Scholarly Writing Assignment Example | Topics and Well Written Essays - 250 words

Insightful Writing - Assignment Example Through basic perusing (Douglas, 2000) and examination of the author’s thinking utilizing one’s reason, data introduced and end (Paul and Elder, 2003, Spring), it tends to be derived that the expansion being used of PCs doesn't mirror the present status of â€Å"digital divide†. The issue of â€Å"digital divide† or its non-presence has been over-summed up by the creator. There are governments that confine the utilization of PCs in their nations or control certain data. With the present innovation, access to advanced data from the PC or web can be associated different contraptions. Along these lines, the partition can be executed by the administration as indicated by its inside approaches, for example, the boycott forced by UAE (access of web and sending of messages) and Saudi Arabia (on sending of texts) on some Blackberry capacities on the grounds that the legislature can't screen them (Walls, 2010, August 2). The creator has additionally refered to the 2001 Business Week discharge that in excess of 80 percent of auxiliary understudies are â€Å"plugged in†, which means, that they are continually utilizing the PC and the web. Being â€Å"plugged in† may allude not exclusively to PC use at home since there are open spots and web bistros that permit PC use for a specific charge.

The War in Vietnam Dramatically Affected American Foreign Policy Essay

The War in Vietnam Dramatically Affected American Foreign Policy - Essay Example The War in Vietnam Dramatically Affected American Foreign Policy There was a noteworthy increment of the attention on American international strategy by the then president Lyndon Johnson after the contention in Vietnam (Gallagher, 1). In any case, there were issues with respect to measurements portraying that there were instances of racial segregation; the international strategy in America has experienced noteworthy changes for a period prompting a reflection on their national advantages. Truth be told, these progressions were experienced after new progressive war, whereby America’s head national intrigue was focused on support of freedom from different nations in Europe. For example, America has built up a critical international strategy, which is upheld by the Atlantic Ocean and embodied through Monroe Doctrine. This international strategy centers around forcing requirements on European endeavors to assist colonization of the western half of the globe. Obviously, in America, detailing of these strategy centers around maintaining a strateg ic distance from snare with different nations, consequently focusing on improvement of a country secured the mainland. These international strategies have assumed a huge job in encouraging the procedure of industrialization, which concentrated on the outside business sectors and provinces. Also, America figured out how to achieve a minor degree of supreme force before twentieth century's over through war with regions, for example, Spain for Cuba, and with Philippines assuming control over Hawaii. (Mehmet, 1). Then again, the World War 1 included Americans concerning European issues, however after the war, there was a type of detachment; for example, Americans turned down joining the League of Nations, however it turned internal by and by. Various issues and capacities are taken by the international strategy in America; for instance, it centers around foundation and upkeep of conciliatory associations with different regions and worldwide organizations, for example, United Nations (Mehmet, 1). The international strategy has contributed during the time spent looking after harmony, whereby America can wo rk with their partners such that offices provincial and global security. Then again, there are wide scopes of universal monetary issue that involve worldwide exchange and business that are influenced by a change in international strategy. International strategy has offices association in issue, for example, help and fiasco alleviation, whereby American takes noteworthy job of initiative these and other issue, for example, exchange of settlements and looking after harmony. Hence, America has taken a significant capacity that includes looking for approaches to address worldwide monetary and natural issues. There are three branches included detailing and execution of international strategy in America; indeed, these branches work together with essential administrative organizations and offices. Then again, this procedure includes the president and administrators branches with a definitive job of detailing and executing

Would You Be Willing To

Would You Be Willing To Whenever something is going wrong, whenever I’m not getting the desired outcome, whenever I need support, these five words help more than anything else: Would you be willing to (blank)? I have to take my daughter to school. Would you be willing to move our meeting to the afternoon? I found this item for less elsewhere. Would you be willing to give me a refund? I’m dissatisfied with your business. Would you be willing to make this a better customer experience? If the other person cares, theyre unlikely to say, No, Im not willing to help you! Would you be willing to (blank) is more effective than even a fervent demand, because the implicit message is more empowering: I think you have the power to help me, and if you care, you’ll come to my aid. Contrast that with, “You’re going to help me or else!” Which is more likely to persuade you? Just like demands, we must be careful with requests. Used appropriatelyâ€"and sparinglyâ€"these five words will create a better experience for both parties. Overdo it, though, and you’ll seem like a parasite: always taking, never contributing. And even the politest parasites are still annoying. People would rather help people who are helpful. Subscribe to The Minimalists via email.

The Health Insurance Portability and Accountability Act...

