Gender and leadership style analysis

Sexual orientation and administration style examination 1. Presentation Pioneer is the focal piece of an organization. Regardless of what sort of association it is, the movement of driving is significant. Pioneer style is additionally called director style, which is worried about looking after inspiration, adjusting interests and executing strategic plans. A viable pioneer is somebody who inspires an individual or a gathering to achieve more than they would have in any case achieved without that pioneers association (Gedney R., 1999). As a decent pioneer, the person in question ought to be visionary, inventive, and has vital and consistent reasoning. Great authority style can assist an organization with building and support a superior structure. When a child is conceived, the main inquiry individuals consistently pose is it a kid or a young lady? The babys sexual orientation figures out what sort of qualities the person would have somewhat. On the off chance that the infant is a kid, he is bound to be serious, solid and extreme later on. In the event that the infant is a young lady, she is by all accounts progressively cautious, enthusiastic, and tolerant when she grows up. So as indicated by various qualities male and female keep up, their initiative styles have numerous distinctions. 2. Various Genders Leadership Styles Examination introduced by Dr. Pat Heim in her video, The Invisible Rules: Men, Women and Teams, demonstrates that every sexual orientation is a culture in itself, raised with imperceptible standards of direct intuitively known to every single grown-up individual from that sex (Norton D., 1998). Male pioneer inclines towards the conventional order and-control style. They are bound to utilize a value-based initiative. The value-based initiative style created by Bass depends on the theory that adherents are roused through an arrangement of remunerations and discipline (Transactional administration, 2007). Pioneers utilizing this style see work execution as a progression of exchanges and they offer compensations for administrations rendered or discipline for deficient execution. This implies if the adherents accomplish something useful for the association, they will be compensated. Despite what might be expected, in the event that they accomplish something incorrectly, they will be rebuffed. Devotees are placing the desires of pioneers in effect. In actuality, this sort of style may start to shape the early pioneer adherent relationship. Male pioneers give the plans to their supporters that they can show signs of improvement raises by following requests. Concerning female pioneers, they additionally utilize the value-based authority style. Be that as it may, the examination discovered ladies were bound to utilize the supporting part the authority style have. Then again, male pioneers not generally give rewards when their representatives perform well. In any case, if the representatives accomplish something incorrectly, he will rebuff them without questions. Female pioneers are would in general utilize this sort of intuitive administration style. They empower others cooperation as well as endeavored to invigorate adherents by upgrading their feeling of self-esteem. They move and persuade workers while permitting them some drive and enabling them to settle on choices all alone. Numerous ladies chiefs accept that individuals perform best when they like themselves and their work. The pioneers are opening access to data to expand open doors for nonstop improvement. In any case, similitudes additionally exist among people administrators. So as to lead workers, regardless of what sexual orientation you will be, you ought to follow numerous comparative rules that helpful in the board. A broad survey of examination recommends that likenesses in administration styles will in general exceed the distinctions. In light of vocation self-determination and association choice, individuals who pick professions in law requirement or land share a great deal for all intents and purpose. So do people who pick administrative or administrative jobs (David C., 2006). Everything considered, men are bound to utilize the value-based initiative style for fulfilling and rebuffing workers. Men are solid and unequivocal. Ladies assemble extensions of sympathy. Men complete things. Ladies care increasingly about the process(Different administration styles, 2007). As ladies consistently utilize the transformational initiative style, they are greater at haggling than men. There are numerous correspondence qualities for female pioneers: they improve cooperation, win the trust of the individuals they work with, and energize development. Male pioneers likewise have numerous focal points: they are definitive when they face troublesome circumstances, have clear psyche to set various obligations, and expel undesirable components without questions. 3. Male Leaders versus Female Leaders, Which Make Better Leaders During a significant stretch of time, numerous individuals think men can oversee individuals well and they are appropriate to the executives. Be that as it may, as an ever increasing number of ladies are moving into the executives as of late, a few inquiries have emerged: Do ladies bring a unique fresh out of the plastic new style of driving into organization? The customary order and-control style, contrasted and womens methods of driving, which one is progressively powerful? Which administration style is better? Which authority style is better? In 2005, a year-long investigation recognized various attributes that recognize ladies pioneers from men with regards to characteristics of authority. The investigation discoveries are summed up into four explicit articulations about womens authority characteristics: Women pioneers are more powerful than their male partners. When feeling the sting of dismissal, ladies pioneers gain from affliction and continue with an Ill give you disposition. (Ladies Leaders study, 2005). Esther Wachs, the writer of the book Why the Best Man for the Job is a Woman: The Unique Female Qualities of Leadership, makes research on the vocations of fourteen top female administrators among them the President and CEO of eBay to discover what makes them so effective. She discovered ladies has a readiness to rethink the standards; a capacity to sell their dreams; the assurance to transform difficulties into circumstances; and an attention on high touch in a cutting edge business world (Lowen L.). Ladies in both staff and line positions were bound to be pioneer style administrators than their male partners. During 1990s, there were just little piece of ladies filled in administrative positions and a large portion of them remained