Sugar Sweet :: Papers

Sugar Sweet The sugar pulsed through her blood. She took another bite. The smooth, sweet chocolate fused into her body removing the pain. She could feel their stares. Burning through her as she ate. She seized the remainder of the chocolate and walked out. It was intolerable. Every time she ate she could feel those around her wishing to throw up. She could feel their whispers of disgust. As she was leaving the food court she felt a tap on her shoulder. She spun around, preparing herself for another snide remark about her size. "What?" she snapped. "You forgot this" the girl replied, her tight jeans accentuating her flawless figure. The girl handed the leaflet to her. "Looks like you might need it" With a snort of laughter she left and returned to her friends. She ran through the rest of the shopping centre. Past the countless shops, pictures of stick figure models stuck to their windows. Sitting under the stairs on the station she extracted the remnants of a family block of chocolate from her bag. She flicked through the leaflet "Lose weight now". She had never seen it before. She began sobbing. The train pulled out of the station. She remained sitting hidden under the steps. Consumed by distress the tall figure that slid up next to her went unnoticed. He lit a cigarette causing her to jump. "What's the problem, babe?" he said offering her a cigarette. "No thanks I don't smoke" she muttered, wiping away the tears. Suddenly conscious of her size she folder her arms across her stomach. "Hey I've seen you before" she sniffed, "You're Dads apprentice" "Yeah, that's me. Look, do you want a lift somewhere?" Face flushed, crying, she unlocked the front door and ran upstairs to her bedroom. She shouldn't have done it. His sweet charm had left her trapped in a car while he tried to come closer. "Give it ago, come on I promise it won't hurt". He had thrust two pills into her mouth.

360 Degree Feedback

Abstract As today’s businesses continue to expand, workers are expected to perform well on their jobs. This is what truly happened to management who has a tendency to measure how well they are doing on their job. The job done in a certain period of time is frequently evaluated by performance appraisal. Performance appraisals lead to enhancing employee’s performance, internal communication (relationship), and quality improvements as well. Some experts argue that formal performance appraisal is somewhat useless and many of them contemplate performance appraisals can be detrimental to quality improvement and convey some negative perceptions to the management (David Law, 2007). Albeit many professionals pointed out disadvantages associated with using performance appraisal, I contemplate that its benefits outweigh drawbacks. As such, a 360-degree feedback is one of the numerous examples of performance evaluation methods. Performance appraisals can be used to measure one’s job performance with feedback from subordinates, peers, and managers in the organization, so that everyone in the particular organization knows what and where he or she needs to improve. In addition, well-scheduled 360-degree feedbacks lead to positive changes in worker’s job satisfaction and enhance the company’s effort to attain its own interest. The stable encouragement of the effects of performance appraisal has a variety of short-term and long-term consequences including improved job performance, harmonious interpersonal relationships (superiors and subordinates), and as well as advanced quality management (continuous improvement) within organizations. History The 360-degree feedback was initially used by the U. S. Armed Forces to support development of its staff in the 1940’s. Later on Clark Wilson from the University of Bridgeport (Connecticut) developed the first 360-degree feedback survey instruments for management development and it has been used and studied since 1973 (www. erformanceprograms. com). Valuable factors A 360-degree feedback offers a variety of remarkably potential benefits. According to Stephane Brutus et al. (2006), all of the following benefits have been applied to six different countries in distinct functions, such as: accounting, finance, manufacturing, and many other primary departments. â⠂¬ ¢Individuals get a broader perspective of how they are perceived by others than previously possible. It indicates that awareness of and relevance of competencies in workers’ psyche will continue to increase over time. At this point, management should be aware that they too have development needs that are crucial for the whole organization. Once this step has been applied, employees would next give more reliable feedback to managers about their performance. I believe this method could be seen as a win-win situation which is beneficial for both workers and management. †¢Encouraging more open feedback — new insights. It indicates that reinforcing the desired competencies of the business requires a clearer picture to senior management of individual’s real worth. A 360-degree feedback clarifies the employee’s critical performance aspects because open feedback gives people a more rounded view of performance than they had previously. †¢Identifying key development areas for the individual, a department and the organization as a whole. Individuals’ strengths can be used to the best advantage of the business. A rounded view of the individual’s/ team’s/ organization’s performance determines appropriately strengths and weaknesses in business environment. Therefore, the self-awareness of managers will have personally impact upon subordinates. †¢Supporting a climate of continuous improvement. Starting to improve the climate/ morale will be measured through the survey. Management should focus on agenda and discuss for development based upon the collected 360-degree feedback. Goals and objectives of 360-degree feedback Applying 360-feedback requires that both recipients and reviewers are involved in confidential feedback. The negative effect of transparent feedback can negatively affected by emotions and peer conflicts. This issue can lead to impaired job performance and adverse interpersonal relationship among the employees. Patricia Angelucci (2000) states the desired objectives of a 360-degree feedback are increasing professional accountability, motivating staff, and increasing employee morale and satisfaction (Angelucci, 2000). Importantly, she claims that 360-degree appraisal given to employees provides for constructive feedback and employee recognition by objectively measuring performance, and gives the employee the responsibility to contribute information (Patricia Angelucci, 2000). It is clear that using 360-degree feedback can necessarily improve labors’ job performance as long the evaluations are delivered honestly, openly, and objectively to the targets in every aspect of management including superiors and subordinates. Process of 360-feedback Robert Garbett et al. (2007) suggest several recommendations to optimize the usefulness of the process in preparing 360-degree feedback: 1. Thorough preparation. It is remarkably crucial to all members involved about the purpose and criteria used to identify role set members. Preparation indicates key to achieve successfulness in implementing 360-degree appraisal. 2. Suitability. Methods used in gathering information need to reflect what is convenient and appropriate to the colleagues one is working with. 3. Anonymity. Anonymity and openness were found to be useful. Open approaches offer more detailed information for the development of expertise and workforce effectiveness. Further, Garbett et al. (2007) add that the characteristic useful to ensure quality on 360-degree feedbacks is self-assessment based on critical reflection using an evidence-based framework of field expertise (Garbett, 2007). This method will prevent employees from mistakenly giving feedback to coworkers, and it should be based on observation of practice and experience in the past. The implementation of 360-degree feedback has been widely used across the globe since its benefits to the every sector of management. Metcalfe (1998) and Swain et al (2004) says, â€Å"The concept of 360-degree feedback has been extensively used, examined, and adapted in business and increasingly in healthcare as a developmental tool† (As cited in Garbett et al. , 2007, p. 343). Ten steps to conducting 360-degree feedback Chris Pearce (2007) suggests there are ten steps to help companies conduct 360-degree appraisal: ? Preparing for appraisal interviews. This step includes agreed performance objectives and reviews that have been applied at any given times. ?Planning appraisals Imperative interviews held by the management have to be relaxed and solemn will be covered on this step. ?Conducting appraisals The third step involves placing situation of the prolific substitutes thoughts, demonstrating the ability of comfort and prevention due