Achieve Effective Overall Corporate Strategies

Question: Do organizations need to concentrate on distinguishing leadership from management to Achieve Effective Overall Corporate Strategies?" To determine which leadership style or management style is beneficial for organization to achieve corporate strategies. To access the perception held about different styles of leadership. It will particularly investigate gender based differentiation of leadership. Answer: Introduction Management is a process that keeps the company running. It is mainly about planning; making budget; analysing the performance and making decision to certain issues faced by the organization. However, leadership is different as it aims to align people towards the vision through communication; motivation and inspiration. Leadership can be distinguished from management in many ways. Managers have a position of authority and its subordinates do according to the instruction of the managers (Bolman and Deal 2014). The focus of the management is mainly on the work, i.e. to get things done on time and with specific budget. They are mostly risk averse to avoid possible conflict (Schoenly 2012). Leaders do not have authoritarian control. They have followers and leaders do not instruct, the activity of following is voluntary. The focus of the leadership is on the people. Their personality influences the people and they create loyalty for themselves. They maintain a degree of separation and stay aloof from people (Mujtaba 2013). Unlike managers, the leaders are risk-seeking. It can be questioned that since the roles are just opposite in these two cases, an organization might distinguish them in order to achieve overall corporate strategies. An organization run effectively when it balances between management and leadership. However, in spite of being distinct concepts, there is an overlap between the skills required by a manager and leader. They must go on hand in hand. It is believed that separating these two will create more problem for the organization. In the past, workers of the industrial factory used to do whatever they were asked to do and emphasizes on their job and efficiency (Tannenbaum, Weschler and Massarik 2013). However, in the current and modern business practices, leadership and management cannot be separated. This is because, managers not only allocate task but also define the purpose of the task. Moreover, they not only increase the efficiency of the employee but also emphasises on their skills and inspired result. The leadership is a continuous process. Through leadership change takes place in an organization (Aaker 2012). It can take place at every hierarchical level of any department. It has been found that leadership has major impact on the long term business performance. It is evident that, management and leadership is hard to distinguish. This is because; the managers of the high performing companies build leadership development program in order to support and train people who are capable of driving the business of the company (DuBrin 2015). They execute the leadership development. High performing firms believe that CEO alone cannot be the leader alone; leadership should be executed at each level of the firm. Therefore, even if the approaches of these two phenomenon is opposite, the direction is same. Leadership needs to be collaborative between and within the company, which requires further involvement of the management (Balmer, Brexendorf and Kernstock 2013). The managers are responsible for promoting the culture of leadership into a company. Within the management team also, innovation and creativity are necessary. Moreover, the leadership helps to improve th e employee morale, which enables the managers to function properly and execute their plan. Hence, managers need to have people with excellent leadership style to make their strategy work properly (Giacaloneand Rosenfeld 2013). The rationale of the research is to find out whether it is necessary to focus on leadership separately from management in order to achieve overall corporate strategy. With growing importance of leadership behind the success of an organization, it is often opined by the scholars that there should be separate leadership within the organization to run the organization effectively and efficiently (Schaubroeck 2012). The research also focuses on different leadership style and gender-based discrimination of leadership. The purpose of this research is to answer the research questions that are formulated based on the research objectives. Research Objectives: To determine which leadership style or management style is beneficial for organization to achieve corporate strategies. To access the perception held about different styles of leadership. It will particularly investigate gender based differentiation of leadership. To understand the preferred leadership style of the leaders and the preferred way employees want to be led. Research Questions: Which leadership style is beneficial for the organization in achieving corporate strategies? Which leadership style is most preferred by the employees? What is the perception held about the different style of leadership to the leaders of organizations? How do the leadership style vary across the leaders? Overview of the Chapters: The following sections consist of review of the literature; research methodology; data analysis and the conclusion and recommendations. In Chapter 2, the theory of the leadership will be discussed. It will explain the different types of leadership and its qualities to make a business efficient. The differences between the management andleadership will also be reviewed in this section. This section will also discuss the gender based discrimination in leadership. The findings and outcome of different researches helps to refine the research questions and objective of this project. Based on the literature review, the direction of the research will be formulated. In Chapter 3, the methodology of this research work will describe. The method of data collection and types of data will be evaluated in this section. The approach; design; philosophy of the research will be analysed in this section in order to achieve the research objectives. Chapter 4 is the crucial part of the project, as this directly aims at answering the research questions. The collected information or data will be analysed to get an outcome that verifies whether leadership should be separated from the management to achieve effectivecorporate strategies. The data will be collected with the help of questionnaire. In Chapter 5, the research will draw a conclusion based on the findings in the data analysis section. Moreover, in this section the it will be verified whether the findings of the research work are similar with that of the reviewed literature. This section will also emphasize on proposing recommendations regarding the requirement of distinguishing leadership from the management of an organization. Chapter 2: Literature Review Introduction This section of the assignment will concentrate on the different leadership styles and difference between management and leadership. It is essential for the organizations to develop leadership styles in order to achieve overall effective corporate strategies. Defining the role of leadership and management is essential for the research. Leaders are the ones that possess qualities to lead the team. Leaders are entitled with great set of responsibilities. They have the responsibility of managing the entire the team and work group in an organization. There are very few factors that differentiate management from leadership (Bowerman and Van Wart 2014). There are certain leadership traits that the managers should have in order to effectively run the business. These include managing the staff efficiently, power to strategize the business and direct people to work better. Its not only essential for the managers to have leadership traits but every member of the corporate firm should have uniq ue leadership style to run the corporate system efficiently (Northouse 2015). There are various leadership theories such as behavioral theories, situational leadership, transactional leadership and transformational leadership that are used in various organizations. Inefficient leaders can ruin and hamper the organization in negative way. Leadership qualities, styles, difference between management and leadership and the leadership theories that are used in organizations are discussed in this part of the research. It is essential to understand that whether leadership plays important role in organization or not (Chhokaret al. 2013). Leadership Leadership is a quality to lead the entire team in an organization towards achievement of goals and objectives. A leader is the one who creates a vision for future, motivates employees to work better and build a team for efficient business. The leadership traits and theories are based on values, power, vision, behaviour, situational interaction and function behaviour. Leadership styles and qualities vary for different organizations and people but all the leaders have one thing in common that is the ability to inspire and motivate employees to work hard and better. There are various qualities that the leaders should possess in order to run the business efficiently (Beck and Cowan 2014). Some people are born as leaders while some need training and grooming to enhance the leadership skills of individuals. It is the duty of leaders to take an entire responsibility of the team. It is a position of power that is held by an individual to motivate workers to achieve goals set by the organiza tion. A leader is distinguishable from other individuals in the form of power, knowledge, charisma, formal authority and personality characteristic. Personality characteristics include communication skills, skills to dominate, motivational skills and power to make decisions. Leadership plays an important role in an organization. These include effective direction, motivation, confidence, encouraging team spirit and encouraging initiative for the followers. Leadership style and management style differs in organizations (Bryman 2013). Leadership qualities for efficient business There are several qualities that an individual should possess to become a leader and run an efficient business. The qualities that make a great leader are as follows: Focus and vision- A leader should have a clear focus on the plan and set a future goal so that it can set a path to achieve it. A leader is the one who one who makes unpopular decisions. Leaders should be less distracted than the competition. Setting a clear vision for oneself is also important. This is the quality that separates leaders from managers (Ahmed and Bach 2014). Courage- leaders are the ones who have courage to take risks to achieve goals with no assurance of success. A leader is the one who is ready to take risk in his business. For this a leader should have courage to accomplish its goals. Integrity- a leader should be honest and truthful in its work. Honesty is the key to success. It also helps in building trust (Bryant and Kazan 2013). Confidence- a leaser should have confidence in whatever it does. It should have a confidence to set a clear vision and take up challenges that comes in their path. Cooperation- leaders are the ones that set a team and work with them. Hence, it is the responsibility of the leaders