in house taking care of children and doing housework. However, soon after quite a while, an ever increasing number of ladies become white-collars and land high-leveled positions. Associations acknowledge ladies have preferred execution over anticipated. In 2005, the quantity of ladies rising into top administration positions in huge organizations has expanded almost 60 percent in the course of the most recent decade. In both the UK and Ireland, ladies speak to in excess of 45 percent of the workforce (Gurdal I., 2005). From the information we can see, the speed which ladies moved into top positions is extremely quick. These days, it is entirely expected to see female pioneers in association, in spite of the fact that they are as yet the minority. Since innovation grows quickly, what the organization concerned most later on is for individuals. Intuitive administration, inventive issue taking care of technique, and successful relational abilities are more important for an association than different perspectives. Every one of these attributes as significant for future turn of events and achievement are the characteristics female pioneers have. So to certain degrees, it appears that female authority style is increasingly more appropriate for organizations. Ladies can make fresh out of the plastic new company culture, which is not quite the same as male pioneers created. The structures that ladies build up appear to be adaptable and these structures can assist with making progressively intuitive condition for an organization. Since ladies additionally will in general examine issues all the more transparently and use oblivious conformity to look for arrangements, such arrangements are regularly increasingly adequate to groups (Guti㠩rrez M., 2008). As indicated by what referenced above, female pioneers have numerous favorable circumstances exceed than male pioneers. Be that as it may, this doesn't mean male pioneers are bad. There is still a lot of predominance which male pioneers have. Numerous examinations appear there are not heaps of contrasts between the characteristics of people administration styles. Every sexes initiative styles have their valid statements. Since male pioneers are increasingly manly, they are acceptable at taking care of issues, appointing, and impacting bosses. Female pioneers are increasingly ladylike, they are bound to be supporting and remunerating others, building group and counseling. Strangely, some male chiefs are better at systems administration, which for the most part is viewed as a female conduct. Some female chiefs are superior to guys at taking care of issues, a capacity viewed as male authority style. 4. The Trend of Leadership Style 4.1 Feminine authority style is developing The general impression of business the board before was a structure commanded by guys whose authority style was various leveled, intense, activity arranged, and even totalitarian. In many people groups mind, the perfect chief ought to be viewed as a free, extreme, individualistic legend. In any case, today another age of ladies is bringing to business an alternate style regularly portrayed as more agreement building, bound to support investment by others, progressively open and comprehensive, and much more mindful than that of numerous guys. Presently another wave upheaval made by ladies is coming. Numerous females start investigate their own specific manner to top administration positions. The way isn't plunking down under old standards and propensities that have demonstrated powerful and appropriate for guys, it gets from womens own understanding and their extraordinary comprehension of the world.T he World YWCA Secretary General Kanyoro says mentalities toward authority changing referenced this: These recently appreciated initiative characteristics of shared administration; nurturance and doing useful for others are today looked for after as well as to be sure expected to have any kind of effect in the world.A ladylike method of driving incorporates helping the world to comprehend and be principled about qualities that truly matter (Kanyoro M., 2006). In present day society, control is not, at this point a well known initiative style. Todays work power is better-instructed. These days, mor

OConnors The Lame Shall Enter First :: Lame Shall Enter First Essays

O'Connor's The Lame Shall Enter First The Lame Shall Enter First focuses on the connection among Sheppard and, from one perspective, his child Norton, and on the other a kid in a reformatory, Johnson. Sheppard's better half is dead and Norton misses his mom. Sheppard can't comprehend Norton at all and decides to invest the entirety of his energy helping Johnson, who reveals to him that Satan has him in his capacity (150). Sheppard obviously doesn't have confidence in Satan and attempts to legitimize the entire circumstance. He carries Johnson home and Johnson meddles with Norton's mom's possessions which, obviously, incredibly disturbs Norton. Sheppard's response to this is Norton actually needs to figure out how to share things. Johnson responds severely to this and sets up Sheppard to contend with his child. When Sheppard leaves the room after he has disclosed to Johnson that he believes he's useful for Norton in light of the fact that Norton needs to share things, Johnson says: 'God kid . . . how would you stand it? . . He believes he's Jesus Christ!' (161). As the story continues Johnson attempts to get Sheppard to see that detestable exists and that Satan really runs the world through his eyes (164). The result of the story, as may be normal from the remainder of O'Connor's accounts, is that Sheppard can't utilize motivation to change Johnson. Notwithstanding Sheppard's endeavors to assist Johnson with strolling better (consequently the title The Lame Shall Enter First) by giving him a wooden leg, Johnson stays by his thought that what is truly amiss with him is malevolent: Sheppard said . . . I am going to spare you. Johnson push his head forward. Spare yourself, he murmured. It's not possible for anyone to spare me however Jesus. (180) A little later Johnson says to Sheppard: 'The Devil has you in his capacity' (185). He at that point vanishes. Toward the finish of the story Johnson is gotten by the police in further wrong-doing and Norton ends it all by balancing himself from the window through which he has been attempting to discover his mom among the stars with a telescope. Towards the end Sheppard understands that he has mistaken acts of kindness for Christian confidence. Works won't spare you yet extraordinary confidence will: Norton's face rose before him, vacant, desolate, his left eye posting indistinctly toward the external edge as though it couldn't bear a full perspective on distress.