to interruptions during the interview, and pioneering the basic regulation for appraisals and the concerns by appraisees. Reviewing achievements Next, this step explains about assessing appraisees’ accomplishment and detecting where the appraisees’ position. ?Sharing views on progress Offering responses on appraisees’ accomplishment, ensuring appraisees’ aggrement on the responses, and creating the improvement if needed are covered on this st ep. ?Considering ratings This step is concerned with contributing the appraisees’ beliefs by rating the conclusions before the last result comes up. ?Plans for improvement Expanding and accentuating the further progression of the failings must be applied in the conformity and conversation should be involved in this step. ?Dealing with development plans This step deals with sincerity and factuality that must be concerned with the appraisees’ objectives and profession ambition. ?Agreeing new objectives With regards to SMART which stands for specific, measurable, appropriate, realistic, and timed, appraisses’ goals and time spent should be involved in this step. Asking for feedback In the last step, questioning about appraisees’ responses to them, abridging the essential points of evaluation, and ending with conclusion should be applied for the last action. Discussion Every country has been fascinated with Japanese industry for decades and it became recognized as the world’s most competitive nation in the 1970s and 1980s. Nowadays, many small and big companies all over the world attempt to apply the Japanese system to their sys tem in every aspect of management. Several experts explain why Japan can compete well to attract its target market albeit the rivalry among the competing sellers is high in the country. It is simply a distinctive approach to Japanese management has brought remarkable impact in today’s practices such as total quality and continuous improvement (Porter, Takeuchi, & Sakakibara, 2000). With regards to improvement initiatives, Pryor, White, and Toombs (1998) point out that performance appraisal is one of the strategic quality management tools which use continuous improvement as a strategic weapon (http://www. 12manage. com). In addition, Bracken and Timmreck (1999) also agree that performance evaluations are essential for developing managerial behaviors in every level that provide data in its strategic efforts when they say, â€Å"As results of 360-degree feedback are used in conjunction with HR systems, such as staffing, succession planning, compensation, performance management and even, in some cases, downsizing† (As cited in Treena L. Gillespie, 2005, p. 363). In establishing 360-degree feedback, I contemplate there is another aspect affects people’s judgment relating to leaving feedbacks to coworkers. Coaching is one of the critical components of stimulating interpersonal relationship in conjunction with feedback results. Wright states, â€Å"The coaching component in management is a two way street. There needs to be open communication in order for successful coaching to take place† (Robert F. Wright, 2000). As such, I would like to emphasize that two-way interaction between subordinates and superiors is required in order to affect feedbacks and indeed, better feedbacks will generate better relationship. This component could cover poor communication problem which can lead to unpleasant feedbacks to employees within an organization. Nowadays, big companies such as British Airways, AT&T, Alberto Culver North America, and General Electric are increasingly using 360-degree feedback (Huet-Cox, Nielsen, & Sundstrom, 1999). According to Evans (2001), using 360-degree feedback can potentially provide a fuller, more realistic picture of the employee’s overall performance since every employee receives performance feedback from four sources: the supervisors, subordinates, peers and coworkers, and self-ratings (Evans, 2001). Effective appraisals usually lead to better performances from appraisees, and feedabcks should be jointly solving problems as long appraisees always focus on the future not the past. Several characteristics of 360-degree feedback at firms may have considerable advantages of implementing TQM, and â€Å"One survey showed that more than 20 percent of firms are tying 360-degree appraisal directly to their Total Quality Management efforts† (Laabs, 1994, p. 17). Applying the 360-degree feedback compliments the implementation of TQM in businesses since it has faster communication line (superiors to subordinates) and uncomplicated system that meets customer needs and expectations. Glover (1993) argues that there is a five-stage implementation framework that could be applied in enterprises: awareness, education, structural change, necessary activities, and outcomes or expected improvements (as cited in Yusof & Aspinwall, 2000, p. 281). Appropriate design of the 360-degree feedback will absolutely provide a strong basis for the path to successful TQM implementation. A systematic procedure such as ISO 9000 is the first-most effective way that can solve the quality problems in many businesses. Take for instance, the 360-degree feedback is used to measure the effectiveness of Just In Time (JIT) inventory system in plant department within company. Consequently, an integrated JIT inventory model generated through 360-degree system can minimize the sum of the ordering/ setup cost, holding cost, quality improvement, and crashing costs (Yang & Pan, 2004). Once those procedures have been established, the next step is to plan for improvement. If the need for change is highly needed, some methods suggested by Asher (1992) could encourage the renovation process of the implementation: investigating cost of quality, conducting customer perception surveys, collecting data on employees’ perceptions, and establishing system and procedure (as cited in Yusof & Aspinwall, 2000, p. 289). This type of approach in context of management will escalate the job performance as it will result in improved productivity in workers. I agree with Wright’s (2000) standpoint saying that 360-degree feedback can be seen as result-oriented concerned with focusing on the goals rather than the process (Robert F. Wright, 2000). More importantly, such a evaluation should lead the employees to work together attaining the company’s goals, as Wright (2000) says, â€Å"It is critical for a good manager to be more concerned with the results and less with the process of how those are achieved† (Robert F. Wright, 2000, p. 363). As long as the process is performed well, managers should be more concerned about the results not necessarily the technique. With regards to labors’ skills, through evaluations management should encourage its workers give feedback about what needs to change and where to change, as Loup and Koller says,† Listening and speaking from the heart about what people think, feel, and believe about the change will keep the change process moving forward† (Loup & Koller, 2005, p. 77). As we can conclude, utilizing well-scheduled 360-degree feedbacks as a performance appraisal is the management’s responsibilities for introducing, applying, and maintaining the practice punctually once it has started. Some companies consider a 360-degree feedback and other appraisals are attributable to adverse quality, and ironically the process in implementing those techniques seem to be time-consuming and convey some negative perceptions to the management. Management should contemplate that the company’s goals will not be successfully attained if employees do not notice whether or not they are performing well on their job as Senge (1990) concludes that yet the primary threats to our survival today come not from events but from slow gradual processes to which we are 90 percent blind (Peter M. Senge, 1990). In conclusion, all the suggestions by experts above regarding quality improvements mostly explain the importance of the 360-degree feedback within companies. Therefore, 360-degree assessment can assist the management on track and measure employee’s performance and leadership which could contribute to overall organization performance (Marcie Levine, 2003). Finally, if the 360-degree appraisal is not applied soon, I believe companies will experience a problem which can be looming ahead for the company itself in the years to come. References Angelucci, Patricia. 