Health Insurance Portability and Accountability Act The Health Insurance Portability and Accountability Act, most commonly known by its initials HIPAA, was enacted by Congress then signed by President Bill Clinton on August 21, 1996. This act was put into place in order to regulate the privacy of patient health information, and as an effort to lower the cost of health care, shape the many pieces of our complicated healthcare system. This act also protects individuals from losing their health insurance if they lose their employment or choose to switch employers. . Before HIPAA there was no standard or consistency for the enforcement of the privacy for patients and the rules and regulations varied by state and organizations. HIPAA†¦show more content†¦Title II focuses on preventing healthcare fraud and abuse, administrative simplification, and medical liability reform. Within Title II, HIPAA defines lots of violations relating to healthcare and also outlines the criminal and civil penalties that come along with the violat ions. Title II also has several ways to control fraud and abuse within the healthcare system, but the most prominent provision is the Administrative Simplification rules. These rules state the Department of Health and Human Services (HHS) must make rules designed to increase efficiency by creating standards for the use and the distribution of healthcare information. These rules refer to covered entities such as health plans, clearinghouses, and health care providers that work with health care data that HIPAA regulates. Title II requires five rules regarding the Administrative Simplification, the Privacy Rule, The Security Rule, the Unique Identifiers Rule, and the Enforcement Rule. The Privacy Rule refers to protected heath information (PHI), which is any identifiable information. This rule, which was enacted April 14 2003, oversees the use and disclosure of information held by covered entities. Under this rule, covered entities may only disclose PHI, which can includeShow MoreRelatedThe Health Insurance Portability And Accountability Act ( Hipaa )1113 Words   |  5 PagesMost of us are familiar with The Health Insurance Portability and Accountability Act (HIPAA), as the federal law that ensures protection and security of patients’ personal and health information. Its initial purpose was to protect transmittal of electronic health information as technology began replacing paper (records, communications, and such.) While our personal information is being protected, and it prevents insurance companies from using this information against us when they are determiningRead MoreThe Health Insurance Portability And Accountability Act ( Hipaa )1383 Words    |  6 PagesIn 1996 the Health Insurance Portability and Accountability Act (HIPAA). This act of congress has changed how every covered entity manages and distributes health information. Standards have been established for providers. Patients have the right to view their health records. They also have recourse if their health information is disclosed without their permission. As a patient you (or your personal representative) have the right to view and receive a copy of your medical and billing records fromRead MoreThe Health Insurance Portability And Accountability Act ( Hipaa )1533 Words   |  7 PagesINTRODUCTION: PRIVACY IN HEALTHCARE The Health Insurance Portability and Accountability Act (HIPAA), public law was enacted on August 21, 1996 (HIPAA - General Information, 2013, April 2). HIPAA required the Secretary to issue privacy regulations to rule individually identifiable health information (HHS.gov, n.d.). The Health Insurance Portability and Accountability Act (HIPAA) applies to health plans, health care clearing houses, and to any health care provider who carries health information into electronicRead MoreThe Health Insurance Portability And Accountability Act ( Hipaa )899 Words   |  4 Pagesinformation present in health care. In their field of work, nurses organize data they collect and incorporate it into effective nursing interventions and care plans. As technology increasingly arises in health care, nurses have the duty to maintain privacy and confidentiality of their patient. Therefore, nurses must be proficient in nursing informatics, are responsible for adequate information and documentation, and must abide the Health Insurance Portability and Accountability Act (HIPAA) to safeguard theirRead MoreThe Health Insurance Portability And Accountability Act ( Hipaa )1171 Words   |  5 Pagesfixtures in any business or health care related profession. While these advances increased workplace efficiency and the ease in which one could access company and patient information, it opened organizations and individuals up to security breaches and unsecured information. Overall, these developments brought to light the need for enhanced security and patient control over medical records and treatment. In 1996, the Health Insurance Portability and Accountability Act (HIPAA) was enacted by CongressRead MoreThe Health Insurance Portability And Accountability Act ( Hipaa )1232 Words   |  5 PagesThe Health Insurance Portability and Accountability Act (HIPAA) was enacted for the purpose of protecting the privacy of a client s personal and health information. ¹ Under HIPAA, protected health information (PHI) includes but is not limited to the following: a person s name, address, date of birth, age, phone and fax numbers, e-mail address, medical records, diagnosis, x-rays, photos, prescriptions, lab work, or test results. ¹ In this particular case scenario, a healthcare employee not only breachedRead MoreHipaa Or Health Insurance Portability And Accountability Act Of 1996983 Words   |  4 Pages HIPAA or Health Insurance Portability and Accountability Act of 1996 is a set of laws aimed to protect people from losing their health insurance coverage during change or loss of employment, to control health care fraud and abuse, and to maintain patient`s health information and/or status confidential. The origins of HIPAA go as far back as the 1990 when medical records were suggested to become computerized, management of health care records was questioned and portability of health insurance becameRead MoreHealth Insurance Portability And Accountability Act Of 1996 ( Hipaa )1319 Words   |  6 Pagescovers information security within Healthcare: †¢ Health Insurance Portability and Accountability Act of 1996 (HIPAA) †¢ Health Information Technology for Economic and Clinical Health (HITECH) Act of 2009, †¢ Affordable Care Act of 2010 2. Review and describe each regulation in your own words in minimum 1000 words. Health Insurance Portability and Accountability Act of 1996 (HIPAA) HIPAA, the federal Health Insurance Portability and Accountability act was signed into law in 1996 by President ClintonRead MoreThe Health Insurance Portability And Accountability Act Of 1996 ( Hipaa )1685 Words   |  7 PagesOffice of Civil Rights (OCR) maintains one of the most well-known laws meant to protect the privacy of health information - the Health Insurance Portability and Accountability Act of 1996 (HIPAA). HIPAA is composed of statute and rules such as the Privacy Rule, Security Rule, Breach Notification Rule, and others. These rules cover various aspects of health information security. For example, â€Å"the HIPAA Security Rule specifies a series of administrative, physical, and technical safeguards for covered entitiesRead MoreThe Health Insurance Portability And Accountability Act Of 1996 ( Hipaa )1686 Words   |  7 PagesLaw 104-191, the Health Insurance Portability and Accountability Act of 1996 (HIPAA). The purpose was to improve the Medicare program under tit le XVIII of the Social Security Act, the Medicaid program under title XIX of such Act, and the efficiency and effectiveness of the health care system. This public law encouraged the development of a health information system through standards and requirements for the electronic transmission of certain health information (aspe.hhs.go). The Act established a program

Tesla Motors, The Engineer, Innovator And Physicist Essay

Tesla Motors is an American automaker and vitality stockpiling organization named after renowned Nikola Tesla, the engineer, innovator and physicist. The company was established in 2003 by Elon Musk, Martin Eberhard and Marc Tarpenning. It is situated in Palo Alto, California. Their primary auto production from 2008 being Tesla Roadster, the second vehicle, the Model S, an electric extravagance car, appeared in 2012 and is worked at the Tesla Factory in California. Worldwide deals for the Model S passed the 100,000 units point of reference in December 2015, three and a half years after its presentation, and it was the world s smash hit in that year. As of June 2016, the Model S positioned as the world s record-breaking second-top rated module after the Nissan Leaf and it was the US best seller of electric cars in 2015. The auto was then trailed by the Model X, a hybrid SUV. Tesla s next vehicle, Model 3 is scheduled for release in 2017 with a starting cost at US$ 35,000 which will be the most affordable model yet. Amid the year 2016, Tesla Motors sold about 164,000 electric autos overall after the conveyance of its first Tesla Roadster in 2008, making the electric carmaker the second biggest worldwide module auto producer after the Alliance. Elon Musk, the CEO, said that the organization, as an autonomous automaker, wants to offer electric autos at costs that are moderate to all buyers. Tesla’s US car market share in November 2016 was 0,3%. Their revenue has grown fromShow MoreRelatedTesla Electric Cars: Leading the Way in Luxury, Performance and a Cleaner Future585 Words   |  2 PagesTesla electric vehicles from Tesla Motors are gaining a reputation as the cars of the future. These models are not only known for their luxury features, acceleration, power, and nearly silent electric engines, but also for their green appeal. Individuals who can afford the hefty price tag are purchasing these vehicles because they are classy, fun to drive, and better for the environment than the standard gasoline car. Tesla Motors are leading the way in innovation in the American car industry withRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesCommunication and leadership skills distinguish managers such as John Chambers, who rise to the top of their profession. Chambers is CEO of Cisco Systems, the world’s largest maker of networking equipment. He is respected as a visionary leader and innovator who has the ability to drive an entrepreneurial culture. As an effective communicator, Chambers is described as warmhearted and straight talking. In this photo Chambers speaks during a launch ceremony of a green technology partnership Cisco formed