6 Simple Tips for Effective Team Management

6 Simple Tips for Effective Team Management Leading a team can be inspiring, rewarding and exhausting.  Busy working environments can leave little time for team leaders to check-in with team members and ensure they’re feeling happy, creative and on track. But with these 6 simple and effective team management tips, theres an alternative. How to Achieve Effective Team Management With good communication channels and plenty of opportunities to give feedback, you can provide your team with a strong support system. With this, team leaders can develop accountability, trust, and a less hierarchical approach. Here are our six tips for achieving a happier and more productive team via some supportive workflows: 1.  Be transparent Transparent working environments have been found to make teams more accountable, happy and creative. It sounds like a big claim but transparent environments help to develop a feeling of mutual respect between team members and team leaders. Via open and consistent communication, transparent and authentic workplaces help employees to feel secure in their positions. In turn, team members feel freer to contribute ideas and suggestions, enhancing creativity. Marc de Grandpre, senior VP of Marketing at KIND Healthy Snacks, believes that transparency in the workplace is hugely important. Marc explains  how they use transparency for effective team management at their company: “How can your company learn, grow and succeed if people are afraid to be themselves, voice their opinions and genuinely show that they care about the brand and team? Having the company become a sort of safe space allows for brilliant ideas to flow and for problems in your company to be flagged and addressed head-on.” Marc and his team aim to make all employees feel in the loop, respected and valued. Consequently, they found that each team member felt happier in their job, while also more creative and loyal. Intuitive task management Using transparent tools James Hannam, team management consultant, agrees that transparency is a cornerstone to high-functioning teams. James explains that on his projects, teams use MeisterTask to achieve effective team and project management. They do this by providing team members with an overview of projects and responsibilities, via their shared Project Boards: If all of your team members can have a high-level of visibility over the project, while also understanding the part they are playing at any given time, you will foster a sense of responsibility, creating accountability among team members. Each task within each Project is assigned to a specific team member, making everyones responsibilities clear. This also enables team members to understand the role they’re playing within the bigger picture. With all tasks and responsibilities displayed transparently, team leaders can take a less hands-on approach, knowing each task will be seen through by the assigned person. 2. Keep communicating You must have heard this one before: the basis of a cooperative and  productive team is good communication. The aim is to create an environment in which team leaders feel able to provide honest and constructive feedback, and team members feel confident to voice concerns and communicate with one another. For teams with members working remotely,  Google Hangouts can provide an ideal way to ensure some face-to-face time is achieved. If your distributed team is working across time zones and you’d like to set up a standing appointment for calls, it’s important to find a time which works for everyone involved. By not always holding calls at inconvenient times for the remote team member, they’ll be more open (and awake) to honestly and accurately communicate with you. Try a chat channel, like Slack Another great communication tool is  Slack. Lots of companies are already using Slack, as  regardless of whether your team is working remotely or all in one office, it’s a great way to cut down on emails and build a positive and friendly working culture. At MeisterLabs we have a ‘stand up’ Slack channel, where everyone begins their day by sharing what they’ll be working on. This helps to prevent siphoning between teams and gives managers a good idea about what everyones focus for will be. It also allows team members to jump in and offer support when useful. Agile team management made simple 3. Provide valuable feedback Providing feedback to team members is one of the best ways you can support them to develop professionally and personally. Jean-François Manzoni, Professor of Leadership and Organizational Development at IMD International, explains: “You do your star a disservice if you fail to help her figure out how she can continue to grow” Even if you have no negative feedback to give, make sure to hold regular opportunities to check-in. This way, you can provide advice on how you feel your team members are progressing and could grow further. If there are any areas of work that you feel could be improved, these discussions also provide a good opportunity to share your constructive feedback. Feedback can be difficult but it is an essential part of effective team management. When summarizing her advice on how to give effective feedback, Belle Beth Cooper said: If you’re finding a conversation difficult or nerve-wracking, remember that your aim in providing feedback is to help your team members succeed and grow. So although feedback conversations can be difficult, especially in non-hierarchical organizations, they’re important and necessary for the development