The successful steps for sound essay writing

The successful steps for sound essay writing For many students the thought of writing an essay invokes a strong feeling of trepidation. We all learn to read and write from our earliest schooling, yet the idea of forming a well structured, presented, concise and cohesive essay is a challenge that even the most accomplished of students will require some guidance with. Fortunately for those of you that are all too well acquainted with the enemy of any written exercise, the blank Word document, help is at hand. That sinking feeling will no longer plague you. Just follow the steps below and you may be surprised at the results. Carefully consider the essay writing process The essay writing process is one part creative exercise one part technical exercise. There are certain steps to ensuring that you execute a polished essay to be proud of. Do your due diligence, research the subject matter thoroughly. Invest time thinking is what you want to talk discuss. Structure the essay stage by stage. The initial research is paramount. Think creatively. Once this first process is completed, start to think creatively about how to organise the points. Write any short notes or potent points down lest you forget to do so at a later date. Write an initial structure Now you've reached, arguably the most difficult part of the process. It's time to write a more comprehensive outline. Give each of the points a logical heading. This will allow you elaborate on what is necessary for a more rounded essay. Important subheadings include the introduction which must quote the sources of case studies included. Main body of the text – this will include any opinions, comments and findings. Any scientific research or media studies should be reference in the body of the writing. The final subheading is the conclusion – where you bring the essay together and solidify your points / argument. Always Remember Correct English is absolutely essential. Where possible use simple language. The use of superfluous and ostentatious adjectives will only alienate the reader. Keep it simple. If you've structured the essay as an argument then you must have enough information to support your claims. A rough draft of the essay is always advised. Try reading it aloud to yourself. This will allow you to gage the flow of the writing. If it feels disjointed then revisions will need to be made. Analyse the writing and ensure that it feels direct. Waffle or veering off point is the enemy of sound writing. Essays are your opportunity to demonstrate your knowledge and authority on a subject. A strong voice is essential. Back up your arguments with evidence. The essay must compel the reader to think – without losing focus. There you have it, the successful steps to executing a successful essay. Follow these and you will execute an essay that will be you top marks!

Modest Proposal essays

Modest Proposal essays Published in 1729, Jonathan Swifts A Modest Proposal depicts Englands economic oppression over Ireland during the 1700s. The essay is an attack on the English as well as on the Irish. England, however, is shown as bearing the greatest fault. England is devouring Ireland was a popular political expression during this time period. In A Modest Proposal, this political expression is depicted in a literal manner. Within the essay, the narrator takes the part of an economic forecaster who offers a frightful solution to Irelands desperate economy. This solution consists of raising Irish babies until the age of one and then eating them in an attempt to end the suffering in Ireland. The appalling nature of the suggestion offered by the narrator, who differs from Swift in morality, forces the reader to examine the issue at hand and either side with the satire or do something about it. The essay begins with the narrator describing the worsening conditions in Ireland. The narrator states, It is a melancholy object to those who walk through this great town or travel in the country, when they see the streets, the roads, and cabin doors, crowded with beggars of the female sex, followed by three, four, or six children, all in rags (Swift 2473). This quotation paints a vivid picture of Irelands discouraging atmosphere. The adjective melancholy suggests that it is a burden for people to have to see the starving children. This shows the cold-heartedness of the narrator. The narrator does not focus on the atrocity of children being forced into starvation, but rather focuses on the sadness that upper-class society, such as him, experiences from having to witness the immense pain of the beggars. Although the narrator appears to be coldhearted, he also gives the impression that he is a logical man. This is due to the fact that for many years he has analyzed the problematic situat...

Term Project Research Paper Example | Topics and Well Written Essays - 1000 words

