Examination of a Global Population Issue

Introduction South Africa is one of the strongest and fastest developing countries in Africa. A country that was heavily affected by racial segregation during the apartheid rule that ended in 1994, South Africa has experienced massive growth in its economy over the past two decades. This may be attributed to its rich mineral reserves, especially gold. It has the strongest economy in Africa.Advertising We will write a custom essay sample on Examination of a Global Population Issue specifically for you for only $16.05 $11/page Learn More Analysis of the Country Historical Issues South Africa is one of the countries that gained independence several years after other African states, and other states around the world had gained independence. The country was ruled by the Boers after the departure of British colonizers in 1910. Nelson Mandela, Walter Susuli among other leaders is lauded to have fought for the independence of this country. It is one of the Afric an states with the best government structures. Economic Issues The economy of South Africa is one of the fastest developing economies in the world. This is due to good governance and rich oil reserves. The country has the best infrastructure in Africa, especially after hosting the 2010 FIFA World Cup. However, most of the South Africans, especially those living in the rural set-ups and in slums, live in object poverty. Social Issues For a long time, South Africa had experienced racial segregation where the whites and blacks had different status in the country. The blacks were considered subordinate to the whites. This came to an end when Mandela finally came to power. Other than the xenophobic movement that was slightly experienced in 2009, South Africans have come to appreciate cultural diversity. Technological Issues South Africa is not one of the giants in the field of technology. However, this country has come to embrace the importance of technology in running various sectors. T he government has supported various initiatives meant to enhance technological developments. Institutions such as schools, hospitals, and business units among others have embraced the emerging technology. Geographical and Climate Issues of South Africa This African country generally has two seasons in a year. The country has winter and summer. During summer, the country experiences hot and wet climate, while in winter, the temperatures are rather cold. The country borders the Indian Ocean, making its beaches one of the most attractive beaches in the world. Health Status and Healthcare System in South Africa South African government has made concerted effort to ensure that its healthcare system reflects the needs of its populace. The population of South Africans has been on the rise over the past one decade, but the government has not been in a position to upgrade its health system to reflect this. According to Padayachee (118), although the government has made an effort to improve h ealth facilities in major cities, people living in rural set-ups and slums lack proper medical facilities.Advertising Looking for essay on health medicine? Let's see if we can help you! Get your first paper with 15% OFF Learn More Relationship between South Africa and the World Abstract South Africa has had a very cordial relationship with its neighbors and the world. Following the end of apartheid rule in 1994, this country has been able to develop a cordial relationship with other states in Africa and the world at large. South Africa and its Neighbors South Africa has been a friendly nation to its neighbors. It has been a very resourceful neighbor to Swaziland and Lesotho which are landlocked countries within its borders. Its neighboring countries such as Namibia, Lesotho, Swaziland, Botswana, Zimbabwe, and Mozambique have registered satisfaction with the relationship they have had with this country. South Africa and the World South Africa has also had a positive re lationship with other African states and the world in general. Being the only African country which is a member of the G-20, this country has been seen to champion the interests of African nations in the world forum. Its first president, Nelson Mandela, is known to have been a champion of peace around the world. Demographic Data Ethnic Composition About 92 percent of those who live in South Africa are the black Africans who are the natives. The highest percentage out of this population lives in object poverty. About 2 percent of this population is the Dutch who never left the country after the curtain fell on their leadership. There are other ethnic groups like the Arabs, Chinese, and other ethnic groups from all over the world. Religious Groupings The main religion in South Africa is Christianity. This religion was spread during the colonization of this country. However, there are various other religions in this country. After Christianity, African religious groups are dominant, es pecially in the interiors of the country. Islam, Hinduism, and Buddhism are also practiced, especially among the non-natives. Cultural Characteristics South Africa is one of the countries with rich cultural heritage. Most of the native Africans have maintained their cultural practiced such as male circumcision. The culture that allows men to marry more than one wife is also cherished in various societies. In various national ceremonies, traditional dancers and artists would be called upon to perform before dignitaries. Education Levels Most of the young South Africans, especially those who were born after independence, have had the opportunity to go to school. However, a good number of the middle aged and the aging population also have basic education. This is because they were either too busy fighting for the liberation of this country from the Boers, or they could not withstand racial segregation witnessed in schools during their era.Advertising We will write a custom essay s ample on Examination of a Global Population Issue specifically for you for only $16.05 $11/page Learn More Health Statistics Health statistics of