of team members and the success of your wider team. 4. Encourage collaboration Inevitably, your team members will be happier if they can get along well with one another. As an added bonus, they’ll perform better too. To achieve this, encourage your team members to collaborate. On your team, there will likely be a whole bunch of diverse skills. Make sure these different skillsets are utilized by ensuring everyone is aware of ongoing projects. That way, team members can jump in to collaborate wherever they feel they can bring value. On our marketing team, for example, I’ll often draw on support from the SEO specialist while creating the content strategy. Equally, if I know the SEO specialist is coming up with text for a PPC campaign, I’ll offer to help. A collaborative task management tool can help this process by sharing the upcoming tasks for each team member with the rest of your team. Use Google Drive Collaboration has  been found to increase creativity, so tools like Google Drive, which allow for real-time updates on shared documents as you work, are ideal. In our marketing team, we use the Google Docs upload feature within MeisterTask to share documents via the relevant task. This means that were always working on the most up-to-date version of the document, as other team members are able to edit it in real-time. We then use the commenting feature on each task to leave relevant feedback, questions or updates on how the task is developing. Try mapping out your ideas For a less linear take on collaborative working, try using a collaborative online mind map. With MindMeister, multiple users are able to access mind maps at the same time, meaning team members can add their ideas, provide feedback or vote up or down on ideas. This can all be done in real-time, whether brainstorming in a meeting together, or working entirely remotely. Generating ideas collaboratively while mind mapping has been found to boost creative thinking, as it integrates both the linear, convergent (left-brain) thinking with divergent, non-linear (right-brain) thinking. This engages the whole mind in processing and creating new information, using our visual, spatial and kinesthetic senses to come up with new ideas, increasing our creativity. 5. Trust your team to do their job When I asked Michael Hollauf, MeisterLabs’ CEO, what his advice would be to other team leaders, he said it would be to always recognize when to delegate tasks. Companies hire competent staff for a reason and effective team management shouldnt mean micro-management. If youve hired staff for a specialist area like programming,  you need to know when to just leave them  to do their job. Delegate tasks while staying in the loop Sometimes it can be hard to let go. Especially if you’ve been working on a project for a while but need a team member to take it over. , try using the Watching feature, where you can add yourself as a watcher. Becoming a watcher allows you to remain in the loop with how the task is progressing and any related discussions. Michael Kranner, MeisterLabs’ Growth Marketer,  explains how this function helps him to run the Growth team here at MeisterLabs efficiently: at every stage, the experiment task is assigned to one specific personOther team members can “watch” the task’s progression, keeping everyone in the loop with how the experiment is developing… As experiments develop we move the tasks between the sections. All team members “watching” the experiment are notified about the move. By allowing watchers to keep an eye on progression, the feature allows team leaders to entrust team members to get on with  their tasks or projects alone while feeling able to jump in to query or help where useful. Retain an overview of team and project progress In MeisterTask, team members can gain a clear overview of team and task progression via the Statistics Reports area. Featuring graphs on task creation and completion, team productivity can be viewed transparently and reports can be downloaded as CSV files if needed. Teams can also choose to time-track their tasks to gain even further insight into how long projects are taking. Effective task management 6. Prevent team burn-out As a team leader, you’re in a great position to set positive boundaries of work, play, and relaxation. In her article on managing work notifications,  Belle Beth Cooper argues that it is the responsibility of employers to set the precedent about when and where team members should be switching off from work entirely. This could mean, for example, by not expecting team members to check emails after working hours. Of course, this can be difficult. Particularly in teams where members work flexibly and might prefer to start early or work late, to save time elsewhere. However, encouraging team members to set themselves some working limits, to sleep well and avoid burn-out, is important. and Slack, our main communication channels at MeisterLabs, you can choose which notifications to receive. For example, I’ll only receive a push Slack notification on my laptop if I’ve been mentioned or been sent a direct message. Similarly, as Belle Beth Cooper suggests, team members can try setting their phones to do not disturb  mode when finishing for the night, so they’re able to switch off, relax and rejuvenate. Agile project management, made simple. So those are our 6 tips for mastering effective team management through some productive and supportive workflows. However, every organization is different, so it would be great to hear your thoughts and experiences in the comments below!