2000). Cultural diversity: health belief systems. Nursing Management Journal, 7-8. Brutus, Stephane et al. (2006). Internationalization of multi-source feedback systems: a six-country exploratory analysis of 360- degree feedback. International Journal of Human Resource Management, 1888-1906. Evans, A. (2001). From every angle. Training, 38 (9), 22. Garbett, Robert. (2007). Developing a qualitative approach t o 360-degree feedback to aid understanding and development of clinical expertise. Journal of Nursing Management, 342-347. Gillespie, Treena L. (2005). Internationalizing 360-degree feedback: are subordinate ratings comparable? Journal of Business and Psychology, 361-382. hands of people to effect change. Organizational Development Journal, 23(3), 73-81. Huet-Cox, G. D. , Nielsen T. M. , & Sundstrom, E. (1999, May). Get the most from 360-degree feedback: put it on the internet. HR Magazine, 92-103. Laabs, J. J. (1994). TQM Efforts to Rewards. Personnel Journal, 17. Law, David R. (2007). Appraising performance appraisals: a critical look at an external control management technique. International Journal of Reality Therapy, 35-47. Levine, Marcie. (2003). 3600 assessments-where do I start? Survey Connect Inc, 1-4. Loup, R. , & Koller, R. (2005). The road to commitment: Capturing the head, hearts and Pearce, Chris. (2007). Ten steps to conducting appraisals. Nursing Management Journal, 21. Porter, Michael E. , Takeuchi, Hirotaka & Sakakibara, Mariko. (2000). Can Japan compete? Cambridge: Perseus Publishing. Pryor, Mildred G. , White, J. Chris & Toombs, Leslie A. (1998). Strategic Quality Management. Thomson Learning. Senge, Peter M. (1990). The fifth discipline: The art & practice of the learning organization (1st ed. . New York: Doubleday. Wright, Robert F. (2000). Strategies for avoiding the micro management trap. Journal of Management Decision, 362-364. Yang, Jin-Shan, & Pan, Jason Chao-Hsien. (2004). Just-in-time purchasing: an integrated inventory model involving deterministic variable lead time and quality improvement investment. International Journal of Production Research, 853-863. Yusof, Sha’ri M ohd & Aspinwall, Elaine. (2000). Total quality management implementation frameworks: comparison and review. Journal of Total Quality Management, 281-294. www. 12manage. com www. performanceprograms. com 360 Degree Feedback Abstract As today’s businesses continue to expand, workers are expected to perform well on their jobs. This is what truly happened to management who has a tendency to measure how well they are doing on their job. The job done in a certain period of time is frequently evaluated by performance appraisal. Performance appraisals lead to enhancing employee’s performance, internal communication (relationship), and quality improvements as well. Some experts argue that formal performance appraisal is somewhat useless and many of them contemplate performance appraisals can be detrimental to quality improvement and convey some negative perceptions to the management (David Law, 2007). Albeit many professionals pointed out disadvantages associated with using performance appraisal, I contemplate that its benefits outweigh drawbacks. As such, a 360-degree feedback is one of the numerous examples of performance evaluation methods. Performance appraisals can be used to measure one’s job performance with feedback from subordinates, peers, and managers in the organization, so that everyone in the particular organization knows what and where he or she needs to improve. In addition, well-scheduled 360-degree feedbacks lead to positive changes in worker’s job satisfaction and enhance the company’s effort to attain its own interest. The stable encouragement of the effects of performance appraisal has a variety of short-term and long-term consequences including improved job performance, harmonious interpersonal relationships (superiors and subordinates), and as well as advanced quality management (continuous improvement) within organizations. History The 360-degree feedback was initially used by the U. S. Armed Forces to support development of its staff in the 1940’s. Later on Clark Wilson from the University of Bridgeport (Connecticut) developed the first 360-degree feedback survey instruments for management development and it has been used and studied since 1973 (www. erformanceprograms. com). Valuable factors A 360-degree feedback offers a variety of remarkably potential benefits. According to Stephane Brutus et al. (2006), all of the following benefits have been applied to six different countries in distinct functions, such as: accounting, finance, manufacturing, and many other primary departments. â⠂¬ ¢Individuals get a broader perspective of how they are perceived by others than previously possible. It indicates that awareness of and relevance of competencies in workers’ psyche will continue to increase over time. At this point, management should be aware that they too have development needs that are crucial for the whole organization. Once this step has been applied, employees would next give more reliable feedback to managers about their performance. I believe this method could be seen as a win-win situation which is beneficial for both workers and management. †¢Encouraging more open feedback — new insights. It indicates that reinforcing the desired competencies of the business requires a clearer picture to senior management of individual’s real worth. A 360-degree feedback clarifies the employee’s critical performance aspects because open feedback gives people a more rounded view of performance than they had previously. †¢Identifying key development areas for the individual, a department and the organization as a whole. Individuals’ strengths can be used to the best advantage of the business. A rounded view of the individual’s/ team’s/ organization’s performance determines appropriately strengths and weaknesses in business environment. Therefore, the self-awareness of managers will have personally impact upon subordinates. †¢Supporting a climate of continuous improvement. Starting to improve the climate/ morale will be measured through the survey. Management should focus on agenda and discuss for development based upon the collected 360-degree feedback. Goals and objectives of 360-degree feedback Applying 360-feedback requires that both recipients and reviewers are involved in confidential feedback. The negative effect of transparent feedback can negatively affected by emotions and peer conflicts. This issue can lead to impaired job performance and adverse interpersonal relationship among the employees. Patricia Angelucci (2000) states the desired objectives of a 360-degree feedback are increasing professional accountability, motivating staff, and increasing employee morale and satisfaction (Angelucci, 2000). Importantly, she claims that 360-degree appraisal given to employees provides for constructive feedback and employee recognition by objectively measuring performance, and gives the employee the responsibility to contribute information (Patricia Angelucci, 2000). It is clear that using 360-degree feedback can necessarily improve labors’ job performance as long the evaluations are delivered honestly, openly, and objectively to the targets in every aspect of management including superiors and subordinates. Process of 360-feedback Robert Garbett et al. (2007) suggest several recommendations to optimize the usefulness of the process in preparing 360-degree feedback: 1. Thorough preparation. It is remarkably crucial to all members involved about the purpose and criteria used to identify role set members. Preparation indicates key to achieve successfulness in implementing 360-degree appraisal. 2. Suitability. Methods used in gathering information need to reflect what is convenient and appropriate to the colleagues one is working with. 3. Anonymity. Anonymity and openness were found to be useful. Open approaches offer more detailed information for the development of expertise and workforce effectiveness. Further, Garbett et al. (2007) add that the characteristic useful to ensure quality on 360-degree feedbacks is self-assessment based on critical reflection using an evidence-based framework of field expertise (Garbett, 2007). This method will prevent employees from mistakenly giving feedback to coworkers, and it should be based on observation of practice and experience in the past. The implementation of 360-degree feedback has been widely used across the globe since its benefits to the every sector of management. Metcalfe (1998) and Swain et al (2004) says, â€Å"The concept of 360-degree feedback has been extensively used, examined, and adapted in business and increasingly in healthcare as a developmental tool† (As cited in Garbett et al. , 2007, p. 343). Ten steps to conducting 360-degree feedback Chris Pearce (2007) suggests there are ten steps to help companies conduct 360-degree appraisal: ? Preparing for appraisal interviews. This step includes agreed performance objectives and reviews that have been applied at any given times. ?Planning appraisals Imperative interviews held by the management have to be relaxed and solemn will be covered on this step. ?Conducting appraisals The third step involves placing situation of the prolific substitutes thoughts, demonstrating the ability of comfort and prevention due to interruptions during the interview, and pioneering the basic regulation for appraisals and the concerns by appraisees. Reviewing achievements