Personal Definition Of Leadership Styles - 1695 Words

1. Leadership is literally defined in the Merriam-Webster dictionary, as â€Å"the power or ability to lead other people.† While that definition is accurate, it does not define what makes a good leader and/or leadership style due to the fact that successful leadership, in my opinion, is subjective. My personal definition of leadership is â€Å"a person’s ability to accurately assess their team members’ needs and adapt their direction style in order to effectively influence them to enthusiastically accomplish a task or goal.† 2 Through out my career I have had the fortunate opportunity to be led by numerous types of leadership styles. I purposely chose the word fortunate because while some of those supervisors/superiors at the time was almost unbearable to work for or with, it was those experiences that taught me what I should not incorporate into my leadership style. I think it is important to remember that there is a fine line between supervisor/superior and leader. The following three people have changed my view of what it means to be a successful leader. The order they are in is on purpose as my exposure to their style helped me develop and influence how I interacted with the next person listed. A) Berlin Gabretti, CWO2, my husband and leadership mentor - When I first met Berlin I was a junior petty officer reservist that was serving on an extended active duty contract. I had been on active duty for two years already and my previous supervisor had a tendency for a highShow MoreRelatedLeadership Theories And Leadership Styles1512 Words   |  7 Pagesprovide examples surrounding various leadership theories and leadership styles that sustain the definition of a public leader. First, this paper will provide a definition of a public leader. Next, it determine two leadership theories and two leadership styles that support the definition of a public leader. Also, this paper will assess the effectiveness of the two leadership theories. Subsequently, it will assess the effectiveness of the two leadership styles. Further, this paper will utilize properRead MorePatient And Family Centered Care Essay1357 Words   |  6 Pagescentered care among the health care team are collabor ation and leadership. Each member of the health care profession plays an equal role in providing patient and family centered care to patients during their hospitalization or visit to a health care setting. This paper will seek to further identify the meaning of patient and family centered care, examine the views of a respiratory therapist on the issue, and identify different leadership techniques that allow for appropriate collaboration among theRead MoreLeadership Styles And Philosophies Of Leadership Essay1434 Words   |  6 PagesLeadership and You Leaders play a crucial role in the society and organizations, especially with regards to helping the organization achieve its objectives and purposes. These individuals use varying approaches to leadership that inform their practices in motivating organizational members towards the accomplishment of common objectives. Through their practices, leaders not only influence the behaviors of their followers or subordinates but also help in shaping organizational culture. The useRead MoreEntrepreneurial Leadership1102 Words   |  5 PagesEntrepreneurial Leadership Abstract Entrepreneurial leadership helps develop and sustain elements of the organizational culture. Bergstrom (2004) interpreted that entrepreneurial leadership has three dimensions: 1) take more risk; 2) favor change to obtain the advantage; and 3) compete aggressively. We will discuss the common elements of different theories and philosophies as it relates to the new definition of entrepreneurial leadership. I will discuss my leadership style that I aspire toRead MoreWhat Does Leadership Coaching Mean? Essay1554 Words   |  7 PagesThe above quote speaks volumes about a popular method in the business world: Leadership Coaching. In the US, corporations spent nearly $14 billion on coaching and the practice is widely used across the globe. So, what does leadership coaching mean? In this guide, we’ll explore the essence of leadership coaching, what is looks like in practice and the benefits it can have to individuals, but also organisations. Furthermore, we’ll also examine how the process can boost your career development and whetherRead MoreThe Philosophy Of Servant Leadership1730 Words   |  7 PagesPhilosophy of Servant Leadership Servant leadership is a theory based on the notion that one should be a servant to others first, and a leader second. A person should have the desire to serve others, in order to be a servant-leader. The following paper will address several key components of the servant leadership philosophy related to the book: The Servant: A Simple Story About the True Essence of Leadership, written by James C. Hunter. First, I will examine the theory of servant leadership including itsRead MoreConcept Of An Advancing Leadership Style1660 Words   |  7 Pagesconcept of an Advancing Leadership Style. I will identify the characteristics of a leader, and the external and internal environments that would play a part in any leadership style. Additionally, I will demonstrate how this leadership model assists in moving the organization forward in the direction of the mission or goal and assist in defining the organizational culture. Finally, I will show how this model is useful to the leader and follow ers by comparing other leadership models and their effectsRead MoreDifferent Styles Of Leadership And What They Are Leading1396 Words   |  6 PagesThere are many different styles of leadership and ways to be a good leader depending on who the leader is and what they are leading. After interviewing Kelly Von Lehmden, a family-friend, I discovered that being a good leader is about much more than having good relationships with people and being encouraging, but also putting others first, having a strong team to help you get the job done, giving credit where credit is due and having patience as you see the vision unfold. Kelly is the mother toRead MoreLeadership Philosophy Of Leadership And Leadership1612 Words   |  7 Pages A Leadership Philosophy is our own definition of our leadership styles. It consists of our beliefs, personal values, and assumptions. â€Å"There is not one right way to lead. Leadership should not be studied as a recipe or a checklist. It is more important to develop a philosophy of leadership to guide your actions (Komives, Lucas, and McMahon, 2013).† We must create our own definition of leadership in order to have an understanding of how to be leaders. Understanding our leadership philosophy enablesRead MoreQualities Traits And Styles Of Leadership1364 Words   |  6 PagesEssay # 2 Qualities, Traits and Styles of Leadership - Research and evaluate a theory of leadership and the role of one or more ethical leaders in creating and maintaining an ethical business organization. Leaders and their chosen styles of leadership are all different. In an early study of identifying the different styles, Kurt Lewin ,who led a group of researchers in 1939, performed the first major study of leadership styles. This early study has remained quite influential as it established