this country shows that South Africa is one of the countries at risk of experiencing massive health problem. According to Padayachee (56), South Africa is one of the countries with the highest percentage of its population living with HIV/AIDs in the world. A number of South Africans have also perished from cardiovascular diseases. The table below shows the percentage of those suffering from cardiovascular disease over the last three years. Year Percentage of those Suffering From Cardiovascular Disease 2010 0.56% 2011 0.98% 2012 1.02% Source: (Rao 78) Population Affected Majority of those affected with cardiovascular disease in this country are the middle class who have put their focus on gaining financial security. This category of people does less strenuous work because they work in large offices in ma jor cities in this country. They have limited time to spare for physical activities hence putting them at risk. Problem Identification Major Health Concern As stated above, cardiovascular disease is a major killer disease in this country. Many South Africans have died due to this health complication. The main reason why these people perish is because of lack of proper healthcare facilities in the country to deal with this complication. Economic and Social Impact of Cardiovascular Disease Cardiovascular disease has had serious impact on the economic and social status of those affected. Most of those who suffer from this disease are the middle class trying to find financial security. Once affected by this disease, they would spend most of their savings, and would at times run into debts trying to meet the costs of treating the disease. This affects their social standings a great deal as they find themselves in lower social class that they thought they had passed. Scope of the Problem According to Jamison (92), although the problem has not reached an alarming level, the rate at which individuals are being diagnosed with this problem is alarming. The problem, once thought to be a preserve for the rich, is now affecting the middle class which is actually the driving force of this country. Although the government has tried to deal with it, it still remains a big issue in the society. Historical Development of Cardiovascular Disease Historical development of cardiovascular disease can be analyzed on an individual level basis. History of this disease on one patient may not be the same as that of another patient. According to Rao (67), this health issue is associated with lack of proper physical exercise and intake of a lot of calories. When the body fails to burn these calories, their accumulation may lead to this health concern.Advertising Looking for essay on health medicine? Let's see if we can help you! Get your first paper with 15% OFF Learn More World Wide Disparity of the Problem Cardiovascular disease was previously considered a disease of the west. This was so because of the technological advancements in the west that meant that people would only perform light tasks that does not need heavy physical activity. However, as this technology spread, the disease became common even among Africans. Currently, cardiovascular disease is considered as a major global issue in the society. Effects of Globalization and Technology on Cardiovascular Disease Globalization and technology has had positive effect on the efforts to counter this disease. Given the fact that this is not a communicable disease that can be spread by being in contact with a victim, the ability to move enhances the possibility of finding its solution. A patient from South Africa can be flown to the United States where there are adequate medical facilities to deal with the problem. Advancements in technology has helped in coming up with sophisticated machines that help in detection and treatment of this complication. Effects of Cardiovascular Disease if Left Unchecked If left unchecked, cardiovascular disease can have serious negative impact in the society. The government needs to equip public hospitals with the machines that can help deal with the problem. If this is not done, the country will continue losing its citizens, and this would lead to decreased labor force in the economy. Children will be left orphaned, and this will increase the levels of poverty in this country. International Healthcare Organization Involved in the Delivery of Healthcare in South Africa The main international healthcare organization that has come out to help country this problem in the country is World Health Organization. Working with the local hospitals and community health workers, W.H.O. has made an effort to increase awareness of this disease. It has been working closely with donors and government to find permanent solution. Summary and Conclusion Cardiovas cular disease is a health concern that has been on the rise in this country. The government of South Africa has not been able to come up with a lasting solution for this problem because of the costs associated with its treatment. However, partnering with international agencies such as W.H.O., the government has increased its effort in managing this disease. Works Cited Jamison, Dean. Disease and Mortality in Sub-Saharan Africa. Washington: World bank, 2006. Print. Padayachee, Vishnu. The Development Decade? Economic and Social Change in South Africa, 1994 – 2004. Cape Town: HSRC Press, 2006. Print. Rao, Gudu. Coronary Artery Disease: Risk Promoters, Pathophysiology, and Prevention. New Delhi: Jaypee Brothers Medical Publishers, 2012. Print. This essay on Examination of a Global Population Issue was written and submitted by user Alonzo Castaneda to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

How to write excellent reports [Webinar recording] - Emphasis