Next, this step explains about assessing appraisees’ accomplishment and detecting where the appraisees’ position. ?Sharing views on progress Offering responses on appraisees’ accomplishment, ensuring appraisees’ aggrement on the responses, and creating the improvement if needed are covered on this st ep. ?Considering ratings This step is concerned with contributing the appraisees’ beliefs by rating the conclusions before the last result comes up. ?Plans for improvement Expanding and accentuating the further progression of the failings must be applied in the conformity and conversation should be involved in this step. ?Dealing with development plans This step deals with sincerity and factuality that must be concerned with the appraisees’ objectives and profession ambition. ?Agreeing new objectives With regards to SMART which stands for specific, measurable, appropriate, realistic, and timed, appraisses’ goals and time spent should be involved in this step. Asking for feedback In the last step, questioning about appraisees’ responses to them, abridging the essential points of evaluation, and ending with conclusion should be applied for the last action. Discussion Every country has been fascinated with Japanese industry for decades and it became recognized as the world’s most competitive nation in the 1970s and 1980s. Nowadays, many small and big companies all over the world attempt to apply the Japanese system to their sys tem in every aspect of management. Several experts explain why Japan can compete well to attract its target market albeit the rivalry among the competing sellers is high in the country. It is simply a distinctive approach to Japanese management has brought remarkable impact in today’s practices such as total quality and continuous improvement (Porter, Takeuchi, & Sakakibara, 2000). With regards to improvement initiatives, Pryor, White, and Toombs (1998) point out that performance appraisal is one of the strategic quality management tools which use continuous improvement as a strategic weapon (http://www. 12manage. com). In addition, Bracken and Timmreck (1999) also agree that performance evaluations are essential for developing managerial behaviors in every level that provide data in its strategic efforts when they say, â€Å"As results of 360-degree feedback are used in conjunction with HR systems, such as staffing, succession planning, compensation, performance management and even, in some cases, downsizing† (As cited in Treena L. Gillespie, 2005, p. 363). In establishing 360-degree feedback, I contemplate there is another aspect affects people’s judgment relating to leaving feedbacks to coworkers. Coaching is one of the critical components of stimulating interpersonal relationship in conjunction with feedback results. Wright states, â€Å"The coaching component in management is a two way street. There needs to be open communication in order for successful coaching to take place† (Robert F. Wright, 2000). As such, I would like to emphasize that two-way interaction between subordinates and superiors is required in order to affect feedbacks and indeed, better feedbacks will generate better relationship. This component could cover poor communication problem which can lead to unpleasant feedbacks to employees within an organization. Nowadays, big companies such as British Airways, AT&T, Alberto Culver North America, and General Electric are increasingly using 360-degree feedback (Huet-Cox, Nielsen, & Sundstrom, 1999). According to Evans (2001), using 360-degree feedback can potentially provide a fuller, more realistic picture of the employee’s overall performance since every employee receives performance feedback from four sources: the supervisors, subordinates, peers and coworkers, and self-ratings (Evans, 2001). Effective appraisals usually lead to better performances from appraisees, and feedabcks should be jointly solving problems as long appraisees always focus on the future not the past. Several characteristics of 360-degree feedback at firms may have considerable advantages of implementing TQM, and â€Å"One survey showed that more than 20 percent of firms are tying 360-degree appraisal directly to their Total Quality Management efforts† (Laabs, 1994, p. 17). Applying the 360-degree feedback compliments the implementation of TQM in businesses since it has faster communication line (superiors to subordinates) and uncomplicated system that meets customer needs and expectations. Glover (1993) argues that there is a five-stage implementation framework that could be applied in enterprises: awareness, education, structural change, necessary activities, and outcomes or expected improvements (as cited in Yusof & Aspinwall, 2000, p. 281). Appropriate design of the 360-degree feedback will absolutely provide a strong basis for the path to successful TQM implementation. A systematic procedure such as ISO 9000 is the first-most effective way that can solve the quality problems in many businesses. Take for instance, the 360-degree feedback is used to measure the effectiveness of Just In Time (JIT) inventory system in plant department within company. Consequently, an integrated JIT inventory model generated through 360-degree system can minimize the sum of the ordering/ setup cost, holding cost, quality improvement, and crashing costs (Yang & Pan, 2004). Once those procedures have been established, the next step is to plan for improvement. If the need for change is highly needed, some methods suggested by Asher (1992) could encourage the renovation process of the implementation: investigating cost of quality, conducting customer perception surveys, collecting data on employees’ perceptions, and establishing system and procedure (as cited in Yusof & Aspinwall, 2000, p. 289). This type of approach in context of management will escalate the job performance as it will result in improved productivity in workers. I agree with Wright’s (2000) standpoint saying that 360-degree feedback can be seen as result-oriented concerned with focusing on the goals rather than the process (Robert F. Wright, 2000). More importantly, such a evaluation should lead the employees to work together attaining the company’s goals, as Wright (2000) says, â€Å"It is critical for a good manager to be more concerned with the results and less with the process of how those are achieved† (Robert F. Wright, 2000, p. 363). As long as the process is performed well, managers should be more concerned about the results not necessarily the technique. With regards to labors’ skills, through evaluations management should encourage its workers give feedback about what needs to change and where to change, as Loup and Koller says,† Listening and speaking from the heart about what people think, feel, and believe about the change will keep the change process moving forward† (Loup & Koller, 2005, p. 77). As we can conclude, utilizing well-scheduled 360-degree feedbacks as a performance appraisal is the management’s responsibilities for introducing, applying, and maintaining the practice punctually once it has started. Some companies consider a 360-degree feedback and other appraisals are attributable to adverse quality, and ironically the process in implementing those techniques seem to be time-consuming and convey some negative perceptions to the management. Management should contemplate that the company’s goals will not be successfully attained if employees do not notice whether or not they are performing well on their job as Senge (1990) concludes that yet the primary threats to our survival today come not from events but from slow gradual processes to which we are 90 percent blind (Peter M. Senge, 1990). In conclusion, all the suggestions by experts above regarding quality improvements mostly explain the importance of the 360-degree feedback within companies. Therefore, 360-degree assessment can assist the management on track and measure employee’s performance and leadership which could contribute to overall organization performance (Marcie Levine, 2003). Finally, if the 360-degree appraisal is not applied soon, I believe companies will experience a problem which can be looming ahead for the company itself in the years to come. References Angelucci, Patricia. 2000). Cultural diversity: health belief systems. Nursing Management Journal, 7-8. Brutus, Stephane et al. (2006). Internationalization of multi-source feedback systems: a six-country exploratory analysis of 360- degree feedback. International Journal of Human Resource Management, 1888-1906. Evans, A. (2001). From every angle. Training, 38 (9), 22. Garbett, Robert. (2007). Developing a qualitative approach t o 360-degree feedback to aid understanding and development of clinical expertise. Journal of Nursing Management, 342-347. Gillespie, Treena L. (2005). Internationalizing 360-degree feedback: are subordinate ratings comparable? Journal of Business and Psychology, 361-382. hands of people to effect change. Organizational Development Journal, 23(3), 73-81. Huet-Cox, G. D. , Nielsen T. M. , & Sundstrom, E. (1999, May). Get the most from 360-degree feedback: put it on the internet. HR Magazine, 92-103. Laabs, J. J. (1994). TQM Efforts to Rewards. Personnel Journal, 17. Law, David R. (2007). Appraising performance appraisals: a critical look at an external control management technique. International Journal of Reality Therapy, 35-47. Levine, Marcie. (2003). 