Slavery And The Slave Trade - 1889 Words

For over 2,000 years, slavery has been conducted in various parts of the world. From year 1500 to year 1900, Europeans stole individuals from West Africa, West Central Africa, and Southeast Africa and shipped them to the different parts of the Atlantic. This process dehumanized them of their identity. Europeans stole husbands, wives, merchants, blacksmiths, farmers, and even children. They removed them from their homelands and gave them new names: slaves. European slaveholders never thought to take ownership of their actions by killing humans with brutality and degradation. Slave trade was considered popular in England and soon after more countries began the process of taking slaves to newly claimed territories. These countries include†¦show more content†¦Of that 12.5 million Africans, 1,061,524 were from Spain, 5,848,266 were from Portugal, 3,529,441 were from Great Britain, 554,336 were from the Netherlands, 305,326 were from the United States, 1,381,404 were from France , and 111,040 were from Denmark. Britain began to slave trade largely through private trading companies in the 1640s. The London-based Royal African Company was extremely important to the use of slavery in 1672. The amount of voyages to Africa made between 1695 and 1807 from each of the main European docks that were involved in the slave trade was Liverpool, London, and Bristol. Liverpool contained 5,300, London contained 3,100, and Bristol contained 2,200. Other European ports were held in Amsterdam, Barcelona, Bordeaux, Cadiz, Lisbon, and Nantes containing 450. In the early 1700s, many merchants came from London and Bristol. On the other hand, Liverpool was increasing as well from the 1740s surpassing their opponents. Even though London and Bristol were taking trips back and forth to Africa, Liverpool dominated both of them and continued until abolition in 1807. Liverpool was the most involved ports in slaving during the 18th century. During 1500 to 1900, slavery in the southern part of America was assumed the worst in all of slavery. Slavery in the South was believed to be harsher and wicked than slavery in Latin America. The Catholic Church in South America vowed to give slaves a