Organizational Behavior †Jean Lewis at Staples Case Study Free Essays

LDP1 July 17, 2007 The interchange between task behavior, relationship behavior, and follower readiness is the foundation of situational leadership. Different focus on relationship or task behavior is applied to followers on different readiness levels. Task behavior is the degree of detailed direction given by a leader to a follower or a group for them to perform a task. We will write a custom essay sample on Organizational Behavior – Jean Lewis at Staples Case Study or any similar topic only for you Order Now Included in these directions are specifics of the methodology to perform the task as well as the place and the parties involved. Relationship behavior is the grade of interaction between the leader and the follower or group. Readiness is the degree of willingness and capability that a follower demonstrates. â€Å"The two major components of readiness are ability and willingness† (Hersey, Blanchard, Johnson, 2001) Ability is composed of the follower’s qualifications for a particular task. Hersey (2001) catalogs these qualifications as knowledge, skill and experience. Willingness is the level of confidence, commitment and motivation that someone shows. Willingness is not a personal attribute as it varies from a task to another. Confidence is the expressed belief that one is able to perform a task. The fact that an individual is confident does not necessarily make him capable of completing an assignment, as it is a mental state rather than a measure of skills. Commitment is an established dedication to undertake a responsibility, and motivation is the expressed desire to do it. Based on the degree of ability and willingness an individual can be classified into four levels of readiness as follows: R1 – Unable and Unwilling R2 – Unable but Willing R3 – Able but Unwilling R4 – Able and Willing R1 individuals do not have either the necessary level of skill or the commitment to perform a task. R2 individuals are not qualified, yet have the willingness to undertake the responsibility. R3 individuals have the ability to perform the task but are reluctant to execute it. Finally, R4 individuals have the ability and the willingness to complete a task. The situational leadership model institutes four different leadership styles to pair with each of the four readiness levels. These styles are characterized by the different combinations of relationship and task behavior and are defined as follows: Style 1 or S1 – This style of leadership characterized by a high amount of task and low amount of relationship behavior should be used on individuals on the first level of readiness. It is also known as crisis leadership as it is a good practice on a critical situation when the leader doesn’t have the time to explain the â€Å"whys† of the objectives to the followers or research the readiness level of the group. For instance during a fire the fire department personnel is likely to use this type of leadership to evacuate a building. Style 2 or S2 – Typified by high levels of both, task and relationship behaviors, this style should be used in individuals on the second level of readiness. These individuals lack the skills to complete a task, therefore a great deal of direction (task behavior) is needed. Since they are trying, it is important to encourage them to continue their progress (relationship behavior). Style 3 or S3 – Low task and high relationship behavior set this leadership style apart, and should be used on followers on readiness level 3. These individuals have the skill level necessary to complete a task, therefore high amounts of direction are unnecessary. However, since they are unwilling the leader must spend time participating in bilateral communication to encourage them and facilitate decision making. Style 4 or S4 – Characterized by low levels of both relationship and task behaviors. Hersey (2001) describes this leadership style as delegating. R4 individuals are able and willing to undertake a task, reducing the leader’s participation to monitoring progress. As we can see in this model, the readiness level of an individual is what determines the leadership style to be applied. Consequently, it is the follower and not the leader that establishes the leadership style. In her time at Staples, Jeanne Lewis applied different leadership styles to accommodate the different readiness levels of her employees. Until she started working in the marketing department she experienced different levels of rejection from her staff that translated into unwillingness. Jeanne describes her experience in operations as â€Å"managing a group of people who had ‘been there, done that’ for years. † And yet, she continues, â€Å"we had a situation where the stores weren’t performing well, and I had to tell them to make money and grow sales. †(Jeanne Lewis at Staples, Inc, 2001) From her words we can perceive that her staff was in a R1 readiness level. Unwilling because they did not think Jeanne had the experience necessary to run the department, and unable at some level because the stores were not performing well. Jeanne used a S1 leadership style to match the readiness level of her staff. This leadership style, characterized by high task and relationship behavior, has been described as crisis leadership. Jeanne made many changes in the department in a short period of time, so abundant clear and concise direction was necessary. Also due to the reluctance of the operations staff, high levels of multi-way communication were needed. This leadership style is used to help followers advance in their readiness levels, and should only be used in times of crisis. We can presume from her direct report’s description of Jeanne’s management style that she did exactly that. â€Å"She tended to manage tightly at first,† he said, â€Å"then loosened the reins† I think it is safe to assume that her â€Å"loosening the reins†(Jeanne Lewis at Staples, Inc, 2001) was caused by an upwards variation of her staff’s readiness level which in turn we can attribute to her management style, and personal charm, and hard-working attitude to elevate follower’s willingness, and clear direction and new training programs to raise ability. A similar situation happened in merchandising. We can learn much of Lewis’ progression of management style by her report’s statement that â€Å"at first impression he worried that Lewis might be a micro-manager, but he soon realized that she liked to inspire dialog and debate to ensure that they dug deeply in their decision making† (Jeanne Lewis at Staples, Inc, 2001). We cannot discard that his first impression was correct, and it is not his erception of Jeanne’s personality that changed, but her management style. When Jeanne was transferred to the marketing department, she found a different situation. She found a talented staff, able and willing to do the job that was requested of them, so she took the passenger sit and leaded them using low task and low relationship behavior (S4). Much to her surprise the followers started experiencing a regressing in their readiness level, going from an able-and-willing group to an able-but-insecure state. Perhaps the distress of the failed merger caused the insecurity. Jeanne needed to adjust her leadership style to include more participation and multi-directional communication (relationship behavior), but running between floors and â€Å"changing hats† all the time did not leave her enough time thus she insisted that her replacement in merchandising be appointed in order to free her schedule. I think Jeanne Lewis is a perfect example of a situational manager. During the whole time I spent reading the case study I could not help but see how she adjusted her management style precisely as the situation required it. Works Cited: Hersey, P. , Blanchard, K. H. , Johnson, D. E. (2001). Management of organizational behavior: Leading human resources (8th ed. ). New Jersey: Prentice Hall. Pp. 171-203. Suesse, J. M. (2000). Jeanne Lewis at Staples, Inc. (A) (Abridged). Boston: Harvard Business School Publishing. Pp. 1-14 (78-91). How to cite Organizational Behavior – Jean Lewis at Staples Case Study, Free Case study samples

Merck Decision Tree free essay sample

Merck is a global research-driven pharmaceutical company dedicated to putting patients first. Mercks highest priority areas are Alzheimer’s disease, atherosclerosis, cardiovascular disease, diabetes, novel vaccines, obesity, oncology, pain and sleep disorders. In addition, and importantly for licensing, the following other areas remain of high interest for focused investment in new compounds and mechanisms: antibiotics, antifungals, antivirals (HCV and HIV), asthma, COPD, neurodegeneration, ophthalmology, osteoporosis, schizophrenia, and stroke. In RNA Therapeutics they are interested in: siRNA sequence, structure, and modification Novel chemistries for improving resistance to enzymatic degradation Novel chemistries for reducing immunostimulation Enhanced RISC incorporations Long-term chemical stability Improved target specificity siRNA delivery vehicles for systemic administration Novel polymers and lipids for encapsulation Low toxicity and biodegradable Amenable to use of process development and manufacturing platforms Amenable to molecular targeting strategies Long-term storage stability Delivery vehicles that improve endosomal escape Approaches to molecular targeting of siRNA Targeting using antibodies, peptides, or small molecules Specific for disease-relevant cell types Suitable for nanoparticle or liposome delivery Assays for siRNA intracellular functions Assays for siRNA endosomal escape Biochemical assays for strand selection, RISC incorporation, and catalytic efficiency Assays for clinical biodistribution Cell-based assays to measure toll receptor activation Validated siRNA targets Demonstrated reduction in mRNA and protein levels in animals Reductions have expected effect on disease phenotype miRNA Novel chemistries to create antagomirs Demonstrated reduction of miRNA levels in animals, with evidence that reductions have expected effects on mRNA levels and/or disease phenotype Demonstrated delivery of miRNA in animals, with evidence that increases in miRNA have expected effects on mRNA levels and/or disease phenotype RNA manufacturing Advancements in large-scale production of modified siRNA Improved processes for increased quality and efficiency, and reduced COG Novel chemistries Universal linker-based solid support for production of siRNAs Robust LC-MS method for determination of impurity profile of phosphoramidite raw materials and oligonucleotides (siRNAs) Information technology Registration and tracking of information related to complex multicomponent biologics They are not interested in: Plasmid DNA-based methods for RNA therapies Viral delivery methods for RNA therapies Aptamers as therapeutics RNA delivery vehicles that activate the innate immune response or induce immogenicity Nucleic acid chemistries designed to prevent siRNA passenger strand incorporation into RISC Novel siRNA targets lacking in vivo validation data Biological methods to produce siRNA clinical supplies Oncology In this area they are regarding RNAi especially interested in: Tumor-targeted delivery systems for systemic administration of small molecules, RNAi, and microRNA Tools for development of therapeutic microRNA and antagomirs Platform for identification of tumor-specific antibodies, ligands, or peptides and conjugation chemistry for tumor-targeted delivery Please check the online pdf available at the URL given below for additional information. We will write a custom essay sample on Merck Decision Tree or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page You are invited to provide any opportunity at Merck Licensing online or via the feedback-link provided below.