How to write excellent reports [Webinar recording] How to write excellent reports [Webinar recording] Over 120 people took part in our webinar on 23 November to learn some expert advice on  writing exceptional reports from our specialist  trainer, Gary Woodward. Many attendees sent in their questions  and key challenges  when it comes to writing reports and there were some common themes, which Gary addressed during this thirty-minute session. Gary focused on three areas: Engaging your readers and encouraging them to act Presenting your information with maximum visual impact Writing efficiently with effective editing Engaging readers Gary kicked off by  talking us through some proven  techniques for engaging your readers. Key to this is asking yourself reader-centred questions before you even start writing. What information is your reader looking for? Another crucial part of your reports success is its summary. It need to be concise and set out the content of your report in a way thats relevant to the interests of your reader (or readers). By the end of the summary, your  reader(s) need to know why they should be reading the document, what they need to know and what is expected of them. Presenting information Through your research, hard work and technical knowledge, you can produce excellent stats and insightful data. However, if you dont present this well, you risk confusing your reader and wasting your hard work. Gary showed us some editing techniques for  presenting information in a clear, easy-to-scan way. In particular, he  talked about one of his favourite techniques, Words in Tables (WiT). (For more information on WiT, visit www.jmoon.co.uk.) Effective editing Writing well  is not just about getting every word and sentence  right first time. Its about editing your writing so youre as clear and concise as possible. How many times do we edit the content we have written? Do we really look at ways of making it easier to read? And how  many times has a reader complained that a document was too easy to read? Gary had three top tips for making your writing concise, clear and easy to read: Put the ‘what’ before the ‘why’, so that your main messages come first. Keep verbs rather than change them into nouns. Favour the active voice over the passive. Want to access a copy of the webinar? To view a recording of the webinar and to access the full slide deck, click here. Interested in more free learning? If you want more advice on improving your business writing, why not download our free guide, The Write Stuff? Click here to get your free copy today.

Leadership of Turkish Founder Mustafa Kemal Atatrk Assignment

Leadership of Turkish Founder Mustafa Kemal Atatrk - Assignment Example Turkey could have been a colony of the British or the French had it not been with the bold and daring leadership of Ataturk. When Germany lost to the allied forces of which the old Turkey allied itself with, allied forces occupied the whole of the country of which it nearly made a colony and its caliphs already considering on whose side it would make itself a colony. But Ataturk wanted independence in Turkey and left Istanbul on small boat Bandirma to Samsun on May 19, 1919, and begun the Turkish War of Independence. From then on, Ataturk became a charismatic leader of Turkey wading off invading allied forces against all odds. Finally, Ataturk became victorious ending the War of Independence with the signing of the Treaty of Lausanne on July 24, 1923, where Turkey was recognized as an independent state. Ataturk became its President on October 30, 1923, until his death on November 10, 1938, and immediately instituted sweeping reforms on all aspect of Turkish life from the political, social, legal, economic, and cultural spheres and laid down the foundation of a modern Turkey which is based on democracy and sovereignty. In assessing the leadership of Mustafa Kemal Ataturk, it is important that we have to contextualize his leadership to allow us to make an accurate analysis of his leadership. To put it in perspective, we have to consider that at the time when Ataturk led, Turkey was in a national crisis and was about to be colonized by allied forces.

Some thoughts of the article Essay Example | Topics and Well Written Essays - 250 words

Some thoughts of the article - Essay Example Therefore, to address these problems, government should to utilize tools for monetary and fiscal policy. Monetary policies tool entails utilization of discount rates and reserve requirements to control inflation and stabilize the economy. On the contrary, fiscal policies tool entails application of taxes as well as control of government expenditure to achieve certain economic goals (Taylor & Weerapana, 2008). On the contrary, Micro economics refers to a branch of economics that involves the study of decisions made by individuals and firms regarding the scarce resource. Whereby, in micro economics, consumers aims to maximize their utility despite having scarce resource aims to maximize their profits while at the same time minimizing their cost. However, due to limited resources, both firms and individuals experience opportunity cost. Whereby, they have to decide the best alternatives to forgo given the fact that resources are limited (Mankiw, 2011). Normally, in micro economics, the prices of goods and services are determined by market forces of supply and demand as well as government regulations. Therefore, both individuals and firms should take into consideration the issues of tax and government regulations when making their decisions (Chandra,

Venerable Pierre Toussaint Essay Example | Topics and Well Written Essays - 250 words

Venerable Pierre Toussaint - Essay Example Pierre on the other hand, obtained basic education where he was able to read and write. Secondly, he was not expected to work in the fields where there was hard labor, and also he was not subjected to punishments. During his stay on the Haiti, the sound of drums in the field offended him. The thought of the bloodbath that happened in the fields was too harsh for him to comprehend. Pierre relocated to New York with his master. Soon after the death of Jean Berard, Pierre took the initiative to look after his ailing wife, who had just learnt about his husbands demise (Malley 89). Pierres elevation to sainthood came as a result of his charity, which was easily deduced from his act of adopting Euphemia. During his burial, Pierre was eulogized as one who had "remarkable qualities of mind and heart and on his incredible charity". Secondly, he was also branded as "Gods reflection in ebony". He was greatly loved, which is exhibited by the enormous number of people from both races who attended his