UK Climate Change Policy and Law Free Essay Example, 1500 words

Climate Change Climate refers to the â€Å"the average weather experienced over a long period, typically within a span of 30 years† (UK CIP, 2006)ii. From the name itself, the term climate change entails the agro-meteorological changes that have occurred, not only in the UK but as well as on other parts of the globe since the 1900s. Changes that have been taking place are brought about by natural and human causes. Natural causes include changes in temperature, precipitation, rainfall patterns, relative humidity, and other agro-meteorological conditions that are brought about by the interaction of the ocean, atmosphere, changes in the Earth’s orbit, energy from the sun and volcanic eruptions. On the other hand, human causes are mainly influenced by the emissions of greenhouse gases such as carbon dioxide (CO2), sulphur oxides (SOX), nitrous oxide (NOX), chlorofluorocarbons (CFCs) and methane (CH4). As technological innovations progressed, greenhouse gas emission continues to increase as more and more people rely on burning of coal, fuel, oil and gas for main sources of energy. This has been exemplified by products of technology such as: cars, train, factories and machines among others. We will write a custom essay sample on UK Climate Change Policy and Law or any topic specifically for you Only $17.96 $11.86/pageorder now According to the UK Climate Impacts Programme (2006)iii, about 6.5 billion tonnes of CO2 have been emitted globally each year. Instead of being dissipated outside the Earth’s atmosphere, these greenhouse gases are trapped in the atmosphere, thus altering the global climate. Aside from the burning of coal and oil, change in land use is also a contributing factor in this issue, as about a net annual emission of 1 to 2 billion tonnes of CO2. From pristine forests, lands are being transformed into agricultural areas, subdivisions, factories and other feasible forms of land conversion. Instead of having more trees and grasses to convert the greenhouse gases into utilisable forms, land conversion further increases the rate of greenhouse gas emissions in the planet. According to Labatt & White (2002)iv, the issue of climate change had been prevalent since prehistoric times. Scientists have also attributed this global phenomenon to the extinction of dinosaurs and other prehistoric animals. It was in the beginning of the 19th century when the issue of climate change was raised and seriously noticed. But it was only in the last 30 years that the impact of these greenhouse gases were seriously noticed, especially when the global temperature increased approximately 0.2 ºC per decade (UK CIP Climate Digest, 2006)v.

Oral history essay Free Essays

The Vietnam War effected the whole world in many ways. But when talking about wars in class only give you one perspective which is the big picture. But what about the small picture? The effect the war had on individuals and their families. We will write a custom essay sample on Oral history essay or any similar topic only for you Order Now Sometimes hearing the story from someone who was in the war can give you a better understanding about the conditions they faced. For this oral history paper interviewed my uncle Steven Mangled who was an engineer sergeant in the Vietnam War. During this time before the draft was abolished n 1 973, many troops were selected for service through the drafts but those who didn’t want to go to war would sometimes flee to Canada or other places. 25 percent of the troops that served in this war were draftees. These people were called â€Å"draft dodgers. † My uncle didn’t want to be one of these people and wanted to do his duty as an American citizen so he joined the army in the 1 ass’s after graduating college. He went through NCO school, which is a course to becoming a non-commissioned officer. He then went through his training to become a sergeant and entered the U. S Army Corps of Engineers. Shortly after, around 1 970, he was sent to Vietnam. His mission there was to support an artillery unit that was stationed on the border of North and South Vietnam. He built and designed things like helicopter pads, flood protection systems, facilities for the army and many other things. During his stay he also had the opportunity to help build a hospital for the Vietnamese people. One of the things that affected my uncle during the war was the subject of races. At this time period there was a lot of civil rights movements going on. The Vietnam War had a very high percentage of blacks more than any war before it. Blacks made up about 13 percent of the troops that served. Before joining the war my uncle had a lot of prejudices about the different races, but started to think differently after working closely with people from all different races and ethnicities. He learned to live with them and became very close to a lot of them. The Vietnam War provided these African Americans and Hispanics their first experiences of white comradeship and really opened peoples eyes to the fact that they weren’t all that different. Of course there was bound to be occasional racial tension but they tried to keep this tension from affecting the performance of the troops. My uncle started to gain respect for Hispanics in the war. He said that they were the hardest workers and had a great work ethic. His visions of the races totally changed. Another thing that really affected my uncle was when he was building the hospital for the Vietnamese. The hospitals in the Vietnam War were different from any other war. There wasn’t a very good road system through Vietnam so transportation was very hard so most of the hospitals were semi-permanent. Before the hospital was completed they started treating patients. The patients were of all ages, from children to elderly. Since he roads weren’t very good the helicopter was a great help in getting patients to the hospitals and saved many lives. My uncle described the injuries as brutal and a lot of times fatal. Seeing all of the wounded really got to him. He expected to see some injuries but figured that because he was an engineer that he wouldn’t be too close to a lot of them. He had time to talk to a lot of the Vietnamese, and was shocked at the fear that they lived in. Men his age had been living in war zones all their lives and grew up in very bad poverty. This made him appreciate where he comes from. He realized how lucky he as to have grown up not scared about having his home raided or burned down or his family torn apart. The American dream was a real thing and he was glad to be living it back at home. We read about wars all the time but almost always just look at the big picture. You hear about mass causalities and death rates. Talking to my uncle made me see the effects of war on a smaller scale. I now better understand how people felt while at war and the things they Saw. Know that he is very proud Of his service in the war, and I am too. If it weren’t for the brave men and women who fought for our country we wouldn’t have the freedom we have now. How to cite Oral history essay, Essays