to cooperate with its team members and work for better future. Gaining cooperation with others is essential to get commitment. A cooperative team is a successful team (Bryant and Kazan 2013). Inspiration- inspiring and motivating others to work hard and achieve goal is important. A leader should be able to inspire it employees and keep them motivated to work hard so that they are able to accomplish the goals. Patience- patience is the most important tool that a leader should have. The direction of achievement of goals is tough and is not always easy to achieve. Hence the leaders should be patient in its course of work (Wang et al. 2013). Communication- Communication is one of the most effective tools for effective business. A leader should have good communication skill. It should be clear in its communication with its team mates and others. Expressing the ideas and strategies is essential quality of a leader (Ahmed and Bach 2014). Communication is a balancing act. Working with team in collaboration is essential. Expressing thoughts and ideas is essential for an effective business. Leadership styles Leadership styles are a style that a leader adopts to provide direction, implement plans, motivate people and accomplish its goals. There are various leadership styles suggested by various authors. The leadership styles that are most effective are as follows: Authoritarian- authoritarian leadership style is used to distinguish between leaders and its team members. An authoritarian leader maintains only a professional relationship with its followers. An authoritarian leader believes in direct supervision and maintaining efficiency. Example of authoritarian leader is a teacher guiding and ordering the student to do a particular work. The authoritarian traits are setting the goal individually, use of one way and downward communication in its leadership style, control the interaction with its followers and dominate its employees (Menget al. 2012). Authoritarian type of leadership style is only successful in organizations that have a professional working where all the employees work and there is not much interaction. Authoritarian type of leadership often leads to conflict when dealing with disagreement. Paternalistic- a paternalistic leader is the one that take care of its subordinates as a parent. The leader shows concern for his employees in return he gets trust, loyalty and commitment. The main disadvantage of this type of leadership style is of favouritism where the leaders start to play favourites decision. Leaders adopt the workers that are loyal and favour them in comparison to the ones that are less loyal. Paternalistic leadership style is not favourable in todays organization due to the professional behaviour and decorum that the organizations hold (Mller et al. 2012). The other reason for disfavouring paternalistic style of leadership is increase in number of layoffs and stronger unionization. The advantage of following paternalistic leadership style is that the leaders have better organizational skills. They have the power to encourage and motivate the employees to work better. The employees know that they have something stored at the end of the tunnel due to which they c oncentrate on working hard for the organization and accomplishing its goals (Siewioreket al. 2012). Democratic- democratic leadership style is the one where the leaders the power of decision making with its subordinates. The implication is to allow the involvement of employees in its organizational working. Though the democratic leadership styles involve subordinates in decision making still a specific leader is essential for guidance and control. It is the responsibility of the leader to decide which member in the group should be given a particular responsibility. Research shows that the democratic leadership style is the most effective leadership style as it contributes to higher productivity and increased group morale (Avolio and Yammarino 2013). Better idea is generated and shared because this type of leadership style encourages involvement of members in decision making. The disadvantages of this type of leadership style are communication failure and incomplete projects where the situations are unclear. It is also a time consuming technique as it involves large group of people in decision making (Vaccaro et al. 2012). Laissez-faire- it is that type of leadership style where all the power is given to its workers. It is a self-rule where the workers have complete decision making at the same time providing guidance and support on request. This type of leadership style is only effective if the follower is highly skilled and educated and has a great pride in their work. The followers should also be trustworthy and experienced. It is essential to provide a feedback to leaders on a regular basis (Chaudhry and Javed 2012). Transactional - transactional leadership style is a style where the leaders motivate the followers to work hard. The motivational tools that are mainly used are system of rewards and punishment so that the followers are able to accomplish the goals set by the organization. There are two types of system that forms the basis of transactional leadership style that are contingent reward and management by exception. Contingent reward is system where the members are provided rewards for effort and good performance. Management by exception is a process where the management interferes with the members only if the followers are not performing well. Transactional leadership is guided with emotions (Chaudhry and Javed 2012). It is negative when emotions are high and positive when emotion is low. It is a form of strategic leadership that is essential for innovation. Transformational- the main aim of the transformational leadership is to change or transform the needs of the organizations or members. Transformational leadership is challenging in nature that requires creating a clear vision (Avolio and Yammarino 2013). Difference between leadership and management Leaders and managers have differences in them that is essential for corporate efficiency. Leadership and management should go hand in hand. Management and leadership are complementary in nature and linked to each other. Leaders and managers have different roles and responsibilities. The main responsibility of the leaders is to set clear vision and focus for its work while the responsibility of the managers is to manage employees and resources in an efficient way (Choudharyet al. 2013). Leaders have people following them while managers have people who work for them. The main leadership styles of leaders are transformational, consultative and participative in nature while the leadership style of managers is authoritative, transactional, autocratic and democratic in nature (Kodattet al. 2014). The responsibility of the manager is to administer the services while the responsibility of the leader is to innovate. The work of the leader is original while the work of a manager is a copy. Leaders create change while the managers react to these changes. The ideas that the mangers have generated are implemented by the leaders. The main focus of leaders is on people while the main focus of manager is on system and administration (Van Dierendoncket al. 2014). The responsibility of the management is to communicate while the leaders persuade.Leaders create teams and manager directs groups. Managers are risk averse in nature while the leaders are risk takers. Managers often are do minant in nature and exercise power over people while leaders work with people and develop power with them (Kodattet al. 2014). The actual work is done by leaders while the credit is taken by manager. The focus of the leader is to manage people while the focus of the manager is to manage work. The horizon of the leaders is for a long term perspective and the horizon the manager is short term in nature (Snaebjornsson and Edvardsson 2013). Managers are the ones who put blames on subordinates for underperformance, while the leaders are the one who takes the blame on themselves and vows to achieve target. The main outcome of the leaders is achievement and the outcome of managers is results. The personality styles of the leaders are brilliant with great charisma. They are comfortable taking risks and effective decisions. The personality style of managers is rational in nature and they are the problem solvers (Du et al. 2013). The main focus of the managers is on the goals of the organiza tion and uses the available resources effectively and efficiently. Gender and Leadership Leadership style of female and male re different in nature. Some authors view that the leadership style between men and women are same while some say that its opposite. The main difference between the leadership styles of men and women are that males adopt transactional leadership style while women adopt transformational leadership style. Women do not prefer hierarchical form of organization structure (Merchant 2012). Glass ceiling is a widely used concept to define the gender based leadership style. Women are usually not preferred in a higher position due to lack of human capital and gender discrimination. The reasons for low rate of women in higher position are high amount of domestic responsibility, less work experience, and different leadership styles and informal roles that women hold. The glass ceiling is changing with the advancement of works and more people gaining knowledge (Clarke 2013). The number of labor force of participation is increasing due to changes in business culture and the thinking of women themselves. The differences between men and women in form of leadership styles are that men are said to be more confident than women especially while making decisions related to finance that are risky in nature. Women are said to be more emotional where the actions taken by them are often guided by emotions. Women are greater social risk takers that are mainly due to greater social uncertainty (Chaturvediet al. 2012). The profits generated by men are higher than women as the decision power making is stronger in case of men than women. Conclusion and recommendation Hence, leaders are the ones that inspire its subordinated to achieve goals and objectives set by the organization. There are several qualities that make a good leader. Leadership style is said to differ in men and women. Different leadership styles is said to have its unique advantages and disadvantages. It is essential to distinguish between leaders and management in order to ensure corporate efficiency. Leaders and managers are complementary in nature and work hand in hand. It is essential for the managers to have a good leadership style in order to achieve an efficient outcome. The main work of the leaders is to implement the plan set by the manager Chapter 3: Research Methodology Introduction Research methodology overlays the path for the researchers to decide the way the research will be carried out. This section will evaluate the type of investigation. Research methodology take into account the research questions and will follow various methods to conduct the research. According to Allison et al. (2016), research methodology helps to understand the critical areas that will help to develop the research work. The researchers must be able to use the right methods and proper process in order to have the desired outcome. The selection of correct research