Impact Of Leadership Styles

Impact Of Leadership Styles Leadership styles Transactional leadership and transformational leadership have gained attention over a period of last few decades (Bass, 1988; 1990; Bass and Avolio, 1993; Hartog, et al., 1997). According to Kirkpatrick Locke (1996), Transformational Leadership and Transactional Leadership both are directly related with numerous workplace outcomes such as job satisfaction, group performance, employees performance, and organizational commitment. These results have also been tested in different research settings (Al-Dmour Awamleh, 2002).In spite of this, the effects of managerial leadership styles from transformational and transactional perspectives have not been validated in IT firms. A key objective of this study is to fill this knowledge gap. This study will assess the effects of transformational and transactional leadership styles on employees performance in IT firms in India. According to Lewis et al (1998), In the 21st century, managers and leaders are expected to cope with a rapidly changing world of work. Hooper Potter (2000) suggests that managers will have to be competent leaders in order to transform their people to achieve the required company outcomes. Ryback (1998) describes a 21st century leader as having the ability to demonstrate a greater empathy and concern for people issues than his/her earlier counterparts. Managing projects in the information technology domain remains challenging, since various global trends contribute to rising complexities. Software development projects account for a very large portion of the overall IT outsourcing market. According to Dibbern et al. (2008), prior information technology research has provided a list of possible reasons why IT offshore outsourcing projects fail to meet the initial goals and expectations of both client and vendor. However, research is still limited dealing with leadership and management of Information technology projects (Lee 2008; Mao et al. 2008). Carson et al. (2007) states that one of the most important issues within project management is leadership. However, research about the crucial leadership styles focusing on IT projects is still limited. IT projects experience high failure rates since many years. The Standish Group reported significant time and cost overruns, add to by not fully meeting quality expectations of the project sponsors (Xia and Lee 2004). The primary reason, however, are not technological, but rather managerial issues (Scott and Vessey, 2002). Sumner et al. (2005) states that to successfully implement technical projects, strong project leaders with superior leadership skills are essential which will offers the potential to contribute to IT project success. Durham et al. (1997) states that research has proved the importance of leadership behaviour for team effectiveness, and for employees performance. According to Sumner (2000), lack of leadership or ineffective leadership is among the top hindering factors for IT project success. IT leaders of ten lack interpersonal leadership skills, because technical employees get promoted to become project leaders due to their technical knowledge, not for their people management capabilities (Rosenbaum 1991). The effect of transactional and transformational leadership style on employees performance have been validated on Health, Retail, Education and manufacturing sectors. There is a limited knowledge or research conducted on the leadership style of the project leader/team leader in the IT sector and how it affects the employees performance. This research aims to investigate the relationship between the effective team leader/Project manager leadership style and subordinates performance. The literature review discusses the link between Transformational leadership and employee performance and also the link between transactional leadership styles and employees performance. Objective of the Research This study investigates the impact of transformational leadership and transactional leadership style on employees performance. The objectives of this research are: Evaluation of the employees performance in relation to the transformational and transactional leadership styles. Assessing the employees preference over transformational and transactional leadership style. Finding the recommendations to improve employees performance with the help of transformational and transactional leadership style. Literature review Leadership and performance Yukl (1994) defined leadership as a social influence process whereby intentional influence is exerted by one person over other people to structure the activities and relationships in a group or organization. Max Weber is one of the major contributor of leadership and theorists to observe the parallel between the industry mechanization and bureaucratic forms of organization (Morgan, 1998).According to (Bass, 1990 Morgan, 1998) , the classical theorists such as Henri Fayol and F. W. Mooney, loyal advocates of bureaucratization in contrast to Weber, identified methods through which this kind of organizational structure could be achieved. These classical theorists set the basis for many modern management techniques. Webers concern about bureaucracy, however, did not affect theorists who set the stage for what is now known as classical management theory and scientific management (Stone et al., 2005).Scientific managers focused on the systematic management of individual jobs while the Classical theorists focused on the design of the total organization (Stone et al., 2005).Scientific management, an approach introduced by Frederick Taylor, was technological in nature (Hersey, Blanchard, Johnso n, 1996). Taylor initiated time-and-motion studies to analyse work tasks to improve worker productivity in an attempt to achieve the highest level of efficiency possible. He has also