Shapes and Sizes of Discrimination - Free Essay Example

Sample details Pages: 4 Words: 1126 Downloads: 10 Date added: 2019/03/29 Category Society Essay Level High school Tags: Discrimination Essay Did you like this example? In the world today, we still face many societal challenges. One of the most prominent of those is social discrimination. People of all races and backgrounds continue to discriminate one another. Don’t waste time! Our writers will create an original "Shapes and Sizes of Discrimination" essay for you Create order This has caused much outrage and violence among different groups. Typically, a person isnt going to admit to being prejudice against another, but with the constant conflict portrayed in the media, it is evident this problem still exists. As stated in the literature, discrimination is unequal treatment because of gender, race, ethnicity, disability, religion, sexual orientation, or other diverse human traits. (Farley pp.199) While it is a social norm to have differences among classes, religions, demographics, etc., discrimination is widely intolerable. Society has come a long way in what is acceptable today, as opposed to what was. as little as ten years ago and prior. A person who doesnt understand another or is simply fearful of what they will likely resort to some sort of discrimination as a defense. Almost as if to say, if they arent like me they must be wrong. We say knowledge is power, and that couldnt be more appropriate. Speaking from personal experience, when people are educated about other cultures, beliefs, and practices, they are less likely to discriminate. Once the individual has a better understanding, they typically arent on the defense. Whether they agree with the choices or not, they have the respect to agree to disagree so to speak. Being prejudice does not necessarily constitute discrimination and vice versa. (Farley pp.201-202) There are many current legal cases involving various types of discrimination, I will touch base on a couple throughout this piece. When we think of discrimination, most of us gravitate toward racial issues. This may be the most common type of discrimination. Recently, Harvard University was accused of racially discriminating against Asian-American students during admissions. The group, Students for Fair Admissions, brought the claim again st Harvard stating that they were sending recruitment letters to students based on PSAT scores earned. According to school policy, Asian-American males living in rural stated need to score 1370 on the PSAT to get a letter. White males, however, only need 1310. (Jung, 2018) The attorney representing the group argues this is race discrimination at its finest. While the Dean of Harvard remains firm that this is a tactic the college uses to attract people in rural areas who historically may not have considered the school and that those standards are not used once students enter the applicant pool. (Jung, 2018) This comment would lead one to believe that each student is given a fair opportunity during the admission process and all race-related info would be irrelevant. Multiple students testified during the trial and all of them praised Harvard for the diversity it offers. Many students were upset that race-blind admissions was a possible proposal. One witness stated, To not see my race is to not see me. It is common knowledge that people from different races and cultures live among one another, and it helps define who they are. If we were to remove that factor in admissions and other application processes it would make each persons uniqueness obsolete. People enjoy being identified for their accomplishments, but also for their backgrounds and where they came from. This is especially true with impoverished societies that have worked their way to success. If students do not meet a schools academic requirements, they should not be admitted just because of their race. Schools are for educating students, not for deciding which race is worthy of admission. It is nice to have a diverse population, but it should be done fairly and only those who are acade mically adept should be granted acceptance. Currently, in the news, there is controversy with the LGBT community and President Trump. The current laws in place do not provide enough protection for the LGBT community from workplace discrimination. It is their stance that there needs to be action taken to resolve this. Either the supreme court or Congress has the ability to rectify this issue. As society changes, laws and standards should change too, but unfortunately, it does not happen this way. Whether or not we agree with a person being gay, transgender, lesbian, or bisexual, they are still a human and should be treated with the same dignity and respect as someone who is straight. It is no ones place to determine what kind of treatment another human should receive based on their sexual orientation. As mentioned previously, I dont think there is enough energy around educating people about other peoples lifestyles. I have a friend, who I also work with, and her name is Alicia. She and her partner used a sperm donor to get pregnant and her partner carried the baby. The plan was for Alicia to work while her partner spent 12 weeks on maternity leave with the baby. Then it would be Alicias turn to take the same amount of time off. Because this was the first time their employer dealt with this scenario, Alicia had to jump through hoops and endure a lengthy and complicated process. Alicia worked at this company for over 15 years and they required her to go back and show proof of t his. She was also required to obtain health history documentation. The rationale as to why they needed this documentation was as clear as mud. In addition, she had to complete extensive amounts of paperwork for the company. Meanwhile, she was also going through the process to adopt her child, which is also very laborious. Had Alicia and her partner been a man and woman in a heterogenous relationship, I am certain these issued would not have materialized. There was no intentional discrimination, and typically institution discrimination isnt, but the difference in treatment from one person to the next speaks volumes. Alicia did get to spend the time off with her daughter and all was well in the end. My point here is that there never should have been a need to prove her work history and complete unnecessary documentation. Having a child should be a happy experience for both gay and straight parents, not a dreadful one. As unfortunate as it is, we see discrimination happening too frequently. For decades societies have been battling discrimination and it isnt getting any better. A person could potentially land themselves in jail for discriminating against another. In the United States, most discrimination on the basis of race, sex, religion or disability is illegal. (Farley pp.199) Educating people may not change what they believe but it will certainly put things into a different perspective allowing open minds to accept our ever-evolving society. Just when I think we are on the upswing with discrimination, the media reminds me of how crippling it continues to be for our society.

Nike International Business and Trade Unit - 1207 Words

Case Study: Nike, Inc. International Business and Trade Unit 1. Company Ethics: Nike Inc. in Cooperation with its suppliers Many global companies like Nike, Inc. are seen as role models both in the market place as well as in society in large. That is why they are expected to act responsibly in their dealings with humanity and the natural world. Nike benefits from the global sourcing opportunities, therefore areas such as production and logistics have been outsourced to partner companies in low-wage countries like China, Vietnam, Indonesia and Thailand. As a result the company is limited nowadays to its core competencies of Design and Marketing. Nike does not merely sell products these days. They spend billions of dollars for†¦show more content†¦Special attention should also be paid to the factor of stress. The workers have to deal with two different forms of stress. On the one hand they suffer under the high pressure and frequently abusive work environments and on the other hand the stress which is forced by their supervisors if they do not for example manage to produce the expected quality standards. 1.1.2 Working Hours The offense against the observance of working hours points out another example of the inhumane labor conditions at Nikes manufactures. The Code of Conduct foresees a weekly work load of 60 hours. In addition all workers have the right to one day off a week. Further conditions are set down in local employment laws. Overtime hours should only be disposed if necessary and workers have to be remunerated for that. Many suppliers have thus reduced the number of overtime hours so that they confirm to the Code of Conduct. However, workers must now complete the required number of units in a shorter amount of time in order to satisfy the sporting goods manufacturers’ production schedule. â€Å"Workers complained about increased stress caused by tightened production schedules and new production system introduced by management to offset the reduction in working hours.† The reduction of working hours which at first appeared advantageous has apparently turned into a detriment for wor kers. 1.1.3 Remuneration Another example of the inhumane conditions in the Nike factories is the low wages. AShow MoreRelatedAdidas: Will Restructuring Its Business Lineup Allow It to Catch Nike?1072 Words   |  5 PagesAdidas: Will Restructuring Its Business Lineup Allow It to Catch Nike? I. CASE OVERVIEW For almost two decades throughout the 1960s and 1970s, Adidas became the best-selling brand of sporting goods in the world. 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Advanced Studies in Industrial Relations

Question: Discuss about the Advanced Studies in Industrial Relations. Answer: Introduction: Fair Work Act 2009 The Australian government established Fair work Act 2009 within nation in order to establish a strong relationship between employers and employees. Along with this, with the help of Fair work Act 2009, the Australian government wants to replace the Workplace Relations Act and the Work Choices Amendments for the welfare of the employees. Moreover, the main objective behind this act was to remove discriminations at the workplace; so the employees can accomplish their personal as well as professional goals in an equal way. But, it was not a political move. In fact, it was a social move. It was an important decision taken by the government of the nation. As per the government, the Fair work Act 2009 is established to re-regulate employment relations and also enlarge individual rights at workplace. This act is also helpful in order to restore protections guidelines for trade unions (Ferrer, Morris, Hearn-MacKinnon Saville, 2012). In this way, the Fair work Act 2009 is an important move o f the government of the nation that is helpful to convey radical changes within nation. Along with this, it is not a political move because of the government created the act in order to change the whole industrial relations system in a proper way. Also, the act was established to set off statutory employment standards and to restore inequitable dismissal rights in order to provide protection to the employees. Moreover, the act was established to control employees with fairness as well as equality. As a result, it can be assumed that it was not a political move. Apart from this, some people believe that the act provide too much power to trade unions. But, in actual, it is not true. It is because of the act only control the power of the employers (Floyd, 2009). For case, an organization cannot fire an employee due to an unjust reason. The employer or organization is obliged to follow an ethical as well as fair process in order to terminate a worker from the employment. On the other hand, the Fair Work Act 2009 offers trade unions excessively power just in the bargaining process. It is because of trade unions have inherent bargaining power in the area of employment. In actual, the Fair Work Act 2009 is an important part of law. The act covers employment standards, and rights of employees in a proper way. Moreover, the act involves a few terms and conditions of employment in order to offer employment safety to the employees. The act is appropriate for both employers and employees in the same way. The Fair Work Act 2009 expands the accessibility of unfair dismissal remedies with regard to the workplace relations act and post-work choices effectively (Freyens Oslington, 2013). For this reason, it can be said that, the Fair Work Act 2009 plays an imperative role to regulate employment relations, to expand individual rights, and to restore protections rights for employees and trade unions in an effective and a significant manner. References Floyd, L. (2009). Fair work laws: good faith bargaining, union right of entry and the legal notion of" responsible unionism". Australian Business Law Review, 37, 255-266. Ferrer, J., Morris, L., Hearn-MacKinnon, B., Saville, K. (2012). The Fair Work Act 2009: a case of unrealised expectations. The Fair Work Act: revision or restitution, 33-47. Freyens, B. P., Oslington, P. (2013). A first look at incidence and outcomes of unfair dismissal claims under Fair Work, WorkChoices and the Workplace Relations Act. Australian Journal of Labour Economics, 16(2), 295-306.