Perspective to Stakeholder Relational Ontology †MyAssignmenthelp

Question: Discuss about the Perspective to Stakeholder Relational Ontology. Answer: Introduction: The method of systematic process of project development consists of more than one phase of development. These are the planning phase, analysis phase, development phase, maintenance phase and design phase. System analysis refers to the use of various methods of analysis which includes the analysis and collection of data from various sources and reporting the presence of abnormalities and errors from it. The main benefits of this process include defining the objectives of the system. This report includes an analysis of the various models related to the activity of the project concerned. In addition, the report also includes considerations of various stakeholders by the inclusion of a stakeholder map. Moreover, the report also includes a questionnaire for considering the management of the project. Furthermore, the report also recommends a use case diagram to be followed for the project. The project of the National Youth Mental Health Foundation is aimed to provide medical treatments to population groups belonging to the ages of 12 to 25 years (Rickwood et al., 2014). The National Youth Mental Health Foundation will later be named as the Headspace organization. The main concern of the National Youth Mental Health Foundation is to provide mental treatments to the concerned populations. In addition, the persons belonging to this group will also be getting better care and specialist treatments which will help in their recovery and social development (McGorry, Bates Birchwood, 2013). To complete the project of mental health recovery, the government of Australia has provided a funding of 54 million$ for the establishing National Youth Mental Health Foundation. This will help the population belonging to this group to get better care and specialist treatments which will help in their recovery and social development. Stakeholder mapping: Stakeholder mapping is a process of making an analysis of the various requirements of the stakeholders associated with a project. The various stakeholders associated to a project not only include the internal associated people but also the people who are associated externally. The process of stakeholder mapping is basically used for resolving the conflicts in the requirements of the associated stakeholders, managing the projects concerned and administrating the business processes. The main benefit of this process is to provide the knowledge of the various interests related to the stakeholders associated (Missonier Loufrani-Fedida, 2014). In addition, the mapping process does not consider the requirements of one specific stakeholder but the various stakeholders associated with a project or policy. This section of the report discusses about the various stakeholders associated with the Headspace project. The stakeholders associated include the internal and external stakeholders (Shirey, 2012). These stakeholders are further categorized into the operations and the executive level stakeholders. Identification of the stakeholders: This section includes the stakeholders that are to be included in the project requirements. The stakeholders included in this report are the internal and the external ones. Both of these stakeholders are further categorized into the operations and the executive. In case of the external stakeholders, the patients associated and the suppliers are the operation stakeholders in this project. The special interest groups associated with the health center are the executive stakeholders of the external level. Moreover, in the case of the internal stakeholders, the operational stakeholders associated with the project are the nurses, front-end communicators and the researchers. The executive stakeholder externally associated to the project is the directors and the board members. Analysis of the stakeholders: This section of the stakeholder mapping is used to make an analysis of the stakeholders and the roles that they play in the organization. The stakeholders pertaining to the executive level are only to manage the various operations without engaging to a much higher level. Similarly the operational stakeholders are crucial to the project for providing aid in working as well. The patients and the suppliers are the operation stakeholders in this project pertaining to the external level who are responsible for effective business process of the associated organizations. The executive stakeholders of the external level are the special interest groups associated with the health center that is responsible for the identification and mitigation of the main concerns of the organization. The internal operational stakeholders associated with the project are the nurses, front-end communicators and the researchers who are responsible for maintaining the operational flow of the organization. Lastly, the executive stakeholder externally associated to the project is the directors and the board members who take on executive decisions pertaining to the betterment of the organization. Stakeholders Contribution in the organization Legitimacy in use Influence in the market Willingness to engage with the organization Involvement in work External executive Medium Low Medium High Medium External operation Low Low Low Low Low Internal executive High High High High High Internal operation Medium High High Low Medium Mapping process: This process in stakeholder mapping is to show a pictorial description of the various associated stakeholders pertaining to both the executive and the operational level. Setting up priority for various stakeholders: This section is used to set the priority of the various stakeholders involved. The priorities are usually made depending on the associated needs of the concerned healthcare organization. The most important prioritized stakeholder is the external stakeholder of the operational level. As the entire business continuity is dependent on the workings of these aspects, they are considered the most prioritized