Human Resource Management Training and Development

Question: Discuss about theHuman Resource Managementfor Training and Development. Answer: Introduction Human resource management is an approach that business organisations use to manage their employees and optimise their performance using concepts, such as performance management, compensation and benefits, training and development, career management. The basic idea behind the approach is establish better relations between the employees and the employers and to improve the organisational performance by improving the work conditions for the workforce. Business organisations are facing a lot of problems in the present scenario as the competition between rival firms has reached an international level and it is becoming increasingly difficult to survive in such market conditions. In such a scenario, business organisations cannot merely rely upon their processes or resources to achieve market competencies. They have realized that it is only through their human resources that they can achieve their organisational goals and achieve market competencies. As a result, human resource management has emerged as an important subject and companies are spending millions of dollars every year to ensure efficient management of their human resources (Inc.com, 2016). Human Resource Management is Divided into two Broad Categories: Domestic human resource management also known as DHRM, domestic human resource management is related to the management of human resources at a domestic or national level. Domestic human resource management is carried out by those companies that have their work operations in a single country. Domestic human resource management is less complex than international human resource management (Whatishumanresource.com, 2016). International human resource management international human resource management, also known as IHRM, is the management of human resources at an international or a global level. International human resource management is carried out by those companies that have their business operations running in more than one countries. International human resource management is more complex than domestic human resource management as international human resource management is vulnerable to expatriate programs, compensation and benefits, cultural differences, diversity management, etc. Let us Now Discuss Some Important Characteristics of IHRM: Global scale IHRM is associated with the management of employees at an international or global level. Expatriates in international human resource management, companies have to manage host country employees, home country employees as well as third country nationals, which increases its overall complexity. Cross-cultural management international human resource management requires management of a workforce that originates from diverse cultural backgrounds. There are a lot of cultural differences between the employees which makes the task of human resource management more challenging for the company. Recruitment and selection recruitment and selection are another important characteristic of international human resource management as multinationals companies find it very difficult to recruit and select home country nationals, host country nationals and third country nationals. Such management, recruitment and selection programs make international human resource management more challenging Diversity management . one of the most important characteristics of international HRM is that it involves of management of diversity while trying to manage the workforce. Multinational companies have a workforce that originates from diverse cultures backgrounds. As a result, they have different values, ethics, religion, age, etc. and the company has to manage this diversity in order to manage the workforce. Organisational structures international human resource management is also associate with complex organisational structures, hierarchies, positions, etc. because multinational organisations have to operate in multiple countries, In the present scenario, human resource management of various companies are trying their best to achieve market competencies through their human resources and achieve their missions and goals, which is only possible if a management has a set of powerful strategies that are aligned with the human resource management functions. If the human resource functions and the strategies of an organisations (especially a multinational organisation) are not aligned, it can cause a lot of problems for companies and they might even lose the competition to their competitors. Let us now understand the importance of aligning the human resource functions with organisational strategies in international human resource management: First of all, the only way to achieve organisational goals and objectives is by having a clear set of expectations in the minds of the employees. If they employees would not know about the expectations that the company has from them, they would never be able to produce the desired results. Aligning human resource functions with organisational strategies ensures that the employees have a clarity of organisations mission and vision statements. Secondly, in IHRM or in multinational companies, there can be a huge fluctuation in the demand of human resources. Aligning human resource functions with the organisational strategies ensures that the organisation would be able to satisfy the human resource demands by supplying adequate amount of workforce. It helps business organisations in avoiding situations of excess or lack of human resource, which can ultimately increase the operating costs and decrease the profit margins of the company. Further, it is also important that the workforce of a company works together and produces synergies to achieve greater than what the organisation expects. If the organisation is unable to align its human resource strategies with the organisational strategies, the human resource would not have a clarity of mission and vision statements and would put in more efforts to achieve lesser goals and objectives. International human resource managers also face a great deal of problems when it comes to aligning their human resource functions with their organisational strategies. Let us now discuss these challenges: Recruitment and selection one of the greatest issues in international human resource management is recruitment and selection. In international human resource management, companies have to recruit host country nationals, home country nationals as well as third country nationals. When companies expand their operations overseas, they have to abide by the rules and regulations that the local governments impose on the company. These regulations can be related to employment of host country employees, wage rates, etc. As a result, it becomes difficult for companies to align recruitment and selection with their organisational goals. Compensation and benefits taking a decision about the compensation and benefits of the host country employees, home country employees and third country employees is also a challenging decision for the international human resource managers. Compensation and benefits for the local employees and for the expatriates have to managed in such a way that none of them feels overpaid or underpaid. Further, it is also important for the companies to fix the right benefits and allowances, such as housing allowance, hardship allowance, etc. (Civilserviceindia.com, 2016). Diversity and cross cultural management the greatest challenge to the management of human resources at an international level is the management of diversity and cross cultural issues. In international business assignments, employees working in a subsidiary can be from different countries and from diverse cultural backgrounds. They all have differences in their ethics, communication styles, values, perceptions, beliefs, religious views, etc. which can cause a lot of issues in the workplace. Let us discuss some ways in which companies can deal with the challenges associated with the management of human resources at an international level: Cultural awareness and sensitivity one of the best ways to overcome the challenges posed by the management of human resources at international level is to foster an environment where the employees are more cultural sensitive. Having cultural sensitivity in the workplace allows the employees to have an open mind towards the cultural beliefs and values of the others. It is also important for the management or be culture sensitive because they have to manage the employees as well as deal with the local and foreign client. Therefore, by becoming more cultural sensitive, organisations can ensure a better alignment of their human resource functions with their organisational strategies as they are able to establish better relations with their clients and employees (Heaps, 2012).. Flexibility to deal with most of the others problems, organisations need to adopt a flexible approach that is suitable to the employees as well as to the clients. Adopting a flexible approach in deciding the compensation and benefits of the employees and selection and recruitment can help a company in avoiding the challenges that are associated with the management of human resources at an international level. By keeping a slight margin of error and adopting a flexible approach, business organisations will be able to align their human resource functions with the organisational strategies (Heaps, 2012). In the present scenario, it has become very important for companies to manage their human resources properly, especially in multinational organisations. Human resources are the only resources through and by the help of which the companies can achieve their organisational goals and objectives. Therefore, it is important that the organisations are able to align their human resource with their organisational strategies to ensure maximum productivity. References Anon, (2016). [online] Available at: https://www.researchgate.net/post/Why_are_human_resource_strategies_often_not_aligned_with_the_business_strategy [Accessed 25 Sep. 2016]. Dowling, P., Welch, D. and Schuler, R. (1999). International human resource management. Cincinnati, OH: South-Western College Publ. Gast, G. (2016). Aligning HR Strategy with Business Strategy - Proxus HR. [online]Proxus HR. Available at: https://proxushr.com/aligning-hr-strategy-with-business-strategy/ [Accessed 25 Sep. 2016]. Harvey, M. and Buckley, M. (1998). Introduction: International issues in human resource management. Human Resource Management Review, 8(1), pp.1-3. Heaps, W. (2012). Seven Characteristics of Highly Effective International HR Professionals. [online] International HR Forum. Available at: https://internationalhrforum.com/2012/08/12/seven-characteristics-of-highly-effective-international-hr-professionals/ [Accessed 26 Sep. 2016]. Inc.com. (2016). Human Resource Management. [online] Available at: https://www.inc.com/encyclopedia/human-resource-management.html [Accessed 25 Sep. 2016]. Smallbusiness.chron.com. (2016). HR Strategies With Business Strategies. [online] Available at: https://smallbusiness.chron.com/hr-strategies-business-strategies-2624.html [Accessed 25 Sep. 2016]. Whatishumanresource.com. (2016). Difference between Global or IHRM and Domestic HRM - what is human resource ?. [online] Available at: https://www.whatishumanresource.com/difference-between-global-or-ihrm-and-domestic-hrm [Accessed 25 Sep. 2016].