approach is solely up to the researchers. The researchers choose the design of the research in order to obtain correct results. The data collection method of this chapter is of major importance. The sampling method depends on the researchers as they will decide the number of participants(Hancock and Algozzine 2015). The data analysis tool must be appropriate with respect to the collected data and it must be done in a way no variation of outcome takes place. Moreover, the research must consider the ethical views so that participants can trust the researchers (Pickard 2012). In the following sub-sections, the research philosophy (or, type of investigation); research design; research approach; data collection; sampling; method of data analysis and ethical part of the project will be discussed. Research Philosophy It is important to decide the type of the data, which is suitable for the research purpose. They decide whether to belief on the facts and data, or to consider human interest and emphasizes on significances rather than hard data. There are three types of investigations available to the researchers; such asPositivism; Interpretivism and Realism (Mkansi and Acheampong 2012). Positivism takes into account the facts; data and the figures that are relevant to the study. It depends more on the statistics that are collected through survey or sampling, rather than the human emotions. This is because; the researcher wants to know the exact values to analyse the exact circumstances. The data are not influenced by any other factor; hence, the outcome of the research can be predicted by the researchers (Walliman 2015). Interpretivism considers the human emotions and personal beliefs. It takes into account the social issues and individual thought process, i.e. the way the respondents are feeling about the certain matter. Statistical measures cannot be calculated some of the human bindings that affect the actual outcome. Hence, interpretivism is important in this context. However, some researchers consider both interpretivism and positivism (Rose, Spinks and Canhoto2014). This kind of philosophy of the researchers is known as Realism. According to them, facts and data are required in order to have desired outcome; and emotions of the people and the way the human beings think is important for conducting a research. This type of investigation is suitable when researchers want to evaluate the emotional attachment of the people along with the obtained data. In this paper, the research follows philosophy of Positivism. This is because, this research will take into account the facts and figures that has been collected through sampling and it also takes into account the human emotion. The research reviews the general theories to verify their validity. Therefore, this research philosophy is positivist. Research Approach The researcher must decide up on the approach of the research. It can test some hypothesis based on given theory or can formulate new theory from the analysis of data. There are two types of research approaches; such as, Inductive and Deductive. In the deductive approach, hypothesis is formulated depending upon the existing theory. These hypotheses are tested with proper research strategy and the theory is verified, which means that it checks the validity of the theory (Bryman 2015).The hypotheses are tested based on the observation. Research objectives can be achieved through deductive approach. Deductive approach focuses on causality. It is concerned with deducting conclusions from the propositions. In contrast, the inductive approach is followed when the researcher wants to give answer to some specific questions that have been formulated during the beginning of the research process. This starts with specific observations and formulate theory at the end of the research process (Bab bie 2015). Inductive approach does not indicate disregarding of theories; it focuses on obtaining meaning from the collected information to recognize the patterns and association to build a theory. The research objective of this kind of research is formulated from the existing theories. The type of research question in this case is open-ended and type of the research cannot be understood until the study is completed (Gray 2013). Researchers have no preliminary idea about the nature of the research until the research is completed. No theory is applied at the beginning of this kind of research. The approach of this research is inductive in nature. This is because; research questions have been formulated on the beginning of the study. Based on these questions the rest of the research will be conducted. Since, the research is not testing existing theories, it is open minded. After observing and analysing data it will try to establish some theory while answering the research questions. Research Design The researchers must decide how he or she will carry forward and design the research Work. The research design can be of three types: exploratory; explanatory and descriptive research. The exploratory research does not test any hypothesis. It evaluates different kind of theories and literatures available that are relevant to the research (Brymanand Bell 2015). It tries to provide conclusive evidence, however, it does not provide the final information, rather it explores range of causes and solution to any particular problem. Moreover, this kind of research design only focuses on answering the research questions. Exploratory research is conducted where little or no research has been conducted. The research design is explanatory when it follows natural rule of the society. It identifies the cause and effect relationship. It might or might not conclude a finding at the end of research, because; the findings depend on the situation of the surrounding as the research is conducted based on the variables selected for the research (Yin 2013). The results of research may change due to the chosen factor variables. Explanatory research is conducted when the study wants to assess impacts of certain situation. Descriptive research work attempts to describe the current situation with the help of relevant data analysis. This kind of research design conduct researches based on the hypothesis. This research is exploratory in nature. The purpose of this research is to answer the research questions. In order to do so, the paper explores the relevant literatures that can assist in understanding the concepts. The paper will try to explore the possible causes of the obtained outcome and may not provide any conclusion. Data Collection The data are of two types, namely, primary data and secondary data. Primary data are those that are collected by the researchers themselves. Generally, primary data can be obtained with the help of survey; interview or questionnaire. This kind of data is not published before. Primary data is collected through sampling. The secondary data are those data, which are already used or have been found in the other researches. It can be collected from different journal articles; websites; books; newspaper etc. (Panneerselvam 2014).A research can be based entirely on the secondary data. It is collected for critically analysis and answering the research questions. However, theoretical information can also be considered as secondary data for a research work. This is analysed in depth in the literature review. The secondary data must be selected on the basis of validity and reliability to get an authentic outcome of the research. The previously used data, i.e. the secondary data can be scrutiniz ed in order to check validity of previous findings (Marshall and Rossman 2014). In order to get the outcome regarding the leadership preferences, this research has conducted primary data collection. Primary data has been collected through survey method. Questionnaire will be distributed among the sample group. Based on the information provided in this survey, the research has been conducted. Moreover, since the research is exploratory in nature, it is important to collect information from the different journal articles or books. Therefore, secondary information is also used. Research Method It is important to decide the method of the research, based on which the entire research will be conducted. There are two types of data that can be used while doing a research work. Data can be of quantitative and qualitative in nature (Creswell 2013). Quantitative research method includes numerical data. The information collected are in the form of numbers. These data are then mathematically analysed and the research involves statistical analysis. Here, different variables are critically analysed. In contrast, the qualitative research method does not incorporate any numerical values and thus the data are discrete in nature (Silverman 2016). In this kind of research method individual measures are developed in order to analyse the primary data or any secondary information. The primary data can also be quantity or qualitative in nature. A research can take into account both quantitative and qualitative data together. This research will conduct quantitative analysis from the extracted data. However, the collected answers through the questionnaire are not in numerical values. The responses have been scaled between 1 to 5 to transform it into quantitative data.This paper also considers demographic data like gender and age. Outline of data analysis Analysing the data is the major part of a research. Be it primary or secondary or qualitative or quantitative, the data must be analysed properly. Quantitative data are analysed with the help of statistical tools. The qualitative data can also be analysed through theoretical knowledge and interpret an inference by analysing the surroundings. Moreover, qualitative data such as gender etc. can be transformed into quantitative data by assigning them as dummy variables. This helps to make the outcome of qualitative data more authentic with mathematical support. The qualitative data are generally obtained through interview; observations; case studies etc.The most common statistical tool, to identify the relationship between the variables, is regression and correlation analysis. The data are also analysed by finding the mean; median and mode. Hypothesis can be tested by checking the significance level. The qualitative data often used to support the findings from the quantitative data. The qualitative data can be analysed through SWOT; PESTLE etc. (Blumberg, Cooper and Schindler 2014). In this research, the collected information will be analysed with the help of statistical tools. It will focus on answering the research questions and will adopt proper statistical measures to obtain the results. Data analysis The collected data from the survey had undergone various statistical operations to analyse the data and find the solution of the research questions. The analysis showed that there were 63 male leaders and 37 female leaders in the survey. It was also seen that the age group of most of the leaders were between 56- 65 years old. 29 leaders were of the age group 46 55 years of age and 18 leaders were above 65 years of age. This can be interpreted that the leaders are quite experienced in their work due to their age. They can use this experience for the betterment of their company and leading the employees in the right path. The analysis shows that as a leader, 37 leaders agreed, An employee should be allowed to exhibit initiative. 