Person Who Changed My Life free essay sample

Right from the word go , he has been my inspiration . A man with immense wisdom and advise , my father has made me what I am to day . He is the linchpin of my success in my life . My father is a very hard-working person and one who values education in one s life . Being a teacher by profession , I was really touched with the way he used to concentrate all his efforts in making his students pass . This also made me to follow his footsteps by working extremely hard in school . He also encouraged and advised me to work even harder , telling me that the sky was the imit . Today , I am convinced that with the course am pursuing , I would get a very good Job out of it . My father is a person with a lot of respect for both his elders and younger ones . AII along my entire lifetime , I have seen the sober manner in which he settles domestic scores and reprimanded us when we erred . We will write a custom essay sample on Person Who Changed My Life or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page In both cases , consultations and dialogue were the key traits that guided him . This has taught me the importance of tolerating other people s injustices and seeking for consultations in times of difficulties . As a consequence , I have been able to live harmoniously with both friends and foes . My moral decorum and uprightness is all owed to my father He always warned me against engaging in immoral activities. Being a humble and down-to-earth person , my father ensured that we were like him . I leant the need of swallowing one s pride whenever success knocks the door . Instead , forgetting the past success and working even harder isthe motto . The word Love sounds little but few people understand what it really means to love . It is a trait that cannot easily be self cultivated in an individual person . It can only be shown in a person and the person would also show it onto others in return . It is a trait that my father had and till possesses . It has enabled me to extend my love to all who associate with me in one way or another . believe in doing things early and fast in life . This is something that I learnt from my father . I remember his most favorite saying that , and I quote the early bird catches the warm Then the question is how has this saying helped me to be what I am and where I am ? Because of the enthusiasm to accomplish things [works early in life , I was able to finish finish both my education at the most appropriate times . lt is my father who cultivated in me the culture of disliking drug abuse and consumption of

America is in the Heart essays

America is in the Heart essays Carlos Buslosan, a man that had very different kinds life. Even thou his family was rich, they spend all their money to educate on one son. That really supervised me. Through out the book, he always had work to make living day by day. When he arrived to America he pretty much sold to fisherman in Alaska. He did not earn much from he hard work, which was 13 dollars in year. Everywhere he went seems like there was gambling house and prostitutes. All the hard worked money was spend in the house, dancing with white women and gambling. Women cheat them by tarring the ticket by every minute instead three minutes. I think these gambling and prostitutes brought bad reputation to Asian people. The brothers he met in America. They lost their job during Great Depression. They did not help him much at all. I think meeting his brothers made Carlos Bulosan to get in to gambling, robbing and ect... Through out his life he was treated worse than dogs. His life changed when he met Pasc al. Pascal was Filipino but he had white woman as a wife. After Carlos met him. He was driving away from bad influence. Making newspaper for Filipinos on farm. Short experience of writing newspaper made him as a writer at the end. Later Carlos tries to make union between different races. He had to meet them out side the city limit, because city would not allow them have union meeting. It failed by Helen, which was a strikebreaker. I think government hired her, way she came out from jail over night when others stayed 3 days. Later in Pearl Harbor, he lost his brother Macario. In the book there was nothing about getting discriminated from Pearl Harbor incident. Reading this book was interesting, seeing how he spent his life as farmer, gambler, newspaper editor and writer. ...

50 Idioms About Roads and Paths

50 Idioms About Roads and Paths 50 Idioms About Roads and Paths 50 Idioms About Roads and Paths By Mark Nichol 1. all roads lead to Rome: an expression meaning that many methods will lead to the same result 2. get (back) on track: resume focus 3. get off track: lose focus 4. beat a path to [one’s] door: arrive in great numbers, with the implication that someone who offers a highly desirable good or service will attract much attention 5. blaze a trail: be the first to take a certain approach (from the Native American practice of signaling the course of a trail through a forest with burn marks) 6–7. down the road/track: at a later time 8–9. end of the line/road: a conclusion or outcome 10. fast track: a quick way to accomplish or manage something 11. go down that road: decide to take a particular action, with the implication that the decision starts one on a path that one cannot easily deviate from 12. high road: an easy or sure course to achieve a result 13–14. hit the road/trail: depart, or begin a journey 15. hot on the trail: about to discover something or catch up with someone 16. inside track: an advantage because of circumstances or connections 17. keep on track: maintain focus 18. kick the can down the road: put off a decision or action, with the idea that the decision or action is being pushed farther along the way but will be encountered again as one continues 19. lead [one] down the garden path: deceive someone 20. let’s get this show on the road: an exhortation to begin something promptly 21. lose track: fail to maintain focus, or become distracted 22. middle of the road: moderate or bland, suggesting that something is not at or near one extreme or the other 23–24. on the beaten path/track: busy, frequented, or well known 25–26. off the beaten path/track: not busy, frequented, or well known 27. on the right track: in progress toward a desired result 28. on the wrong track: misdirected 29. on the road to [blank]: used to indicate that someone is or was starting to achieve something, as in â€Å"on the road to recovery† 30. on the trail of [someone or something]: seeking a person or thing 31. on the warpath: angry, from an association with Native Americans heading for an attack 32. one for the road: a euphemism to refer to a final alcoholic drink consumed before departure 33. one-track mind: having a narrow focus 34. paper trail: documents that lead to a discovery or provide proof 35. path of least resistance: easiest approach or strategy 36. primrose path: a seductively attractive course that leads to disillusionment or a bad outcome 37–40. put/throw [one] off the track/trail: to cause someone’s attention to be misdirected, or to cause someone to lose his or her attention or place 41. road hog: a driver who does not allow other motorists to pass 42. road rash: an injury sustained when a bicyclist or motorcyclist falls on the road while moving and scrapes his or her skin 43. road show: a promotional tour, as for political campaigning; originally referred to traveling theatrical productions and similar entertainments 44. the road to hell is paved with good intentions: a proverb that states that well-meaning people make bad decisions 45. stop [one] dead in [one’s] tracks: halt or surprise someone completely 46. take the low road: do something underhanded or unscrupulous 47. high road: do something ethical or noble 48. there is no royal road to learning: learning takes work (with the implication that no special route exists for privileged people) 49. where the rubber meets the road: the point at which a challenge or problem becomes immediate or acute, from the idea of the point when a vehicle’s tires start rolling on the road beneath them 50. wide place in the road: a small town, with the implication that the increased width of a road as it passes through the town is the only distinguishing feature Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Expressions category, check our popular posts, or choose a related post below:20 Great Opening Lines to Inspire the Start of Your StoryWhen to Form a Plural with an ApostropheAppropriate vs. Apropos vs. Apt

Cooperate Social Responsibility Assignment Example | Topics and Well Written Essays - 750 words

Cooperate Social Responsibility - Assignment Example Still, on social responsibility in regards to human resource, it is important to highlight that Etisalat Company has created a department within the company that helps in the provision of solutions to various persons in the company either internally or externally. In this, it can solve external problems that could possibly involve the company with the customers, another company or organization at the same time the department can help in the giving of solutions to the employee's problems themselves and with the management for example on the salaries and wages. This is a very crucial department in the Company as the relationship between Etisalat Company, government, customers and other organizations are very key to the success of the company and like it is always said that the customer is always the king, good relationship with the customers is the key to success and this is because the customers feel that their problems and concerns are catered for by the company (Mark, 2011). Â  Environmental conservation is a very delicate matter in every nation and even to the whole world due to the fact that there are several environment conservation and protection bodies that push for the protection of the environment. Etisalat Company is not left out in the protection of the environment as well. The company employs the reusing of substances especially plastic.

Evaluation of Strategic Alternatives in Second Focus Area of The Research Paper

Evaluation of Strategic Alternatives in Second Focus Area of The Limited Brands INC - Research Paper Example Therefore, this present paper will explore appropriate alternatives that Limited Brands Inc can explore in order to eradicate the weaknesses that have been identified and make the company competitive, thus increase its market share, sales, and profitability levels. While evaluating the strategic alternatives that the company can explore, the study will focus on marketing function of the company. Strategic alternatives Considering the weaknesses that have been noted that been noted which include poor brands, lack of efficient resources, inadequate technology, and poor positioning it can be deduced that the strategic alternatives that the company have comprise of rebranding. Rebranding will focus on its beauty products and apparels in order to come up with brands that are competitive within the market place; this is according Burtenshaw et al. (2006). The second strategic alternative is mobilization of funds from shareholders through options such as initial public offering, issuing of bonus shares to the current shareholders, merging with a strategic company or investor who can bring into the company more financial resources as well as strong management skills or borrow additional funds from financial institutions such as banks. The third strategic alternative is acquiring latest technology that can improve the operations within the company, lower operational cost, and improve the quality of customer service (Tench and Yeomans, 2006). It is of essence to state that acquiring latest technology largely depends on the availability of financial resources and therefore, this third strategic alternative is dependent upon the second strategic alternative. The fourth strategic alternative is repositioning Limited Brands Inc within the market so that prospective customers can have a new positive attitude towards the beauty products and apparels of the company; this is according to Smith and Taylor (2004). Under repositioning, the company will engage in aggressive marketin g campaign in order to change consumers’ perception and attitude towards the company as a whole and that they may be able to associate the company with superior beauty products and apparels. Selected alternatives Considering that, the alternatives focus on different areas of operations in Limited Brands Inc it would be impossible to pursue all the strategic alternatives simultaneously because some dependent on the other. For example, the company cannot seek to acquire adequate technology without having adequate financial resources. Furthermore, the company cannot acquire additional resources if it still has poor brands and has a weak position within the market since it will be unable to convince any willing investor or financier that it will offer them good returns. Therefore, the only viable alternatives for Limited Brands Inc are to rebrand its beauty products and apparels, and repositioning itself within the market. According to the writings by Fill (2006), these alternati ves will enable Limited Brands Inc to record more sales, generate more profits, and acquire more market share. By being able to record more sales and higher profits the company can be able to easily acquire more financial resources and advanced technologies. Collectively, these achievements will give the company a competitive advantage within