Term Project - Research Paper Example Authentic leadership is â€Å"a pattern of transparent and ethical leader behavior that encourages openness in sharing information needed to make decisions while accepting followers’ inputs† (Avolio, Walumbwa, & Weber, 2009, p. 423). On the other hand, transformational leadership consists of â€Å"leader behaviors that transform and inspire followers to perform beyond expectations while transcending self-interest for the good of the organization† (Avolio, Walumbwa, & Weber, 2009, p. 423). Maslow’s hierarchy of needs is one of the most prevalent theories on motivation (Fisher, 2009). This theory suggests that people are motivated by five level of needs, which are physiological, security, social, ego, and self-actualization (Ibid.). As such, workers are motivated by the needs that math the level that they are currently at. Consequently, leaders must be able to identify the level that workers of their department are working at in order to offer specific oppor tunities fitting the identified level (Ibid). The different leadership styles are thus seen to be an important consideration in motivating employees and consequently improving organizational performance. If a relationship between these variables is found, organizations may set up the proper methods to encourage higher level management to enforce a particular leadership strategy and thereby improve the productivity of their respective organizations. This study aims to find if this relationship indeed exists, that is, if leadership styles contribute significantly to employee motivation, and translate this motivation to organizational productivity. This research study aims to answer the following research questions: R1: Is there a relationship between leadership style and motivation? R2: If such a relationship exists, which relationship style motivates employees the most? R3: Is there a relationship between leadership style and organizational productivity? R4: If such a relationship ex ists, which relationship style leads to the highest organizational productivity? With these research questions in mind, the following research hypotheses will be tested for significance: Ho1: There is no relationship between leadership style and motivation. Ha1: There is a significant relationship between leadership style and motivation Ho2: There is no relationship between leadership style and organizational productivity. Ha2: There is a significant relationship between leadership style and organizational productivity. Methods The research study will use a quantitative survey design, as it aims to find if there is a relationship between leadership style, motivation and organizational productivity. A quantitative research study is one wherein the variables used are quantifiable or measurable, and relationships among variables can be found through the use of appropriate mathematical and statistical tools (Creswell, 2003). A survey design for quantitative research uses a set of struct ured questions in order to derive the required information (Agresti & Finlay, 2009). A pre-piloted questionnaire will be given to the respondents in order to identify the leadership style of their superior, the level of motivation that they have at work, and their level of organizational productivity. The respondents will be taken from a list of employees of Ford Company. Stratified random sampling will be used in order to ident

Playing by Heart Movie. Relations Between Paul And Hannah Essay

Playing by Heart Movie. Relations Between Paul And Hannah - Essay Example Theirs is a case of true love that conquered all and is the kind of marriage that is permanent and not fleeting. Gracie and Hugh’s marriage was on the rocks because boredom set in and Gracie did not think Hugh had enough imagination to make their marriage more exciting, that is why Hugh kept trying to invent stories and sell these to women in bars to prove to himself that he is still an interesting man. Gracie, however, goes off to have a physical affair with a man he thought was exciting. Their marriage was not built on a strong foundation because the commitment to each other was flimsy and consistently needed concrete proof that they were worthy of each other. Meredith and Trent’s relationship is new, thanks to Trent’s devotion and persistence in breaking down the high wall that Meredith had built around herself. Being able to get through to her was a major breakthrough that both he and Meredith had a great chance of a successful relationship. The same is true of Joan and Keenan who met casually at a bar. Although their lives seem to be shallow, once they opened up to each other and decided to become vulnerable, they discovered what love was. The movie seemed to point out that once walls are broken down and the person inside agrees to be exposed until another person gets to love him or her for what he or she is, then the love that will grow from it is true. The couples Meredith and Trent and Joan and Keenan have chances to have happy marriages and probably children to complete their families. This is because they have made a decision to be honest with each other and to live without pretenses. 2. Discuss and evaluate the primary relationship between Paul and Hannah. Explain how they deal with intimacy, power, and love and how they understand marriage. Give examples of how their behaviors express their hopes and aspirations about love, marriage, children, and family. Paul and Hannah had very different philosophies with regards to relationsh ips. Paul was in love with Wendy 25 years ago but he chose to stay with his wife and children when Wendy moved away. Hannah took everything in just to save the family from breaking apart until both of them reconciled without talking about issues that bothered them. It was only until later when they discovered how ill Paul was that they endeavoured to be open to each other. Paul revealed that he fell in love with another woman because he wanted to feel again what made Hannah fall in love with him. With Wendy, he felt great and â€Å"vindicated† as a man who had a successful wife and left in the shadows. However, no matter how he felt for Wendy, he still knew that he was committed to his family. On they both journeyed through life as marriage partners, and have now reached a milestone, celebrating 40 years of marital togetherness and raised three lovely and loving daughters who had lives of their own. 3. Did Paul have an â€Å"affair† with Wendy? Is this kind of relation ship wrong for a marriage? How do you understand the explanation that Paul gives to Hannah about his relationship with Wendy? How would you compare Paul’s relationship with Wendy and Gracie’s relationship with Roger? Paul had an emotional affair with Wendy however, they never engaged in