stakeholder. The internal stakeholder for the operational requirements is the next aspect included in the priority list. Without the presence of the internal operational stakeholders, the patients associated will not be provided healthcare benefits. The next prioritized stakeholder is the internal stakeholder of the executive level. The main decisions for the operations of the organizations are dependent on them which list them on the third position in priority analysis. The external stakeholder of the executive level are listed at the last position of the stakeholder analysis as their decisions will not have a direct impact on the workings of the organization. Stakeholders Priority External-operation Very high Internal-operation High Internal-executive Medium External-executive Low Questionnaire: A questionnaire is termed as a default method used for conduction of researches, which is used to gather relevant data pertaining to a research objective. The method of conducting a questionnaire research survey includes the presence of a certain number of questions. Based on the answers gathered from them, the research method is concluded (Patten, 2016). The main advantages to these questionnaire forms is that the developers of such forms gets to enjoy the added benefit of not including any survey with this research. In addition, they are also very cheap compared to any other research tool. Although, they provide many advantages, they do not include an analysis tool for targeting a geographical location which is considered a disadvantage to this method (Chau et al., 2012). This section of the report includes 10 research questions to be answered by the stakeholders involved with the organization. The questions are mainly done to get an analysis of the various parameters related to the environment of the site or the problems associated to the National Youth Mental Health Foundation. What is the location of the National Youth Mental Health Foundation? When will the evaluation of the site commence? What is the suitability status of the environment that the project will be made on? What is the metric of the population present in the area concerned? What is the mental health analytics of the concerned population in the area of the National Youth Mental Health Foundation? What is the count of any other mental health care in the targeted area? What are the rate and the status of the materials that will be required for construction? What are the requirements for any mental health care organizations in the targeted area? What are the various tools and techniques to be used for promotion? When will the staffs needed for smooth functioning be available? A use case model is used to analyze the performance of a system based on the interactions given on that system. It is basically used to denote a response given to a certain input at the system (Almutairi et al., 2013). This section of the report is used to show a use case diagram and its supportive theories depicting the various operations inside the National Youth mental Foundation. The use case is also used to show the series of outputs that is to be made for every input parameters considered. The use case diagram is for the administrative authorities to see the various processes included in the operations of the organization. This will also help the administrative authorities to predict the presence of any problems in the operations before their processing (Kulak Guiney, 2012). The above use case chart is based on the activities of the National Youth mental Foundation. According to the diagram listed above, there are four use cases pertaining to various authorities. The first use case depicts the relationship with the health care administrator. They are responsible for administrating and managing the various activities of the health care organizations. Mainly, they are concerned with the development of new policies that will directly impact the various operations (Cooper, 2012). In addition, their responsibilities also include the presence of directing, managing and coordinating all the services that are persistent in the health care organization. The second use case is used to show the relationship of activities with the protocol maker of the health care organization. The first step performed by the protocol maker is the analysis of various concerns and requirements of the health care organization. The next step performed is the development of a new policy to address these concerns and requirements. These policies will also be included in the various services that are being offered at the health care organization (Drummond et al., 2015). In addition, these newly made protocols and policies will be transferred to the physicians and services so that the operations of the services will be complied with them. The services that require the presence of physicians in the health care organization is listed as the third use case in this report. They are responsible for providing aid in diagnostics and checkup of the patients that will be admitted to the health care organization. In addition, they are also responsible for complying with the policies and protocols of the organization. This will help them to update the necessary requirements in their services (Rebuge Ferreira, 2012). Moreover, the requirements for a routine checkup are also addressed by the physicians as well. The next use case involves the presence of certain administrative authorities whose sole requirements includes the recording of the customer data in the archives of the health care organization. The last use case showing in the use case diagram is that of the patients. They are considered the most important part of the health care organization. The patients are responsible for effective business process of the associated organizations. As an organization cannot thrive without the presence of clients for their business, they are considered the most important for succeeding in the business (Boudreaux et al., 2014). The sole job of the patients includes applying for a routine checkup on the health care organizations or applying for first time enrollment. The physicians will be responsible for their diagnosis. In addition, the information of these patients will be stored for future preferences. The most important use case considered in this report is the one concerning the presence of a physician. As they are responsible for addressing the organizational policies and standards, the services to be provided are based on their workings (Bates et al., 2014). They are responsible for providing aid in diagnostics and checkup of the patients that will be admitted to the health care organization. Basic flow: Diagnosis Description The physicians are responsible for providing aid in diagnostics and checkup of the patients that will be admitted to the health care organization. In addition, they are also responsible for complying with the policies and protocols of the organization. Moreover, the requirements for a routine checkup are also addressed by the physicians as well. 1 Physicians comply with the made policies. 