue heat, which would affect our results. Also a polystyrene cup is already quite insulated. * Kettle- this is to heat the liquid before I put it in the container. I will clean out the kettle, to make sure there is no black, therefore the heat will be reflected back into the kettle, instead off being absorbed. This should help it to reach its highest temperature. I will make sure that there is 1litre of water in the kettle each time put it on to boil. Measuring Apparatus- I will put the water directly into the glass beaker, measuring it in there. Lid- To put over the glass beaker to try and prevent evaporation. Fair Testing and Other Factors that need to be controlled There are things that I will need to try and make sure are the same throughout my experiment. These are: Amount of liquid- I will have to make sure that each time I refill the glass beaker I have the same amount of liquid. To do this I will measure it in some measuring apparatus. Each time I will use the same type and size of measuring apparatus, for the same accuracy. To make this even fairer I will simply measure the amount of water in my glass beaker, so I know that it will always be the same. Temperature of surroundings- there is not much I can do to control this, but to make sure there is no drastic change, I will stay away from radiators and places in direct sunlight. Shape, Colour, Size, Surface Area and Thickness of container- will have to be the same throughout my experiment to keep it fair and to get reliable results. For instance, if I had a different colour container each time I did my experiment it would affect my results. This would be, because instead of reflecting the heat back in, if I had a black container it would absorb the heat. To make sure of this I will use the same container each time.   Temperature of liquid to start- I will try to keep the around the same. If I cannot keep the temperature the same I will just measure the difference between the two (start and end). Type and Density of Liquid- I will keep using the same type of liquid throughout my experiment because some types may loose heat at a different rate than others. I will use water because it is easily available, and it is the same each time.   Surface container is on- will have to be the same. If for example I was to put it on a foam surface one day, and something different another day, it would affect how much heat is lost. This is due to the surface acting as insulation.   Lid- I am going to use a lid each time. This should stop a lot of heat reduction through evaporation, which I have already explained in my prediction.

Leadership In The Construction Industry Management Essay

Leadership In The Construction Industry Management Essay Among the many variables that have an effect on an organization such as economic condition and competition, leadership is considered to be one of the most important factors that directly impacts the level of success an organization may experience (Goleman, 2000). The construction industry is no exception to these popular beliefs as described in the research reviewed for this paper. Within the construction industry, leaders are exposed to fast-pace, complex, and constantly evolving environments (Riley, Horman Messner, 2008). The styles and skills of a leader are directly related to generating a positive working environment which is crucial to positive performance. The purpose of this paper is to: (1) discuss the classifications of leadership and associated styles; (2) identify the skills that are associated with construction leadership including the aspect of emotional intelligence; and (3) analyze leadership factors that impact the working environment. It is the authors intention th at this literature review and its findings may be used to assist individuals and organizations in their efforts to evaluate past, present, and future leaders. Leadership in the Construction Industry Throughout the construction and engineering industry, there is a growing recognition of the importance and need for improved leadership skills within organizations (Skipper Bell, 2006). Developments such as the growing volume of activity, advancement in technology, intense global competition, increasing number of active stakeholders, and the demand for fast track completion, have generated many distinct challenges for the construction industry (Toor Ofori, 2008). According to Giritli and Oraz (2004), the construction industry demonstrates distinct characteristics that separate it from all other industries. Some of the unique characteristics that have an impact on leadership styles include: project characteristics, contractual arrangements, project life-cycle, and environmental factors. Giritli and Oraz (2004) explain how construction projects are composed of a multitude of organizations or contractors, and typically all of these entities contribute to the project in different ways. These organizations are drawn together for a short time to work on a specific project and then disbanded upon the completion of the project. The temporary or short-term nature of projects in the construction industry, combined with its multi-organizational framework, will almost certainly have an impact on the style of leadership construction professionals choose to follow (Giritli Oraz, 2004). The fact is construction professionals in leadership roles are faced with constant change throughout the different phases of a projects lifecycle. This combined with the responsibility of leading or directing a multitude of different sub-contractors and personnel for short periods of time creates many challenges and gives leadership in construction its distinction (Giritli Oraz, 2004). The necessary tools to be an effective leader in the construction industry include both technical and soft skills. Technical and Soft Leadership Skills Construction leaders often assume the role of design managers, construction managers, procurement managers, contract managers, or project managers (Toor Ofori, 2008). Regardless of the