3600 assessments-where do I start? Survey Connect Inc, 1-4. Loup, R. , & Koller, R. (2005). The road to commitment: Capturing the head, hearts and Pearce, Chris. (2007). Ten steps to conducting appraisals. Nursing Management Journal, 21. Porter, Michael E. , Takeuchi, Hirotaka & Sakakibara, Mariko. (2000). Can Japan compete? Cambridge: Perseus Publishing. Pryor, Mildred G. , White, J. Chris & Toombs, Leslie A. (1998). Strategic Quality Management. Thomson Learning. Senge, Peter M. (1990). The fifth discipline: The art & practice of the learning organization (1st ed. . New York: Doubleday. Wright, Robert F. (2000). Strategies for avoiding the micro management trap. Journal of Management Decision, 362-364. Yang, Jin-Shan, & Pan, Jason Chao-Hsien. (2004). Just-in-time purchasing: an integrated inventory model involving deterministic variable lead time and quality improvement investment. International Journal of Production Research, 853-863. Yusof, Sha’ri M ohd & Aspinwall, Elaine. (2000). Total quality management implementation frameworks: comparison and review. Journal of Total Quality Management, 281-294. www. 12manage. com www. performanceprograms. com

Common Reasons For The Failure Of New Small Businesses

According to the textbook, there are 12 common reasons for the failure of new small businesses. This is not an inclusive nor industry specific listing. Leadership Issues 1. Managerial incompetence 2. Lack of strategic planning 3. Lack of relevant experience 4. Inability to make the transition from corporate employee to entrepreneur Marketing and Sales Issues 1. Ineffective marketing 2. Uncontrolled growth 3. Overreliance on a single customer Financial Issues 1. Inadequate financing 2. Poor cash management 3. Too much overhead Systems and Facilities Issues 1. Poor location 2. Poor inventory control (Bovee Thill, 2011) It is essential for any future entrepreneur to strategically plan the opening of a business. When setting the foundation for a company, it is imperative that one considers the following: What is your offering and market demand? (Write a business plan) What will be your pricing? Estimate how long it will take to make your first sale. Determine what your differentiators are. How will you market? Brush up your sales skills. How to execute the steps needed to take project to completion. Financing options? Business location? What business structure are you going to adopt? How to obtain a tax ID, registering with tax authorities, applying for permits and licenses, and hiring of employees/training. It is equally important to ensure that you do not fall into a â€Å"motivational collapse† while pursuing your dream of successful business ownership. Additionally, it isShow MoreRelatedAnswer Chapter 1 Entrepreneurship the d1198 Words   |  5 Pagesthe market with corporate cast-offs, an attitude that small is beautiful, international economic development due to the fall of communism and the capitalization of former state-owned industries, a dream of freedom and independence, perseverance in achieving results, and the opportunities presented by an ever-changing environment. 2. What is an entrepreneur? Give a brief description of the entrepreneurial profile. Answer - One who creates a new business in the face of risk and uncertainty for the purposeRead MoreThe Challenges Of Small Businesses Essay1428 Words   |  6 Pagesanalyse and study the challenges that lead to dereliction of some small businesses in Potchefstroom. The study aims to understand and find ways or improved strategies that could assist small businesses to succeed in the future. According to SBA (Cited by Anon., 2016), 30% of new businesses fail during the first two years of being open, 50% during the first five years and 66% during the first 10.This usually takes place because of common factors such as owners lacking the necessary knowledge and managementRead MoreThe Importance of Entrepreneurship and Small Business in a Worldwide Context1430 Words   |  6 PagesIntroduction 2 Definition of enterprise, entrepreneurship and intrapreneurship 3 Skills, attributes and behaviours of entrepreneurs 4 The importance of enterprise, entrepreneurship and small business in the context of the wider economy as well as the individual or team. 5 Stages necessary to evaluate a new business idea 7 Summary and recommendations 8 List of references Introduction This essay is about entrepreneurship. The world is changing and the role of theRead MoreThe Mis Education Of The Negro981 Words   |  4 PagesSuccess, as the Blacks are taught, is to live in the Whites shadows. This shows the contrasting views between Woodson and the eurocentric education system which he discusses in the chapter. In chapter five, Failure to make a living, Woodson speaks of the failure of Blacks to start and maintain businesses. He states, â€Å"in business, the role of education as a factor in the uplift of the Negro has been still less significant† (31). This is because Blacks have been taught to become consumers while only theRead MoreCritical Success Factors for Small Business Enterprises in Saudi Arabia854 Words   |  4 PagesThe overall objective of this research is to study which the critical success factors that are necessary for achieving success for a small business in Kingdom of Saudi Arabia. Small Business Enterprise or Small-Medium Enterprise (SME), in todays business environment, faces a lot of daily major challenges. Balancing the SME’s effort to address these challenges can be an intimidating task, unless a systematic approach is identified and followed. Recently, SMEs started moving towards the utilizationRead MoreCustomer Relationship Management Systems And Customer Relationships1128 Words   |  5 PagesAt the core of most businesses, there is a salesperson, acting as a representative of the business, and a customer. The customer has a problem or need and the salesperson seeks to address it. From the first line of communication, the salesperson assesses the situation and decides the best solution from their product or service line. Using intuition and skill, the representative leads the customer into buying the best product with hopes of turning a profit. Every exchange is important and will oftenRead MoreSmall Business Essays1489 Words   |  6 PagesNum erous large businesses that are operating today were once started as small businesses. A new business is established to create a good or service that no other businesses have ever created or simply a product of higher quality than existing products, with the purpose of meeting customers’ needs and earning profits. Due to the technological advances at the present time, starting and operating a new business is less laborious. Nevertheless, would-be entrepreneurs should be familiar with the properRead MoreWhy Do Businesses Fail?1528 Words   |  7 Pages[pic] Why Do Businesses Fail? Analyze the reasons and provide a case study of one or more companies that have failed or suffered serious setbacks before they recovered. Name: YAN Hong ID number: 100004456 Tutor: Mrs. Dawn Cremonese It is well known that the financial crisis which started in 2008 is a worldwide recession. Even the Lehman Brothers Holdings, which was a global firm with a high reputation, went bankrupt on September 15th, 2008. Lehman Brothers Holdings failed because it was unableRead MoreDeveloping A New Product Development1526 Words   |  7 PagesKey to Success or Failure in Developing a New Product Introduction In the sustainable growth strategies of businesses, new product development plays an important role increasingly. Many successful firms stay ahead of the competitors by creating innovations in order to avoid a reduction in their sales and profits. Despite these extremely exertions of companies, many new products cannot become successful in the marketplace and businesses become suffering from their failures. The common mistakes are eventuallyRead MoreThe Current Economic Environment Of Lean Manufacturing959 Words   |  4 Pagesmanufacturing solutions is, at best, nothing more than a trend. In addition, at worst, a brief craze. It is often observed as nothing more than a repackaging of fundamental industrial engineering principles dressed up in new clothes, and flaunted in new terms to appeal to a new industry. Lean manufacturing is sometimes seen in many industries as a collection of techniques, known to be effective in the auto industry, which some people are now trying to impos e on a completely different industry.