Louisiana vs. Kennedy Essay Example for Free

Louisiana vs. Kennedy Essay Louisiana vs. Kennedy was a petition to the case that involved a death penalty that was imposed to a 42 year man who had raped his stepdaughter. The petition took place on June 2008. It was a punishment that was sentenced to him by the Louisiana court for having been convicted of committing the crime. In accordance to the law, the murders are supposed to be sentenced to death but for the past three decades, only two cases that did not involve murder were registered one for Patrick Kennedy and another one. He was sentenced to death penalty by the Louisiana court on 22nd May 2007 in a case No 05-KA-1981 Louisiana vs. Kennedy. In 2008, Patrick Kennedy decided to challenge the decision by the Supreme Court that was reached in 2007 citing that the sentence was a violation of the 8th constitutional amendment which stated that depending on the rarity of the case, death penalty may not be imposed. Was it in order for the supreme court of America to sentence to death a step father who raped his 8 year old stepdaughter? This is what this research paper will discuss about. Patrick Kennedy was sentenced to death after he was convicted by the Supreme Court to have raped his step daughter who was less than twelve years old. Initially the girl had refuted the claim that he was raped by his step father but after further investigations were done, the girl changed her story and said that it was her step father who raped her and told her to say it was the two boys that were her neighbors. It was established that the victim was assaulted for three times but the last time involved sexual intercourse. Even blood stains that Patrick had tried to clean were seen in her â€Å"After police were called to investigate the rape of the girl on March 2, 1998, Kennedys stepdaughter initially told them that two neighborhood boys had raped her after dragging her from her garage to a side yard. Police, however, found evidence of blood in her bedroom that Kennedy apparently had tried to clean up. The stepdaughter testified later that Kennedy had raped her and urged her to relate a false account. † (The Supreme Court in the Kennedy case, O7. 373. PDF) Ever since the death penalty was reinstated in US about 30 years ago, justices have been looking for ways to revoke the death penalty on child rapists which according to them was unconstitutionally imposed on Patrick Kennedy. According to the Death Penalty Information Center, (2008) of about 3,350 inmates in the death row because of murder, only two cases were different and they involved rape. Patrick Kennedy could not understand which statutes were used to sentence him. In his argument, it was a violation of the 8th amendment of the constitution. In another rape case, Coker vs. Georgia, the offender was accused of raping a 16 year old lady but on this case, the Supreme Court ruled that this case was not punishable by death because the victim was more than twelve years old. In the light of the above ruling, it was asked if the stepfather who raped his stepdaughter but did not kill her was bound by the constitution to be sentenced to death. (Hamilton, 2008) According to the Louisiana state, committing such a crime was equal to killing and the only appropriate sentence was death penalty. The majority of the United States had not passed the law but five of them namely Montana, Texas, Oklahoma, Louisiana and South Carolina had already passed it and were in use for example, it was the one that was used in Louisiana to sentence Patrick to death. Though these laws existed in books, they were limited to persons who were in the past convicted of committing crime of assaulting a minor but this only applied to the four states with the exception of Louisiana. The other states were contemplating to extend the death penalty to child rapists. According to the statistics given by the Death Penalty Information Center, death sentence has been on the decline in America for the past years. â€Å"The number of executions has dropped steadily since, hitting a 10 year low of 53 in 2006. † (Lithwick, 2008) According to a survey that was done by Gallop in 2006 concerning the preference between death penalty and life without parole, it was established that more people prefer life sentence to death sentence but this was due to a number of factors for example, some people were sentenced to death judging them on their race. Despite this, majority advocated for murders to be sentenced to death. The decision to review the decision to impose death penalty on child rapists was due to Patrick Kennedy’s case and the pressure that was amounted by the National Association of Social Workers, the Louisiana Foundation against Sexual Assault, and the Texas Association Against sexual assault as well as the National Alliance to end Sexual Violence. These organizations pressurized the supreme court of America to review its ruling on the case. In Patrick’s petition, it was stated that Patrick, â€Å"is the only person in the United States who is on death row for a non-homicide offense. He has been sentenced to die for the crime of rape, an offense for which no person has been executed in this country for over forty years since Missouri executed Ronald Wolfe in 1964. † (Denniston, 2008) The arguments that were put forward by these organizations were that death penalty for child rapists worsen the problem in that many cases of sexual abuse went unreported. Secondly, they argued that no child molester would leave his victim alive to avoid being reported therefore this acted as an incentive to kill victims. The third argument was that those statutes subjected the raped child to many trials and appeals thereby keeping those memories a fresh instead of them being repressed. (Death Penalty Information Center, 2008) It is for these reasons and the appeal that was made by Patrick that led to the reviewing of the ruling by the Supreme Court on 16th April, 2008 in a case between Louisiana and Kennedy. (Hamilton, 2008) It is in this case that it was ruled that the decision to execute Patrick Kennedy for raping his stepdaughter was a contravention to the 8th constitutional amendment that bans death penalty on rare and cruel cases. The majority’s argument was that the penalty should be reserved for the few offenders who are most egregious. (Linda G. , 2008) According to Justice Anthony Kennedy, death penalty was to be imposed on murders. He also differentiated between the first degree murder which is also referred to as intentional murder and the non homicide crime such as rape. He said that the later was more devastating in terms of moral depravity but he said that murder cases due to their nature, severity and irrevocability could not be compared with non homicide. The dissenting judges led by Samuel Alito objected to this observation arguing that, â€Å"The harm that is caused to the victims and the society at large by worst child rapists is grave. †(Biskupic, 2008) In justifying its decision, the state of Louisiana in its briefs argued that raping a child under twelve years is not different from other crimes because its results are devastating and lasts for a life time but in his argument, Justice Kennedy argued that the Supreme court’s decision to nullify Patrick’s case was reached objectively by the judges and this was backed by the fact that many American states were not in agreement with the statute and that was why they had not passed it. (Richey W. 2008) In response to the conclusion reached by Justice Kennedy, Justice Samuel objected to this arguing that many judges and lawyers misinterpreted the 1977’s Coker’s decision on capital punishment. They understood that death sentence should not be applied on any rape cases but that was not the case because in that case the victim was married and had assumed the status of an adult thus she was no longer a minor. He noted that due to this reason, the state’s legislatures have not understood the societal standards in terms of decency. â€Å"Evolving standards of decency must embrace and express respect for the dignity of the person and the punishment of criminals must conform to that rule. † (The Supreme Court in the Kennedy case, O7. 373. PDF) According to the Supreme Court’s statutes, rape is said to be committed where anal sex or virginal sexual intercourse is done without the consent of the victim and if the victim is less than twelve years, lack of knowledge of her age is no defense. If convicted of having committed aggravated rape, punishment should be life imprisonment without parole, suspended sentence or probation but the offender could be punished by death if the District Attorney seeks for capital verdict. In the light of the above, Patrick Kennedy’s case was a rare occurrence and thus he did not deserve the death sentence but deserved life sentence without parole. (Biskupic, News Washington 2008). The decision to reject death penalty was greatly opposed by the conservative judges. Even the two presidential candidates were opposed to the move though no one had been executed since 1964. Justice Kennedy argued that of all the 3300 people on the death row, only two were there for the reasons apart from murder. Justice Samuel questioned this majority logic that murders are more morally depraved than child rapists. â€Å"I have little doubts that the eyes of ordinary Americans, the very worst child rapists-predators who seek out and inflict serous physical and emotional injury or defenseless young children are the epitome of moral depravity. † (Barnes, 2008) In conclusion of this research paper, it is okay to say that the decision by the Louisiana’s Supreme Court to execute Patrick Kennedy for raping his step daughter was harsh and was a contravention to the 8th amendment. Of all the inmates in the death row, only two inmates whose cases were not murder. Patrick’s case was one of those rare cases that were addressed in that amendment. The appeal acted as an opportunity to interpret law as it is this was because according to Justice Samuel, most legislatures misunderstood the decision that was made on Coker’s case and assumed that he meant that death penalty should not be applied on rape cases. References. The Supreme Court in the Kennedy case. Accessed at http://www. supremecourtus. gov/opinions/07pdf/07-343. pdf Linda G. 26th June, 2008. Supreme Court Rejects Death Penalty for Child Rape. Available at http://www. nytimes. com/2008/06/26/washington/26scotuscnd. html? _r=2hpor ef=sloginoref=slogin Scotus Blog. June 25th, 2008Commentary: Death penalty options narrow. http://www. scotusblog. com/wp/commentary-death-penalty-options- narrow/#more-7553 Barnes R. June 26, 2008. High Court Rejects Death For Child Rape Penalty Reserved for Murder And Crimes Against State. Available at

My Physical Education Philosophy :: Teaching Teachers P.E. Essays

My Physical Education Philosophy The goal of this paper is to inform others of my reasoning why physical educators are important and why it is my dream to become one. There are three main points I would like to discuss: the value of physical education ,being a role model ,and why it is my dream to become one. The value of physical education P.E. teachers bring to schools and their students. P.E. has an effect on everyday life. With this in mind I feel P.E. is highly valuable. Physical education activities have development in mind. Children can participate in a variety of activities and are encouraged to achieve overall wellness by continuously staying active. In physical education, children are not evaluated on how well they can play a specific game. This in turn helps children achieve overall self esteem. To acquire good self esteem, one must have a good model. Role models can make a huge difference in a child's life. My Physical Education teacher had a major impact of effecting of what I want to be now. Aleta Jo Crotty helped me to learn to take responsibility for my actions, and in my choices I am in control. By using guidelines that was set by her for my life, I hope to reach just one child. P.E. teachers must also encourage creative ability and the importance of overall health, socially, physically and emotionally. I feel that if a student has a good role model than they can achieve success in all of the areas mentioned. P. E. teachers teach skills that I know are necessary to mold healthy children for a healthy future. In order to achieve such skills it is also important that children have a safe environment in which to exercise motor skills. As children grow, they become more interested in the world around them through the use of motor skills . P.E. can help each child with development of these skills. P.E. teachers can take the time to look at children as a whole rather than in separate parts.

