Leadership and Management The Roal Ahead

Question: Describe about the Leadership and Management for The Roal Ahead. Answer: Introduction: Leadership can be regarded as a procedure by which an individual influences others to accomplish a pre determined organizational objective and direct the business enterprise in a way that is more cohesive as well as coherent. The leaders can undertake this process by implementation of leadership attributes that includes principles, values, ethics, nature, knowledge as well as skills. The current study elucidates in detail description along with the rationale of the leadership model with reference to the operations of the Maldivian school Villa International High School (VIHS). The present study also presents advanced understanding of different theories as well as models of leadership along with issues associated to leadership. In addition to this, the current segment also outlines the problems and the ways by which the issues can be resolved by proper assimilation of different characteristics of new leadership model. Thereafter, the current study also presents valid as well as creati ve recommendations for the selected school Villa International High School (VIHS). Background of the school: Villa International High School (VIHS) is a chief Higher Secondary Education provider in the region of Maldives that is highly valued, recognized regionally as well as internationally. The mission of the school is essentially to sustain, move ahead as well as impart knowledge by offering globally acknowledged quality of education by means of improved process of teaching as well as training. The administration of the school is also keen on development of intellectual capacity as well as values that is critical for the overall development of the entire Maldivian community. Again, the administration of the school Villa International High School (VIHS) also focuses on activities such as the development of the Media Club, Nature Nurturers, Eureka, Business Club, Aesthetic Club and English Consortio among many others (Vihs.edu.mv, 2016). In addition to this, the school also functions through different segregated departments such as the Business Department, Accounting Department, Economics Department, Law Department, Biology Department, English Department, Mathematics Department, Physics as well as Chemistry Department (Vihs.edu.mv, 2016). The school also has a team of leaders that includes the principal Saeed Ahmed, deputy principal Ismail Nasheed, assistant principal Zulakha Fazna along with deputy principal Aminath Nihan (Vihs.edu.mv, 2016). The leadership can help in the process of improvement of learning outcomes, creation of conditions for effectual teaching and learning, making connections and building networks and development of leaders. Rational of the Leadership model: Description of the leadership model followed in the Villa International High School The administration of the Villa International High School adopts the traditional leadership model where the head teachers are essentially supported and assisted by the deputy as well as assistance heads. The school Villa International High School is headed by principal Saeed Ahmed and supported by deputy principal Ismail Nasheed, assistant principal Zulakha Fazna along with deputy principal Aminath Nihan. The traditional school leadership has the characteristic of maintenance of collaborative arrangements with other institutions (Arends, 2014). The Villa International High School too essentially is a single school although it has collaborative arrangements with various other institutions. Again, the traditional leadership model also has certain degree of distributed leadership (Avolio Yammarino, 2013). The analysis of the operations as well as structure of Villa International High School reveals that the distributed leadership is essentially associated to the practice of leadership instead of particular leadership roles as well as responsibilities (Cordeiro Cunningham, 2012). This specific type of the distributed leadership also directs towards the shared and at the same time collective and extended leadership exercises that can help in building the potential for alteration as well as improvement (Botha Triegaardt, 2014). The distributed leadership also refers to the process of mobilising leadership expertise at different levels in the school to create greater opportunities for transformations and for generation of capacity for enhancement (Hallinger Chen, 2015). However, this form and approach of leadership cannot ensure the best outcomes for the target learners (Cordeiro Cunningham, 2012). The distributed leadership is difficult, disruptive, debilitating to alteration and there is not guarantee for success. Therefore, it is clear that distributed leadership helps in misunderstanding, misalignment as well as misrepresentation (Cosner, 2014). Rationale for the traditional school leadership model selected for the critique The rationale behind application of traditional school leadership in the school Villa International High school is that traditional school model calls for the need of the appointment of the qualified teachers. The traditional leadership also follows a particular structure where the head teachers are backed by different deputy as well as assistant principals (Dimmock, 2013). This particular model is also widespread in the primary sector and this structure suits the structure of the primary sector. This framework can also be seen in the secondary as well as special educational institutions (Evers Wong, 2013). The traditional school leadership model essentially comprises of exclusively qualified teaching staff and includes Head Teacher backed by the Deputy as well as Assistant Heads. The model of the traditional school leadership model is essentially applicable for the primary sector and is to certain extent is applicable for the secondary schools (Harris, 2013). The rationale of follo wing this structure is that this traditional leadership model provides a clear framework, concentrates on teaching as well as learning, generates distinct lines of responsibilities, and creates