title, leaders in the construction industry are considered facilitators and the focal point of communication (Riley et al., 2008). Approximately 88% of project managers spend more than half of their working time interacting with others (Sunundijo, Hadikusumo Ogunlana, 2007). This leadership requires a set of competencies and traits such as vision, communication, honesty, integrity, continuous learning, courage, tolerance for ambiguity, and creativity. These competencies and traits are considered to be soft skills (Riley et al., 2008). Toor and Ofori (2008) label these traits as general management and leadership skills similarly described in many industries. Technical or hard skills are considered to be more complex and describe traits related to a specific industry. In the construction industry, tech nical skills may include intimate knowledge of the scheduling, installation processes, day to day operation of specific job related activities, and overall knowledge of all sub-contractors/tradesman operating on the project. In short, a leader who possesses technical skills in the construction industry understands the terminology and has extensive knowledge regarding all construction related activities. Process Development and Emotional Intelligence Both technical and soft leadership skills are learned and developed over time. Maxwells (2007) law of process explains how leaders, either natural born with greater natural gifts, or those who become leaders through a collection of skills, have the ability to improve. These skills are not developed overnight, because leadership is complicated and has many facets including: respect, experience, emotional strength, people skills, discipline, vision, momentum, timing, etc. Butler and Chinowsky (2006), report that the level of emotional intelligence of a leader is as important as classical traits of intelligence and experience in developing the leaders of tomorrows construction organizations. According to Goleman (1998), emotional intelligence is the capacity to recognize our own feelings and those of others, for motivating ourselves, and for managing emotions well in us and in our relationships. (Sunindijo et al., 2007, p.166). Leaders with higher emotional intelligence tend to display the traits of transformational leadership found in open communication and proactive leadership styles. Emotional intelligence has been found to assist in generating delegation, opening lines of communication, and improvement of proactive behavior, which can bring positive outcomes to organizations (Sunindijo et al., 2007). Butler and Chinowsky (2006), list fifteen multi-factors which fall within five specific components of emotional intelligence that are related to transformational leadership behavior at a convincing level of statistical significance. The factors are: Interpersonal Skills Self-regard, Emotional self-awareness, Assertiveness, Independence, Self-Actualization Intrapersonal Skills Empathy, Social Responsibility, Interpersonal Relationship Adaptability Reality Testing, Flexibility, Problem Solving Stress Management Stress Tolerance, Impulse Control General Moods Optimism, Happiness The research by Butler and Chinowsky (2006) proves that the relationship between emotional intelligence and the factors listed above have a significant potential impact on construction organizations and the success of its leaders. Leadership Classification and Styles Leadership styles, behaviors, and techniques are typical topics of discussion in the search for what or who constitutes a true and effective leader. Countless research articles examine the preferred methods of developing or identifying the traits of a quality leader. Among the many articles reviewed for this paper, there has been no evidence that clearly shows a particular style of leadership as optimal; hence, it may be concluded that no single leadership style is best for all managerial situations (Giritli Oraz, 2004). Research indicates that most successful leaders in any industry are those who possess the skills to employ a range of styles based on the situation, flexibility is key (Giritli Oraz, 2004). Goleman (2000) reports research performed by the consulting firm Hay/Mcber, draws a random sample of 3,871 executives selected from a database of more than 20,000 executives worldwide. This research reveals six distinct leadership styles, each derived from different aspects of emotional intelligence, and possibly more important, the research indicates that leaders who produced the best results do not rely on only one style of leadership (Goleman, 2000). Giritli and Oraz (2004) explain how different approaches to this subject have led to various classifications of leadership styles. Despite similar labeling of leadership categories, two types of leadership are commonly discussed, accompanied by the six styles that assist in explaining the traits of the two classifications (Giritli Oraz, 2004). Giritli and Oraz (2004), list the classifications and styles which include: Classification 1: Transactional leadership This classification of leadership is defined as an exchange of rewards with subordinates for services rendered. Transactional leaders typically seek to motivate followers through intrinsic rewards. Transactional leadership includes the following styles: Style # 1: Coercive (do what I tell you) Considered to be the least flexible and effective style because leaders manage by controlling subordinates tightly, and motivate by using discipline. Some may refer to this as micro-management. Style # 2: Authoritative (come with me) This style describes a leader who maximizes commitment to goals and strategy; defines standards and provides flexibility in completing tasks. This form of leadership provides a clear vision in the attempt to motivate subordinates to be creative. In the presence of experts and peers, this style of leadership can be received as overbearing. Classification 2: Transformational leadership This classification of leadership is defined as the process of