Hillary Clinton Bio - Political Career Highlights

Hillary Clinton Bio - Political Career Highlights Hillary Clinton is a Democrat and the partys nominee for president of the United States in the 2016 election. Clinton is also one of the most polarizing figures in modern American politics. She is a former first lady who launched her own political career after leaving the White House. Her primary opponent for the Democratic presidential nomination in 2016 was U.S. Sen. Bernie Sanders of Vermont, a self-described Democratic socialist who drew large crowds after building a solid following among young voters.   If elected, Clinton  would be the first woman president in history.   Many progressive Democrats, however, were lukewarm toward her candidacy because they believed her to be too tied to Wall Street. And Republican Party leaders cheered her candidacy because they believed their nominee would easily beat a scandal-plagued candidate in a general election in which trust would become a major issue.   Related Story: Could Bill Clinton Serve As Hillarys Vice President? Here are some key facts about Hillary Clinton. Hillary Clintons Campaigns for President Clinton has run for the Democratic presidential nomination twice, once in 2008 and again in 2016. She lost the primary race in 2008 to Democratic U.S. Sen. Barack Obama, who went on to win the presidency that year by defeating the Republican nominee, U.S. Sen. John McCain. Clinton won 1,897 delegates in the 2008 Democratic presidential primaries, short of the 2,118 needed to win the nomination. Obama won 2,230 delegates. Related Story: Why the 2016 Democratic National Convention is Being Held in Philadelphia She was widely seen as the presumptive nominee even before the 2016 campaign began, and she lived up to those expectations in many of the early primaries, including her substantial victories on Super Tuesday of that year. Key Issues When she announcer her candidacy in April of 2015, Clinton made it clear that the biggest issue of her campaign would be the economy and helping the vanishing middle class. In a short video posted on the Internet by her campaign that month, Clinton said: Americans have fought their way back from tough economic times, but the deck is still stacked in favor of those at the top. Everyday Americans need a champion, and I want to be that champion so you can do more than just get by. You can get ahead, and stay ahead. Because when families are strong, America is strong. Related Story: Hillary Clinton on the Issues At Clintons first campaign rally, held in June of 2015, she continued to focus heavily on the economy and the struggles of the middle class hit hard by the Great Recession of the late 2000s. We’re still working our way back from a crisis that happened because time-tested values were replaced by false promises. Instead of an economy built by every American, for every American, we were told that if we let those at the top pay lower taxes and bend the rules, their success would trickle down to everyone else.What happened? Well, instead of a balanced budget with surpluses that could have eventually paid off our national debt, the Republicans twice cut taxes for the wealthiest, borrowed money from other countries to pay for two wars, and family incomes dropped. You know where we ended up. Professional Career Clinton is an attorney by trade.  She served as counsel to the  House Judiciary Committee 1974. She worked as a staffer investigating the impeachment of President Richard M. Nixon amid the Watergate scandal.   Political Career Clintons political career began before she was elected to any public office.   She served as: First Lady of Arkansas from 1979 to 1981 and 1983 to 1993: She served in this capacity when her husband served as the 40th and 42nd governor of the state.First Lady of the United States from 1993 to 2001: She served in this capacity after her husband was elected president and served two terms.U.S. Senator from New York from  Jan. 3, 2001, to Jan. 21, 2009U.S. Secretary of State under President Barack Obama from 2009 to 2013 Major Controversies Clinton became a polarizing figure in American politics before even being elected. As first lady, she helped draft and propose sweeping changes to the nations health care system, earning the ire of congressional Republicans who believed she was unqualified to oversee the changes and a public that was skeptical of her involvement. The health-reform debacle was critical in framing Hillarys public image, and despite her years of accomplishment in her own right, she still carries the burdens of that failure, wrote The American Prospect. But the most serious scandals surrounding Clinton was her use  of a personal email address and server instead of a more secure government account as secretary of State, and her handling of the attacks in Benghazi.   Related Story: Could Bill Clinton Serve In Hillarys Cabinet? The email controversy, which first surfaced in 2015 after she had left the position, and lingering questions over her preparedness as secretary of State during the Benghazi attacks both plagued her 2016 presidential campaign. Critics alleged Clintons behavior in both cases raised questions about whether she could be trusted if elected to the most powerful position in the free world. In the email scandal, her political foes suggested her use of a private email served opened up classified information to hackers and foreign enemies. There was no evidence it had, however. In the Benghazi attacks, Clinton was accused of doing too little, too late to prevent the deaths of Americans at a U.S. diplomatic compound there, then covering up the administrations bungling of the attacks. Education Clinton attended  public schools in Park Ridge, Illinois. In 1969 she earned a bachelor of arts degree from Wellesley College, where she wrote her  senior thesis on Saul Alinskys activism and writings. She earned a law degree from Yale Law School in 1973. Personal Life Clinton is married to former President Bill Clinton, who served two terms in the White House. He is one of  only two presidents who have been impeached in U.S. history. Clinton was accused of  misleading a grand jury about his extramarital affair with White House intern Monica Lewinsky and then persuading others to lie about it. Their permanent address is  Chappaqua, a wealthy suburb of New York.   The couple has one child, Chelsea Victoria. She appeared with Hillary Clinton on the campaign trail in 2016. Hillary Clinton was born Oct. 26, 1947, in Chicago, Illinois. She has two brothers,  Hugh Jr. and Anthony. She has written two books about her life:  Living History  in 2003, and  Hard Choices  in 2014. Net Worth The Clintons are worth  between $11 million and $53 million, according to financial disclosures.   The last time  Clinton filed financial disclosures as a member of the U.S. Senate, in 2007, she reported a net worth of between $10.4 and $51.2 million, making her the  12th wealthiest member of the U.S. Senate at the time, according to the Washington, D.C.-based watchdog group Center for Responsive Politics. She and her husband have earned at least $100 million since leaving the White House in 2001, according to published reports. Much of that money comes from speaking fees.  Hillary Clinton is said to have been paid $200,000 for each speech shes given since leaving the Obama administration. ___ Sources for this bio include: Biographical Directory of the United States Congress, Living History, [New York: Simon Schuster, 2003],  Center for Responsive Politics.