The American Tax System And The Flat Tax Solution Essays - Flat Tax

The American Tax System And The Flat Tax Solution The Tax System The current income tax system is in terrible shape. It is complex; unfair; inhibits saving, investment and job creation; imposes a heavy burden on families; and undermines the integrity of the democratic process. The system cannot be repaired by simple tinkering and fine-tuning, it must be completely repealed and replaced. The U.S. income tax code is a monument to unnecessary waste. The income tax system is so complex, the Internal Revenue Service (IRS) publishes number 480 tax Forms and 280 Forms to explain the 480 Forms. The IRS sends out eight billion pages of forms and instructions each year which, if laid end to end, would circle the earth 28 times. Nearly 300,000 trees are cut down each year to produce the paper on which IRS forms and instructions are printed. But the administrative costs of the tax system far exceed those borne directly by the IRS. Each year Americans devote 5.4 billion hours complying with the tax code, which is more time than it takes to build every car, tru ck and van produced in the United States. The cost of complying with the tax system totals about $200 billion annually or when broken down: $700 for every man, woman and child in America. The main reason the tax code is so complex is the proliferation of deductions, credits and other special preferences in the tax law. Because of these loopholes, taxpayers with similar incomes can pay vastly different amounts in taxes. This uneven treatment of taxpayers is fundamentally unfair and is at odds with the American value of equality under the law. The American people are beleaguered by the highest tax burden in American history. Taxes represent a larger share of the U.S. economy than ever before. In fact, the typical American family now pays more in taxes than it spends on food, clothing, transportation and shelter combined. The tax burden on families with children has risen dramatically during the last few decades. High taxes have fueled unparalleled growth in government. The U.S. public sector is now larger than the entire economy of any country in the world except Japan and the United States itself. The tax code reduces incomes through punitive taxes on saving, work and entrepreneurship. It places multiple layers of tax on saving, thus reducing investments in new machines and technology that make American workers more efficient and competitive. High marginal tax rates (the tax rate on the last dollar earned) discourage work, saving and entrepreneurial activity, which leads to a smaller economy. By favoring certain economic activities over others, the tax code distorts financial decisions and reduces economic efficiency. According to a study by an economist with the Congressional Research Service, the corporate income tax costs the economy more in lost production than it raises in revenue for the Treasury. Dale Jorgenson, the chairman of the Economics Department at Harvard University, found that each extra dollar the government raises through the current system co sts the economy $1.39. The tax code does more than complicate people's lives during tax season and reduce living standards. It pollutes Washington's political culture. As special-interest provisions have been added to the tax code, Washington's lobbying industry has flourished. Washington's lobbying industry, which is the largest private employer in the nation's capital, generates $8.4 billion in revenue each year. If the lobbying industry were its own economy, it would be larger than the economies of 57 countries. While the thousands of lobbyists in Washington have prospered in an environment of tax favoritism, the typical taxpayer has not. The flat rate income tax bill, numbered H.R. 1040, proposed by Dick Armey (Rep., TX) and Co-sponsored by Bob Barr (Rep., GA) does away with the entire income tax code and replaces it with a flat-rate income tax that treats all Americans the same. This plan would simplify the tax code, promote economic opportunity, and restore fairness and integrity to the tax system. The flat rate would be phased-in over a three-year period, with a 19 percent rate for the first two years and a 17 percent rate for subsequent years. Individuals and businesses would pay the same rate. The plan eliminates all deductions and