reassurance for parents as well as wider community (Hallinger Chen, 2015). The head teachers of the school Villa International High School function as per the guidelines of the traditional school leadership model. However, the members of the staff of the educational institution Villa International high School also might face the challenges of poor balance between work and life; experience compelled by tremendous levels of responsibilities as well as tactical planning as they are dodged down by pressure. Again, the workload levels announced by the head teachers is said to be sustainable in the upcoming period. Figure 1: Traditional Leadership (Source: Leithwood Hallinger, 2012) Issues associated to the models of leadership selected by Villa International high School The issues associated to the models of leadership adopted by the administration of Villa International High School can be discussed in the present section for rectification of the models. The possible constraints associated to the traditional school leadership model are connected to the recognition of the individual accountable for the actions at different levels of hierarchy (Miller et al., 2016). Therefore, the school following the Villa International High School faces ambiguity as regards the uncertainty regarding the person accountable for the decision making as well as actions at different echelons of the school administration (Northouse, 2015). In addition to this, the administration of the school following the traditional leadership model can face the problems related to the management of the diverse workforce, students from different cultural backgrounds on necessarily the school site. Villa International High School being an international school therefore faces an issue as r egards management of the school having staff members as well as students from diverse cultural as well as ethnic background (Peus et al., 2013). In addition to this, the analysis of the structure of the school reveals that the school has several departments of operations such as the Business Department, Accounting Department, Economics Department, Law Department, Biology Department, English Department, Mathematics Department, Physics as well as Chemistry Department. Therefore, the structure of the leadership followed in the school essentially includes the head teacher being assisted by the assistant as well as deputy teacher. Therefore, the structure also needs establishment of different posts for overseeing several departments of the school (Smith et al., 2012). The structure of the traditional model therefore leads to improper distribution of accountabilities as well as responsibilities and diverse lines of responsibilities of the members of the staff. This finally leads to extreme levels of accountability of particular individuals. This also leads to extreme workloads on certain head teachers that cannot prove to be sustai nable in the upcoming period (Snell et al., 2015). Therefore, the administration of the school can modify the current traditional school leadership model for the addition to different posts for distribution of responsibilities. In addition to this, the traditional school leadership also incorporates the distributed leadership approaches in the model (Storey, 2016). Whilst certain advantageous features of this particular leadership approach, there are also certain disadvantages of this particular leadership model that poses challenge and prove to be an issue to the organization. This approach of leadership cannot ensure the best outcomes for the target learners (Woodhouse Pedder, 2016). The distributed leadership is difficult, disruptive, debilitating to alteration and there is no guarantee for success. As a result, it is clear that distributed leadership helps in misunderstanding, misalignment as well as misrepresentation (Zepeda, 2013). Issues Particulars Difficulties in recognition of individual responsible for activities There is ambiguity concerning the person responsible for the decision making and actions at diverse echelons of the school administration Management of the diverse workforce, students from different cultural backgrounds on necessarily the school site Villa International High School being an international school consequently faces a problem regarding management of the school having staff members in addition to students from diverse cultural as well as ethnic background Improper distribution of accountabilities Improper distribution of accountabilities leads to extreme workloads on certain head teachers that cannot prove to be sustainable in the upcoming period Improper Structure of the school Despite having various departments, the school lacks proper departmental heads for proper administration of the institution. However, as per the traditional leadership model, the school has inadequate departmental heads and faces challenges of improper structure. Distributed leadership approaches in the traditional model This approach of leadership cannot ensure the best outcomes for the target learners as this leadership is disruptive, debilitating to alteration and there is no guarantee for success Advanced understanding of theories and models of leadership by discussing issues The growth in the importance of school leadership accompanies by theory development by developing new models for establishing approaches for redefining activities (Zepeda, 2013). The main purpose of the assignment is reviewing the current as well as recent writing based on the leadership models. This paper examines the theoretical literature for showing leadership for conceptualizing empirical literature for demonstrating for supporting these concepts. This section will discuss on new leadership models on Multi-Agency Leadership in subject to fashion reflecting changes in school leadership practices (Snell et al., 2015). School Leadership relates with teaching among school-related factors affecting student learning for the main research activities. In other words, principals enables shaping the conditions for high quality teaching considering as prime factor for determination of whether teacher stay in high-needs schools (Dimmock et al., 2013). Therefore, High-quality principals, on the other hand, are vital to the effectiveness for nation public schools for serving children with some of the advantages in life. Model developed for Villa International High School The new approach of Advanced Multi-Agency School Leadership can prove to be as one of the variation of managed model. This model has greater diversity within the Senior Leadership team in responsive to multi-agency work (Smith et al., 2012). In other words, application of this model by Villa International High School will help in managing the diverse workforce on the school sites. There are various ways whereby leadership team can be properly structured within the model in case there is co-located as the Children centre (Dimmock et al., 2013). Figure: Advanced Multi-Agency School Leadership Model for Villa International High School (Source: Created by author) The above model named as Advanced Multi-Agency School Leadership will be beneficial for current operations at Villa International High School. Chief Executives works efficiently with other lead practitioners as presented in the multi-agency school leadership model (Northouse, 2015). The main key point of the above-mentioned model is explained below: Wide access towards range of support services especially for families (Dimmock et al., 2013). High improvement in pupil well-being (edu.mv, 2016) Motivational aspects Smooth transactions between home as well as school especially among the young people (Harris, 2013). Advanced Multi-Agency School Leadership approach manages with the models for Villa International High School for including senior support staff members for introducing innovative working practices (Evers Wong, 2013). In other words, this approach will be found in the secondary sector acting beneficial for Villa International High School. Multi-Agency School Leadership approach will bring into consideration aspects such as elements of participative leadership. This will further involve staff motivation at schools as well as greater capacity in Senior Leadership team (Botha Triegaardt, 2014). In other words, Multi-Agency School Leadership approach will take out the necessary human resources for schools in expanding leadership team from existing school culture (Dimmock et al., 2013). Level of critical thinking and evaluation of issues identified from the traditional model of School Leadership On critical analysis, it has been noticed that report on leadership conducts major approaches mentioned in the above study (Botha Triegaardt, 2014). Earlier, Villa International High School was adopting traditional leadership model that lacked proper application and was misaligned, disruptive because it followed distributive leadership approach in their school activities (Arends, 2014). These are some of the approaches for viewing at the styles of leadership adopted by principals in a school. These leadership approaches help in depicting progress from the historic leadership styles looking into inward for approaching response to the high level of complexity especially in educational environment (Arends, 2014). There are several issues identified from the traditional model that has been rectified by developing new approaches to leadership for Villa International High School (Snell et al., 2015). Earlier approaches give rise to uncertainty that cannot be accountable in any cases. It gives rise to problems for working in diverse workforce from school sites for Villa International High School. In other words, there have been sustainability issues found from traditional models for some of the initiatives in terms of funding activities. Addition to that, traditional model concern majorly on building as well as premises management (Dimmock et al., 2013). Justification on problems or issues for resolving with the integration of new leadership forms models involving qualities New Model Leadership developed for Villa International High School will help them in managing their human resources in the most appropriate way (Snell et al., 2015). From the previous traditional model adopted by Villa International High School depicts some of the loopholes that need proper rectification so that future mistakes are reduced as far as possible. New Model works upon the system leadership approach (Avolio Yammarino, 2013). These are some of the leaders assuming roles beyond any boundaries of school as well as contributing wider educational systems at local, regional or national level (Evers Wong, 2013). Multi-Agency School Leadership approach should be adopted by Villa International School indicates willingness for taking systems-wide acting as leadership roles (Dimmock et al., 2013). In other words, moral as well as strategic purpose will be explained in this Multi-Agency School Leadership approach. This model will be rendering detailed investigation on moral as well as strategic purpose for resolving the level of complexity in school context for Villa International High School (Hallinger Chen, 2015). Major benefits for this model is bringing high level of commitment by building lateral capacity with extreme collaboration as well as networking for Villa International High School (Evers Wong, 2013). This approach will be focusing majorly on quality enhancement for learning as well as achievement for all children studying at Villa International High School. In addition, this approach has the ability in transforming schools as well as networks in areas relating to personal as well a s professional learning communities (Dimmock, 2013). Therefore, Multi-Agency School Leadership approach has the capacity in empowering as well as developing leadership for planning high level of succession (Snell et al., 2015). Validity and creativity of the recommendations made for the school It is recommended that Multi-Agency School Leadership approach for Villa International High School will be benefiting from the entire system of education by Expertise as well as individual experienced for in-service leaders (Evers Wong, 2013). Further, suggestions for Villa International High School will be taking consultant