Books Every Student Should Read - EssaySupply.com

Books Every Student Should Read Books Every Student Should Read When college students become intently focused on their classes and working towards their degrees, many wonderful things happen. For one thing, students begin developing their critical thinking skills at a rapid pace. They learn to form ideas and opinions, interact with others in discussions about those ideas and opinions, and ultimately improve and modify their opinions and ideas based on these interactions. College students also spend a lot of time reading and absorbing information that is directly related to their studies. On one hand, this is a good thing. They are learning and absorbing the information that they need to learn. On the other hand, this doesn't leave much time for other reading. This is a shame, because there are so many books that college students should be reading that can teach them life lessons, inspire them, or simply provide a bit of reprieve. So, we have decided to step away from our 'day job' of providing research paper, essay, thesis, and dissertation writi ng help to go over a few books that we believe every college student should read. Fish Author: Steven Lundin When we began discussing this book, one of our staff members recalled her first flight on Southwest Airlines. The flight attendant was giving the standard instructions about emergency exits, oxygen masks, and flotation devices. Then, at the end of the presentation the flight attendant began to offer some additional advice. She began, ' for those of you who are traveling with children...' '...bummer.' Her perfectly timed, dead-pan delivery earned her laughs from both the passengers and the crew. The loudest laughs actually came from the parents she had targeted. If you have ever wondered where the famously irreverent culture at Southwest originates, the answer is this book. It is based on a woman who comes to the realization that among other things people must find a way to have fun at work. 7 Habits of Highly Effective People Author: Stephen Covey This is a classic, but still amazingly relevant book that provides its readers with action steps that one can take at any age to achieve their goals. Students who are looking for very specific information on improving their lives can definitely learn from this book. The Automatic Millionaire Author: David Bach Many students don't realize that they can begin building wealth right now. David Bach provides many tips in his book that go well beyond the typical advice that students receive about financial issues. Some of his advice includes living below your means and directing money towards valuable purchases that benefit the entire family. The Tao of Pooh Author: Benjamin Hoff It is easy to envision Winnie the Pooh as an adorable literary character who has delighted children for decades, but are you ready to view the adorable bear as an Eastern philosopher? The Tao of Pooh asks you to do just that, and in turn provides amazing perspective. If it sounds unrealistic, take a moment to consider the characters. Piglet worries, Rabbit micromanages, Owl detaches, and Tigger acts out. Pooh simply is.

Family Biography Essay Example | Topics and Well Written Essays - 1000 words

Family Biography - Essay Example This paper illustrates that the author’s parents met many years back when they were appointed as prison guards in OJT. At that time, his Dad was divorced and was 30 while his Mom was married to another man and was 25 years of age. His Mom and Dad started seeing each other about which his Mom’s husband knew nothing. They fell in love with each other. His Dad could do anything for her because she was smart, skinny and attractive. He would drive miles just to see her for an hour. To the author, he was a very superficial person giving importance to looks rather than the person inside. He always liked skinny women and loathed bigger ones. As for his Mom, even though she was pretty, she was very rude and rough in her behavior. That is why she did not have many friends. Since she was attractive, nobody ever held her accountable for her terrible behavior. She always thought that she was right even when at times she would be wrong. She has always been very bossy in nature and ob livious to what others think of her. She was, and is till now, very possessive toward the author. The researcher knew that she loved him very much but her possessiveness and messing with everybody who tried to pick a finger at the authorreally ripped the researcher of his personality. The researcher was not humble anymore. Until now, the researcher share a love-hate relationship with her and the reseahasr have not been able to change his feelings toward her no matter what she does for him.  ... I would miss my older Dad too much and developed a constant hatred for my Mom for tearing apart the family. I knew she was the one who had always started the fights. But now, everything had changed and a new guy had come into my life as my real Dad. I came to know about this fact when I was about 7 or 8 years of age and I would not understand why it all happened. After a couple of years, I realized that my Mom was getting better along with my Dad. They seemed to love each other quite well. They would take me for outings and helped me do my homework. We became a happy family. My Dad is a bit superficial person in that he likes me being always in good shape. He likes cars, houses, money and beauty. But still I think I like him a lot because he enjoys sports with me. He attends my parent-teacher meetings with my Mom. I like both of them being there for me whenever I need them. They communicate with me whenever they want me to do something for them and make me understand the logic behind . When I was growing up, I wanted to be a doctor. My parents wanted me to go into law school. So, they made me understand why they wanted me to become a lawyer. Once I got into the habit of coming home late in the evening because I started hanging out with my friends. My Dad did not shout at me; instead, he talked to me about the issue. He made me understand why late nights would be harmful for me. I understood and straightened myself. We go to visit friends and family and invite them to our house. My Mom, at times, shouts and makes issues of small things but my Dad and I handle her quite well with her temper tantrums. I wish she could leave

Housing Policy Seoul, Korea Research Paper Example | Topics and Well Written Essays - 2500 words

Housing Policy Seoul, Korea - Research Paper Example ty has also experienced extensive sprawl and suburbanization, growing into a metropolis of twenty million citizens in neighboring provinces and cities. In the face of this abrupt and phenomenal expansion, Seoul metropolitan Government has had to manage emerging urban challenges with a fair share of lamentable mistakes and success stories (Yoonseuk, 2012). As part of a two-tier local government administration, Seoul Metropolitan Government is involved in policy-making for the entire metropolitan region. Seoul has been at the center of a remarkable boom in residential buildings, in which older houses have been replaced by newer ones that with increased density (Yoonseuk, 2012). The inner cities, specifically, have seen phenomenal renewal over the past twenty years, both in terms of pace and magnitude. Managing this growth across the entire metropolitan area has been one of the most challenging issues of planning for the Seoul Metropolitan Government, especially in light of the Jeonse system that is unique to South Korea and has resulted in unique challenges for Seoul. This paper will discuss the unique challenges facing Seoul, as well as how the Seoul Metropolitan Government has reacted to these challenges in way of housing policy. Finally, the paper will present an evaluation of these policies with regards to their success. The low interest rates and the lengthy slump in the housing markets In South Korea as a result of the Asian financial crisis and the global financial crisis threatened the very future of the jeonse system, which is a unique and long-standing home-lease system that stretched back to the 19th century. These jeonse contracts have been a mainstay in Seoul since it was founded over a century ago. In this system, the tenant, rather than paying rent monthly, pays the landlord a lump sum, up-front deposit that is normally ~40% of the houses value (Yoo, 2014). After a lease period of two years, the landlord can either renew the lease or refund it in its

New World Domesticates of the Genus Chenopodium :: Botany

New World Domesticates of the Genus Chenopodium The genus Chenopodium includes a variety of weedy herbs native to much of Europe, Asia, India, China and both North and South America. This genus belongs to the Chenopodiaceae or goosefoot family which also Includes spinach (Spinacia oleracea) and beets (Beta vulgaris). The name chenopodium means goosefoot in Greek, and refers to the resemblance many leaves of Chenopodium have to the webbed feet of geese. There are both wild and domesticated species of the Genus Chenonodium indigenous to the New World. Often regarded as a common weed (Dept. of Agriculture 1955), many different species of Chenopodium can be found growing wild today throughout North and South America. The most significant of these in terms of cultivar progeny and economic utilization are the species Chenopodium berlandieri from Mexico and the Southwestern United States, and Chenopodium bushianum of the Eastern United States. Common names often applied to members of this genus Include goosefoot, lamb's quarter, and occasionally pigweed. Reaching a height of 3-4 feet (the Andean cultivar C. quinoa reaches 6 feet) these annual species propagate via seeds produced between August and November. Well known as a campfollower, Chenopodium is most often found in disturbed soil with in close proximity of human settlements or constructions. Domesticated Chenopods Domesticated species of Chenopodium known today include Chenopodium nuttalliae from central Mexico, and two varieties of Chenopodium quinoa from the Andes of South America. C. guinoa has been dated from archaeological contexts as ancient as 7000 B.P. (Bender 1975:197). From the prehistoric eastern woodlands of North America, it is hypothesized that there once existed a now extinct domesticated chenopod named Chenopodium bushianum ssp. jonesianum (Smith 1987). Among these cultivated species of Chenopodium, the wild mechanisms for seed dispersal and germination dormancy have been lost, seed size has increased dramatically and the seed is light colored because of an extreme reduction of the testa (Wilson and Heiser 1979). Economic Uses Chenopods have long been recognized as a valuable resource for exploitation as food. Cultivation requires a minimum of energy and labor investment. Furthermore, the leaves and fruit (i.e. seeds) of these plants are extremely nutritious. For example, the leaves of Chenopodium albidum L. contain more vitamin A and Ascorbic Acid than the most common garden fruits and vegetables (Zennie and Ogzewalla 1977). The prodigious yields derived from chenopods are also an important factor in terms of its value as a economic resource.