been accused of viewing people as instruments or machines to be manipulated by their leaders. Under scientific management theory the function of a leader was to establish and enforce performance criteria to meet organizational goals; therefore, the focus of a leader was not on the individual worker but was on the needs of the organization. Emerging theorists encouraged leaders to recognize that humans were not machines and could not be treated as such. During mid-1940s, a post bureaucratic shift moved everyone taking responsibility for the organizations success or failure (HeckscherDonnellon, 1994). Researchers started to examine the relationship between the leader behaviour and the other outcomes such as follower satisfaction level, organizational productivity and profitability. According to Griffin and Moorhead (2011),two of the first behavioural approaches to leadership were the Michigan and Ohio state studies which were conducted during 1940s and 1950s.The results of the Michigan studies suggested that there are two fundamental types of leader behaviour, job -centered and employee-centered which were presumed to be at opposite ends of a single continuum. The Ohio State studies also found two similar kinds of leadership behaviour consideration and initiating structure but this research suggested that these two types of behaviour were actually independent dimensions. These characteristics could be either high or low and were independent of one another. A new theory of organizations and leadership began to emerge based on the idea that individuals operate most effectively when their needs are satisfied (Stone et al. 2005). Maslows (1959) Hierarchy of Needs says that once a workers physiological, security, and social (intrinsic) needs were met, productivity would only be possible if the employees ego and self-actualizing (extrinsic) needs were also met. During 1950s and 1960s, the behavioural theories came into existence. According to Bass (1990), Theorists began to consider behavioural concepts in their analysis of organizational leadership and focused to understand the relationship between a leaders actions and the followers satisfaction and productivity. Barnard was involved in including behavioural components and his work focused on the behavioural components analysis of organizational leadership.Barnard claimed that leadership involves accomplishing goals with and through people (Bass, 1990). Subsequently, the goal of effective leadership was evolving and was moving away from classical and scientific management theories that treated workers as machines. According to (Johnson et al, 1996, p. 100), the real power centers within an organization were the interpersonal relationships that developed among working groups. Based on the idea that individuals operate most effectively when their needs are satisfied, a new theory of leadership began to emerge. McGregor (1960) work was closely linked to behavioural theorists, providing a foundation for the future emergence of transformational leadership. McGregor Theory Y says that individuals do not essentially dislike work and, under certain conditions, work could actually be a source of great satisfaction (Pugh Hickson, 1993). Theory Y assumed that individuals would employ self-direction and self-control, accepting and seeking responsibility (Pugh Hickson, 1993).During 1960s, researchers acknowledged that leaders did more than simply act they often had to react to specific situations, and thus, the situational/contingency theory of leadership evolved (Stone et al., 2005). However, in an appa rent return to the one best way of leadership, recent studies on leadership have contrasted transactional leadership with transformational leadership. According to Cummings and Schwab (1973), Leadership is perhaps the most investigated organisational variable that has a potential impact on employee performance. For the strength of an organization job satisfaction plays a vital role which has significant effect on employee performance.Walumba Hartnell (2011) suggests that the word performance is used to pass on the individual aptitude to be inspired, stirring, pioneering and to determinant to achieving the goals on an organization. Bass (1990) and Burns (1978) suggest that strong leaders outperform weak leaders, and that transformational leadership generates higher performance than transactional leadership. The researcher aim is to discuss whether the transformational leadership does really stimulate the employees for higher performance. From this we can conclude that transformational leadership stimulate higher performance. Cummings and Schwab (1973) suggest that in order for an organisation to perform an individual must set aside his personal goals, at least in part, to strive for the collective goals of the organisation. Employees are of paramount importance to the achievement of any organisation and hence effective leadership enables greater participation of the entire workforce, and can also influence both individual and organisational performance (Bass, 1997; Mullins, 1999). For an effective organisation, there must be effective and stimulating relations between the people involved in the organisation (Paulus et al. 1996). It is generally accepted that the effectiveness of people is largely dependent on the quality of its leadership and hence effective leader behaviour facilitates the attainment of the followers desires, which results in effective performance (Fiedler and House, 1988).Previous study results shows that there is a positive relation between satisfied employees and organization, as the performance of the satisfied employees are more productive for the organization then less satisfied employees (Ostroff,1992).Leadership is connected with employee performance (Ogbonna Harris 2000). The main idea of every organization is to enhance employee performance. Howell, Merenda (1999) Goodwin (2001) suggested that transformational leadership plays an imperative role in increasing job satisfaction as well as role play to achieve organizations goal and employees acts. Transformational