Juvenile Probation Essay

Juveniles that are and have been in the court systems are beginning to enumerate. The numbers of theses juveniles are rising, and there are prime key factors that lead to this continuing problem. In the present paper the Probation Officer may be a key factor to the roles that the Probation Officer plays in their life. It is known that Probation Officers have a lot going on with their professional lives and the numbers of Juvenile Delinquents keep rising. The following literature reviews will give some key examples to why the rise of juveniles in the court systems, and why probation officers may have a key part in the factor. In an article by the Houston Chronicle that there needs to be more common sense when it comes to the juvenile justice. â€Å"The Harris County, TX courts made a 37 page report on the problems that they have in the halls. Such problems included the separation of juveniles according to disabilities to serve them better (Rogers, 2010). Another key factor in the rep ort that was stated is how the role models were dressed. There was another problem, the rule book was only in English, and therefore they are updating the rule book to also contain the Spanish version, according to Rogers, 2010. â€Å"The development of a uniform, objective approach to detention decision-making should be a high priority,† as said by Rogers, this is referring to the upgrades to Harris County Juvenile system. The standards that have been in place often sent some kids to the detention center if they missed a week of school, while others who should have been sent to the hall were sent home because there was no room to house the juvenile. Los Angeles County recently have been convicted of crimes or disciplined in the recent years according to Fiske & Winton, 2010. LA County has a high rate of youth incarceration. â€Å"Los Angeles County probation officers are responsible for protecting 3,000  youths in 21 halls and camps, one of the nation’s largest juvenile justice systems†, (Fiske & Winton, 2010). The population in the juvenile halls is down thirty-two percent compared ot 2006. This is due to changing the booking criteria on juvenles. â€Å"As for kids who were lower ri sk or did not present problems to the community, we looked for alternatives other than incarceration such as community supervision by a probation officer, home supervision, and electronic monitoring,† (Vilacorte, C., 2011). There was aOne incident had included a Probation Officer having sex with three of the youth where she had worked. In another incident, a Probation Officer directed five other girls to beat up another for taking a cell phone. This particular department has been under federal investigation due to failing to prevent report and document child abuse (Fiske& Winton, 2010). There has been a ten step plan that is newly being implemented for the sake of the probation officers duties and the youth of the county. Alameda County Probation Department lists some definite problems in the juvenile probation department. It lists the alternative detention programs that will focus more on the particular juveniles that are in need and help them, versus sitting in a cell and conjuring up ideas what they can find to do. When the juveniles do this, more ideas are negative, as they have lived their lives this way, so the ideas are troublesome. In this environment they are kept busy, and the probation officer has a minimal surveillance of the client. According to Alameda County website, some of the programs are weekend trips and some are an inpatient treatment, which will decrease the time the probation officer is with this certain individual, and could give more time to another child. A few of the different camps are the weekend trainings, in which there are three different ways to be sent here. In one way, the probation officer can send the juvenile there for informal weekend training. There is also two other weekend trainings that are ordered by the courts to complete. The main Juvenile hall is capable of being home to 299 juveniles. This is a secured detention center that teaches the juveniles the education they need, and since the population is so high, there is a risk assessment that is completed upon coming to the hall, and it needs to make sure this is the right place for the juvenile, and they are receiving the rig ht resources for them to grow on. There is a camp that is call Camp Wilmont Sweeney, in which the camp is unlocked, and is designed to have the juveniles sent back  into the community to be productive and use what they have learned in the camp to learn from their mistakes and not to repeat them. In a document devised by Shay Bilchik, 1996, a survey was sent to Probation Officers throughout the United States. It was sent out to find out the problems of the Juvenile systems, and address the needs of the juveniles in the country. Many of the problems addressed were pertaining to job in whole. Problems stated were not enough staff, there were limited resources for the Probation Officers, and they had too many cases for the work that they do. From comparison of cases throughout the United States, New York is understaffed compared to Chicago, and even though there is an age difference in the jurisdictions between the states, the older juveniles also portrays a need for more probation officers. â€Å"Probation may be used as front ends of the line for first time offenders are juveniles that are low risk offenders. They an also be used as a back end, when someone is in confinement for a more serious offender (Bilchik, 1996). The duties vary in the probation are from state to state, but for the most part, there are key function that are there to complete, such as the intake screening of the juvenile, presentence of investigation of juveniles and court ordered supervision f the juvenile offenders, Bilchik, 1996). Another role in the part of juvenile probation officers is that they cannot have a cap on how many cases they have such as other places my stop taking people after so many have come through the door. There are many cases the safety is at stake when the probation officer has to meet with the juveniles. The on the job safety has risen to levels of showing that this profession is getting dangerous. As reported through the survey, almost one-third of the probation officers had been assaulted sometime during their career. In the Los Angeles County, there have been some legal groups that have gathered and imposed a lawsuit against the county for not providing education to the juveniles in the county with the largest facility. The education is needed for juveniles to have when they are released from the detention centers, and get into the community for jobs and higher education. The lawsuit claimed that there has been more worksheets given to the delinquents and not enough classroom time given and there was no help given to those who would ask. â€Å"The lawsuit is the result of a months-long investigation by the legal groups and details one recent instance of a young man, incarcerated in county probation camps for most of  his high school years, who was awarded a high school diploma despite being unable to read or write†, (ACLU, 2010). The Challenger center which is one of the detention centers located in Los Angeles County, CA, has about 50 students. I thas been the target of an ongoing investigation for maltreatment and poor supervision of the students attending the place. According to Tony Cook, 2008, Juvenile probation officers are the Jekylls and Hydes of the legal community, hybrids of cop and social worker, enforcer and buddy†. The newspaper article looked at a former colleiate boxing champ, Kevin Eppenger took on a juvenle probation position. The courts and jusdges as well as county officials are concerned over the rise in the juvenile courts in Clark COunty. He stated that â€Å"Eight to 10 years ago you could actually be a role model to them, get a burger.† And now, he holds more than 70 juvenile cases, and the casses are thicker than the ones he used tohave. â€Å"The number of juveniles probation officers supervise has swelled from an average of 39 per officer in 2003 to 56 in 2007†(Cook, 2008). And today many of the probation officers have more than seventy cases each. There used to be a time when the juvenile that didn’t show up for a meeting was searched for at the arcade or other places. Kevin Eppenger has no time to do that as he is in court, with the juveniles or admitting new juvenile to the probation department. He says it is very hard to build a relationship with the juven iles doing business this way. Jeff Jones is another probation officer that works in Clark County as a probation officer. He says that his case load is near eighty, and he has actually lost count. â€Å"I stopped counting,† Jeff Jones said. â€Å"If you worry about the numbers, you become ineffective.† There used to be personal meeting with the probation officer and the juvenile, now they have to meet with three or four of the kids at one time. They said they don’t get too personal during the meetings, like they would on a one- to – one. And to see the juveniles outside of the office is a rareity now for the two probation officers. To have two hours with a juvenile each month is saying a lot, and they have only hired two additional probation officers since 2003. â€Å"In Washoe County, probation officers average about 50 cases. Officers in Arizona’s two most urban counties — Pima County, which includes Tucson, and Maricopa County, which includes Phoenix — carry 30 and 34 cases, respectively. And in Utah, Salt Lake County probation officers average about 25 cases†, (Cook, 2008). This  is getting tough for theprobation officers, as most of the juvenles are repeating offenses while on probaton. This also has an impact on the county, as the department asks for funds to hire some more probation officers, but it is up to the budget whether or not they are able to hire the ones they want. The term â€Å"kids these days† has changed its perspective of what it used to be. Ten years ago, kids were more afraid to carry a gun and get caught, whereas now they are carrying knives and guns and are having no fear in using them. The kids have no sense of consequences, and the family value that used to be, has gone down. This also makes the jobs of the people working with the kids more of a challenge, as they try to stay a step ahead and teach the kids. Conclusion: The numbers of juveniles that are standing in court rooms, and spending time in detention centers, are rising. It is the profession of the probation officer to struggle to deal with the troubled youth. There are many issues that are going on with the youth, but there are also issues that are happening with the probation officer and the career they are in. Throughout the United States there are issues that are happening in the detention Halls, and through the Probation Departments. The juveniles are the ones that are losing out, although it is the choice of the juvenile to cause the trouble that they are in. This is what is called a double edged sword, where it could possibly be both the probation and juveniles, why there are problems happening in the system. Recommendations: In the research project, it is imperative to think that alone the probation officer can do such things as hiring more staff to assist with all the more juveniles that are entering and remaining in the system. Although in the light it would be wise to stay proactive with the youth, and find what is driving the youth to be like they are, and end up in the courts. In sightfulness, it is plain to see that society play a bill toll on the juveniles lives. It is also the media that will show the curiousity of kids, they will try what they see, or they just think they are invincible to  whatever approaches them. In some other kids it is the environment that they get involved in,, such as parents going through a divorce, what could be happening at home, and also some friends that the child may have. Whatever the case for the rising amounts of misappropriation in the probation department, it could also have something to do with the economy of the child for the hard job of the PO’s. †¢ Juvenile Delinquency: The Core, 3e, Larry J. Siegel, Brandon C. Welsh –  © Cengage Learning †¢ This book had certain things to say in reference to the topic. Chapter 14 of this book is about the probation of juveniles, and the system †¢ Office of Juvenile Justice and Delinquency Prevention, †¢ This book had certain things to say in reference to the topic. The website is related to Juveniles and Probation †¢ Juvenile Transfers to Criminal Courts †¢ This book had certain things to say in reference to the topic. It gives scenarios of Juveniles whose lives have been spent in delinquency. †¢ Alameda County Probation Department I chose this article, as it lists some problems in the juvenile probation department. I am gathering information that is clearly relevant between the information that I am gathering. †¢ Records reveal problems in LA county juvenile probation office This newspaper article lists some of the mishaps that were found in the Los Angeles juvenile probation office. This information could be pertinent as this is what I am doing my final report on. †¢ Houston chronicle reports that there needs to be more common sense when it comes to the juvenile justice. The Harris county courts made a 37  page report on the problems that they have in the halls. Such problems include the separation of juveniles according to disabilities to serve them better. Another is how the role models are dressed. References Alameda County Probation Department http://www.acgov.org/probation/ji.htm American Civil Liberties Union. (2010). Landmark Federal Class-Action Lawsuit Charges Los Angeles County with Failure to Educate Youth in Probation Camps http://www.aclu.org/racial-justice/landmark-federal-class-action-lawsuit-charges-los-angeles-county-failure-educate-yout Cook, T. (2008, April 28). Rising Cases Keep Probation Officers from Involvement in Children’s Lives. Las Vegas Sun. http://www.lasvegassun.com/news/2008/apr/27/rising-caseloads-keep-probation-officers-involveme/ Hennessy-Finke, M. & Winton, R. (2010, February 21). Records reveal problems in L.A. County juvenile probation office. LAtimes.com http://www.goldsteinlawgroup.com/documents/ProblemsInLACountyJuvenileProbationOffice.pdf Juvenile Delinquency: The Core, 3e, Larry J. Siegel, Brandon C.Welsh –  © Cengage Learning Juvenile Transfers to Criminal Courts in the 1990’s, Wilson, 2000. http://www.ncjrs.gov/pdffiles1/ojjdp/181301.pdf Office of Juvenile Justice and Delinquency Prevention, http://www.ojjdp.gov/ojstatbb/probation/index.html Rogers, B. (2010, January 27). Study: Common sense needed at juvenile hall. Houston Chronicle http://www.chron.com/disp/story.mpl/metropolitan/6838975.html