33 leaders highly agreed to this fact and 12 leaders were neutral in their consent to this fact. 13 leaders disagreed to the fact that An employee should be allowed to exhibit initiative while 5 of them highly disagreed to it. This shows that the leaders preferred that their employees must be allowed to exhibit initiative so that the employees get motivated to do their work. The result also shows that the 38 leaders highly agreed and agreed to the fact that An employee should be able to find better approaches to doing things. 19 of them were neutral in their views while two leaders disagreed to this fact. Three leaders highly disagreed to this fact. It can be interpreted that the leaders want their employees to have the power to do handle their work. The leaders do not want to interfere in the work of the employees and they have high expectation from their employees. The leaders wish to provide full support to their employees so that they can use innovative and better approach to do their work. The analysis showed that three leader highly agreed to the fact that they get impatient when their team members struggle with their work. Seven leaders agreed to this fact while 24 of them were neutral in their approach. 41 leaders disagreed to the fact they get impatient when their team members struggle with their work while 25 leaders highly disagreed to it. It can be interpreted that the leaders have high leadership qualities. This is because most of the leaders do not get impatient when their team members are in trouble. It could be seen that leaders provide complete support to their employees so that they can complete their work efficiently. The leaders are found to be cool minded people who do not get impatient when they find their team members struggling with their work. It can be interpreted that the leaders provide every support to their employees when they struggle with their work. This helps them to grow as a team by building a better relationship with the employees. It was found that 37 leaders disagreed to the fact that their perspectives and convictions are less important than those of their team are while 22 leaders highly disagreed to this fact. 20 leaders remained neutral to this fact, 15 leaders agreed to this fact while six leaders highly agreed to this fact. It can be interpreted that the leaders have a dictatorship attitude towards their employees, as most of the leaders believe that their perspective and convictions are more important than their team members are. It can be interpreted that the leaders have a strong attitude and influence with the higher authorities and they have innovative and approach towards their work. It can also be interpreted that the leaders do not believe in the perspective and convictions of their team members as they lead their team in a better way on giving importance to their own perspectives and convictions. On analysing the variable, If a team member falls behind with an undertaking, I am regularly enticed to take it, it was seen that 35 leaders highly agreed to this fact, 47 of them agreed to this fact while 15 of them remained neutral to it. Two leaders were found to disagree to the fact while one of them highly disagreed to the fact. It can be interpreted that the leaders were always ready to help their employees and they personally take up the task of their employees when the employees fall behind with an undertaking. This can be interpreted that the leaders take good care of their employees and they do not let the employees fall into trouble. The analysis of the variable, On the one off chance that my team commits an error this would not put me off have showed that 33 leaders highly agreed to this fact, 41 of them agreed to it, 12 leaders were neutral to this fact and 10 leaders disagreed to the fact. 4 of them highly disagreed to the fact. It can be interpreted that the leaders have a soft corner for their employees. They do not get angry and when their team commits error. Instead, they try to help the team members and help them to solve their problems. On analysing the variable , I find advice from peers difficult to accept, it was seen that 7 leaders highly agreed to this fact, 12 leaders agreed to it, 24 were neutral in their views, 35 disagreed to this fact. It can be interpreted that the leaders welcome the advice from their peers for the betterment of their team members and their team. They do not find it difficult to accept the advice from their peers. On analysing the variables of the employees it was seen that the age of most of the employees were between 18 to 25 years and 26 to 35 years. The employees were found to be a young bunch of people who have innovative ideas and creative approach to their work. It was seen that there were 52 male employees and 48 females employees surveyed for the research. The analysis showed that 46 employees highly agreed to the fact that they prefer to be allowed to exhibit initiative, 37 of them highly agreed to it while 7 of them remained neutral. 6 employees disagreed to it and 4 of them highly disagreed to this fact. It can be interpreted that the employees are highly dedicated to their work and they prefer to work efficiently by taking initiatives for their work. 34 employees highly agreed to find a better approach while doing things, 33 employees agreed to this fact, 15 of them remained neutral, 12 of them disagreed while 6 of them highly disagreed to this fact. It can be interpreted that the employees have the ability to find better approaches than their present approach of their work. The analysis also showed that the employees were not okay if their leaders get impatient when they are struggling with their work. It can be seen that 36 employees disagreed to this fact while 27 of them remained neutral and 19 of them agreed to it. The employees gave diplomatic reply regarding My perspectives and convictions are less important than those of my leader(s). Most of the employees were neutral about this variable, though 25 of them agreed to it and 15 of them disagreed to it. In addition, it was seen that 47 employees agreed to the fact that they want their leaders to take the work from them when they fall behind with an undertaking. 21 of them highly agreed to this fact while 18 remained neutral. It can be interpreted that the employees trust their leaders blindly and they look up to them as a role model. They believe that their leaders would solve every problem they will face in their work. 26 employees highly agreed that they want their leader to give them obligation letter when they commit any error. 43 of agreed to this fact while 16 of them remained neutral. 7 of them disagreed to it while 8 of them highly disagreed to it. It can be interpreted that the employees feel guilty when they commit error for their work. In addition to it, 21 employees agreed that they find it difficult to accept the experts advice while eight of them highly agreed to this fact. 23 of them remained neutral about it, 36 of them disagreed to this fact while 12 of them highly disagreed to it. It can be interpreted that the employees prefer to have experts advice and this helps them to perform their work in a better way. gender age group An employee should be allowed to exhibit initiative An employee should be able to find better approaches to doing things get impatient when a member of my team is struggling with a task my perspectives and convictions are less important than those of my team If a team member falls behind with an undertaking, I am regularly enticed to take it from them and complete it myself On the one off chance that my team commits an error this would not put me off giving them obligation later on I find advice from peers difficult to accept 1 63 0 33 38 3 6 35 33 7 2 37 2 37 38 7 15 47 41 12 3 12 12 19 24 20 15 12 24 4 29 13 2 41 37 2 10 35 5 39 5 3 25 22 1 4 22 6 18 0 0 Table 1: frequency table of the opinion of leaders (Source: created by author) age gender I prefer been allowed to exhibit initiative I should be able find better approaches to doing things It is okay for my leader to get impatient when I am struggling with a task My perspectives and convictions are less important than those of my leader(s) If I fall behind with an undertaking, I would rather my leader takes it from me to complete it. If my I commit an error, I would not want my leader to give me an obligation later on I find experts advice difficult to accept 1 36 52 46 34 4 7 21 26 8 2 34 48 37 33 19 25 47 43 21 3 16 7 15 27 39 18 16 23 4 7 6 12 36 15 10 7 36 5 6 4 6 14 14 4 8 12 Table 2: frequency of opinions of employees (Source: created by author) According to the viewpoint of the leaders, it was seen that the average view of the leaders in context of allowing the employees to exhibit their initiative is agreed. The value of standard deviation is 1.18, which depicts that there is not much deviation among the views of the leaders. They want their employees to exhibit their initiatives. The average view of the leaders in context of If a team member falls behind with an undertaking, I am regularly enticed to take it from them and complete it myself, was agreed. The value of standard deviation was 0.81, which is not a large value. It can be seen that the leaders are helpful to their employees and they do not let them down at any instant. In context of An employee should be able to find better approaches to doing things, the mean value was found to be 1.94 and the standard deviation was found to be 0.96. This shows that the leaders want their employees to find a better approach and the value of standard deviation is not high. This also depicts that most of the leaders agreed to this fact. The mean of the variable I find advice from peers difficult to accept was found to be 3.63 and the standard deviation is 1.17. This suggests that the preferred view of most of the leaders is neutral against this variable. The deviations of the views across the leaders are not high as the value of standard deviation is low. Thus, the leaders are open to accepting the advices from their peers for the betterment of their teams. The analysis of the variable get impatient when a member of my team is struggling with a task shows that the mean of the variable is 3.78 and the standard deviation is 1.00. It can be interpreted that most of the leaders disagree that they get impatient when their employees struggle with the work. The standard deviation is not high and most of the leaders agree to this fact. Ethical Consideration Expertise and diligence is not the only thing that are required while conducting a research. A research also requires honesty and integrity. Ethical consideration is so important that, missing of this part can doomed the entire dissertation (Robson and McCartan 2016). The participants must be informed regarding the research and its purpose. They are allowed to decide whether to participate or not. Information should be collected with voluntary consent of the participants. The subject or the participants must not be harmed in anyways. The potential risks or costs (if any) must be informed to them before the procedure of research. The researcher must assure that the anonymity and confidentiality are maintained. The research must ensure full privacy of the participants (Creswell 2013). The response of the respondents must be kept confidential. The collected information should be utilised only