Nutrition Intervention For Children / Adolescents - 937 Words

1. Nutrition Intervention for Children/Adolescents: Nutrition is a very important topic for children and adolescents to understand, especially in West Virginia where 35.7% of adolescents ranging in age from 10 – 17 suffer from obesity (West Virginia State Fact Sheet, n.d.). It is critical that the importance of nutrition be understood, because obesity is the cause of various health problems. Creating an intervention for nutrition can be tricky because like most other aspects of physical health, a great deal of nutrition is learned at home. You have to look at the different factors that contribute to nutrition and try to pin point exactly what aspect needs changed the most. Luckily, The American Journal of Clinical Nutrition has already created an intervention that uses both subjective and objective measures to obtain accurate results. The America Journal of Clinical Nutrition published an article that was titled, â€Å"Subjective Global Nutritional Assessment for Children†, where they did a study that focused on assessing the nutritional status of adults for both clinical and research purposes (Secker Jeejeebhoy, 2007). The study was designed to evaluate the preoperative nutritional status of 175 children that ranged in age from 31 days -17.5 years old. The children in the study had underwent either major thoracic or abdominal surgery with the use of the Subjective Global Nutritional Assessment (SGNA) and the commonly used objective measures. Each child in the study hadShow MoreRelatedPreventing Obesity among School Children through Healthier School Meals1323 Words   |  5 PagesPreventing Obesity Among School Children through Healthier School Meals Obesity and overweight are among the pressing health problems among children and adolescents in the developed world. Obesity refers to an excess amount of body fat whereas overweight can be measured by the BMI index or height-weight ratio. According to the WHO (2012), obesity and overweight are the fifth largest risk for global deaths. Introduction Obesity and overweight among children and adolescents has increased to more thanRead MoreIndividualized Medical Nutrition Therapy For Adolescents With Type I Diabetes897 Words   |  4 Pages Individualized Medical Nutrition Therapy for Adolescents with Type I Diabetes: A Possible Means to Improve Self-management of the Disease Danielle R. O’Reggio-Christopher Rutgers School of Nursing NURS 6060, Clinical Inquiry for Evidence Based Practice Professor A. Forrester October 10, 2015 Introduction Type 1 Diabetes affects large numbers of children and adolescents nationwide. Gan, Albanese-O’Neil and Haller (2012) describe Type 1 diabetes (T1D) as: â€Å"an autoimmuneRead MoreBusiness Proposal From Unite Against Obesity: A Nonprofit Organization for Prevention of Pediatric Obesity1705 Words   |  7 Pagesagainst Obesity, recognizing the prevalence of pediatric obesity in our own community has decided to launch series of programs and well-researched interventions that will target guardians and children at risk in our community. Review studies on the efficacy of interventions (e.g. Boon Clysedale (2005) indicate that most childhood obesity interventions produce only meager results, creating the need for better well-researched and more effective programs that are catered towards a specific age andRead MorePolicy Priority Issue : The Childhood Obesity Essay1614 Words   |  7 Pagesof obesity is increasing globally. In 2013, the number of overweight children under the age of five was estimated over 42 million. Childhood obesity can cause premature death and disability in adulthood. Overweight and obese children will grow up to become obese adults and are more likely to develop diseases like cardiovascular diseases and diabetes at a younger age. Many factors can contribute overweight and obesity in children, however a global shift in dietary habits and lack of physical activityRead MoreNutrition Education And Health Promotion779 Words   |  4 Pages Project Background and Description Nutrition education and health promotion are frequently advocate among adolescents to prevent diabetes, obesity and induce healthier behavior change. Nutrition intervention programs are often reinforce by health educators or teachers to reiterate the importance of healthier dietary practices among teenagers. This interventions are established frequently due to the nutritional vulnerability of this group. Indeed adolescents’ intense nutritional requirements forRead MoreNutrition And Motivational Interviewing : The Health And Healing1273 Words   |  6 PagesNutrition and Motivational Interviewing in Adolescence Health and Healing 1 Georgian College Harrison Klein 200321230 Although we all know what nutrition is, are we nutritious? Do we have the education and knowledge to be nutritious? A lot of people do not, and that is why this topic is relevant to society, especially adolescence. No matter what, good nutrition is essential for everyone, but it is especially important for growing teenagers. Proper nutritionRead MoreChildhood Obesity Has Been A Popular Topic Of Conversation859 Words   |  4 PagesChildhood obesity has been a popular topic of conversation in the United States for the last decade. According to the Center for Disease Control (CDC) about 12.7 million children and adolescents are considered obese, representing approximately 17% of the total childhood population. Sadly in a small community in upstate South Carolina (SC), this statistic is well demonstrated. Defined Community The objective of this exercise is to affect change withinRead MoreThe Effect Of Nutrition On Children And Its Economic Impact1549 Words   |  7 PagesThe Value of Nutrition in Children and its Economic Impact Nutrition is the elements in food and drinks that are essential for the body to function, grow, and sustain a healthy life. Proper nutrition is particularly important to children and the lasting effects of inadequate or poor nutrition can be detrimental to a child’s long-term health and well-being. Nutrition plays a crucial role in the physical and mental development of children and can have a striking impact as they progress through theirRead MoreChildhood Obesity Has Reached Global Epidemic Status1297 Words   |  6 PagesLiterature Review Recent statistics have shown that childhood obesity has reached global epidemic status. In the United States alone, approximately 34% of adolescents and young adults are considered obese or overweight (Pbert et al, 2013). The rates are equally concerning across the world and appear to have rates that are disproportionate among minorities and low-income families. The root causes include factors that are genetic, environmental, societal and developmental, but it is largely causedRead MoreVulnerable Populations: Children with Autism Spectrum Disorder914 Words   |  4 PagesPopulations: Children with Autism Spectrum Disorder Introduction: Today, we are seeing a rising increase in the occurrence of autism spectrum disorder (ASD) in children. What once used to be a rare disorder is now commonly recognized in the medical field as well as in the community. Not only is autism a health issue in itself, but many health issues come along with the disorder. This paper will discuss the description of the population, the top health issues and their relevance, and interventions and outcomes

Idaho Minor Body Art Regulations Essay - 1528 Words

The overall policy explains the overall key points of how parental consent is required for tattooing, branding, and body piercing for anyone under the age of eighteen (Idaho Code 18-1523. (2004). It is explained throughout the bill, of how no one under the age of fourteen may acquire any form of tattooing, branding, or body piercing; as well, that no person should knowingly tattoo, brand or perform body piercings on a minor between the ages of fourteen and eighteen years unless the person obtains previous written informed consent of the minors parent or legal guardian (Idaho Code 18-1523. (2004). The policy allows guardians, and parents to help guide minors from unsafe conditions as minors are not emotionally and physically mature enough†¦show more content†¦(2004). The punishment for the subsequent violation within the first year of this section is that the violator shall be fined at least $500 and not more than $1,000 (Idaho Code 18-1523. (2004). The policy was first writt en and published as â€Å"If there is a health and safety issue, we should be regulating the business so it protects all adults and children (Spokesman Review, 2004).† Policy History/ Background An Estimated 40 year ago those who received tattoos and various forms of body art were only prisoners, outlaw motorcycle gangs and those who were in the armed forces (Taylor, 2012). As more people demanded more ink, more businesses were opened, some tattoo artists began to fear the spread of blood borne pathogens such as hepatitis (Taylor, 2012). â€Å"If you do not know whom you are going to or what you are getting done, anywhere in Idaho, it is a risky situation† (Taylor, 2012). The minor could be put in a real high risk situation; a number of tattoo artists were calling for government intervention. The reasoning is that, the health department needs to step in, so tattoo parlors that do not take safety into account, can get shut down (Taylor, 2012). There are disagreements from those who are considered adults, such as those who are tattoo and other body art artists, who believe that minors do not understand the responsibility of acquiring a tattoo and are not emotionally mature enough to receive one (Burnside, 2013).Show MoreRelatedSummary Article Nikes Dispute with the University of Oregon9247 Words   |  37 Pagesthe 2000 census figure of 76,129... , Oregon Oregon Oregon is a state in the Pacific Northwest region of the United States. It is located on the Pacific coast, with Washington to the north, California to the south, Nevada on the southeast and Idaho to the east. 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Political Thought Essay Example For Students