Leadership Style

Finding a role model to evaluate his or her style of leadership and identifying ones own characteristics as a leader are he starting point for creating a personal development plan to work toward becoming the type of leader one wishes to be. Mary Kay Ash According to Hulk, transformational leaders, â€Å"seek to raise the consciousness of followers by appealing to ideals and moral values such as liberty, justice, equality, peace, and humanitarianism, not to baser emotions such as fear, greed, jealousy, or hatred† (2013, p. 347). Mary Kay Ash was a transformational leader.During a time period where women were not viewed as equal to men, she started a new business that empowered women. Not only did she build a business for women, she established a charitable foundation to support cancer research and later expanded its purpose to fighting violence against women (celebrating Mary Kay Ash†, n. D. ). It would take a huge amount of courage, confidence, and drive to accomplish th e things she was able to. To have this type of impact on such a large group of people even would provide a person with an enormous sense of accomplishment.Strengths of Self Qualities necessary to be a positive leader that are possessed by the author include respectful, good communicator, resourceful, rewarding, an openness to change, organized, delegated, takes initiative, listens to and responds to feedback as well as provides constructive feedback to others (University of Oregon, 2009). Treating others with respect will lead to them giving respect. Communicating is an essential function of leading. The leader must be able to share the goal and vision as well as provide direction. People also have a need to be heard, so it is important for a leader to listen to others and their ideas.Weaknesses Of Self Qualities that may hold a person from reaching his or her goal of being a transformational leader are being task oriented instead of people oriented. A transformational leader change s the lives of others and this is harder to accomplish if the main focus is the task not the person. A need to control has its strong points as well as its weaknesses. It is important to know when to allow others to take control. Characteristics that are Transformational To become this type of leader would not only transform the lives of others but of the author as a leader herself.Being a motivational leader is a positive starting point in working toward becoming a transformational leader. Knowing one's abilities is important but constantly striving to improve learning to do more and better can inspire others that they can do the same. Seeing an organized leader who thrives under pressure, using planning as a tool to succeed will show others they are capable of overcoming their stress and do better. The most important quality a person needs to become a transformational leader is a belief in and desire to developing others both personally and professional.Development Plan Having a m entor is an excellent way to identify a person's qualities as a leader and develop a plan that will help that person become the leader he or she desires to be. Working toward becoming a transformational leader is an enormous goal. The first step in reaching this goal is identifying the needs of others and how they are motivated. Then setting personal goals that work toward the development into a transformational leader. It is important to begin with smaller goals, such as encouraging coworkers to do more and do better.If they take pride in their work and their job it will reflect in the equines. By setting smaller, reachable goals a person will be encouraged and inspired to continue to work and reach the final goal. Conclusion Being in a position to empower, motivate, and uplift women is only part of what it would take to be a transformational leader. Taking action and taking charge of her life and future is what Mary Kay Ash did, and showed other women they could do it as well. To change a person's leadership style it is necessary to identify that person's characteristics as a leader. Leadership Style Definition of Leadership A leader is someone who can influence others and who has a managerial authority. Leadership is what leaders do. More specifically, it’s the process of influencing a group to achieve goals. Group Leadership Leadership is concerned with control and power in a group. Leadership can be aimed at either maintaining the interpersonal relationships in the group or prodding the group to achieve its task. Kinds of Leadership Groups typically benefit from two kinds of leadership i. e. Instrumental leadership Expressive leadership Instrumental Leadership: This kind of leadership refers to group leadership that focuses on the completion of tasks. Members look to instrumental leadership to make plans, give orders and get things done. Characteristics of instrumental leadership Instrumental leaders usually have formal, secondary relations with other group members. They give orders and rewards and punish members according to their contribution to the group’s efforts. Enjoy more respect from members when successful. Their main goal is completion of task. Expressive Leadership: Expressive leadership is a group leadership that focuses on the group's well being. Example: the democratic style of leadership is an example of expressive leadership. Characteristics of Expressive leadership Expressive leaders take less interest in achieving goals than in promoting the well-being of members, raising group morale and minimizing tensions and conflicts among the group members. Expressive leaders build more personal and primary ties. They show sympathy to their group members. They generally receive more personal affection. Leadership Styles Definition: Leadership styles refer to the various patterns of behavior favored by leaders during the process of directing and influencing workers. Sociologists describe leadership in terms of decision making styles. The three major types of leadership are the following: Authoritarian or autocratic leadership. Democratic or Participative leadership. Laissez-faire leadership. Although good leaders use all three styles, with one of them normally dominant, bad leaders tend to stick with one style. In the past several decades, management experts have undergone a revolution in how they define leadership and what their attitudes are toward it. They have gone from a very classical autocratic approach to a very creative, participative approach. Somewhere along the line, it was determined that not everything old was bad and not everything new was good. Rather, different styles were needed for different situations and each leader needed to know when to exhibit a particular approach. Authoritarian Leadership This is often considered the classical approach. It is one in which the manager retains as much power and decision-making authority as possible. The manager does not consult employees, nor are they allowed to give any input. Employees are expected to obey orders without receiving any explanations. The motivation environment is produced by creating a structured set of rewards and punishments. This style is used when leaders tell their employees what they want done and how they want it accomplished, without getting the advice of their followers. Some of the appropriate conditions to use it are when you have all the information to solve the problem, you are short on time, and your employees are well motivated. This leadership style has been greatly criticized during the past 30 years. Some studies say that organizations with many autocratic leaders have higher turnover and absenteeism than other organizations. These studies say that autocratic leaders: Rely on threats and punishment to influence employees. Do not allow for employee input. Autocratic leadership is not all bad. Sometimes it is the most effective style to use. These situations can include: New, untrained employees who do not know which tasks to perform or which procedures to follow. Effective supervision can be provided only through detailed orders and instructions. A manager’s power is challenged by an employee. Democratic or Participative leadership The democratic leadership style is also called the participative style as it encourages employees to be a part of the decision making. The democratic manager keeps his or her employees informed about everything that affects their work and shares decision making and problem solving responsibilities. This style requires the leader to be a coach who has the final say, but gathers information from staff members before making a decision. Democratic leadership can produce high quality and high quantity work for long periods of time. Many employees like the trust they receive and respond with cooperation, team spirit, and high morale. Typically the democratic leader: Develops plans to help employees evaluate their own performance. Encourages employees to grow on the job and be promoted. Recognizes and encourages achievement. Like the other styles, the democratic style is not always appropriate. It is most successful when used with highly skilled or experienced employees or when implementing operational changes or resolving individual or group problems. This is normally used when you have part of the information, and your employees have other parts. Note that a leader is not expected to know everything — this is why you employ knowledgeable and skillful employees. Using this style is of mutual benefit — it allows them to become part of the team and allows you to make better decisions. Laissez-faire leadership Laissez faire is a French word meaning noninterference in the affairs of others. Laissez means to let, allow and faire means to do. The laissez-faire leadership style is also known as the â€Å"hands-off? style. It is one in which the manager provides little or no direction and gives employees as much freedom as possible. All authority or power is given to the employees and they must determine goals, make decisions, and resolve problems on their own. In this style, the leader allows the employees to make the decisions. However, the leader is still responsible for the decisions that are made. This is used when employees are able to analyze the situation and determine what needs to be done and how to do it. You cannot do everything! You must set priorities and delegate certain tasks. This is an effective style to use when: Employees are highly skilled, experienced, and educated. Employees have pride in their work and the drive to do it successfully on their own. Outside experts, such as staff specialists or consultants are being used. Employees are trustworthy and experienced. Varying Leadership Style While the proper leadership style depends on the situation, there are three other factors that also influence which leadership style to use. The manager’s personal background. What personality, knowledge, values, ethics, and experiences does the manager have? What does he or she think will work? The employees being supervised. Employees are individuals with different personalities and backgrounds. The leadership style managers use will vary depending upon the individual employee and what he or she will respond best to. The company. The traditions, values, philosophy, and concerns of the company will influence how a manager acts. There are a lot of arguments for and against each of the effective leadership styles. For example, the followers of an authoritarian leader are more prone to having low motivation and morale. They may find it difficult to get inspired because the leader is more impersonal, task oriented, demanding, and not considerate of their opinions. However despite this, there are situations where an authoritarian leadership style is the most effective. Such as when time is short, when the leader has all the information and a quick decision is needed. Anything other than an authoritarian leader will result in poorer outcomes. Theories of Leadership People have been interested in leadership since they have started coming together in groups to accomplish goals. However, it wasn’t until the early part of the twentieth century that researchers usually began to study it. These early leadership theories focused on the leader (trait theories) and how the leader interacted with his or her group members (behavioral theories) while subsequent theories looked at other variables such as situational factors and skill level. While many different leadership theories have emerged, most can be classified as one of eight major types: ‘Great Man’ Theory Early research on leadership was based on the study of people who were already great leaders. These people were often from the aristocracy, as few from lower classes had the opportunity to lead. This contributed to the notion that leadership had something to do with breeding. The idea of the Great Man also strayed into the mythic domain, with notions that in times of need, a Great Man would arise, almost by magic. This was easy to verify, by pointing to people such as Eisenhower and Churchill. The term â€Å"Great Man† was used because, at the time, leadership was thought of primarily as a male quality, especially in terms of military leadership. Trait theory In searching for measurable leadership traits, researchers have taken two approaches: Comparing the traits of those who have emerged as leaders with the traits who have not and Comparing the traits of effective leaders with those of ineffective leaders. Early research on leadership was based on the psychological focus of the day, which was of people having inherited characteristics or traits. Attention was thus put on discovering these traits, often by studying successful leaders, but