Cloud computing and IT management Essay Example | Topics and Well Written Essays - 500 words

Cloud computing and IT management - Essay Example Rapid developments in the fields of computers and communications technologies have enabled information technology to secure a commanding position in all walks of life ranging from financial transactions through entertainment to water supplies. Surprisingly, healthcare systems – a domain of high social relevance, world over can be considered as laggards in adopting information technologies (Braa et al. 1). The prime issues those are challenging healthcare IT are (Hersh, 2273): Despite these challenges, forward looking and IT savvy clinicians are trying their best to lead the adoption drive in their respective healthcare set ups, the day is not far when IT applications in healthcare will merge into mainstream healthcare delivery systems. Telemedicine (use of information technologies like internet to deliver healthcare services at a distance) is one applications of HealthIT that has the potential to not only address some of the intransigent healthcare issues but is also promising enough from a business perspective. Telemedicine enables delivery of healthcare services and medical education from one geographical location to another primarily to address challenges like uneven distribution and shortage of infrastructural and human resources. Tertiary hospitals can set up peripheral hospitals in remote and isolated areas these and these peripheral hospitals can have telemedicine linkages via internet with the tertiary level (referral) hospital primarily to extend the reach of specialized medical services to remote and isolated cases. This type of business concept has been used by a number of healthcare service providers around the globe. Slowly and steadily such services are not only bridging the digital divide but are also acting as pathways for revenue generation. 2. Brown, E.D. "Risks and issues in Cloud Computing." Eric D Brown: Technology, Strategy, People and Projects 2 Feb 2009: n. pag. Web. 4 Nov 2009.