Women In Leadership: The Place Of Assertiveness And Recognition Of Human Rights

Introduction The assumption that women leaders tend to be aggressive has been largely upheld, in Africa. That is not to say that all women leaders in Africa are aggressive; arguably, however, most women leaders tend to exhibit aggressive behaviour creating an impression of aggression within women leaders regardless of the reality. Assertiveness is a key quality expected from leaders or managers (Philips, 2002; Ames and Flynn, 2007) particularly those who have a lot of responsibilities. Those who aspire or are appointed as leaders are expected to posses and exhibit such qualities creating a self fulfilling prophecy. Assertiveness is, therefore, viewed as a dimension describing the tendency by people to speak for, defend, and act in their interest, values, and goals (in Ames and Flynn, 2006). A leader therefore, should be capable of planning, strategically; communicating clearly to other members of staff and rendering support to staff for effectiveness and success, but that is not always the case, particularly when it comes to female leaders. The questions, therefore, are; what are the factors responsible for lack of assertiveness among women leaders, in Nigeria and why this often manifests itself as aggression rather than effective assertivenessA further question Is raised as to whether it is only seen as an issue for Nigerian women leaders, or is it a general disposition of the female genderThis essay, therefore, will give a brief chronological account of my career, identify the problems encountered that informed the choice of assertiveness and recognition of human rights (which are interconnected) and will therefore be discussed as part of one concept, namely, assertiveness. Related literature on assertiveness will be discussed and the factors responsible for its absence in women leaders. The importance of assertiveness for women in leadership positions will be reiterated. An action plan for my career will be highlighted and then concluded. It is worth stating, at this point, that the entire essay is going to be based on my personal experience and my context, except where otherwise mentioned. The essay will refer to females as women and males as men, because the essay is gender related. My career I started my teaching career at the age of twenty three, in a nursery and primary school, in Kaduna state of Nigeria. I had just finished a diploma course in Special Education at the University of Jos, in Nigeria, and was enthusiastic about joining the teaching profession. Although the school where I was employed to teach was neither a special nor a mainstream school, I was eager to put my teaching skills to good use. It was an unpleasant start, as I had to write and teach thirty-six lessons every week; the lesson notes must be ready by the end of Friday, because the head teacher will mark them over the weekend and then give them back to teachers, on Monday morning. Although the work was demanding, my major problem was the relationship between the head teacher and staff. I eventually left on health grounds. My second experience was after my undergraduate studies at the same University. After my undergraduate studies, I went through the one year compulsory National Youth Service Corp (NYSC) which I completed in Kaduna Polytechnic and was offered employment a year after the exercise. I served under a male Head of Department (HOD), during my NYSC, but met a woman head when I was employed as a staff member. I had a heavier work load than most senior teachers, which the HOD attributed to my level and the fact that I did not have other responsibilities. This alerted me to the notion that leaders were often perceived t ho ave ‘different’ responsibilities In short, while the HOD made me the departmental secretary, welfare committee secretary, assistant registration officer and assistant exams’ officer, the work load did not change showing a lack of leader understanding of the precise role. She eventually finished her tenure and another woman was elected. The third experience I had was another woman HOD who was elected into the position by other members of staff of the department, in conformation with the new rule in the institution; previously, headship was by appointment by the school management team. I had thought, at this point, that I would be relieved of some of my responsibilities, if not all. However, when the new head assumed duty, instead, my duties increased as she would call me to do just about anything, if was within sight and would then show no appreciation for the work done. This raised issues of how work was attributed to staff and how leaders look towards achieving a balanced workload for all staff, something which had been lacking in my experience. Problems identified The previous paragraphs have given a brief account of my career; this paragraph will focus on issues I consider problematic in staff relationships with women leaders. I have observed, from a distance, that the behaviour of women leaders, across the board, (e.g. church, unions, societies, etc.), in combination with my personal experience and have come to the conclusion that most women leaders are unnecessarily difficult to work with and often aggressive. I have heard some men endorse that opinion, as well. The three women I have worked with have a striking similarity in their behaviours all ultimately leading to aggression, which is characterised by being domineering, sarcastic, hard-edged, strident, impatient and blaming others. Furthermore, they were not assertive in their relationship with staff; they had no respect for staff, although they demanded respect from the staff, in turn. They acted as if they were superior beings who wanted to be revered; they were, in my opinion, ruthle ss to other colleagues and staff, generally. They were aware of their powers and exercised them to the fullest. Such women leaders tend to favour those they liked and victimise others. My first head teacher would tell staff members to report her, if they had the nerve; she knew nothing would be done about it; she always had things her way. These leaders make derogatory statements to staff, oblivious to who is listening; it was a common occurrence. Sometimes it happened right before the students; which could engender disrespect for teachers by their students, a situation that is avoidable. This was seen as a consistent way of operating by female leaders. I recall my first day at work with amazement; I was disappointed at the way in which I was handed some necessary items I needed and a list of dos and don’ts by the stern looking head teacher. It felt as though it was purely an exercise of power, although I had thought that the head teacher might have problems at home, but came to realise that that was how she operated, in general. With my second employment, the HOD just collected my letter of employment and acknowledged it and that was all. I was not assigned an office, nor was there an orientation of any kind; I had to learn by trial and error or by asking other members of staff. I felt, from inception, that there was an enormous problem regarding leadership. This is because there was a lot of manipulation and no room for collaboration. In one of the cases, there was an outburst from the teachers when the HOD’s attitudes became unbearable; almost all staff members passed a vote of no confidence in the HOD and forwarded it to the school management. Although they had their good sides, it was however outweighed by their aggression. These kinds of dispositions seem to make staff members become emotionally exhausted and stressed, especially those who are passive, which affects the productivity of staff as a whole and does not create a team mentality. Literature Review Having given a brief history of my career and also identified what posed as challenges for me and other staff members, because of the disposition of the head teachers, it becomes imperative to look at what literature says about the assertiveness of women in leadership. Assertiveness is a critical issue, in Nigeria’s leaders; however, there is little or no literature in that regard concerning the concept, generally, and in regards to women, specifically. Assertiveness is a concept that are hardly mentioned and likewise the need for well managed assertiveness and the ignorance exhibited in this regard seems to affect the majority of the people, to a large extent, which leaders use to their advantage. These two concepts of assertiveness and human rights, as mentioned in the introduction are interconnected and inseparable, because assertiveness is all about knowing one’s rights and acknowledging the rights of others. It is this latter factor that is particularly relevant in the discussion. For instance, Back and Back in Armstrong (1991) stated that assertiveness is â€Å"standing up your for own rights† and, at the same time, taking into account the rights of others. In other words, know your rights and your limits, in order not to violate another person’s rights. The two concepts will therefore be discussed as one, namely assertiveness. Assertiveness is the ability of an individual to act clearly, honestly, and to communicate directly (Dickson, 2012) and is considered a critical component of leadership effectiveness (Ames and Flynn, 2006). In other words, for leaders to succeed and advance in their leadership roles, they must be assertive. As stated earlier, one outstanding quality of assertiveness, I believe, is being aware of one’s rights and respecting the rights of other people; its importance in the work place and in life generally cannot be over emphasized. Despite this there are difference between assertiveness and aggression which needs to be recognised in this discussion. Assertiveness can be proactive (acting rather than reacting) and reactive (responding rather initiating), both verbal and non-verbal (by means of words and action) (Ames and Flynn, 2006; Ames, 2009), depending on the situation or circumstance. Ames and Flynn (2006), in research which they carried out (not specifically on women) tried to establish the relationship between assertiveness and leadership and came up with some interesting concepts; high and low assertiveness. High assertiveness, they opine, results in what they term instrumental reward, meaning that leaders compromise their relationship with colleagues and subordinates in order to attain goals. Low assertiveness, on the other hand, results in social reward, which involves compromising attainment of goals in the quest of maintaining a good relationship with staff. Belonging to either of these two levels of assertiveness is already a challenge, as the leader in question would have to compromise one thing, in other to achiev e the other; presumably the two are of utmost importance. The question is, if being assertive is a positive quality that leaders should possess, what are the factors or barriers that prevent leaders from exhibiting assertive behaviours? Factors responsible for women’s lack of assertiveness Internal and external stimuli (Oplatka and Tamir, 2009) are words used in describing reasons for women leaders’ lack of assertiveness, according to research carried out by Oplatka and Tamir. They posit that women who aspire for leadership positions (internal stimulus) are more likely to exhibit assertiveness and display more confidence than those who have waited for the positions to be offered, or were asked to apply (external stimulus). One factor, according to these researchers, that stands in the way between women and assertiveness is their unwillingness or unpreparedness to be leaders or school heads. Furthermore a lack of understanding of the role of a head may also create difficulties in harnessing natural leadership skills towards creating an efficient team working environment. Another factor, as suggested by Coleman (2002), is family responsibilities. Married women have enormous family responsibilities; leadership in the work place adds to it and seems to affect their advancement in the office in a way that a male counterpart may not experience. It would not be strange for a woman to walk into the office and pick on the first person she sees, not because of anything they have done wrong, but possibly as a result of a pending issue with spouse, children or any family member; it happens frequently in my context. Contrary to Coleman’s suggestion, Hall (1996) in a study of six women head teachers, in the U.S, found women leaders (American) to be effective in their roles as leaders. Hall discovered that these women, although in different schools, showed some similarities in their leadership styles, which he attributes to family experiences from childhood, especially roles they played as girls who were taught by their mothers. These school heads had a smo oth working relationship with their staff; there was collaboration, openness, and shared decision-making, with no attempt made to dominate; they use this strategy, only when other means have failed (Hall, 1996). This distinction between the US experiences and the experiences in Nigeria could be due to the fact that the US is generally more accepting of women in powerful positions and society supports full time female workers in the US in a way that is not as available in Nigeria. Fear of failure and insecurity, according to Oplatka and Tamir (2009), is another