to interpret the results of this research. The dignity of the participants must be respected. T he communication should be transparent. The information must be collected in an unbiased way. Moreover, the collected data must not be manipulated. The researchers must mention the source of funding and should mention if there is any conflict of interest to conduct the research on selected topic. The use of secondary information or any kind of use of theory must be referenced properly to assure the reliability and validity. The paper will maintain the confidentiality of data that has been collected through questionnaire. To maintain anonymity, the questionnaire will not ask for any unique identity of the respondents. The response will not be disclosed and will be used for the research purpose only. The research has properly sourced its secondary information in the literature review section. Table 1: Gantt chart Activities 1st week 2nd week 3rd week 4th+5th week 6th week 7th week Topic Selection Review of Literature Research Methodology Primary Data collection Findings Analysis of data and interpretation Conclusion Final work and submission Table 1: Gantt chart of the survey (Source: created by author) Conclusion The research has some limitations because the response of the participants are quantitative in nature, it might vary depending on their current state of mind. It might not be unbiased. The non-numerical response may not reflect the exact scenario. However, scaling the responses is a good attempt to assure the reliability of the outcome. Moreover, there are many literatures on management and leadership. But very few studies have discussed whether it is important to distinguish leadership from management. From the analysis of the collected data, it can be seen that the leaders give importance to the employees and they take care of their employees largely. It was seen that the leaders have full faith on the employees and they want their employees to take initiatives to find better approaches for their work. It was also seen that the leaders do not get impatient when their team members do something wrong. Instead, they help their employees to overcome the difficulties. However, the perspective and convictions of the leaders were important for the teams. They do not find the perspective and convictions of their employees important over theirs. It was also seen that if any team members fall behind with any undertaking, the leaders help them with their tasks and complete it themselves. It was also seen that the leaders do not prefer to put them on obligations if the team members commits any error. The leaders do not find the advices from their peers difficult to accept. The leaders always welcome any advices from their peers for the development of their teams. The employees also prefer to exhibit initiatives and they want to find better approach for in their work. This shows that the leaders also support the decision of their employees and they allow the employees to find better approach in their work. The employees trust their leaders and they allow them complete their work when they are in trouble. This depicts that the leadership of the leaders are strong enough to gain the trust and loyalty of the employees. The analysis of the data based on the gender shows that there is no difference between various dimensions of leadership. Both male and female leader of the survey depicts same features in context of their leadership. It was also seen that their attitudes towards their employees are similar for both the male and female leaders. Recommendations On analysing and interpreting the collected data, it was seen that the employees trust their leaders and have complete faith in them. The leaders in turn allow their employees to take initiative and use better approach in their work. It was also seen that the leaders personally complete the work of their employees when they are in trouble. However, this attitude of the leaders is not preferable. This is because on completing the tasks personally by the leaders do not let the employees eradicate their shortcomings. The leaders could provide training to their employees and make them learn the shortcomings. This would help the employees to learn and they would not face any problem in near future. It is also recommended that the leaders must reward the employees on performing better job and using innovative techniques for their work. This would motivate the employees and they will work with more enthusiasm. The leaders should never impose any decisions of the employees and they should keep a note on the employees satisfaction. Higher level of employees satisfaction is important in order to get the best work out of the employees. The leaders must look into this matter and they must take every step to increase the satisfaction level of the employees. However, this does not include showing partiality to the employees. It is recommended that the leaders must be unbiased in their approach to their employees. Thus, these are the recommendation important to have effective leadership qualities of the leaders. References Aaker, D.A. and Joachimsthaler, E., 2012. Brand leadership. Simon and Schuster. Ahmed, A.D. and Bach, C., 2014. Major Traits/Qualities of Leadership.International Journal of Innovation and Scientific Research,3(1), pp.47-53. Allison, B., Hilton, A., O'Sullivan, T., Owen, A., Hilton, A. and Rothwell, A., 2016. Research skills for students. Routledge. Avolio, B.J. and Yammarino, F.J. eds., 2013.Transformational and charismatic leadership: The road ahead. Emerald Group Publishing. Babbie, E.R., 2015. The practice of social research. Nelson Education. Balmer, J.M., Brexendorf, T.O. and Kernstock, J., 2013. Corporate brand managementA leadership perspective. Journal of brand management, 20(9), pp.717-722. Beck, D.E. and Cowan, C., 2014.Spiral dynamics: Mastering values, leadership and change. John Wiley Sons. Blumberg, B.F., Cooper, D.R. and Schindler, P.S., 2014. Business research methods. McGraw-hill education. Bolman, L. and Deal, T., 2014. Leadership and management. Christian Youth Work in Theory and Practice: A Handbook, p.245. Bowerman, K.D. and Van Wart, M., 2014.The business of leadership: An introduction. Routledge. Bryant, A. and Kazan, A.L., 2013.Self-leadership: how to become a more successful, efficient, and effective leader from the inside out. New York: McGraw-Hill. Bryman, A. and Bell, E., 2015. Business research methods. Oxford University Press, USA. Bryman, A. ed., 2013.Leadership and organizations. Routledge. Bryman, A., 2015. Social research methods. Oxford university press. Chaturvedi, S., Zyphur, M.J., Arvey, R.D., Avolio, B.J. and Larsson, G., 2012. The heritability of emergent leadership: Age and gender as moderating factors.The Leadership Quarterly,23(2), pp.219-232. Chaudhry, A.Q. and Javed, H., 2012. Impact of transactional and laissez faire leadership style on motivation.International Journal of Business and Social Science,3(7). Chhokar, J.S., Brodbeck, F.C. and House, R.J. eds., 2013.Culture and leadership across the world: The GLOBE book of in-depth studies of 25 societies. Routledge. Choudhary, A.I., Akhtar, S.A. and Zaheer, A., 2013. Impact of transformational and servant leadership on organizational performance: A comparative analysis.Journal of Business Ethics,116(2), pp.433-440. Clarke, S., 2013. Safety leadership: A meta analytic review of transformational and transactional leadership styles as antecedents of safety behaviours.Journal of Occupational and Organizational Psychology,86(1), pp.22-49. Creswell, J.W., 2013. Research design: Qualitative, quantitative, and mixed methods approaches. Sage publications. Daft, R.L., 2014.The leadership experience. Cengage Learning. Du, S., Swaen, V., Lindgreen, A. and Sen, S., 2013. The roles of leadership styles in corporate social responsibility.Journal of business ethics,114(1), pp.155-169. DuBrin, A.J., 2015. Leadership: Research findings, practice, and skills. Nelson Education. Giacalone, R.A. and Rosenfeld, P., 2013. Impression management in the organization. Psychology Press. Gray, D.E., 2013. Doing research in the real world. Sage. Hancock, D.R. and Algozzine, B., 2015. Doing case study research: A practical guide for beginning researchers. Teachers College Press. Kodatt, S.A., Shenk, J.E., Williams, M.L. and Horvath, K.J., 2014. Leadership qualities emerging in an online social support group intervention.Sexual and Relationship Therapy,29(4), pp.467-475. Marshall, C. and Rossman, G.B., 2014. Designing qualitative research. Sage publications. Meng, J., Berger, B.K., Gower, K.K. and Heyman, W.C., 2012. A test of excellent leadership in public relations: Key qualities, valuable sources, and distinctive leadership perceptions.Journal of Public Relations Research,24(1), pp.18-36. Merchant, K., 2012. How men and women differ: Gender differences in communication styles, influence tactics, and leadership styles. Mkansi, M. and Acheampong, E.A., 2012. Research philosophy debates and classifications: students dilemma. Electronic Journal of Business Research Methods, 10(2), pp.132-140. Mujtaba, B.G., 2013. Managerial skills and practices for global leadership. ILEAD Academy. Mller, R., Geraldi, J. and Turner, J.R., 2012. Relationships between leadership and success in different types of project complexities.IEEE Transactions on Engineering Management,59(1), pp.77-90. Northouse, P.G., 2015.Leadership: Theory and practice. Sage publications. Panneerselvam, R., 2014. Research methodology. PHI Learning Pvt.Ltd.. Pickard, A., 2012. Research methods in information. Facet publishing. Robson, C. and McCartan, K., 2016. Real world research. John Wiley Sons. Rose, S., Spinks, N. and Canhoto, A.I., 2014. Management research: Applying the principles. Routledge. Schaubroeck, J.M., Hannah, S.T., Avolio, B.J., Kozlowski, S.W., Lord, R.G., Trevio, L.K., Dimotakis, N. and Peng, A.C., 2012. Embedding ethical leadership within and across organization levels. Academy of Management Journal, 55(5), pp.1053-1078. Schoenly, L., 2012. Management and Leadership. Essentials of Correctional Nursing, p.327. Siewiorek, A., Saarinen, E., Lainema, T. and Lehtinen, E., 2012. Learning leadership skills in a simulated business environment.Computers Education,58(1), pp.121-135. Silverman, D. ed., 2016. Qualitative research. Sage. Snaebjornsson, I.M. and Edvardsson, I.R., 2013. Gender, nationality and leadership style: A literature review.International Journal of Business and Management,8(1), p.89. Tannenbaum, R., Weschler, I. and Massarik, F., 2013. Leadership and organization. Routledge. Vaccaro, I.G., Jansen, J.J., Van Den Bosch, F.A. and Volberda, H.W., 2012. Management innovation and leadership: The moderating role of organizational size.Journal of Management Studies,49(1), pp.28-51. Van Dierendonck, D., Stam, D., Boersma, P., De Windt, N. and Alkema, J., 2014. Same difference? Exploring the differential mechanisms linking servant leadership and transformational leadership to follower outcomes.The Leadership Quarterly,25(3), pp.544-562. Wang, A.C., Chiang, J.T.J., Tsai, C.Y., Lin, T.T. and Cheng, B.S., 2013. Gender makes the difference: The moderating role of leader gender on the relationship between leadership styles and subordinate performance.OrganizationalBehavior and Human Decision Processes,122(2), pp.101-113. Yin, R.K., 2013. Case study research: Design and methods. Sage publications.