leadership correlated with subordinate skills with work worth to assess employees performance as stated by Walumbwa, Avolio Zhu (2008). According to Ozaralli (2002), Organisations increase employees performance by giving empowerment to their team members. Researchers have studied that the employee performance is increased under the extraverted leadership when employees are passive and the result will be opposite if employees are proactive (Grant, Gino Hofmann, 2011). Researchers have also studied the employees performance with variety of variables. Opren (1986) observed that, satisfied employees not only be the cause of increasing employee performance but also they dont think to leave organization. Su, Baird and Blair (2009) feels, the level of productivity will be high when the employees are satisfied. According to Biswas (2009), the supporting style of manager also plays incredible role for increasing employees performance. Transformational leadership originated from charismatic leadership. House (1977) suggests that the personal characteristics of the charismatic leader include a high degree of self-confidence, strong moral convictions, and a tendency to influence others as well as engaging in impression management behaviours to boost trust and confidence in the leader. Furthermore, the articulation of a mission, setting challenging goals, and arousing motives are also important. Burns (1978) was the first person who identified the concept of transformational leadership. He suggested that transformational leadership is observed when leaders encourage followers to boost up the level of their motivation, morals, beliefs, perceptions, and coalition with the objectives of the organization. Bass (1985) proposed a new theory of transformational leadership and outlined its components. Transformational leadership engages followers by appealing to their upper level needs and ideas that yield higher levels of fo llower satisfaction and performance (Bass, 1985; Bryman, 1992).According to Schepers et al. (2005), transformational leaders allow employees to think creatively and analyse the problem from numerous angles and explore new and better solutions of the problem. Gill et al. (2006) suggested that organizations can reduce job stress and burn out by applying transformational leadership. Transformational leadership focuses on more sensitive side of organizational interactions like vision, culture, values, development, teamwork, and service (Fairholm, 2001).Bass (1998) claims that by emphasizing the symbolic and expressive aspects of task goal efforts and the important values involved, the transformational leader makes the difference. There are three mechanisms in Transformational Leadership: Leaders give values to their subordinates, motivate their subordinates and persuade in mounting or varying followers needs (William, Richards, Steers James, 1995).Transformational leadership is comprised of four central components. Bass (1985) suggests that Charisma is the key component of transformational leadership and it generates profound emotional connection between the leader and follower. According to Bass Avolio (1990) Charisma is operational through vision where the charismatic leader earns the respect and trust of followers, which leads to the acceptance of challengin g goals. The second transformational component is inspiration where leaders provides followers with challenges and meaning for engaging in shared goals and undertakings (Bass Avolio, 1990).Another major component of transformational leadership is individualized consideration, the leader first identifies the individual needs and abilities of followers and then mentors and coaches them, and also uses delegation (Bass Avolio, 1990). The final transformational component is intellectual stimulation, the leader helps followers to think on their own and analyse problems from their personal perspectives, encourages creativity, innovation, and challenge conventional wisdom (Bass Avolio, 1990). Most of the researchers had associated transformational leadership with employees performance and job satisfaction and argued that transformational leadership can be the best predictor of employee performance (Raja Palanichamy,2011).Transformational culture boosts both the organization and the employees performance without enforcing extra burden (Schlotz, 2009). Prior researcher has demonstrated that followers who work under transformational leaders are motivated and committed which facilitates their satisfaction with jobs (Givens, 2008). Masi cook (2000) believed that transformational leadership style is only the factor of increasing employee productivity.However,Parry Thomson ( 2002) claimed that it is important to adopt the appropriate leadership style for the success of an organization and examining, praising and assessing a leader do not truly assures the followers honesty in this case transformational leadership becomes inapplicable. According to Kuhnert Lewis (1987), transactional leadership is an exchange between followers and leaders desired outcomes by fulfilling the leaders interest and followers expectations, which involves promises or commitments embedded by respect and trust. Bass (2000) suggested that effective leaders accommodate the interests of their subordinates by giving contingent incentives, honour and promises for those who auspiciously succeeded in fulfilling the commitments of the leaders or the organization. On the other hand, Bryman (1992) argues that transactional leadership behaviours do not even qualify for a true leadership label because of the fact that the leader and follower agree, explicitly or implicitly, that desired follower behaviours will be rewarded, while undesirable behaviours will draw out punishment. He states that since it is based on exchange, transactional leadership does not seek to motivate followers. Bass (1985) and Burns (1978) suggest that total reliance on this lea dership style may cause performance and satisfaction to suffer. As modelled by Bass, transactional leadership is comprised of two fundamental dimensions: contingent reward and management-by-exception. Contingent reward takes place when the leader provides rewards if followers perform in accordance with the contractor expend the necessary effort. In Management-by-Exception, the leader takes action only when major deviations from plans are evident. Unlike Burns (1978), Bass (1985) insists that, to be effective, leaders need to demonstrate features of both transactional and transformational leadership. HowellMerenda (1999) conducted their research on transactional and leadership in forecasting employees performance and concluded that transactional leadership style is a positive predictor of followers performance. Gadot (2007) claimed that the transactional leadership style is weakly associated with performance. Ponce et al. (2006) Indicated that there is a dominance of the transactional leadership style over transformational style. Halpin et al (2006) suggested that leadership behaviours and team performance outcomes revealed that transactional leadership behaviour is significantly related to team performance. According to Jung et al. (1999), to make transactional leadership more effective, appropriate usage of contingent reward is an important feedback to assemble expectations with followers in term of their performance. Janssen Yperen (2004) acknowledged that transactional leadership assists the efficiency by enhancing innovative job performance and job satisfaction. From this we can conclude that some authors believe that transactional leadership stimulates higher performance and some believe that it is weakly associated with performance. Empirical evidence tends to support the view that leaders will maximize their effectiveness when they exhibit both transformational and transactional behaviours (Avolio et al, 1988; Bass Yammarino, 1989).Bass and Avolio (1994) and Ristow (1998) conducted research in different environments and found that transformational leadership has a positive influence on employee performance, and therefore organisational performance. Research conducted by Pruijn and Boucher (1994) showed that transformational leadership is an extension of transactional leadership (Bass, 1997).Bass and Avolio (1994) stated that the difference between these two models is that followers of transformational leadership exhibit performance which is beyond expectations, while transactional leadership, at best, leads to expected performance .Ristow (1998) suggested that transactional leaders were effective in markets which were continually growing and where there was little or no competition, but this is not the case in the markets of today, where competition is fierce and resources are scarce. Brand et al. (2000) has clearly shown that transformational leaders are more effective than transactional leaders. Brand et al. (2000) showed the evidence gathered in South African retail and manufacturing sectors, and also in the armed forces of the United States, Canada and Germany, points towards the marginal impact transactional leaders have on the performance of their followers in contrast to the strong, positive effects of transformational leaders .This research has been further supported by research conducted by Ristow, et al. (1999), according to which there was a positive relationship between certain styles of leadership and organisational effectiveness within the administration of South Africa cricket. Bass and Avolio (1997) conducted research on the topic of transformational and transactional leadership, an appropriate instrument was identified, called the MLQ(Multi factor leadership questionnaire ).The questionnaire contains statements that identify and measure the key aspects of leadership behaviour, and each statement in the questionnaire relates to either transactional, transformational or non-transactional leadership factors. RESEARCH METHODOLOGY Type of Research Design The type of research design that will be used in this study is quantitative research design, survey method. The present study is quantitative in nature because I will use quantitative data which is collected through questionnaire. Then the first step of my study will be to make worth by the validity by as its focus using positivism approach. Positivism paradigm will be used in this study is on understanding the ideology of multiple participants in their locations and work place. The survey design is chosen because it provides a quantitative description of trends, attitudes, or opinions of a population by studying a sample of that population. So that, it can best show the level of relation between leadership styles and employees performance. Sampling technique and measures The level of leadership qualities possessed by project managers/team leaders and the subordinates in XXXXX Company will be determined by the questionnaires distributed to a random sample of employees. Hence project managers/team leaders as well as their subordinates will be the participants of the study. Questionnaires will be distributed to a sample population of 50.All the questions are close-ended and are measured using Likerts Five Point scaling ranging from 1 (Never) to 5 (Always). The advantage of using close ended questions is that the results can be presented in the form of statistics and answers can be pre-coded so that the responses can be fed into a computer. Pilot survey has been conducted to check if there any problem in the questionnaire before the real investigation and the final version of the questionnaire has been set up. The transformational leadership is measured by the following components Idealized attributes, idealized behaviour, intellectual simulation, confi dence, individual consideration and inspirational motivation. The transactional leadership is measured by the following components contingent reward and management by exception (active). The performances measured that are included in this study are extra effort, effectiveness and satisfaction. Data Collection Instruments, Variables and Materials As a primary data collection instrument questionnaires will be distributed to a random sample of employees. The