influencing and empowering subordinates. Researchers commonly refer to transformational leadership as a feminine leadership style or approach. However, some view transformational leadership as a gender balanced style. Transformational leadership includes the following styles: Style # 3: Affiliative (people come first) This style is considered to be flexible, which creates emotional bonds and harmony between leaders and subordinates; improves communications; and increases the morale of subordinates. This style displays the importance of people and how they come first, as opposed to tasks which are ranked second. The success of this style typically depends on the level of development of the subordinates, if subordinates require a high level of direction, this style of leadership cannot be successful. Style # 4: Democratic (what do you think) This style generates ideas, builds consensus through participation, but requires highly developed and competent subordinates to generate ideas and take part in the decision making process. This style is typical of leaders who are looking to develop and build trust among subordinates and peers. Negative side effects include conflict, and endless meetings with no consensus. This style is not recommended during crisis mode when subordinates are in need of direction rather than support from a leader. Style # 5: Pacesetting (do as I do, now) A style which characterizes a leader as someone who expects excellence and self-direction, sets high standards, and demands more from poor performers. This style of leadership has little concern for interpersonal relationships, that is, they tend to concentrate on the achievement of tasks. Best suited for highly competent, self-motivated, professional employees, this style is recommended to be used in conjunction with other styles. Style # 6: Coaching (try this) This style of leadership develops people for the future, creates dialogue and flexibility, and establishes long-term goals and plans. Also, this style assists employees in identifying their strengths and weaknesses to help improve their performance. This style is least effective when employees are hesitant to learning or change. Leadership Adaptation and Intuition Goleman (2000) suggests that leaders who are capable of utilizing different styles seamlessly and in different measure, depending on the situation, are typically more successful. Goleman (2000) goes on to compare this type of flexible leader to a professional golfer. The pro golfer over the course of a round is required to pick and choose clubs based on the demands of the shot. Sometimes he may ponder his selection, but quite often, the decision is automatic. Ultimately, the pro assesses the challenge, chooses his tool of choice/makes a decision, and effortlessly goes to work. High impact and effective leaders operate in a similar fashion (Goleman, 2000). The ability of a leader to make quick and accurate decisions while effortlessly adapting to different styles to address continuously changing situations, can be attributed to his/her level of leadership intuition. Maxwell (2007) discusses the law of intuition and explains how intuition is based on facts, instinct, and other intangible factors, such as employee morale, organizational momentum, and relational dynamics. Maxwell (2007) goes on to say that intuition comes from two things: natural ability, which comes in a persons area of strength, coupled with their learned skills (2007). The principles of leadership are constant, but a leaders application must change and adapt to every situation. Without the intuition and ability to adapt, leaders are blindsided, which is one of the worst things that can happen to a leader who wishes to stay at the top (Maxwell, 2007). Giritli and Oraz (2004) explain how the style of leadership changes as the project progresses through its lifecycle. For example, during the design phase, styles may need to allow for more debates, fine-tuning, and deliberation. Conversely, during the complex construction phases, a leader may need to be more structured and dominant. In summary, a leader may need to switch styles to conform to particular situations throughout a project to create the right balance between concern for tasks and concern for people (Giritli Oraz, 2004). Impact of Leadership on Organizational Climate Research shows that committed employees are the most valuable assets of any organization (Rehman, Shareef, Mahmood Ishaque, 2012). However, leadership within an organization impacts the climate, perceptions, and effectiveness of the working environment (Otara, 2011). The leadership role provides the motivating force that may ultimately determine an organizations success or failure. For this reason, many organizations place great emphasis on choosing the ideal candidate to assume the leadership role. Part of this decision can be based on dominant traits demonstrated by a candidate. Goleman (2000) lists six key factors that influence an organizations working environment or climate. These factors can be useful in determining a leaders impact prior to hiring him/her. The six factors spring from different components of emotional intelligence and include: Flexibility: how free employees feel to innovate unencumbered by red tape Responsibility: to the organization Standards: set by the people Rewards: the sense of accuracy about performance feedback and aptness of rewards Clarity: the clarity people have about the mission and values Commitment: to a common purpose Goleman (2000) presents the following table to demonstrate how each leadership style affected the six drivers of climate or working environment: Coercive Authoritative Affiliative Democratic Pacesetting Coaching Flexibility -.28 .32 .27 .28 -.07 .17 Responsibility -.37 .21 .16 .23 .04 .08 Standards .02 .38 .31 .22 -.27 .39 Rewards -.18 .54 .48 .42 -.29 .43 Clarity -.11 .44 .37 .35 -.28 .38 Commitment -.13 .35 .34 .26 -.20 .27 Overall impact on climate -.26 .54 .46 .43 -.25 .42 (p.81) The Data provided by Goleman (2000) reveals the authoritative leadership style has the greatest positive impact on climate, with affiliative, democratic, and coaching styles following closely. This data also indicates that no style should be relied on exclusively, and all have potential, depending on the situation (Goleman, 2000). Of course very few leaders if any possess the ability to change roles and function in all categories. Fortunately, the remedy is quite simple. Good leaders will hire and surround themselves with team members who employ the skills or styles they lack (Goleman, 2000). Maxwells (2007) description of the inner circle confirms Golemans statement and informs his readers of the importance of a support system in regards to a leaders success: When we see an incredibly gifted person, its always tempting to believe that talent alone made him successful. To think that is to buy into a lie. Nobody does anything great alone. Leaders do not succeed alone. A leaders potential is determined by those closest to him. What makes the difference is the leaders inner circle. (p. #127) A true leader displays many traits, one of which is a high level of self-confidence. This individual is not afraid or threatened by the success of others and embraces the fact that the people/team he/she has assembled, possess skills that the particular leader lacks. A good leader will apply the skills of others to improve or progress an organizations performance. All of this is done without worry of his or her competencies. Recommendations After completing a review of literature addressing leadership in the construction industry, it is recommended that further research is needed to address the level of emotional intelligence that a potential leader should possess. The consensus of numerous researchers is that many universities fall short or dont address the multitude of important factors that help in developing potential leaders in the industry. Emphasis needs to be placed on real life situations faced in the construction industry and played out in the classroom environment. It is important to know if an individual has the right level of emotional intelligence to succeed as a leader in the complex industry of construction. Conclusion Although economic factors and competitive dynamics have a tremendous impact, leadership and the working environment created by a leader has been reported to account for one-third of an organizations performance (Goleman, 2000). The conclusions of this research suggest that the construction industry boast a number of factors that separate it from other industries. The construction industry is unique due to its short-term project life cycles, sub-contractor involvement, project characteristics, environmental factors, and contractual arrangements (Giritli Oraz, 2004). All of which affect the style of leadership and its impact on an organization. Due to these distinct characteristics, research has revealed that no one leadership style is optimal for every situation. Leaders who have the intuition and ability to demonstrate multiple styles and possess a high level of emotional intelligence will have greater influence and success.

Education & Public Morality In Australia :: essays research papers

The Influence of Education & Public Morality in Australia during 1788-1900 While Christianity played a crucial part in all aspects of Australian society throughout the pre-federation years 1788 to 1900, it had a significant impact on education and public morality. Th influence of Christianity in education was evident through the establishment of a separate education system and, in public morality the formation of the temperance movement as well as other actions. Education was greatly influenced by Christianity during 1788 through to 1900. Settlers concerned to leave religious divisions in Britain believed that ties between church and state should be eradicated and that churches be supported by their own followers. Subsequently, with numerous denominations supporting this idea, concerns were partly met by the granting of financial aid to the major religious groups, including the Church of England. Individuals churches used this aid to maximise its religious and educational influence. Governor Bourke later extended the state financial aid and attempted to introduce government schools based on the national system in his native Ireland. However, non-Anglican Protestants, who had formed in 1835 a society for promoting schools where the Bible would be a basis for general education, insisted on its wider use in the proposed national schools than was permitted in the Irish system. Catholics supported the Governor's proposal which further angered the Protestants. The successive alliance between the Anglicans and the Protestant denominations favourably brought about an anti-Catholic move to condemn concessions to a religious minority at the expense of national school systems based on the religious teachings of the Bible. In 1839, when Bishop Broughton's agenda was completely revealed, it was brought public that he intended to include the teachings of Anglican evangelists. This was revealed when Governor Gipps attempted to enforce a Bible-based national system and separate Catholic schools. Broughton successfully organised a commotion against this plan in favour of the continuation of state support for Anglican schools. Using this success, Protestants called for government aid for their own educational programs. When an elite committee of the New south Wales Legislative Council proposed the Irish system in1846, Catholics, concerned that the schools could become completely empowered by Protestants, joined Anglicans and other denominations, especially Wesleys, in opposing it. A compromise in 1848 agreed to separate denominational and Irish-type national schools. Although this view was strongly supported, some influential colonists wanted the financial aid to end in order to eliminate duplication and ensure that public instruction was controlled and financed by each colonial government.