2 The physicians are also responsible for diagnostics operations. 3 The information that is received from the patients are stored in archives. 44 The physicians are responsible for a routine checkup. Termination outcome The diagnosis is done. Description Physicians take after the policies made that are developed by the protocol creator. A1 Storage of information takes place A2 Diagnosis is completed Termination outcome Patient is diagnosed by the physician Alternative flow (B): Routine check Description Patients are provided checkup routinely. B1 Patient information is always checked B2 Routine check is facilitated Termination outcome Routine check is finalized. The information of the patient is collected Diagnosis is selected and provided complying with the basis of policies Routine checks are given Conclusion: Thus the conclusion that can be drawn from the analysis made on the report is that the National Youth mental Foundation needs to accept the stakeholder mapping included which shows the relationship and the priorities of their considerations ranging from a very high to low. In addition, the report also includes the presence of a questionnaire which will be required for getting an analysis of the various parameters related to the environment of the site or the problems associated to the National Youth Mental Health Foundation. Moreover, the use case diagram is also depicted in the report which shows the presence of various activities done by the authorities of the mainly done to get an analysis of the various parameters related to the environment of the site or the problems associated to the National Youth Mental Health Foundation. It is thus recommended for the health care organization to consider these aspects to successfully apply them in their operational requirements. References: Almutairi, S., Abu-Samaha, A., Bell, G., Chen, F. (2013, October). An enhanced use case diagram to model Context Aware Systems. InScience and Information Conference (SAI), 2013(pp. 270-274). IEEE. Bates, D. W., Saria, S., Ohno-Machado, L., Shah, A., Escobar, G. (2014). Big data in health care: using analytics to identify and manage high-risk and high-cost patients.Health Affairs,33(7), 1123-1131. Bocken, N., Short, S., Rana, P., Evans, S. (2013). A value mapping tool for sustainable business modelling.Corporate Governance,13(5), 482-497. Boudreaux, E. D., Waring, M. E., Hayes, R. B., Sadasivam, R. S., Mullen, S., Pagoto, S. (2014). Evaluating and selecting mobile health apps: strategies for healthcare providers and healthcare organizations.Translational behavioral medicine,4(4), 363-371. Chau, J. Y., Van der Ploeg, H. P., Dunn, S., Kurko, J., Bauman, A. E. (2012). Validity of the occupational sitting and physical activity questionnaire.Medicine and science in sports and exercise,44(1), 118-125. Cooper, T. L. (2012).The responsible administrator: An approach to ethics for the administrative role. John Wiley Sons. Drummond, M. F., Sculpher, M. J., Claxton, K., Stoddart, G. L., Torrance, G. W. (2015).Methods for the economic evaluation of health care programmes. Oxford university press. Haoues, M., Sellami, A., Ben-Abdallah, H. (2016). Predicting the functional change status in UML activity diagram from the use case diagram.AICCSA, IEEE. Kulak, D., Guiney, E. (2012).Use cases: requirements in context. Addison-Wesley. Kumar, R., Bhatia, R. K. (2012). Interaction diagram based test case generation. InGlobal Trends in Information Systems and Software Applications(pp. 202-211). Springer, Berlin, Heidelberg.. McGorry, P., Bates, T., Birchwood, M. (2013). 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(2014). headspaceAustralias innovation in youth mental health: who are the clients and why are they presenting?.The Medical Journal of Australia,200(2), 108-111. Sayres, L. C., Allyse, M., Cho, M. K. (2012). Integrating stakeholder perspectives into the translation of cell-free fetal DNA testing for aneuploidy.Genome medicine,4(6), 49. Schiller, C., Winters, M., Hanson, H. M., Ashe, M. C. (2013). A framework for stakeholder identification in concept mapping and health research: a novel process and its application to older adult mobility and the built environment.BMC Public Health,13(1), 428. Shirey, M. R. (2012). Stakeholder analysis and mapping as targeted communication strategy.Journal of Nursing Administration,42(9), 399-403. Short, S. W., Rana, P., Bocken, N. M., Evans, S. (2012, September). Embedding sustainability in business modelling through multi-stakeholder value innovation. InIFIP International Conference on Advances in Production Management Systems(pp. 175-183). 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Limitations Of the Price Limit Model free essay sample

This paper analyzes the various assumptions of the limit pricing model and assesses whether it is an acceptable model or not. The following paper critically analyzes the Limit Pricing Model, which uses limit pricing which is when companies form collusion or a cartel and try to maintain price levels which may or may not not maximize their profits or stop the entry of new firms in the market. One of the major limitations of the model discussed in this paper is that the model assumes collusion. Another limitation examined is that the model assumes the products to be homogeneous. The writer concludes, after discussing eight limitations of the model, that it is completely inappropriate. In an oligopoly there are a few entrepreneurs who are in tight competition with each other and due to this the market price is sticky or we can say downward rigid. Oligopolists do not usually decrease price (sticky downward prices), and tend to change prices together. We will write a custom essay sample on Limitations Of the Price Limit Model or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Rivals match each others price decrease which leads to a price- war and obviously they do end up losing in it and form a cartel. Cartels are an example of a collusive industry. Collusion occurs when firms in an industry agree to fix prices, divide the market among themselves, or otherwise restrict competition in some way.