Types Of Organisational Change

Types Of Organisational Change My bank is a medium type bank. A new change was introduced during the years 1990 and 2003. The changes introduced to the bank are as followers. The first one was bottom-up-approach and the second was top-down-approach. Senior executives of the bank convinced that it was the right time to bring the change for the benefaction of the bank. Therefore, they introduced quality improvement program, which could reduce cost, by using the existing staff to improve quality and customer service. They brought consultants from abroad. Top level believed that the middle level could enlighten the bottom level employees. However, both the approaches for implementing change failed. Some employees could not accept the new change; the workload was increased and when the new ideas were introduced to the middle management level, there was no response. The senior management had failed its intensions to mobilize middle management commitment and local staff enthusiasm. Force field analysis provides an initial view of change problems that need to be tackled, by identifying forces for and against change based on an understanding of the context of change including the existing culture (Johnson et al. 2008). The distinctive feature of force-field analysis is that it involves organizing the categories in to two board types; those relating to force or pressure for change and those relating to forces or pressures supporting the status quo and resisting change. Lewin (1951) argue that, level of behaviour in any situation as the result of a force field comprising a balance of the forces pushing for change and the forces resisting change. Force Field Diagram Driver Force Restraining Force Quality Improvement Work -Load Cost Reduction Top Level Management External Environment Staffs Technology Training Consultants Recommendation Present Scenario (Hazyes, 2010:129) cccPKNBKMV There are different key drivers can found in the My bank case study. However, technology is the best key driver in the My bank case. All other key drivers related to the technology. Anderson and Tushman (YEAR) point out that technological change is cyclical. Each technology cycle begins with a technological discontinuity. Cost reduction, quality improvement, external environments connected to the technology. If technology will not change other drivers cannot Change in fast way. Different kinds of restrain factors present in the case study. The top-level management like chef executives were the main reason for the failure of the change. Other staffs did not get any support from the top level. After the change, staffs opinion was slightly rejected by the managements. This is the main reason of the failure of the change. According to Nadler (1995), four types of organisational change are there. An Organisations response change is proactive or reactive way. Tuning and adaptation can involve minor or major changes, they are types of change that occur within the same period, and they are bounded by the existing paradigm. Reorientation and re-creation, on the other hand, are types of change that, to use Gersicks analogy, target the playing field and the rules of the game rather than the way a particular game is played. They involve transforming the organisation and bending or breaking the frame to do things differently or to do different things Tuning is change that occurs when there is no immediate requirement to change. Mybank organisational change is related to this part. Mybank became convinced of the benefits of a quality improvement programme for reducing cost. This approach to change tends to be initiated internally in order to make minor adjustments to maintain alignment between the internal elements of the organisation and between the organisations strategy and external environment. Adaptation is an incremental and adaptive response to a pressing external demand for change. Reorientation involves a redefinition of the enterprise. It is initiated in anticipation of future opportunities or problems. Re-creation is a reactive change involves transforming the organisation through the fast and simultaneous change of all its basic elements. Type of Organisational Change Incremental Transformational Proactive Reactive (Nadler et al. 1995:24). Reorientation Tuning Re-creation Adaptation Answer2: Organisational Change involves complex process. Managing this kind of procedure is entirely difficult because they are dynamic. That means complex processes are changing. In these dynamic situations, it is difficult to predict the consequences of its actions. Managing a set of complex activities, each of which is crucial for the overall success of change. These complex tasks needs to be completed effectively in order to change, involves achieve a successful come. Managing change involves four complex tasks. The four tasks are as follows. They are appreciating change, mobilising support, executing change and building change capability. Leadership Appreciating Mobilising Change Support L Building Change Executing change Capability CHANGE MANAGEMENT MODEL Appreciating Change Appreciating Change can give an idea about understanding the forces of stability and change in the organisation. This requires inquiry into routines and mental models that sustain the status quo. An organisation can be changed mainly in two ways. Those are unplanned change and planned change. The Unplanned change, which typically involves changes due to new ideas, conflict between individuals, departments or teams and political and power struggles inside the organisation. Nadler (1987) argues that political behaviour tend to be more intense in times of change because individuals and groups perceive the possibility of upsetting the exiting balance power. Planned change, the change has to be planned. Mybank case study involved the planned change. The appreciation phases aims to make aware of the (a) need for change, (b) consequences of changing and not changing and (c) options that have for undertaking change in the organisation. In the case study, the organisation recognised the neces sary of the appreciating change and understood if this change will happen in the organisation, can achieve cost reduction in house; using exiting staffs to improve the quality and customer service and bank can avoid the inefficient works. The senior executives of Mybank appreciated the change and convinced the benefits of a quality improvement program. Mobilising Support Participation, involvement, and ownership are the crucial for the effective change. The organisational change is both cultural and political involves change in mindsets. This involves influencing, inducing, negotiating, persuading and winning over people to the idea of change. The effective communication strategies are crucial to change management. Getting consent and mobilising support is not an easy process. It requires persistence and patience. Strategic plan have a very important role in mobilising support. Organisational change is a political