Political Thought Essay Political thought is only a surrogate or substitute for more genuine political action. This is one theory that has sparked much thought and when examined it may be seen quite differently. For one, an argument can be made that indeed this political thought may substitute political action. On the other hand, political thought can serve as a great inspiration or spark political action. Thirdly, political thought may not have anything to do with more genuine political action but instead it may be purely theoretical and hypothetical. Examples of these three arguments may be made out of the works of Locke, Plato, Machiavelli, as well as other historical aspects of both political thought and action. Political thought can indeed be a substitute for more genuine political action. Many writers and political thinkers offer many theories about politics that may not be intended to cause political action. Many theories are also offered but may not be implemented into the political arena directly or indirectly. For example, Machiavellis The Prince, has been viewed as a substitute for political action. Many feel that Machiavelli wrote The Prince as a guidebook for his own prince Lorenzo de Medici, to promote himself into the political arena of Italy. Machiavelli dedicates this book to Medici, leader of the family who overthrew the government he worked for. One may argue that the book is a masterful act of political deception, filled with intentional bad advice he hoped Medici would follow. Machiavelli aimed to trip him up bad enough to make him lose power enabling a new republic to come in. Others feel that the dedication of the book and the use of flattery are used as a means of setting himself up to function as a political advisor. By using flattery, he thought Medici would be impressed enough with him to ask Machiavelli to work for him. Machiavelli hoped to ensure himself a position with the Medici government, a government that he hoped to carry out his main goal which was the elimination of the papacy and through the dedication suck Medici into Machiavellis unraveling plans for him. Nonetheless whatever Machiavellis intent was, his attempts to unravel the Medici government obviously did not pan out the way he thought it would. In fact, the book was not published until after his death in 1532. Even then the book provoked controversy and was quickly condemned by Pope Clement VIII. The book, with its various theories about its intent, goes to prove that Machiavelli was using it as a clear substitute for a more genuine political action such as raising a real attempt to take over and promote himself high up into Italys political arena. His theories and thought were just a substitute for something that he envisioned for himself. Aside from being a substitute political thought can serve an inspiration to more genuine political action. Works such as John Lockes Two Treatises of Government, as well as Machiavellis The Prince, have been proven to spark revolt and revolution among other types of political action. Lockes works have exercised enormous influence in bot h England and America. In his Two Treatises of Government Locke set forth the view that:The state exists to preserve the natural rights of its citizens. When governments fail in that task, citizens have the right and sometimes duty to withdraw their support and even to rebel. This view can clearly be seen in the act of the American Revolution against Britain and is a fundamental principal of many of societys constitutional democracies. Lockes views influenced many people especially Thomas Jefferson in Americas fight for freedom and its Declaration of Independence. Drafted by Jefferson, the Declaration of Independence contained the ideas of individual liberty that had been expressed by views of John Locke. Locke maintained that:the social contract preserved the preexistent natural rights of the individual to life, liberty, and property, and the enjoyment of private rights, the pursuit of happiness led, in civil society, to the common good. .u5a9eda3f47986172c4d623aba7066a8a , .u5a9eda3f47986172c4d623aba7066a8a .postImageUrl , .u5a9eda3f47986172c4d623aba7066a8a .centered-text-area { min-height: 80px; position: relative; } .u5a9eda3f47986172c4d623aba7066a8a , .u5a9eda3f47986172c4d623aba7066a8a:hover , .u5a9eda3f47986172c4d623aba7066a8a:visited , .u5a9eda3f47986172c4d623aba7066a8a:active { border:0!important; } .u5a9eda3f47986172c4d623aba7066a8a .clearfix:after { content: ""; display: table; clear: both; } .u5a9eda3f47986172c4d623aba7066a8a { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u5a9eda3f47986172c4d623aba7066a8a:active , .u5a9eda3f47986172c4d623aba7066a8a:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u5a9eda3f47986172c4d623aba7066a8a .centered-text-area { width: 100%; position: relative ; } .u5a9eda3f47986172c4d623aba7066a8a .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u5a9eda3f47986172c4d623aba7066a8a .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u5a9eda3f47986172c4d623aba7066a8a .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u5a9eda3f47986172c4d623aba7066a8a:hover .ctaButton { background-color: #34495E!important; } .u5a9eda3f47986172c4d623aba7066a8a .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u5a9eda3f47986172c4d623aba7066a8a .u5a9eda3f47986172c4d623aba7066a8a-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u5a9eda3f47986172c4d623aba7066a8a:after { content: ""; display: block; clear: both; } READ: Defending Liberal Arts EssayThis clearly influenced the Bill of Rights in the Constitution of the United States. Lockes notion of government was a limited one and his views on government were also deeply reflected in the US Constitution:The checks and balances among government and true representation in the legislature would maintain limited government and individual liberties. Lockes ideas can be clearly seen in the beginnings of the US governmental policies namely in the Declaration of Independence and the US Constitution. Some of the ideas presented in Machiavellis Prince have also been used to spark revolution and other political actions. Lenin used Machiavellian tactics for a communist revolution, for these tactics were not only interested in the survival of a principality but the way a principality acquired its power. The communist revolution led by Lenin is a modern example of the destruction of an old principality to a new. Machiavelli outlines the unfailing process for a modern revolution in chapters VI-IX, stating that a leader guiding his fellow citizens as a citizen must stamp out the old principality, establish new government, appoint new officials, and instill respect and gradually fear for the new principal leadership. These seem to blue the blueprints for the Russian Revolution followed by Lenin. After Lenin became leader of the Bolsheviks, he led them in a successful revolution. With the communist ideals pushing them, the Bolsheviks threw out the provisional government at the Winter Palace, a symbol of the old principality. Once the complete destruction of the old principality was over, Lenin appointed a new hierarchic system. He established himself at the head of that system and developed a reputation of cruelty. It appears that Lenin followed many Machiavellian principles including the following:I conclude that since men love as they themselves determine but fear as their ruler determines, a wise prince must rely upon what he and not others control. It is evident in the above examples that political thought has sparked political action and it is clearly exemplified in Jefferson and Lenins close followings of the principles of Locke and Machiavelli respectively. Political thought can not only spark political action or be used as a substitute for political action but political thought could just be a theoretical or hypothetical thought as well. In Platos