leaders as well as executive head teachers for working in less successful schools. Multi-Agency School Leadership approach has the potential for increasing capacity as well as creativity and innovation in the education sector. In addition, this particular approach lacks capacity in home school of the leader (Evers Wong, 2013). The administration of Villa International High School can essentially include the characteristic features of the educational leadership model. Educational leaders can adopt administration of school can help in improvement of learning outcomes for all the students, creation of the conditions for effectual teaching as well as learning, development as well as maintenance of schools as learning corporations, making connections and building networks within as well as beyond the schools and development of leaders (Avolio Yammarino, 2013). Educational leadership model if followed in the school can help in the process of development of trusting associations through active listening, demonstration of personal integrity (Zepeda, 2013). The educationalleadership model(ELM) can also help in the process of establishment of qualities, knowledge as well as skills that essentially the middle in addition to higher-ranking educational leaders have the need to acquire to properly directschoolsin the c urrent age of the twenty-first century (Northouse, 2015). This modelreflects that the associations are necessarily at the center ofschool leadershipand thatleadershipconstantly functions within a definite circumstance (Harris, 2013). Villa International High School should adopt whole-town approach by creation of overarching strategic school activities. In other words, the new approach adopted by Villa International High School will be able to establish Executive Head or Chief Executive for overseeing several school activities in the most efficient way (Botha Triegaardt, 2014). It further reveals sharing middle leaders as well as consultant teachers for Villa International High School (Harris, 2013). The newly designed approach named as Multi-agency Leadership will be characterized under collaboration among schools as well as providers. In this case, Villa International High School should be reporting for conducting informal collaborations with other schools. It significantly brings out minority of primary schools as effective part of collaboration (Botha Triegaardt, 2014). Conclusion At the end of the study, it has been noticed that Leadership models and techniques are adopted by Villa International High School. Contrast and comparison of study has been made in the entire assignment for bringing validation of the given project. Villa International High School has been using Traditional Leadership model for carrying out the operational aspects at school. Later, it has been recognized that traditional leadership theory lacks uncertainty regarding person accountable for the decision-making process at schools, improper distribution of accountabilities. There should be more number of departments and establishment of courses for handling the managerial aspects at school. Traditional Leadership Model uses distributive leadership that needs to be developed in the current models such as Multi-agency School Leadership at Villa International High School. Clear description of Advanced Multi-Agency School Leadership description has been developed as it has the ability in redu cing the issues at schools as far as possible. References: Arends, R. (2014).Learning to teach. McGraw-Hill Higher Education. Avolio, B. J., Yammarino, F. J. (Eds.). (2013).Transformational and charismatic leadership: The road ahead. Emerald Group Publishing. Botha, R. N., Triegaardt, P. P. (2014). Distributed Leadership Towards School Improvement: Case Study in South African Schools. Botha, R. N., Triegaardt, P. P. (2014). Distributed Leadership Towards School Improvement: Case Study in South African Schools. Cordeiro, P. A., Cunningham, W. G. (2012).Educational leadership: A bridge to improved practice. Pearson Higher Ed. Cosner, S. (2014). Leadership for school improvement.LEADERSHIP,2, 9. Dimmock, C. (2013).School-based management and school effectiveness. Routledge. Evers, C. W., Wong, K. C. (2013).Leadership for quality schooling. Routledge. Hallinger, P., Chen, J. (2015). Review of research on educational leadership and management in Asia A comparative analysis of research topics and methods, 19952012.Educational Management Administration Leadership,43(1), 5-27. Harris, A. (2013).Distributed school leadership: Developing tomorrow's leaders. Routledge. Vihs.edu.mv, (2016).Vihs.edu.mv. Retrieved 25 October 2016, from https://www.vihs.edu.mv/ Leithwood, K. A., Hallinger, P. (Eds.). (2012).Second international handbook of educational leadership and administration(Vol. 8). Springer Science Business Media. Miller, R. J., Goddard, R. D., Kim, M., Jacob, R., Goddard, Y., Schroeder, P. (2016). Can Professional Development Improve School Leadership? Results From a Randomized Control Trial Assessing the Impact of McRELs Balanced Leadership Program on Principals in Rural Michigan Schools.Educational Administration Quarterly, 0013161X16651926. Northouse, P. G. (2015).Leadership: Theory and practice. Sage publications. Peus, C., Braun, S., Frey, D. (2013). Situation-based measurement of the full range of leadership modelDevelopment and validation of a situational judgment Smith, W. K., Besharov, M. L., Wessels, A. K., Chertok, M. (2012). A paradoxical leadership model for social entrepreneurs: Challenges, leadership skills, and pedagogical tools for managing social and commercial demands.Academy of Management Learning Education,11(3), 463-478. Snell, S. A., Morris, S. S., Bohlander, G. W. (2015).Managing human resources. Nelson Education. Storey, J. ed., 2016.Leadership in Organizations: Current Issues and Key Trends. Routledge. Woodhouse, J., Pedder, D. (2016). Early career teachers perceptions and experiences of leadership development: balancing structure and agency in contrasting school contexts.Research Papers in Education, 1-25. Zepeda, S. J. (2013).Instructional leadership for school improvement. Routledge.