with the underlying assumption that if other people could also be found with these traits, then they, too, could also become great leaders. Trait theories often identify particular personality or behavioral characteristics shared by leaders. But if particular traits are key features of leadership, how do we explain people who possess those qualities but are not leaders? This question is one of the difficulties in using trait theories to explain leadership. Behavioral theory When it became evident that effective leaders did not seem to have a particular set of distinguishing traits, researchers tried to isolate the behavior characteristics of effective leaders. In other words, rather than try to figure out who effective leaders are, researchers tried to determine what effective leaders do i. e. how they delegate tasks, how they communicate with and try to motivate their followers or employees and so on. Behaviors, unlike traits, can be learned, so it is followed that individuals trained in appropriate leadership behaviors would be able to lead more effectively. Participative theory A Participative Leader, rather than taking autocratic decisions, seeks to involve other people in the process, possibly including subordinates, peers, superiors and other stakeholders. Often, however, as it is within the managers' whim to give or deny control to his or her subordinates, most participative activity is within the immediate team. These leaders encourage participation and contributions from group members and help group members feel more relevant and committed to the decision-making process. In participative theories, however, the leader retains the right to allow the input of others. The level of participation may also depend on the type of decision being made. Decisions on how to implement goals may be highly participative, whilst decisions during subordinate performance evaluations are more likely to be taken by the manager. Contingency theory Contingency theories are a class of behavioral theory that contends that there is no one best way of leading and that a leadership style that is effective in some situations may not be successful in others. Contingency theories of leadership focus on particular variables related to the environment that might determine which particular style of leadership is best suited for the situation. According to this theory, no leadership style is best in all situations. Success depends upon a number of variables, including the leadership style, qualities of the followers, and aspects of the situation. This theory focuses on the following factors: Task requirement. Peer’s expectations and behavior. Employees’ characteristics, expectations and behavior. Organizational culture and policies. Situational theory One of the major contingency approaches to leadership is Paul Hersey and Kenneth H. Blanchard’s â€Å"situational leadership model† which holds that the most effective leadership style varies with the â€Å"readiness† of employees. When a decision is needed, an effective leader does not just fall into a single preferred style, such as using transactional or transformational ethods. In practice, as they say, things are not that simple. Factors that affect situational decisions include motivation and capability of followers. This, in turn, is affected by factors within the particular situation. The relationship between followers and the leader may be another factor that affects leader behavior as much as it does follower behavior. The leaders' pe rception of the follower and the situation will affect what they do rather than the truth of the situation. The leader's perception of themselves and other factors such as stress and mood will also modify the leaders' behavior. Transformational or Charismatic theory Working for a Transformational Leader can be a wonderful and uplifting experience. They put passion and energy into everything. They care about you and want you to succeed. One area of growing interest is the study of individuals who have an exceptional impact on their organizations. These individuals may be called â€Å"charismatic† or â€Å"transformational† leaders. First, many large companies including IBM, GM etc have embarked on organizational â€Å"transformations† programs of extensive changes that must be accomplished in short periods of time. Bass’s theory of transformational leadership Bass defined transformational leadership in terms of how the leader affects followers, who are intended to trust, admire and respect the transformational leader. He identified three ways in which leaders transform followers: Increasing their awareness of task importance and value. Getting them to focus first on team or organizational goals, rather than their own interests. Activating their higher-order needs. Bass has recently noted that authentic transformational leadership is grounded in moral foundations that are based on four components: Idealized influence Inspirational motivation Intellectual stimulation Individualized consideration Transactional or Management theory Management theories (also known as â€Å"Transactional theories†) focus on the role of supervision, organization, and group performance. These theories base leadership on a system of reward and punishment. Managerial theories are often used in business; when employees are successful, they are ewarded; when they fail, they are reprimanded or punished. The early stage of Transactional Leadership is in negotiating the contract whereby the subordinate is given a salary and other benefits, and the company gets authority over the subordinate. When the Transactional Leader allocates work to a subordinate, they are considered to be fully responsible for it, whether or not they have th e resources or capability to carry it out. When things go wrong, then the subordinate is considered to be personally at fault, and is punished for their failure (just as they are rewarded for succeeding). Leadership Style Definition of Leadership A leader is someone who can influence others and who has a managerial authority. Leadership is what leaders do. More specifically, it’s the process of influencing a group to achieve goals. Group Leadership Leadership is concerned with control and power in a group. Leadership can be aimed at either maintaining the interpersonal relationships in the group or prodding the group to achieve its task. Kinds of Leadership Groups typically benefit from two kinds of leadership i. e. Instrumental leadership Expressive leadership Instrumental Leadership: This kind of leadership refers to group leadership that focuses on the completion of tasks. Members look to instrumental leadership to make plans, give orders and get things done. Characteristics of instrumental leadership Instrumental leaders usually have formal, secondary relations with other group members. They give orders and rewards and punish members according to their contribution to the group’s efforts. Enjoy more respect from members when successful. Their main goal is completion of task. Expressive Leadership: Expressive leadership is a group leadership that focuses on the group's well being. Example: the democratic style of leadership is an example of expressive leadership. Characteristics of Expressive leadership Expressive leaders take less interest in achieving goals than in promoting the well-being of members, raising group morale and minimizing tensions and conflicts among the group members. Expressive leaders build more personal and primary ties. They show sympathy to their group members. They generally receive more personal affection. Leadership Styles Definition: Leadership styles refer to the various patterns of behavior favored by leaders during the process of directing and influencing workers. Sociologists describe leadership in terms of decision making styles. The three major types of leadership are the following: Authoritarian or autocratic leadership. Democratic or Participative leadership. Laissez-faire leadership. Although good leaders use all three styles, with one of them normally dominant, bad leaders tend to stick with one style. In the past several decades, management experts have undergone a revolution in how they define leadership and what their attitudes are toward it. They have gone from a very classical autocratic approach to a very creative, participative approach. Somewhere along the line, it was determined that not everything old was bad and not everything new was good. Rather, different styles were needed for different situations and each leader needed to know when to exhibit a particular approach. Authoritarian Leadership This is often considered the classical approach. It is one in which the manager retains as much power and decision-making authority as possible. The manager does not consult employees, nor are they allowed to give any input. Employees are expected to obey orders without receiving any explanations. The motivation environment is produced by creating a structured set of rewards and punishments. This style is used when leaders tell their employees what they want done and how they want it accomplished, without getting the advice of their followers. Some of the appropriate conditions to use it are when you have all the information to solve the problem, you are short on time, and your employees are well motivated. This leadership style has been greatly criticized during the past 30 years. Some studies say that organizations with many autocratic leaders have higher turnover and absenteeism than other organizations. These studies say that autocratic leaders: Rely on threats and punishment to influence employees. Do not allow for employee input. Autocratic leadership is not all bad. Sometimes it is the most effective style to use. These situations can include: New, untrained employees who do not know which tasks to perform or which procedures to follow. Effective supervision can be provided only through detailed orders and instructions. A manager’s power is challenged by an employee. Democratic or Participative leadership The democratic leadership style is also called the participative style as it encourages employees to be a part of the decision making. The democratic manager keeps his or her employees informed about everything that affects their work and shares decision making and problem solving responsibilities. This style requires the leader to be a coach who has the final say, but gathers information from staff members before making a decision. Democratic leadership can produce high quality and high quantity work for long periods of time. Many employees like the trust they receive and respond with cooperation, team spirit, and high morale. Typically the democratic leader: Develops plans to help employees evaluate their own performance. Encourages employees to grow on the job and be promoted. Recognizes and encourages achievement. Like the other styles, the democratic style is not always appropriate. It is most successful when used with highly skilled or experienced employees or when implementing operational changes or resolving individual or group problems. This is normally used when you have part of the information, and your employees have other parts. Note that a leader is not expected to know everything — this is why you employ knowledgeable and skillful employees. Using this style is of mutual benefit — it allows them to become part of the team and allows you to make better decisions. Laissez-faire leadership Laissez faire is a French word meaning noninterference in the affairs of others. Laissez means to let, allow and faire means to do. The laissez-faire leadership style is also known as the â€Å"hands-off? style. It is one in which the manager provides little or no direction and gives employees as much freedom as possible. All authority or power is given to the employees and they must determine goals, make decisions, and resolve problems on their own. In this style, the leader allows the employees to make the decisions. However, the leader is still responsible for the decisions that are made. This is used when employees are able to analyze the situation and determine what needs to be done and how to do it. You cannot do everything! You must set priorities and delegate certain tasks. This is an effective style to use when: Employees are highly skilled, experienced, and educated. Employees have pride in their work and the drive to do it successfully on their own. Outside experts, such as staff specialists or consultants are being used. Employees are trustworthy and experienced. Varying Leadership Style While the proper leadership style depends on the situation, there are three other factors that also influence which leadership style to use. The manager’s personal background. What personality, knowledge, values, ethics, and experiences does the manager have? What does he or she think will work? The employees being supervised. Employees are individuals with different personalities and backgrounds. The leadership style managers use will vary depending upon the individual employee and what he or she will respond best to. The company. The traditions, values, philosophy, and concerns of the company will influence how a manager acts. There are a lot of arguments for and against each of the effective leadership styles. For example, the followers of an authoritarian leader are more prone to having low motivation and morale. They may find it difficult to get inspired because the leader is more impersonal, task oriented, demanding, and not considerate of their opinions. However despite this, there are situations where an authoritarian leadership style is the most effective. Such as when time is short, when the leader has all the information and a quick