impediment to women leaders’ advancement and exhibiting qualities considered to be assertive. What are they afraid of or insecure aboutGender related insecurities, because of male dominance, ( Oplatka and Tamir, 2009), gender stereotype, hostility towards women (Bickel, 2001) were identified as possible reasons responsible for the non-assertive behaviour women leaders exhibit. Poor self-image was suggested as affecting women’s attitude and effectiveness as self-confidence is largely linked with the developmental process and experiences an individual encounters, is exposed to, has interacted or associated with (Morgan et al, (1981); Mathipa and Tsoka, 2001); which Mathipa and Tsoka argue is, to a large extent, dependent on the type of education women receive. The type of education either builds an individual’s confidence or creates a lack of confidence, which heightens fears and inse curities among women. Creating a greater general acceptance of women in management roles would reduce the need to be overly aggressive when asserting the management position. Mathipa and Tsoka (2001) reiterated that women are not born with a poor self-image, but are culturally educated to respect and uphold others. This is especially true in Africa, where a woman is supposed to be ‘seen and not heard’. However, those who live in urban areas exhibit more confident behaviour than those in rural areas. In consonance with this, Mathipa and Tsoka, Milgram (1970 in Ames 2009) stated that assertive behaviour differs between those in urban and rural settings and within regions of a country depending on their experiences within society (Cohen and Nisbett, 1994, in Ames, 2009). This is a clear pointer to the role culture plays in the issue of women leaders’ assertiveness. Discussion of issues The amount of literature available on the issue of assertiveness of women leaders is an indication of the challenges faced by women leaders. The discussion will, therefore, be centred on the themes revealed in the literature. Women leaders have two main issues to contend with; the fact that they are women and also the need to be accepted as effective leaders. The world is a man’s world, as is the common belief, in certain regions, which is why the disposition of a woman in leadership is crucial. In an article based on South African women, lack of assertiveness was mentioned as a barrier to women’s advancement to leadership positions, particularly in the education profession (Mathipa and Tsoka, 2001). In my opinion, the same is applicable to Nigeria. Women would naturally not prepare and plan for leadership, in Nigeria; however that is not to say that some women do not aspire to leadership roles. There is a perception that a ‘woman’s place is in the home’; most women were brought up with that belief, with the constant reminder that the man is the head (natural leader) of the family. The underlying fact is that they do not plan nor prepare for leadership (Oplatka and Tamir, 2009). I would argue, therefore, that men do not go through any formal training or even plan (sometimes) to be leaders, but their approach to leadership is different; again, that is not in any way saying that all men are good leaders or heads. A male head, for example, would hardly come to the office in the morning with an attitude, because of an incident that happened in the home. The male leader is also more comfortable in their position as it is perceived to be more ‘normal’ and there isn’t the same desire to prove the mselves as the leader from the outset. My course mate shared with me her experience about her encounter with a head teacher in one of the schools, who shouted at her because she went to get the keys to a particular room, to pick a musical instrument which she was supposed to play for the children (she was not told until that morning). Women appear to be very emotional, which may be responsible for the way they behave at times. For instance, my HOD summoned me, on one occasion, and was abusive in her words, only to discover that she was wrong because she accused me, wrongly; however, she did not apologise; she was the head. My rights were trampled upon, but being a passive person, it was impossible to respond. Being prepared for leadership is necessary, which I suppose is responsible for the creation of the National Professional Qualification for Headship (NPQH) in England, in 1997, which is a mandatory requirement for headship (Bush and Oduro, 2006). Assigning responsibilities to teachers was also suggested (Mangin, 2009), in order to begin to prepare teachers for future headship responsibilities. This may not fit well, in my context, as most of those in leadership have held other responsibilities in lesser capacities, before becoming head teachers. All these strategies are helpful; however, in my opinion, assertiveness is not just to be taught, but is a skill to be learned. Furthermore it is contended that having greater confidence in themselves will reduce instances of unecesary aggression as they will be content in their role without the need to trample others. Family responsibility is another factor responsible for women’s lack of assertiveness and can be highly influential to their role in the workplace. From my experience, acknowledging that it is not easy for a woman to be a leader, yet if she has a family, is necessary as it is an important part of how she has developed as a leader. The woman is typically responsible for everything that happens on the home front, in addition to other responsibilities outside the home. The experience of this head teacher is to buttress this assertion. This head teacher leaves her house as early as 5.00am, in order to beat the traffic, that is, after she has prepared breakfast for her husband (no children yet). She leaves the office and arrives home around 7.00pm, because of the traffic. Her husband faithfully waits for her return, to cook his meals (he has no job) which involves her working within the home as well as at work; this she does everyday. She pays all the bills and provides food; her h usband does nothing and would not help even with house chores (he is the head of the family). This social limitation places greater pressures on the female leaders I went to see one head one morning; immediately she saw me she broke down and wept. This is one scenario out of so many that women go through. This may be an extreme scenario, but there are a lot of women heads who do not experience up to a fraction of this and yet lose control in the office, resulting in unnecessary conflict; surprisingly, the head teacher in the story above is not aggressive, neither is she passive; one would not even have the slightest inclination that she had a problem, if she had not opened up to discuss it. This behaviour is unique to her, as not every woman can tolerate that without reacting; this, I would argue is the result of individual differences in people. Individual differences in assertiveness are also crucial in how leaders are perceived and their success as a leader (Ames and Flynn, 2000) . The notion about the upbringing of the girl child that translates into assertive behaviour is also worth mentioning. There was a practice, in earlier times, that is still being practised by some families, in Nigeria. When a boy wants to get married, his parents secretly inquire about the girl’s family; the purpose is to find out the norms and values of her family; this they believe will tell them the kind of behaviour the girl is likely to exhibit. That will inform their decision on whether the boy should marry the girl, or not. Although the research was carried out on American head teachers, the girl’s childhood upbringing is also taken seriously, in Nigeria. However, it does not always follow; as parents would do everything possible and children will grow and choose their own path. That is not in any way implying that the girl child’s upbringing has no influence in adulthood. Having such a strong parental influence is relevant as this may impact on the way that a woman perceives herself and a female that has not been encouraged to carve a career for herself may face increased personal barriers to showing well placed assertiveness. Lack of assertiveness in women heads tend to create fear and make them insecure in their role. It could be because they feel intimidated by other colleagues, or lack confidence in their ability to carry out their responsibilities. Although leaders tend to put on a good front, they become emotionally exhausted in trying to stay on top of their game, something which is exacerbated when they also have family pressures. I recall with disdain how my head would add her workload to mine and demand I meet the deadline; with authority of course. Other staff members claimed that she saw me as a threat and was trying to frustrate me; it was almost the same experience with the other three women heads I worked with. The question is, if one is insecure, why take out their frustrations on other peopleAlthough the heads behave almost in the same way to all staff, men find it extremely difficult to tolerate such behaviours from female leaders. In the African culture, it is natural for men to be leade rs and awkward or strange for a woman to be leaders, where there are men; culture has placed the woman below the man. Unassertive behaviours by women leaders only strengthen the assumption that women do not posses leadership qualities. However, there are women who are outstanding in their leadership roles. According to Dickson (2012), the issue of equality is one of the most important characteristic of assertiveness. My action plan Having discussed the findings based on the available literature, it becomes imperative to map out a plan, based on my reflections of the module, especially regarding the aspect of assertiveness and training of potential female leaders. Although I do not like taking on the role of a leader, I am, most of the time, assigned responsibilities. As a passive person, I need to prepare myself for the future, especially in the aspect of assertiveness if this is not to create insecurities within myself. Conclusion Assertiveness seems to be a significant aspect of leadership; however, it would appear that little or no attention is accorded to the concept or acquiring skills associated with . It is one thing to be a leader and another to be an effective leader. Women in leadership positions have considerable challenges for the singular reason of being women. Exhibiting aggressive, passive or manipulative behaviour will only add to their challenges and the suppression of the male dominant figure of authority. The woman is known to possess a naturally soft, accommodating, friendly and gentle nature. Where a woman leader decides to be domineering, in order to command respect like men, she meets with conflict which is responsible for the unnecessary emotional stress and exhaustion leaders and their staff experience, which can be avoided. If women leaders can express strong feelings, without being aggressive, accept that they are not omnipotent, and compromise, sometimes without insisting on winning all the time, respect the feelings, privacy, and opinions of others, it is most likely that they will have a serene environment to work in, with full support from staff. Whenever people feel supported or acknowledged, there is likely to be advancement and also an indication that a situation has been handled assertively. The power of women, therefore, does not lie in the offices they occupy, nor their aggression, but in their ability to stay on top of the game by being assertive. References Ames, D. and Flynn, F. (2006). What’s good for the goose may not be as good for the gander: The benefits of self-monitoring for men and women in task groups and dyadic conflicts. Journal of Applied Psychology, 91, 272-281 Ames, D. and Flynn, F. (2007). What breaks a leader: The curvilinear relation between assertiveness and leadership. Journal of Personality and Social Psychology, 92, 307-324 Ames, D (2009) Pushing up to a point: Assertiveness and effectiveness in leadership and interpersonal dynamics. Research in Organisational Behaviour 29 (2009) 111 – 133 Astrong M (1991). How to be an even better Manager. London: Biddles Limited. P.27 Bush, T. and Oduro, G.K.T. (2006). New principals in Africa: Preparation, induction and practice. Journal of Educational Administration, 4(4), pp.359–75 Coleman, M. (2002) Women as headteachers: striking the balance, Stoke on Trent, Trentham Books. Dickinson, A (2012) A Woman in Your Own Right Assertiveness and You Quartet Books Hall, V. (1996) Dancing on the Ceiling: A study of women managers in education, London, Paul Chapman Mangin D. (2009) Promotion, professional practice and patient trust. In: Understanding and Responding to Pharmaceutical Promotion – a practical guide. Eds Mintzes B, Mangin DA, Hayes L. World Health Organisation / Health Action International 2009 Mathipa E. M. and Tsoka E. R. (2001) ‘Possible barriers to the advancement of women in positions of leadership in the education profession’, South African Journal of Education 21: 324-330 Oplatka, I, & Tamir, V. (2009). I don’t want to be a school head: women deputy heads’ insightful constructions of career advancement and retention, Educational Management Administration Leadership, 37, pp. 216-230. Philips, A. (2002) Assertiveness and the Manager’s Job, Radcliffe Publishing.