Kim Campbell, Canadas First Female Prime Minister, Rose Quickly In Her

Kim Campbell, Canada's first female Prime Minister, rose quickly in her political standings reaching, what she would find to be the height of her career only seven years after entering politics. It appeared like the loss of the 1993 election and the all around destruction of the Progressive Conservative party was completely Kim Campbell's fault however actually was a joint effort by Brian Mulroney and Kim Campbell. Kim Campbell rose so quickly in her political status that she did not have the experience that most of the others MPs had at her level. The Tories were finishing their second term in power and the people of Canada were displeased with Brain Mulroney by the time of his resignation. Kim Campbell was voted in as Prime Minister by her party and was not elected by the people of Canada. During the 1993 election Kim Campbell had an American company make a commercial that mocked Liberal party leader Jean Chr?tien's physical disability. Kim Campbell's first entered politics in 1986 . She first won a provincial seat in Vancouver and in 1988 she won her bid for the House of Commons. She had many good ideas, one of them being the USA-Canada Free Trade Agreement. This part of her campaign was recognized by Brian Mulroney who was the current Prime Minister. In 1989 Mulroney appointed Kim Campbell to the position of Minister of State for Indian and Northern Affairs. Later, in 1990 she was appointed Minister of Justice and a year later became the Minister of Defence. Just two years after becoming Minister of Defence and 7 years after entering politics, she ran for leader of the Progressive Conservative party and became Brian Mulroney's successor. Kim Campbell inexperience in the world of politics gave her a huge disadvantage when things started to go wrong. Brain Mulroney and the Tories had been in power for two terms, a total of 9 years. The Canadians had become tired of Brian Mulroney and his Progressive Conservative government, so when it was announced that he would resign most Canadians were happy to see him go. However his resignation did mean the end of the Progressive Conservatives power in Canada. Canadians unhappy with what the Progressive Conservatives had done chose to elect an other party. When Brain Mulroney resigned there was, in place of a federal election, a leadership convention. The Tories just had to elect a new leader who would then become the Prime Minister. This meant that Kim Campbell was not the choice of Canada but instead the choice of the Progressive Conservative party. So when it came time, 3 months later, for an election Canada not only went with a different leader but an entirely different party. The Liberal party was elected to power and leaving the Progressive Conservative party was left with only two seats. Canadians were not pleased with the Tories no matter who their leader was, this dissatisfaction caused the worst loss in Canadian history. It was in the 1993 federal election that Kim Campbell found she was behind in the poles and made a decision that destroyed her party. She chose to have an American Company make a commercial that made fun of Liberal party leader Jean Chr?tien's physical disability, Bell's palsy. This disease paralyzes on side of the face, where the muscles on the right side of his mouth were paralized The Canadian people responded to this commercial by giving him sympathy and Kim Campbell and the Tories suffered because of it. "Campbell's problematic performance in the campaign,...and her inability to distance herself from the extremely unpopular Brian Mulroney propelled the party from defeat to disaster."1 The problem started before she took on the leadership, Brian Molruney's nine years in power was too much for Canadians so that when Brian Molruney resigned it would have been difficult to make the PC party more popular. Kim Campbell's inexperience in politics was the reason she made the commercial about Jean Chr?tien and lost her the 1993 election. After the works of Mulroney and Campbell were finished there was not much left of the Progressive Consecrative Party of Canada. "It was wiped out completely, even in its traditional stronghold of Alberta."2 So when the facts are taken into

What we call the secret of happiness is no more a secret than our willingness to choose life Essay Example