A Critical Analysis of HiTechIndustry Structure- myassignmenthelp

Question: Discuss about the Critical Analysis of HiTechIndustry Structure for Goals. Answer: Introduction. HiTechIndustry processes and deploys high performance and high-end technology that is used in all telecommunication firms in the whole world. The organization produces Products that assist mobile phone stations to add more values to their range of brands and signal strengths to their esteemed customers without necessarily adding more power. The firm is located in Brisbane but conducts business networking all over the world. Over the previous years, it has been using the traditional hierarchy. The above type of organizational structure is outdated and despite its advantages, it also has several implications that have made the organization to think of changing the structure. The first impact is that the innovation is stagnated as communication flows from the top going downwards. When innovation deteriorates, the management suffers, and collaboration seizes to exist, (Hatch Cunliffe, 2013). The business also becomes sluggish as creativity is not embraced. Management functions in this o rganization involve solving problems critically, motivating the workers and ensuring that the firm realizes its goals and objectives. Traditional organizational structure This is a hierarchical type of organization structure, whereby information flows from top management to the subordinates and vice versa, (Bolman Deal, 2017). In this structure, there is a lot of rigidity in decision making, and most of the times the subordinates only follow the decisions made by the top-level management, (Bolman Deal, 2017). The theory. Traditional organizational structure relates closely to the bureaucratic theory of management, whereby the decisions made by the top managers are to be followed, and the subordinates must observe strict adherence to the rules, (Foss, Lyngsie Zahra, 2013). Definition of the issue. HiTechIndustry uses a traditional organization structure. Therefore, it is primarily exposed to the shortcomings of this type of structure as discussed below: Message distortion within the organization: As orders move from top level of the management to the lowest level in the traditional structure, the message may be interpreted in different ways such that every supervisor can understand the original message differently, (Hatch Cunliffe, 2013). In case the employees have issues that they want to raise concerning the organization, the problems and complaints may reach the top level management after going through so many steps leading to delays, (Hatch Cunliffe, 2013). The employees may, therefore, feel dissatisfied with their complaints have to pass through the supervisors and managers before they are looked into by the management. This complicated process may make the message to be lost or get distorted along the chain. Lack of individual authority: The authority in traditional organization structure is given to the position one holds rather than to an individual, (Csaszar, 2012). Therefore, the individual managers who run the organization do not earn the personal respect they deserve but instead inherit it due to their positions. It also calls for regular checking of the effectiveness of the persons working in different positions in the organization to affirm whether they have the skills that are required for the job, (Csaszar, 2012). This demotivates the managers, causing lack of commitment to the firm. Long decision-making time: The decision-making process is always slow in the traditional organization structure as there are many management hierarchies, (Bolman Deal, 2017). Businesses that have many levels of management take time before coming up with the final Decision, (Bolman Deal, 2017). Managers in different offices also take time while trying to weigh the issues. In HiTechIndustry, the organizational structure is the traditional hierarchy that has various channels of management thus is affected by the longtime decision making. This made some managers propose that the senior managers come up with some decisions without consulting the rest of the managers. However, the proposal did not work as some of the managers in the lower levels felt that their opinions were being ignored. Inhibition of globalization: In the traditional organizational structures, decisions are always made in the headquarters, (Gulati, Puranam Tushman, 2012). This is disadvantageous to the global economy since the people on the ground in different local countries require the authority to make decisions to adapt to any proposed company strategy. Such issues are likely to drive away the global customers leaving the firm with the choice of becoming a local company, (Bolman Deal, 2017). Therefore, HiTechIndustry being a global company needs to change its organizational structure to maintain its global business structure. Over-specialization: In a traditional organizational model, the employees tend to limit themselves to one responsibility leading to over-specialization, (Hatch Cunliffe, 2013). The phrase-' it's not my job' will become familiar as the employees will only concentrate on what they feel they can do best, (Hatch Cunliffe, 2013). This creates spontaneity. Also, to earn good performance reviews, employees will concentrate on one task thus leading to over specialization since they are reluctant in taking other responsibilities. Addressing the issues After considering the above issues, I came up with the recommendations and the favorable organization structure that HiTechIndustry should adopt. The firm should adopt a project organizational structure to escape the problems posed by the traditional model. Project organizational structure In a project organizational structure, the organization identifies a specific project and allocates it to one project manager, who oversees the whole process of project development and execution, (Too Weaver, 2014). HiTechIndustry majors on innovation as its key capability. Therefore, it comes up with different innovative technology systems which need to be carefully developed, monitored and maintained. Therefore, each system developed should be put under control of a specific project manager. This can be represented in a chart as follows: The above organizational structure allows vertical coordination rather than the horizontal relationships. The flow of work depends on the distribution of the employee's talents and abilities, (Too Weaver, 2014). It adopts an administrative theory of management as each project will be put under one administrator. There is also a division of labor, whereby each employee is assigned duty. For instance, in the above chart employees duties may be informed by developers, analysts, testers, and designers. As explained by Too Weaver (2014), the structure has unique features that make it appropriate for most firms. These features are discussed as follows: There are specific goals and target dates for completing different tasks: This eliminates any confusions and misinterpretation of duties. Each work is special and unique to a specific group: The individual tasks are assigned to various project managers, who conduct the whole process of planning and executing the particular functions. Division of labor and specialization: This makes the employees more conversant with their duties hence encouraging creativity and innovation. There is no repetition of work in this kind of organizational structure due to high specialization involved: In traditional organizational structure, the employees are picked randomly, and some may not be familiar with the tasks being issued to them, (Hatch Cunliffe, 2013). However, in project organizational structure the project manager explains to the employees what they need to do and the time that the task will be performed. This will help the employees in HiTechIndustry to be more conversant with their jobs hence reduce chances of making errors. Conclusion In a nutshell, the traditional organizational structure is faced with several weaknesses such as message distortion, lack of authority, delays in decision making, globalization problems and overspecialization. It is, therefore, not appropriate for HiTechIndustry. As the firm has grown over time and relies on innovation as a significant competitive strategy. However, I have found out that the company can escape these limitations if it adopts a project organizational structure. This finding has been necessitated by analyzing the benefits of the project organizational structure which include: specification of goals, a division of labor, and avoidance of repetition of work. The primary assumption used is that the firm needs to escape the weaknesses of a traditional organization structure. Recommendations The firm should abolish the traditional organizational structure. This will enable it to escape the challenges posed by the traditional model. It can do this by discussing with the management and consulting the employees. The firm should adopt the project organizational structure. It can do this by actively involving all the managers who will be assigned specific projects and identifying relevant employees who will be allocated to each project. References Bolman, L. G., Deal, T. E. (2017).Reframing Organizations: Artistry, Choice, and Leadership.John Wiley Sons. Csaszar, F. A. (2012). Organizational Structure as a Determinant of Performance: Evidence from Mutual Funds.Strategic Management Journal,33(6), 611-632. Foss, N. J., Lyngsie, J., Zahra, S. A. (2013). The role of external knowledge sources and Organizational Design in the Process of Opportunity Exploitation.Strategic Management Journal,34(12), 1453-1471. Gulati, R., Puranam, P., Tushman, M. (2012). Meta?organization Design: Rethinking Design inInter-organizational and Community Contexts.Strategic Management Journal,33(6), 571-586. Hatch, M. J., Cunliffe, A. L. (2013).Organization Theory: Modern, Symbolic and Postmodern Perspectives. Oxford University Press. Too, E. G., Weaver, P. (2014). The Management of Project Management: A ConceptualFramework for Project Governance.International Journal of Project Management,32(8), 1382-1394.

Suggestions for Future Strategies in Analysis of Parental Involvement in School Administration

Background The roles of teachers and parents are shifting due to the changing socio-economic conditions that force parents to spend more time at work, making the roles of teachers look more like those of parents. At the same time, parents have to perform the duties of educators at home and take an active part in educational activities in terms of academic curriculum in case a student is not able to perceive the material effectively.Advertising We will write a custom research paper sample on Suggestions for Future Strategies in Analysis of Parental Involvement in School Administration specifically for you for only $16.05 $11/page Learn More As such, the role of parents in school administration is very important as is allows all stakeholders to benefit, especially students who are proven to perform better in the framework of academic curriculum when their parents are actively involved in school administration. Aims and objectives The aims of this dissertat ion proposal include identifying potential benefits of parental involvement in school administration for students’ performance and the roles of other stakeholders in this case with regard to the emerging need for such measures and likelihood of parents to partake in management activities. The objectives of this proposal include the following: Identify the current roles of stakeholders; Trace the tendencies in academic administration; Suggest possible ways for combining the roles of parents with educating activities; Analyse the experience of student management in schools by parents; Evaluate theoretical frameworks available on the issue; Apply theoretical models to the current situation. It is necessary to identify the roles of parents in student management and possible benefits in students’ academic performance. Literature Review Historic role of education. The necessity of developing intellectual skills have been analysed by many researchers that also emphasised ed ucation as means for reaching outstanding results. Chambers and Chambers (1854) explain that â€Å"The instincts and mental peculiarities of the brute creation, notwithstanding their immeasurable inferiority to the mind of man have hitherto presented very high difficulties in the way of their rational explanation† (p. 1). As claimed by Friedman (1955), special treatment of education in society has long been discussed: Education is today largely paid for, and almost entirely administered by governmental bodies or non-profit institutions. This has developed gradually and is now taken so much for granted that little explicit attention is any longer directed to the reasons for the special treatment of education even in countries that are predominantly free enterprise in organization and philosophy (par. 2).Advertising Looking for research paper on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More As such, education should be perce ived not merely as the formal activity that enables a student to obtain a diploma but as a process that enables people to attain their goals in life, obtain higher positions in terms of professional development, and play active role in the social changes. International experience. International experience in terms of academic curriculum and administration should be taken into account while special attention should be given to the ways students from other countries are treated with regard to the parent involvement in school administration. For instance, â€Å"†¦ as Islam expanded to other regions and came into contact with other indigenous traditions and languages, it became necessary to create a cadre of Muslim experts who would develop sophisticated writings and textbooks†¦ Thus began the tradition of Madrassa† (Anzar, 2003, p. 3). Across the world, Christian churches have been building schools for both the young and the old over the last 1000 years by following t he model used in Ancient Greece. Parent-Teacher Associations (PTAs) or Board of Governors (BOGs) run schools in different countries all over the world becoming active participants of the management process being able to influence the curricula and other aspects that they consider as harmful or ineffective for children, at the same time, introducing innovative measures into school administration. â€Å"Involving parents in their own children’s education at home is not enough†¦ to ensure the quality of schools as institutions serving the community, parents must be involved at all levels in the school† (Allison Canadian Education Association, 2004). A possible improvement would come in the form of parents taking on teaching and mentorship roles among the students (Lucas, 2006). Current situation. School teachers and administrators have difficulties accommodating the increasing demands placed on them by parents and the ever-improving education curricula that countrie s all over the world are adapting. As such, Jones (2010) suggests that â€Å"lack of parental support can also lead to teachers taking on the role of parents† (2010, p. 2). Administrators and teachers therefore face the increasing challenge of staying true to the ideals of schooling or adapting quasi-parental roles in the school setting. This approach has deepened with the creation of boarding schools, especially in middle-income and low-income countries in which students cannot afford to go back home on a daily basis.Advertising We will write a custom research paper sample on Suggestions for Future Strategies in Analysis of Parental Involvement in School Administration specifically for you for only $16.05 $11/page Learn More Scholastic (2009) indicates that benefits of adapting the hybrid educational model are obvious: â€Å"Students whose parents are part of their school-life earn better grades and higher test scores, attend school more regula rly, exhibit better social skills, and adapt better to school.