questionnaire is adapted from Multi factor Leadership Questionnaire; commonly called MLQ, developed by Bass Avolio (1990). The study will also make use of secondary sources of data such as relevant books in leadership and related areas. The data will be analysed with the help of descriptive statistics and multiple regression analysis to find out the most relevant leadership styles and relationship of these leadership styles with the selected outcomes such as extra effort, effectiveness and satisfaction. According to my opinion, the MLQ holds well in studying leadership behaviour. Previous research shows that to study the leadership behaviours most of the researchers have adopted MLQ.The MLQ is valid and reliable and has been used extensively worldwide (Bass and Avolio, 1997; Whitelaw, 2001). It has proven to be a strong predictor of leader performance across a broad range of organisations (Bass and Avolio, 1997).The Multifactor Leadership Questionnaire (self-rated) is used to get evaluation of leadership behaviour and organizational effectiveness (Bass and Avolio, 2000). The MLQ is a questionnaire describing behaviour and employees performance outcomes, each rated on 5 point scale. It measure transformational, transactional leadership and employees performance outcomes like satisfaction, effectiveness and extra effort. The previous researchers have used MLQ which consists of two versions, one for the leader to complete, and one for the raters of the leaders to complete. The leaders complete a questionnaire describing their own leadership style, whilst the raters complete a questionnaire regarding the leadership style of their specific leader. These two versions consist of exactly the same statements, except that they are written from different perspectives. These two versions are known as the leader version and rater version respectively. I would be following the same approach. Reliability and validity are the statistical criteria used to assess whether the research provides a good measure (Whitelaw, 2001).The MLQ has been tested for reliability and validity in a number of settings (Pruijnand Boucher, 1994). The MLQ (Bass Avolio 2000) is one of the widely primary instruments used and accepted to measure transformational and transactional leadership styles.MLQ has gone through many revisions to strengthen its reliability and validity. Also more than 200 doctoral dissertations and master thesis have used the MLQ (Bass Avolio 2000). After collecting the data from the participants then SPSS software will be used for the data analysis. After recording the data into SPSS software, Descriptive statistic will be used to get the overall summary of the variables. In the table of descriptive statistic, the values of mean, Standard deviation and also the maximum and minimum values are obtained for leadership and performance variables which would define the response rate of the respondent. Descriptive statistical analyses will be performed to measure general demographic characteristics of the sample including age, gender, and years of tenure with the company. These analyses are unrelated to research questions or hypotheses but they are discretionary and exploratory in nature. The researcher believes that some of this demographic information may be useful and if any of the data proves interesting or significant in any way it may be an area for future research but it is not the focus of this study. Secondly, total scores wi ll be analyzed. Finally to test the hypotheses framed for the relationship between dependent and independent variables and to check the value that how much change comes in dependent variable due to independent variable, multiple regression analysis will be used.

Normality in Subcultures :: Sociology Sociological Papers

Normality in Subcultures My family's subculture in a larger subculture Once you are born, you become a part of a larger group. You will grow up starting at a point in your parent's life and then over time they or even you will change the direction of your families subculture in whatever country you all live in. In America, People strive for the best. Not all get it, but somehow or someone will push that family into a situation where they can move up in the world. Over the years America has came to a point where most jobs pay well and mostly anyone can be considered a middle class resident. In America this is considered normal to the general public. Being normal and striving to be normal is the focus most people try to reach within their lifetimes. Normality is a subculture in itself. My family wasn't always an upper middle class family. Starting with my grandparents, my mom's mother named Bonnie Langdon. She lived in what is a now West Bloomfield in Oakland county Michigan. She was a sister to 9 siblings and she attended a One-room schoolhouse. Bonnie's mother Betty Worked in the post office for 30 year and her father Harry drove an oil truck for about the same amount of years. They were mostly lower class but they did manage to get themselves more towards the middle class. Over the years bonnie my grandmother graduated from high school and started to work for Pontiac motor, which moved Bonnie up tom middle class. She met my grandfather Names Fred shortly after and married. My grandfather grew up in Redford Michigan with 3 other siblings. His mom was named Pearl and his father was named Fred. His mom was from Canada who liked to hold old traditions such as eating soft-boiled eggs and drinking tea for breakfast. My mother remembers That Pearl would make her eat them each time she came over and she hated them. Pearl was a housewife and his dad worked as a carpenter. His dad Fed worked with Henry ford the man. His father was the personal Carpenter for Henry ford. Over the years my grandfather graduated from High school in Redford and started to work for the Oakland county Road commission. Over the years Bonnie and Fred had a higher class than there parents and they became the norm in the family. After Bonnie Langdon and Fred wood met they married and had one daughter names Janet, my mother.