process. Pettigrew (1972) argue that some may engage in political action for ideological reasons, especially when they are fear that a change may be inconsistent with their values. According to Jick (1993), there are three categories of people who play a role in any change process. They are change strategists, change implements, and change recipients. Change strategists are the people who decide that the organisation needs change and set a direction for the change support. Mybank case managing director and senior executives are the strategists. They are in the top of the position. But strategists cant implements the change. Change implements are the people who are implementing the change by creating new structures, rules, procedures in all process. These people are the middle people of the management team. Mangers, outside consultants and accounting firm are change implementers in the Mybank Cooperation. Change recipients are the third category and people whose jobs change as a result of changes launched in the organisation. These people are usually lower level in an organisation. However, the main success in their hands. These people can make or break the effo rt. These people at the front line directly dealing with clients and customers. The main success depends upon the consent of the people in the organisation. Mybank employees, general staffs, are the change recipients. In 2003, the senior management had failed in its intentions to mobilize middle management commitment and local staffs enthusiasm. The middle management fully activated, but management follow some autocratic style and management fail to adopt the strategy. Executing Change Executing change involves creating and putting in place new structures, processes or procedures. Execution is, perhaps, the most critical aspect of change. Obviously, if an organisation has not managed the previous two tasks well, its change plan or programme will never take off. However, even if an organisation has carefully thought through its change issues and options and has gathered enough support for change, it can still fail at this critical stage. Three critical tasks for change leaders to ensure focus and energy during execution: (a) creating cross-functional linkages in the organisation; (b) aligning policies, procedures and removing structural impediments to performance and change; and (c) creating new routines for continuous improvements and innovations. According to Nilkant (Year), a successful change effort requires: (a) adequate appreciation planning, (b) sufficient support by employees, (c) competent execution by managers, and (d) Change managers with appropriate skill sets and capabilities. Mybank staffs accepted their new changes. However, it was not successful in the bank in both 1990 and 2003. In 2003, they bring a new department and try to join the other department together. The Regional Lending managers activities were not accepted by other departmental mangers. This created a big problem in the organisation. Most of the staffs did not express any interest to new executing change. This is because they were not understood the new system. Who are interested this new changes, did not get any support from their higher level. Building Change Capability A well-known model of change management views organisations as going through long periods of stability punctuated by short bursts of discontinuous change. According to Nilikant (2006), mangers or organisations can build capability in four ways. Those are firstly, individuals and groups build capability. Secondly, individuals and groups build capability when they successfully execute challenging projects. Thirdly, building capability involves paying simultaneous attention to both action and reflection. Fourth, leaders and organisations can help individuals and groups build capability by providing a context that aids action and reflection. Self-efficacy is energy and focus for the capability building. In managing change, self-efficacy is a major determinant for success. Employees with higher levels of self- efficacy can overcome obstacles and challenges that are inevitable part of any change. Efficacy is demonstrated when individuals feel secure in avoiding pseudo solutions. Mybank fai led in their both approach. The main reasons are not cooperation between the staffs and management. Who are motivated in these approaches, did not get support from their top level. Staffs got more workload in their work and staffs were lost the interest to extra works. In this way bank cannot maintain capability. Change Agent A change agent is the individual or group that helps effect strategic change in the organisation. For example, the creator of a strategy may, or may not, be the change agent. He or she may need to rely on others to take lead in effecting changes to strategy (Johnson ET .al 2008). Middle managers and consultants are the change agents in the Mybank case, because they are working together with top level and bottom level people within the organisation. Transition Phases Mod Internalization, Reaction And Learning Denial Shock Depression Consolidation Testing Letting go Acceptance of Reality Time .Answer 3: People going through change experience a variety of emotional and cognitive states. Transitions typically progress through a cycle of reasonably predictable phases .this applies to all kinds of transitions: voluntary and imposed, desirable and undesirable. Often people have little warning of changes and they experience the initial phase of a transition as a shock. Feelings of anxiety and panic can determine their ability to take in the new information, think constructively and plan. Mybank employees faced the same problem when they heard about the new change. Denial phase characterized by a retreat from the reality of change. Depression is the reality of the change becomes apparent and the individual acknowledges things cannot continue. Letting go phase involves accepting reality for what it is. It implies a clear letting go of the past. Testing is more active, creative, experimental involvement in the new situation starts to take place. Consolidation stage progress in progresses in parallel with testing but to begin with there is often more testing and rejecting than testing and consolidating. Internalization, reflection, and learning transition is complete when the changed behaviour is normal and unthinking and is the new natural order of things(Hayes, 2010:216). When a new change program implemented in the Mybank, all the staffs passed in these stages. Some of the staffs were getting struggled and other staffs overcome all the problems. The primary leadership task in change management as creating a positive behavioural context that facilitates inquiry, appreciation, and change. Change management model identifies four core tasks. First, mangers need to be cognitive tuners to appreciate change. Second, mangers need to be people catalysers to mobilise support. Third, managers need to be system architects to execute change. Fourth, managers need