† Moreover, parents can track the activities and progress of their children, enabling the educators to identify and solve problems related to the academic progress of students immediately with active parents. â€Å"Parental involvement allows parents to monitor school and classroom activities, and to coordinate their efforts with teachers. Teachers of students with highly involved parents tend to give greater attention to those students†¦Ã¢â‚¬  (Education, 2005). Possible solutions. The home setup can complement the school system since children naturally expect to learn from their parents. At the same time, parents may not have special skills for providing their children with educational instructions. The proliferation of the Home-Schooling movement across the world bears witness to the effectiveness of parents as educators and children as students in the home setting, â€Å"These are wonderful opportunities to get to know your children and have them get to know you† (Joye, 2005). In this respect, parents can play a crucial role in school management in terms of helping students and guiding them as well as providing support and evaluating the best practices to be adopted by educational institutions. Epstein’s six types of parent involvement. Examples of hybrid systems that have benefited students abound across the globe can be easily found in most contemporary educational institutions whereas the Epstein’s Six Types of Parent Involvement model is considered to be the most favoured one. In this approach, parental participation in education involves six areas comprising home and school activities (ERIC Clearinghouse on Educational Management, 2001). First on the list of offered activities is parenting, that entails helping families to setup homes that encourage children in their academic endeavours.Advertising Looking for research paper on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More Second is communicating that involves utilization of home-to-school and school-to-home systems of communication about student programs and student progress, â€Å"Some teachers involved parents in academic activities such as reading and tutoring, while other teachers turned to parents to relieve them of duties that otherwise would get in the way of teaching† (Education Oasis, 2001). The next on the list is volunteering and participation using parental support to recruit and organize. The fourth is home lessons, where families receive ideas on how to help students with curriculum-related material. Fifth is decision making and participation where parents participate in school decisions and administrative processes (ERIC Clearinghouse on Educational Management, 2001). Parental involvement factsheet of Michigan. According to the Parental Involvement Factsheet of the state of Michigan, USA, the involvement of parents in school administration are manifold (Michigan Department of Ed ucation, 2002). One of the most important benefits listed in the Parental Involvement Factsheet is that intense parental involvement produces improved student performance progressively and when parents are involved, students have higher grades and graduation rates, better school attendance, increased motivation, better self-esteem, lower rates of suspension, decreased use of drugs and alcohol, and fewer instances of violent behaviour (Michigan Department of Education, 2002). As such, it is essential for parents to partake in educational activities for school management. A study by British researchers shows that parents are eager to be involved in their children’s education: â€Å"In total, nearly three quarters (72%) of parents agreed that they would like more involvement, but only a third (35%) ‘definitely’ agreed† (Williams, Williams Ullman, 2002). This shows that most parents would participate in educating their child if only they receive guidance on h ow to do it. Methodology As a part of the dissertation proposal, a list of methods should be provided to outline the main area of research, data collection opportunities, data analysis opportunities and limitations, sampling methods if surveys or other experiments are to be used.  As such, it is necessary to emphasise that this should be qualitative rather than quantitative research-based mostly on secondary sources, whereas opinion polls can become a great part of the research leading it to another direction. As this is a proposal, it is likely that the focus of the research will change as soon as the process of collecting the materials starts. In this respect, there are few proposed fields for research as it goes: The research focuses on the role of parents in school administration in terms of parental involvement into the educational process in terms of support, tracking progress, contributing to improving progress and increasing motivation, and other issues. In this case, it is preferable to analyse grades information from educational institutions before and after adapting active parental involvement models. The research, in this case, would be quantitative, aimed at identifying the positive changes reflected in students’ grades. Besides, it is possible to analyse emotional constraints if children dislike their parents being involved in their academic activities. Conducting a survey among educators give an insight of the educational perspective on the issue of parental involvement. At the same time, it is necessary to obtain written consents from all stakeholders regarding the information permitted for publication and data that should be provided for counting and forming the visual presentation of effects without disclosing personal information. The research focuses on the roles of parents in school administration in terms of parents and students involved only. As such, it might be a merely qualitative research including questionnaires with open- ended questions where parents may tell about their perception of the school administration activities and if they consider it effective or ineffective with regard to students’ performance. At the same time, it is necessary to know the opinion of students and their ability to study under severe parental control. It is essential to identify how students perceive parental involvement and administration in educational institutions where the model is already adapted and in those that still do not have active parental involvement. Moreover, it is possible to analyse the general tendencies if students want their parents to spend more time and effort on their education and what effects they expect parental involvement to have on their academic progress. Problems/Opportunities Problems in the current research proposed may be related to obtaining a written consent from parents, educators, and students to access the grade records and analyse those. Moreover, it is necessary to decide o n the direction to be selected for the research concerning more attention given to the perception of active parental involvement model or on the shifts that take place in roles of parents and educators. At the same time, it is possible to analyse students and their insight of the situation; asking students if they like active involvement of their parents in academic activities and comparing perceptions of all stakeholders including the ministry of education as the main body that suggests and recommends certain systems to be adapted. Timescale/Gantt Chart Reference List Allison, P. A., Canadian Education Association, 2004. Parents’ participation in school improvement processes. Toronto: Canadian Education Association. Anzar, U., 2003. A brief history of madrassas with comments on curricula and current pedagogical practices. Narrative. Cairo: Al-Azhar University Press. Chambers, W. Chambers, R., 1854. Chambers’s papers for the people. Edinburgh: Lippincott. Education Oasis, 2001. Working with parents: advice from teachers. Web. ERIC Clearinghouse on Educational Management, 2001. About parent involvement. Web. Friedman, M., 1955. The role of government in education. Economics and the Public Interest. Piscataway, NJ: Rutgers University Press. Jones, B., 2010. Challenges that teachers face in the classroom. Web. Joye, C. W., 2005. Homeschooling more than one child. Lincoln, NE: iUniverse. Liesen, L. T., 1999. Mother nature: a history of mothers, infants, and natural selection. New York, NY: Pantheon Books. Lucas, B., 2006. Involving parents in schools. London: Continuum International Publishing Group. Michigan Department of Education, 2002. Final Parent Involvment Work Sheet.  Web. Scholastic, 2009. Parent involvement. Web. U.S. Department of Education, 2005. Parent involvement in schools. Web. Williams, B., Williams, J., Ullman, A., 2002. parental involvement in education. Norwich: Queen’s Printer Department for Education and Skills. This research paper on Suggestions for Future Strategies in Analysis of Parental Involvement in School Administration was written and submitted by user Luciano O. 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.

Sample of Reflective Essay - APA Style (Attention)

Sample of Reflective Essay - APA Style (Attention)The Perdue Sample of Reflective Essay Apa Style is a very comprehensive book on the subject of education. The title is derived from an APA fact sheet that lists seven strategies for educators that can be used to teach students. The seven included strategies are Assessment of Success, Reflections on Self, Review of Skills, Review of Culture, Reflective Writing, and Strategies for Teachers and Students.An introduction to the book contains examples of each strategy and what it does to the teacher's style. The first example is 'Assessment of Success,' where 'success' refers to the best student, and 'assessment' means assessing. The book provides suggestions for the classroom, as well as guide lines for teachers in their own practices. This is a chapter that could be used with the other chapters to make learning more effective.In 'Reflections on the Self,' the Sample Reflects 'on the possibility of human knowledge.' It teaches the use of t he four-pronged metaphor, the four words from beginning to end, and the question and answer format that has been used by researchers in their study of language. Questions for reflection include 'Who are you?' and 'What do you think about?' The text then uses four words in all, and the four-word metaphors all come from the first chapter.Reflective Writing is the third chapter. It introduces an outline for the writing process, including a story sample, one paragraph on 'why,' one paragraph 'why,' and one paragraph 'what about?' The process then proceeds to a reflection on 'the scope of the problem,' using metaphors such as the 'bridge'the blinds.' 'If you are satisfied with what you have now, 'reflective' writing concludes, then 'what about?'The fourth chapter, 'Reflections on Culture,' is followed by a section of quotes and 'stories about who we are,' by the author and followed by a sentence that begins with the words 'everyone will always be...'. The use of the phrase 'will always b e...' is, by the way, a teachable moment. Once again, one may only think of one's self as a personal entity. This chapter also introduces a single-sentence metaphor, 'What's in a name?' to serve as a model for evaluating theories.Reflective Writing is the next chapter. It shares four sentences that serve as the basis for the book, and then discusses the importance of integration and organization, emphasizing 'why, how, why not, and the best ways.' The chapter then shows three examples, and the process of reflection is discussed in four stages. The four examples include, 'the difference between feelings and things,' 'deliberation,' 'how to analyze a document,' and 'next steps.' The processes include: Developing the document, Meeting, Writing, and Reading. The four stages of reflection conclude with one that encourages how to share the worksheets with students.Each chapter is supported by 'Sample Reflective Essay,' which presents key ideas and themes throughout the book. The authors p rovide helpful advice and hints on the use of the material. In all, the Sample of Reflective Essay Apa Style offers a wealth of information to help teachers and students create effective learning environments.