The School Age Population Is Classified As Having A Speech...

Define Communication Disorders (S/L). What percent of the school age population is classified as having a speech-language disability? ___19%____ Individuals with Disabilities Education Act (IDEA) defines a speech or language impairment as a â€Å"communication disorder such as stuttering, impaired articulation, oral motor disorders, a language impairment, or a voice impairment, that adversely affects a child’s educational performance.† A speech impairment involves a person s physical ability to correctly produce the sounds needed in speech. A language impairment involves an inability to process language receptively or expressively. 3. Describe the characteristics of a communication disorder in each of the following areas: A. development: a physical deformity or disability such as hearing loss that may impair or hinder speech. B. speech disorders: trouble making sounds and may have an altered voice C. language disorders: difficulty understanding information presented and being able to translate that into their own ideas. D. receptive language disorders: disability affecting the ability to understand spoken, and sometimes written, language. E. expressive language disorders: trouble expressing oneself through written or verbal expression 4. List the five components of the English language system with brief parenthetical descriptions of each. The first letter is given as a hint. Phonology – use of sounds and how sounds are organized and used in natural languages. TheShow MoreRelatedAutism Spectrum Disorder ( Asd ) Essay1651 Words   |  7 PagesAutism Spectrum Disorder Neurodevelopmental Disorders are conditions that become evident in early developmental stages before children are introduced to elementary school (APA, 2013). 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