to be efficacy builders to build change capability. Leadership Cognitive Tuner The main core task of appreciating change requires a manger to tune into both external business environment and the internal organisational setting. The important thing of the change agent is to understand the external environment and assess the organisational capabilities to address the external changes. The change agent should expose different way. The change agent should seek knowledge in all level and awareness of own metal models and assumptions important. The change agent should recognise the assumptions, if it is necessary or not (Reference). Finally listen other people who are disagreeing with the change agent and do not feel defensive or threatened when others challenge the ideas and thinking. My bank case, cognitive tuning was not effective. The management did not listen to the bottom-level staffs opinions; as a result, employees lost their interest in the new changes. The middle level mangers fail to express their feelings into the top-level management. The way of communic ation was not sufficient between departmental mangers and change agents. People Catalyser Organisational change has an element of loss inherent in the process, and it is a loss that is often deeply felt by employees. The Kubler-Ross grief model addresses the emotional issues associated with change. The four emotional stages experienced throughout the change process may be expressed by employees in behaviours that are obstacles to the process of change. By understanding the emotions employees often encounter during change. It will be better prepared to facilitate the change process (Reference). Kubler- Ross grief stages is applicable in the Mybank case. The staffs were faced the situation in the organisation. But the final stage of the Kubler- Ross was fail in the case, commitment from the employees not good. Between the departments problems created. Kubler -Ross Grief Model Stage 1: Denial People encountering a change initiative might be saying to them, I cant believe this is happening to us. Unresolved fears about the change initiative need to be addressed during this phase. Stage 2: Resistance During this phase, people could attempt to slow down or derail the change initiative, it must be able to spot resistance when it occurs and formulate sound strategies for overcoming it. Stage 3: Exploration If people are not able to stop the changes from occurring, they begin to role of the group are specifically defined in this stage. It is important that unresolved issues that continue to surface be addressed. If trust has been created among the group, then peer influenced can be used to encourage behavioural change. Stage 4: commitment Mutual commitment is established , obstacles have been removed .and the focus is on successful implementation of the changes The change management need to catalyse people by building support, manufacturing consent and facilitating cognitive shifts in organisational members. The change agents need to be communicators, persuaders and negotiators. The change agent prepares himself before engaging the people. For influencing the people the agent can utilise all the media and forums. In decision-making time, change agent role is important. There is no chance to run away from the situations. The change should get trust and respect from others, in this way they can develop the credibility. In the case study, at a particular level, the consultants engaged the people and they fail to utilise the forums and media in the organisation. The middle levels mangers did not get the much trust and respect from the staffs. Systems Architect The change agents need to create the systems, process and routines to execute the change plan or agenda. This involves setting explicit goals, establishing cross-functional teams and monitoring progress (Nilikant). In this stage, the change agent role is very important. In the organisation, he/she should clarify individual roles and contribution. The person who selected is SMART or not. Moreover, other team leaders selection responsibility will come under the change agent. Co-ordination between other staffs will come under the change mangers control. Change mangers need to identify the organisational past practices, procedures, and polices and it should eliminate them properly. Mybank change fails in these areas. The selection of the other team leaders performance was not good. They were not SMART. If they are SMART, the change will be successful. Under the control of the middle managers, conducted meetings but fail to share the new ideas and solve current problems after the change. Efficacy Builder The mangers need to make organisational members have faith in their ability to learn, overcome obstacles and engage in change. Jim Collins argues that the effective leaders do not motivate people. They help people motivate themselves. A significant aspect of building change capability is to build a repository of organisational knowledge that captures insights from peoples tacit experiences. Building change capability is closely related to the core task of appreciating change. Store and share the knowledge is very important for a change manager. Renewal must become as important as cash flow or profit maximisation. Organisational members are aware that change mangers are observing what they say and what they do, and they may be making judgements about them and their future role. Mybank case change management selected some people for the leadership positions. However, that staffs were not successes in a particular level. Some of the departments in Mybank were not given any preference to the change mangers. This is one of the reasons to fail change implication in Mybank and plan of joining of the two departments was not success. This was due to the inefficient leadership and responsibility by the change mangers. The change ag Answe4: Recommendation Conclusion

Essay --

The movie, A Beautiful Mind, tells the true story of Princeton professor John Nash’s lifelong struggle with schizophrenia. The movie opens with John Nash as a graduate student at Princeton. It is at this point in his life that he meets his friend Charles, who is later discovered to be a hallucination. When Nash graduates and goes off to work at the Massachusetts Institute of Technology, Charles does not come with him. Instead, his hallucinations subside and he meets a woman, Alicia Larde and they soon become married. It isn’t until he returns to Princeton that he is reunited with Charles, who is accompanied now by his niece Marcee, also a figment of Nash’s imagination. On his return to Princeton, Nash is invited to a secret United States Department of defense facility at the Pentagon to crack a complex enemy encryption. When Nash is able to solve the code, William Parcher, a new hallucination, gives him the assignment to look for patterns in the news to help foil Soviet plans, and to report his findings. Things take a terrible turn for Nash and his disorder, when he is â€Å"chased by R...