Induced Resistance in Plants

Induced Resistance in Plants Induced resistance is a defense system within plants which allows them to resist attacks from pests such as fungal or bacterial pathogens or insects. The defense system reacts to the external attack with physiological changes, triggered by the generation of proteins and chemicals that lead to activation of the plants immune system. Think about this in the same way as you would consider the reaction of your own immune system to attack, from, for example, a cold virus. The body reacts to the presence of an invader through several different mechanisms; however, the result is the same. The alarm has been sounded, and the system mounts a defense to the attack. Two Types of Induced Resistance Two main types of induced resistance exist: systemic acquired resistance (SAR) and induced systemic resistance (ISR). Systemic acquired resistance occurs when a localized wound is created on the plant, causing necrosis. The resistance is stimulated when a treatment designed to induce the resistance is applied to the spot where the pathogen has invaded the plant. The treatment can come in the form of another microbe, or as a chemical, such as salicylic acid. (An interesting fact: salicylic acid is also used to make aspirin!) The treatment triggers a systemic response in the plant, and the immune response is signaled. Obviously, this process takes some time to occur, depending on the plant species, the environmental conditions, and the nature of the pathogenic attack.Induced systemic resistance occurs when plant roots are colonized by plant growth promoting rhizobacteria (PGPR), soil bacteria which directly and indirectly influence plant growth. When the PGPR sense a change in the plant, a physiological response is triggered via a pathway involving (again!) salicylic acid. The chemicals jasmonate and ethylene are also involved as signaling chemicals. Unlike SAR, necrotic lesions on the plant are not involved in ISR. Both resistance pathways lead to the same final ending the genes are different, the pathways are different, the chemical signals are different but they both induce the resistance of plants to attack by pests. Although the pathways are not alike, they can work synergistically, and therefore the scientific community decided in the early 2000s to consider ISR and SAR as synonyms. History of Induced Resistance Research The phenomenon of induced resistance has been realized for many years, but only since about the early 1990s has it been studied as a valid method of plant disease management. The most prophetic early paper on induced resistance was published in 1901 by Beauverie. Titled Essais dimmunization des vegetaux contre des maladies cryptogamiques, or Testing the immunization of plants against fungal diseases, Beauveries research involved adding a weakly virulent strain of the fungus Botrytis cinerea to begonia plants, and discovering that this imparted resistance to more virulent strains of the fungus. This research was followed up by Chester in 1933, who outlined the first general concept of plant defense systems in his publication titled The problem of acquired physiological immunity. The first biochemical evidence for induced resistance, however, was discovered in the 1960s. Joseph Kuc, widely considered to be the father of induced resistance research, demonstrated for the first time the induction of systemic resistance using the amino acid derivative phenylalanine, and its effect on imparting resistance of apples to apple scab disease (Venturia inaequalis). Recent Work and Commercialization of the Technology Although the presence and identification of several pathways and chemical signals have been elucidated, scientists are still unsure of the mechanisms involved for many plant species and many of their diseases or pests. For example, the resistance mechanisms involved for plant viruses are still not well understood. There are several resistance inducers called plant activators on the market. ActigardTMV was the first resistance inducer chemical on the market in the USA. It is made from the chemical benzothiadiazole (BTH) and registered for use in many crops, including garlic, melons, and tobacco. Another product involves proteins called harpins. Harpins are proteins produced by plant pathogens. Plants are triggered by the presence of harpins into a warning system to activate resistance responses. Currently, a company called Rx Green Solutions is marketing harpins as a product called Axiom. Key Terms to Know Phytoalexins: antimicrobial proteins that accumulate in plant cells following microbial infection. They do not appear in healthy tissues; they are only formed after infection or injury.Hypersensitive response: the rapid response triggered by a plant in response to pathogen attack.

Informational Interview Essay Example | Topics and Well Written Essays - 750 words

Informational Interview - Essay Example This report includes a summary of questions that were asked to an employee in an accounting field. The questions were prepared to capture challenges one goes through in the field and importance of interpersonal, communication, speaking, team work and written communication among others. Discussion The employee interviewed started to work as a junior accounts manager with future objective of becoming a CFO Manager in a financial related organization. The interviewee chose to work in this field as he is good in Math and this is what he sees as the only way promotion and can secure him any job applied for in other companies. Some of the task assigned to him currently includes managing the trainees’ accounts, communicating with the bank to ensure that the trainees are paid in time (Guffey & Loewy 2010). He also helps in recruiting exercise of accountants for other departments in the organization. The respondents finds the work satisfying as he enjoys working as an accountant, solve new challenges and making other team members happy. He works hard to ensure that he is productive and all that he does is appreciated by both the junior and seniors. Although he enjoys working as an accountant, the work has pressure. He says that he has to ensure that he does not make any mistake it affects line activities above or under him. He works in the salary and finance department where he ensures that salaries are paid in time and the trainees are satisfied and happy to be paid what they have worked for in the past month. The respondent says that the field is very competitive as one goes up the rank, competiveness and challenges increase too. The industry at large requires one to incorporate both the accounting skills, deductive skills and good decision making skills. One is required to make good decisions on when a risk is worth taking; these skills have seen him get promoted twice since he started as a trainee four years ago(Fitch 2007). The respondent has worked in multi ple departments that has exposed him well and made him to feel that he is an all round person. This industry requires him to make information he learnt in college. The accounting, etiquette, technical communication skills and business ethics skills learnt in college has helped him to ensure he meets customer satisfaction in his field of work. Over time, the respondent says that he knows that it is possible to project customer’s future needs. This is important as they need to safe guard the company image at all cost. The employees are required to have the right morale and attitude as they work; to achieve this, the respondent says that they calculate the economic growth and from there salary increment for the employees is increased accordingly. Employee’s performance is not only measured from how much money one brings into the company, but it incorporates a mixture of other factors like one’s hard work, work ethics, creativity and communication within the employe es and to customers. The company values employee’s creativity and productivity. The respondent wants to see himself in a senior management position in the coming five to ten years. The position he is aspiring to hold by then includes project manager and to manage his own department, as he aspires to be a CFO later on. The communication needs in this field is effective and a mistakes can put an employee in a lot of trouble. The respondent s

Language and nonverbal communication in a problem solving task Essay

Language and nonverbal communication in a problem solving task - Essay Example Communication is a two-way process. There are two roles in a communicative act, the speaker or the sender of the message and the receiver or the audience. Without the speaker, there is no one to pass on the message. Without a receiver, there is no one to accept the message. The speaker and the receiver then is the key element to a successful transmission of message. Verbal communication focuses on the use of the spoken language. Whether one is in a face-to-face dialogue or in a limited communication, spoken language is an essential in conveying the message. Speech is needed to communicate a message, especially in limited communication. Non-verbal communication is used to emphasize the message conveyed. It evokes images and translates the spoken message into pictures and descriptions. The process and method of communication affects not only the verbal part of the communicative act but also the non-verbal part (Bavelas, et.al. p. 22). The concept of the working memory, thus, is important in understanding how speech and gestures are used in communication. Humans have a working memory, by which it is described as the perception and the knowledge, whether stored or new knowledge, that our minds have the capacity to store (Logie, p.2). This offers a conceptualization of how language, speech and gestures are used in a communicative act. Whatever we have stored in our minds, that is what the speaker and the receiver processes in order to understand the message transmitted. Context plays a big part in communication as it determines how the message is to be understood and is understood by the communicators. In face-to-face interaction, a comprehensive communicative act by which both spoken language and gestures are simultaneously used in order to better convey the message. Bavelas and Chovil (p.164) suggests that communication processes should consider the concurrent use of both the audible and the visible