Statesman, Plato speaks seeks to find a true definition of a statesman and through arguments gives his theory of what a true ruler or statesman should be. According to Plato all constitutions of government are inferior to the only true government, that true government being the rule of the royal statesman. Plato states that there is no need for laws as long as there is a kingly ruler who knows the science of statesmanship. Out of the possible forms of government Plato lists monarchy as the best with aristocracy occupying an intermediate position and democracy last out of the other possible constitutions of government. In the statesman the knowledge and insight of the ruler remain the ultimate criterion of good government, although, at the same time, there is greater skepticism about the possibility of ever attaining a perfect ruler. Thus the rule of the kingly ruler who is the true statesman becomes the most desirable ideal, and a government of law is proposed as an inferior because it is a mere replica of the rule of the statesman. This ideal of the statesman may be the most desirable however it is probably unattainable. We can never expect that such a true ruler as the statesman will ever appear as is stated by Plato himself:We must take things as they are, however, and kings do not arise in cities in the natural course of things in the way the royal bee is born in a beehive-one individual obviously outstanding in body and mind. And therefore it seems men have to gather together and work out written codes, chasing to catch the tracks of the true constitution. .u6791cd861673940ecf11ea552398bd96 , .u6791cd861673940ecf11ea552398bd96 .postImageUrl , .u6791cd861673940ecf11ea552398bd96 .centered-text-area { min-height: 80px; position: relative; } .u6791cd861673940ecf11ea552398bd96 , .u6791cd861673940ecf11ea552398bd96:hover , .u6791cd861673940ecf11ea552398bd96:visited , .u6791cd861673940ecf11ea552398bd96:active { border:0!important; } .u6791cd861673940ecf11ea552398bd96 .clearfix:after { content: ""; display: table; clear: both; } .u6791cd861673940ecf11ea552398bd96 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u6791cd861673940ecf11ea552398bd96:active , .u6791cd861673940ecf11ea552398bd96:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u6791cd861673940ecf11ea552398bd96 .centered-text-area { width: 100%; position: relative ; } .u6791cd861673940ecf11ea552398bd96 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u6791cd861673940ecf11ea552398bd96 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u6791cd861673940ecf11ea552398bd96 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u6791cd861673940ecf11ea552398bd96:hover .ctaButton { background-color: #34495E!important; } .u6791cd861673940ecf11ea552398bd96 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u6791cd861673940ecf11ea552398bd96 .u6791cd861673940ecf11ea552398bd96-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u6791cd861673940ecf11ea552398bd96:after { content: ""; display: block; clear: both; } READ: Music Therapy And Alzheimer'S Disease EssayTherefore Plato admits that there is a need for laws for whatever reason that may be, and that his arguments and definition of a true statesman is purely hypothetical and theoretical. Plato was not intending to implement this art form of the statesman nor did this type of rule ever exist. Yet Plato was just out to define what a true statesman was. Political thought is intended for various uses. For one it can definitely be a surrogate for more genuine political action as is shown through Machiavellis intent on writing the book, The Prince. Political thought can be used to as rationale and ways to spark a more genuine political action as well. This is shown through Thomas Jefferson and Americas use of Two Treatises of Government and the influence of The Prince on Lenin during the Bolshevik revolution in Russia. And finally, political thought may be purely hypothetical or theoretical as is demonstrated by looking at Platos Statesman. Thus political thought is used and has been used for various intent and ways of going about more genuine political action. Political Issues Essays

International Scholarship free essay sample

International Scholarship As I sit in my bed, I think back to past. I remember the different experiences I had in each of the places I lived in. The red-colored house in Aguascalientes, Mexico, was the only house I could have ever called my own. It was the smallest house I’ve lived in. It had one bedroom, one living room, the kitchen, and the bathroom. Of course it was not necessary for it to be big since only my mom, my dad, and I lived in it. As a little girl, I would say proudly, â€Å"My dad built it with his bare hands.† But where is that house now? It is gone. Emptied, with such sadness, loneliness, and almost abandoned, for the remaining resident is my father. Many couples divorce. My parents divorced when I was at the age of seven. Before this, all three of us occupied a small apartment in Oklahoma City. We will write a custom essay sample on International Scholarship or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page It contained as much as the house did, but it was even smaller. We lasted there one year, until the divorce. I stayed with my mom. We traveled north to Denver, Colorado, where we were taken in by my aunt. It was the third time I had moved, but this is when things got complicated for my mother and me. My mom felt like we were taking space from my aunt’s life. I enjoyed living there because the house had a descent size and it was decorated amazingly. Our part of the house was the basement, and it was all to ourselves, but two years later another move occurred. â€Å"Back to Mexico,† my mom said. â€Å"That is where we will go.† So we did. After getting used to living in one country for three years, starting from zero in another one was definitely tough. This move included a new school, new friends, a new community, and a new house. Surprisingly, I adopted extremely well. The house was my grandparents. Without doubt, it was beautiful. Small trees in front of the house made it more recognizable from the surrounding houses. The bancas made of cement were used to spend the evenings sitting in front of the house watching the little kids play hide and seek, kick ball, tag, or even jump rope as the sunset came in. I was one of the many kids who participated in these games. I loved it there. I felt free. My life; however, was still not how I wanted it. Four years passed. These were years full of excitement and childhood. In spite of this, I was no longer a kid. At that time I was twelve years old, and education for me was coming to an end. In Mexico, education is harder to obtain. For that reason my mom made the decision of once again relocate. â€Å"Moving, again,† I said. It was ultimately the best move of my life. The house I moved in belongs to my uncle and his wife with their two kids. It is undeniably the biggest house I have lived in. From the outside it looked some what small, but as I entered, the view changed. I counted five bedrooms, two bathrooms, two living rooms, the garage, the laundry room, and closets everywhere. This has been the fifth time I changed houses and so far, it is the last. My mom and I are still settled there. Still, something about knowing that four out of the five places I have lived in are not places we owned but rather have just been borrowed as a temporary settlement, makes me want to reach for whatever is out there in the world that I can obtain to change this situation. I have constantly heard my mom say she wants to be able to decorate her own house, have her own ways of running the house, and simply have her own house. She has not been able to obtain this because her allowance does not permit her to do so. I came to this country for one reason: to expand my education. The only way to do it is by attending college, but in order to do that, money is needed; the kind of money that I do not have a hold of. Ever since I started attending high school, I began hearing the word scholarship. I questioned where I would be able to receive a scholarship. I know I have what it takes to go to college, the education, the readiness, and preparation, but what I do not have is the money. The lack of money is really a big issue for me. I picture myself in a college classroom, listening to the professor teach the lesson for the day. I see the stack of books lying on top of my bed while I study, but most importantly, I see myself as a successful person after college. I want to earn enough money to look out for myself, and what matters most is looking out for my mom. I can finally buy her a house. I want to make sure, however, that it is better than the one she has been wanting. I wish to attend college to better my life, to find a settlement and not move around like I have previously. Through scholarships is practically the only way I will be able to make my drams reality; therefore, my education depe nds on the scholarships.