decision is needed. Anything other than an authoritarian leader will result in poorer outcomes. Theories of Leadership People have been interested in leadership since they have started coming together in groups to accomplish goals. However, it wasn’t until the early part of the twentieth century that researchers usually began to study it. These early leadership theories focused on the leader (trait theories) and how the leader interacted with his or her group members (behavioral theories) while subsequent theories looked at other variables such as situational factors and skill level. While many different leadership theories have emerged, most can be classified as one of eight major types: ‘Great Man’ Theory Early research on leadership was based on the study of people who were already great leaders. These people were often from the aristocracy, as few from lower classes had the opportunity to lead. This contributed to the notion that leadership had something to do with breeding. The idea of the Great Man also strayed into the mythic domain, with notions that in times of need, a Great Man would arise, almost by magic. This was easy to verify, by pointing to people such as Eisenhower and Churchill. The term â€Å"Great Man† was used because, at the time, leadership was thought of primarily as a male quality, especially in terms of military leadership. Trait theory In searching for measurable leadership traits, researchers have taken two approaches: Comparing the traits of those who have emerged as leaders with the traits who have not and Comparing the traits of effective leaders with those of ineffective leaders. Early research on leadership was based on the psychological focus of the day, which was of people having inherited characteristics or traits. Attention was thus put on discovering these traits, often by studying successful leaders, but with the underlying assumption that if other people could also be found with these traits, then they, too, could also become great leaders. Trait theories often identify particular personality or behavioral characteristics shared by leaders. But if particular traits are key features of leadership, how do we explain people who possess those qualities but are not leaders? This question is one of the difficulties in using trait theories to explain leadership. Behavioral theory When it became evident that effective leaders did not seem to have a particular set of distinguishing traits, researchers tried to isolate the behavior characteristics of effective leaders. In other words, rather than try to figure out who effective leaders are, researchers tried to determine what effective leaders do i. e. how they delegate tasks, how they communicate with and try to motivate their followers or employees and so on. Behaviors, unlike traits, can be learned, so it is followed that individuals trained in appropriate leadership behaviors would be able to lead more effectively. Participative theory A Participative Leader, rather than taking autocratic decisions, seeks to involve other people in the process, possibly including subordinates, peers, superiors and other stakeholders. Often, however, as it is within the managers' whim to give or deny control to his or her subordinates, most participative activity is within the immediate team. These leaders encourage participation and contributions from group members and help group members feel more relevant and committed to the decision-making process. In participative theories, however, the leader retains the right to allow the input of others. The level of participation may also depend on the type of decision being made. Decisions on how to implement goals may be highly participative, whilst decisions during subordinate performance evaluations are more likely to be taken by the manager. Contingency theory Contingency theories are a class of behavioral theory that contends that there is no one best way of leading and that a leadership style that is effective in some situations may not be successful in others. Contingency theories of leadership focus on particular variables related to the environment that might determine which particular style of leadership is best suited for the situation. According to this theory, no leadership style is best in all situations. Success depends upon a number of variables, including the leadership style, qualities of the followers, and aspects of the situation. This theory focuses on the following factors: Task requirement. Peer’s expectations and behavior. Employees’ characteristics, expectations and behavior. Organizational culture and policies. Situational theory One of the major contingency approaches to leadership is Paul Hersey and Kenneth H. Blanchard’s â€Å"situational leadership model† which holds that the most effective leadership style varies with the â€Å"readiness† of employees. When a decision is needed, an effective leader does not just fall into a single preferred style, such as using transactional or transformational ethods. In practice, as they say, things are not that simple. Factors that affect situational decisions include motivation and capability of followers. This, in turn, is affected by factors within the particular situation. The relationship between followers and the leader may be another factor that affects leader behavior as much as it does follower behavior. The leaders' pe rception of the follower and the situation will affect what they do rather than the truth of the situation. The leader's perception of themselves and other factors such as stress and mood will also modify the leaders' behavior. Transformational or Charismatic theory Working for a Transformational Leader can be a wonderful and uplifting experience. They put passion and energy into everything. They care about you and want you to succeed. One area of growing interest is the study of individuals who have an exceptional impact on their organizations. These individuals may be called â€Å"charismatic† or â€Å"transformational† leaders. First, many large companies including IBM, GM etc have embarked on organizational â€Å"transformations† programs of extensive changes that must be accomplished in short periods of time. Bass’s theory of transformational leadership Bass defined transformational leadership in terms of how the leader affects followers, who are intended to trust, admire and respect the transformational leader. He identified three ways in which leaders transform followers: Increasing their awareness of task importance and value. Getting them to focus first on team or organizational goals, rather than their own interests. Activating their higher-order needs. Bass has recently noted that authentic transformational leadership is grounded in moral foundations that are based on four components: Idealized influence Inspirational motivation Intellectual stimulation Individualized consideration Transactional or Management theory Management theories (also known as â€Å"Transactional theories†) focus on the role of supervision, organization, and group performance. These theories base leadership on a system of reward and punishment. Managerial theories are often used in business; when employees are successful, they are ewarded; when they fail, they are reprimanded or punished. The early stage of Transactional Leadership is in negotiating the contract whereby the subordinate is given a salary and other benefits, and the company gets authority over the subordinate. When the Transactional Leader allocates work to a subordinate, they are considered to be fully responsible for it, whether or not they have th e resources or capability to carry it out. When things go wrong, then the subordinate is considered to be personally at fault, and is punished for their failure (just as they are rewarded for succeeding). Leadership Style Finding a role model to evaluate his or her style of leadership and identifying ones own characteristics as a leader are he starting point for creating a personal development plan to work toward becoming the type of leader one wishes to be. Mary Kay Ash According to Hulk, transformational leaders, â€Å"seek to raise the consciousness of followers by appealing to ideals and moral values such as liberty, justice, equality, peace, and humanitarianism, not to baser emotions such as fear, greed, jealousy, or hatred† (2013, p. 347). Mary Kay Ash was a transformational leader.During a time period where women were not viewed as equal to men, she started a new business that empowered women. Not only did she build a business for women, she established a charitable foundation to support cancer research and later expanded its purpose to fighting violence against women (celebrating Mary Kay Ash†, n. D. ). It would take a huge amount of courage, confidence, and drive to accomplish th e things she was able to. To have this type of impact on such a large group of people even would provide a person with an enormous sense of accomplishment.Strengths of Self Qualities necessary to be a positive leader that are possessed by the author include respectful, good communicator, resourceful, rewarding, an openness to change, organized, delegated, takes initiative, listens to and responds to feedback as well as provides constructive feedback to others (University of Oregon, 2009). Treating others with respect will lead to them giving respect. Communicating is an essential function of leading. The leader must be able to share the goal and vision as well as provide direction. People also have a need to be heard, so it is important for a leader to listen to others and their ideas.Weaknesses Of Self Qualities that may hold a person from reaching his or her goal of being a transformational leader are being task oriented instead of people oriented. A transformational leader change s the lives of others and this is harder to accomplish if the main focus is the task not the person. A need to control has its strong points as well as its weaknesses. It is important to know when to allow others to take control. Characteristics that are Transformational To become this type of leader would not only transform the lives of others but of the author as a leader herself.Being a motivational leader is a positive starting point in working toward becoming a transformational leader. Knowing one's abilities is important but constantly striving to improve learning to do more and better can inspire others that they can do the same. Seeing an organized leader who thrives under pressure, using planning as a tool to succeed will show others they are capable of overcoming their stress and do better. The most important quality a person needs to become a transformational leader is a belief in and desire to developing others both personally and professional.Development Plan Having a m entor is an excellent way to identify a person's qualities as a leader and develop a plan that will help that person become the leader he or she desires to be. Working toward becoming a transformational leader is an enormous goal. The first step in reaching this goal is identifying the needs of others and how they are motivated. Then setting personal goals that work toward the development into a transformational leader. It is important to begin with smaller goals, such as encouraging coworkers to do more and do better.If they take pride in their work and their job it will reflect in the equines. By setting smaller, reachable goals a person will be encouraged and inspired to continue to work and reach the final goal. Conclusion Being in a position to empower, motivate, and uplift women is only part of what it would take to be a transformational leader. Taking action and taking charge of her life and future is what Mary Kay Ash did, and showed other women they could do it as well. To change a person's leadership style it is necessary to identify that person's characteristics as a leader. Leadership Style Definition of Leadership A leader is someone who can influence others and who has a managerial authority. Leadership is what leaders do. More specifically, it’s the process of influencing a group to achieve goals. Group Leadership Leadership is concerned with control and power in a group. Leadership can be aimed at either maintaining the interpersonal relationships in the group or prodding the group to achieve its task. Kinds of Leadership Groups typically benefit from two kinds of leadership i. e. Instrumental leadership Expressive leadership Instrumental Leadership: This kind of leadership refers to group leadership that focuses on the completion of tasks. Members look to instrumental leadership to make plans, give orders and get things done. Characteristics of instrumental leadership Instrumental leaders usually have formal, secondary relations with other group members. They give orders and rewards and punish members according to their contribution to the group’s efforts. Enjoy more respect from members when successful. Their main goal is completion of task. Expressive Leadership: Expressive leadership is a group leadership that focuses on the group's well being. Example: the democratic style of leadership is an example of expressive leadership. Characteristics of Expressive leadership Expressive leaders take less interest in achieving goals than in promoting the well-being of members, raising group morale and minimizing tensions and conflicts among the group members. Expressive leaders build more personal and primary ties. They show sympathy to their group members. They generally receive more personal affection. Leadership Styles Definition: Leadership styles refer to the various patterns of behavior favored by leaders during the process of directing and influencing workers. Sociologists describe leadership in terms of decision making styles. The three major types of leadership are the following: Authoritarian or autocratic leadership. Democratic or Participative leadership. Laissez-faire leadership. Although good leaders use all three styles, with one of them normally dominant, bad leaders tend to stick with one style. In the past several decades, management experts have undergone a revolution in how they define leadership and what their attitudes are toward it. They have gone from a very classical autocratic approach to a very creative, participative approach. Somewhere along the line, it was determined that not everything old was bad and not everything new was good. Rather, different styles were needed for different situations and each leader needed to know when to exhibit a particular approach. Authoritarian Leadership This is often considered the classical approach. It is one in which the manager retains as much power and decision-making authority as possible. The manager does not consult employees, nor are they allowed to give any input. Employees are expected to obey orders without receiving any explanations. The motivation environment is produced by creating a structured set of rewards and punishments. This style is used when leaders tell their employees what they want done and how they want it accomplished, without getting the advice of their followers. Some of the appropriate conditions to use it are when you have all the information to solve the problem, you are short on time, and your employees are well motivated. This leadership style has been greatly criticized during the past 30 years. Some studies say that organizations with many autocratic leaders have higher turnover and absenteeism than other organizations. These studies say that autocratic leaders: Rely on threats and punishment to influence employees. Do not allow for employee input. Autocratic leadership is not all bad. Sometimes it is the most effective style to use. These situations can include: New, untrained employees who do not know which tasks to perform or which procedures to follow. Effective supervision can be provided only through detailed orders and instructions. A manager’s power is challenged by an employee. Democratic or Participative leadership The democratic leadership style is also called the participative style as it encourages employees to be a part of the decision making. The democratic manager keeps his or her employees informed about everything that affects their work and shares decision making and problem solving responsibilities. This style requires the leader to be a coach who has the final say, but gathers information from staff members before making a decision. Democratic leadership can produce high quality and high quantity work for long periods of time. Many employees like the trust they receive and respond with cooperation, team spirit, and high morale. Typically the democratic leader: Develops plans to help employees evaluate their own performance. Encourages employees to grow on the job and be promoted. Recognizes and encourages achievement. Like the other styles, the democratic style is not always appropriate. It is most successful when used with highly skilled or experienced employees or when implementing operational changes or resolving individual or group problems. This is normally used when you have part of the information, and your employees have other parts. Note that a leader is not expected to know everything — this is why you employ knowledgeable and skillful employees. Using this style is of mutual benefit — it allows them to become part of the team and allows you to make better decisions. Laissez-faire leadership Laissez faire is a French word meaning noninterference in the affairs of others. Laissez means to let, allow and faire means to do. The laissez-faire leadership style is also known as the â€Å"hands-off? style. It is one in which the manager provides little or no direction and gives employees as much freedom as possible. All authority or power is given to the employees and they must determine goals, make decisions, and resolve problems on their own. In this style, the leader allows the employees to make the decisions. However, the leader is still responsible for the decisions that are made. This is used when employees are able to analyze the situation and determine what needs to be done and how to do it. You cannot do everything! You must set priorities and delegate certain tasks. This is an effective style to use when: Employees are highly skilled, experienced, and educated. Employees have pride in their work and the drive to do it successfully on their own. Outside experts, such as staff specialists or consultants are being used. Employees are trustworthy and experienced. Varying Leadership Style While the proper leadership style depends on the situation, there are three other factors that also influence which leadership style to use. The manager’s personal background. What personality, knowledge, values, ethics, and experiences does the manager have? What does he or she think will work? The employees being supervised. Employees are individuals with different personalities and backgrounds. The leadership style managers use will vary depending upon the individual employee and what he or she will respond best to. The company. The traditions, values, philosophy, and concerns of the company will influence how a manager acts. There are a lot of arguments for and against each of the effective leadership styles. For example, the followers of an authoritarian leader are more prone to having low motivation and morale. They may find it difficult to get inspired because the leader is more impersonal, task oriented, demanding, and not considerate of their opinions. However despite this, there are situations where an authoritarian leadership style is the most effective. Such as when time is short, when the leader has all the information and a quick decision is needed. Anything other than an authoritarian leader will result in poorer outcomes. Theories of Leadership People have been interested in leadership since they have started coming together in groups to accomplish goals. However, it wasn’t until the early part of the twentieth century that researchers usually began to study it. These early leadership theories focused on the leader (trait theories) and how the leader interacted with his or her group members (behavioral theories) while subsequent theories looked at other variables such as situational factors and skill level. While many different leadership theories have emerged, most can be classified as one of eight major types: ‘Great Man’ Theory Early research on leadership was based on the study of people who were already great leaders. These people were often from the aristocracy, as few from lower classes had the opportunity to lead. This contributed to the notion that leadership had something to do with breeding. The idea of the Great Man also strayed into the mythic domain, with notions that in times of need, a Great Man would arise, almost by magic. This was easy to verify, by pointing to people such as Eisenhower and Churchill. The term â€Å"Great Man† was used because, at the time, leadership was thought of primarily as a male quality, especially in terms of military leadership. Trait theory In searching for measurable leadership traits, researchers have taken two approaches: Comparing the traits of those who have emerged as leaders with the traits who have not and Comparing the traits of effective leaders with those of ineffective leaders. Early research on leadership was based on the psychological focus of the day, which was of people having inherited characteristics or traits. Attention was thus put on discovering these traits, often by studying successful leaders, but with the underlying assumption that if other people could also be found with these traits, then they, too, could also become great leaders. Trait theories often identify particular personality or behavioral characteristics shared by leaders. But if particular traits are key features of leadership, how do we explain people who possess those qualities but are not leaders? This question is one of the difficulties in using trait theories to explain leadership. Behavioral theory When it became evident that effective leaders did not seem to have a particular set of distinguishing traits, researchers tried to isolate the behavior characteristics of effective leaders. In other words, rather than try to figure out who effective leaders are, researchers tried to determine what effective leaders do i. e. how they delegate tasks, how they communicate with and try to motivate their followers or employees and so on. Behaviors, unlike traits, can be learned, so it is followed that individuals trained in appropriate leadership behaviors would be able to lead more effectively. Participative theory A Participative Leader, rather than taking autocratic decisions, seeks to involve other people in the process, possibly including subordinates, peers, superiors and other stakeholders. Often, however, as it is within the managers' whim to give or deny control to his or her subordinates, most participative activity is within the immediate team. These leaders encourage participation and contributions from group members and help group members feel more relevant and committed to the decision-making process. In participative theories, however, the leader retains the right to allow the input of others. The level of participation may also depend on the type of decision being made. Decisions on how to implement goals may be highly participative, whilst decisions during subordinate performance evaluations are more likely to be taken by the manager. Contingency theory Contingency theories are a class of behavioral theory that contends that there is no one best way of leading and that a leadership style that is effective in some situations may not be successful in others. Contingency theories of leadership focus on particular variables related to the environment that might determine which particular style of leadership is best suited for the situation. According to this theory, no leadership style is best in all situations. Success depends upon a number of variables, including the leadership style, qualities of the followers, and aspects of the situation. This theory focuses on the following factors: Task requirement. Peer’s expectations and behavior. Employees’ characteristics, expectations and behavior. Organizational culture and policies. Situational theory One of the major contingency approaches to leadership is Paul Hersey and Kenneth H. Blanchard’s â€Å"situational leadership model† which holds that the most effective leadership style varies with the â€Å"readiness† of employees. When a decision is needed, an effective leader does not just fall into a single preferred style, such as using transactional or transformational ethods. In practice, as they say, things are not that simple. Factors that affect situational decisions include motivation and capability of followers. This, in turn, is affected by factors within the particular situation. The relationship between followers and the leader may be another factor that affects leader behavior as much as it does follower behavior. The leaders' pe rception of the follower and the situation will affect what they do rather than the truth of the situation. The leader's perception of themselves and other factors such as stress and mood will also modify the leaders' behavior. Transformational or Charismatic theory Working for a Transformational Leader can be a wonderful and uplifting experience. They put passion and energy into everything. They care about you and want you to succeed. One area of growing interest is the study of individuals who have an exceptional impact on their organizations. These individuals may be called â€Å"charismatic† or â€Å"transformational† leaders. First, many large companies including IBM, GM etc have embarked on organizational â€Å"transformations† programs of extensive changes that must be accomplished in short periods of time. Bass’s theory of transformational leadership Bass defined transformational leadership in terms of how the leader affects followers, who are intended to trust, admire and respect the transformational leader. He identified three ways in which leaders transform followers: Increasing their awareness of task importance and value. Getting them to focus first on team or organizational goals, rather than their own interests. Activating their higher-order needs. Bass has recently noted that authentic transformational leadership is grounded in moral foundations that are based on four components: Idealized influence Inspirational motivation Intellectual stimulation Individualized consideration Transactional or Management theory Management theories (also known as â€Å"Transactional theories†) focus on the role of supervision, organization, and group performance. These theories base leadership on a system of reward and punishment. Managerial theories are often used in business; when employees are successful, they are ewarded; when they fail, they are reprimanded or punished. The early stage of Transactional Leadership is in negotiating the contract whereby the subordinate is given a salary and other benefits, and the company gets authority over the subordinate. When the Transactional Leader allocates work to a subordinate, they are considered to be fully responsible for it, whether or not they have th e resources or capability to carry it out. When things go wrong, then the subordinate is considered to be personally at fault, and is punished for their failure (just as they are rewarded for succeeding).