What we call the secret of happiness is no more a secret than our willingness to choose life Essay Example What we call the secret of happiness is no more a secret than our willingness to choose life Essay What we call the secret of happiness is no more a secret than our willingness to choose life Essay Essay Topic: Life Of Pi My first serious lesson about choices came to me when I was fourteen. Sometimes, it seems to me it was to early for a 14 year old to make a choice between two parts of the family – my mother and brother, and my father, and, moreover, between the life paths to take – move to the USA, or stay in Romania. It was my first serious opportunity to change my life radically, and I used it as fully, as I could. People say, it is much easier for teenager to make serious choices, as they have little to loose, but that wasn’t the case. I had to loose lots of things – part of my family, my friends, my home I grew up in, the whole life I was used to. That is when it first came to me that you couldn’t make a choice without sacrificing something that is valuable for you.The fact that I learned this truth at quite an early age was a great help for me in the next years.   I took it for granted that to achieve high academic results I had to spend less time with my fr iends and my family, and that to achieve my goals I had to sacrifice time and efforts.During my studies at school, and at college I also understood the value of time as a resource. I was always keen to participate in different community activities, and balancing time between my studies, work, volunteering and research I wanted to perform, was quite a challenging task. Nevertheless, during my studies at college I managed to participate in one of the most important research programs in my university, the one that dealt with designing, synthesizing, and characterizing polymer and inorganic metal nanoparticles with biocompatible or bioactive applications using a supercritical processing technique called RESOLV (Rapid Expansion of a Supercritical Solution in a Liquid Solvent), work as a volunteer in Shands Medical Hospital, create two publications, concerning my future occupation etc. In the fall trimester of 2003, I was awarded by the Presidents Honor Roll for academic achievement.After graduation I began working for the Beckman Coulter as a Junior Chemist. My work there is interesting, and sometimes challenging, but I feel I am not satisfied enough with what I am doing. When I volunteered in the Emergency room of the Shands Medical Hospital, I felt that it was the place, where the real work was done. Of course, technical and medical advancements are very important for restoring and promoting the well being of people, who suffer, but it is only through service that I can feel my life has a purpose and meaning.The decision to enter medical school was quite a hard one to make. It was one of those choices that demanded giving up something valuable to get the thing you want. Continuing my education in the medical field means that I will have to give up my current work, and that I’ll have much less time for research in my previous filed of study. Nevertheless, I feel this decision will allow me to live in peace with myself, as I will be doing the things that are really valuable for me, the ones, that fill my life with sense. I feel that all people deserve for care when they need it, and talking to the patient, comforting him or just being near him is sometimes more valuable than inventing a drug that would improve his physical condition.In addition, I am very keen to continue my education. The reason is that I like the process of getting new knowledge, analyzing and systematizing it, and seeing my competency grows with the amount of knowledge I get. Choosing medical school is an additional and very important stimulus for me to achieve academic excellence, as the level of responsibility is extremely high in this job. I am attracted by the possibility to build a career in a field where I am strongly motivated to be the best professional possible.In fact life is a bout of choice, small ones and big ones. It is often that people don’t realize the importance of this or that action, and it is seen only after time passes. This is not the c ase. I realize that my choice to build a career in medical field will change my life radically, and, maybe, forever. I am ready to accept the consequences of my choice; moreover, I wait forward for them.

How to Wake Up Feeling Motivated

How to Wake Up Feeling Motivated Weve all been there. The alarm goes off in the morning and we groggily feel around the nightstand in search of the alarms snooze button to snag a few more minutes of those precious Zzs. However, repeatedly hitting that snooze button isnt always the best way to start the day. In fact, research has shown that some of the most successful people in the world have found a secret that has helped them achieve greatness. What is it? A great morning routine. Thats right, what you do in the morning can set the tone for the rest of your day. Check out these tips for building an effective morning routine - one that you may actually stick with! 1. Prepare the Night Before Believe it or not, when it comes to tips on how to wake up, the best morning routine will actually depend on what you do the night before. Before you crawl under the covers and get cozy, take the time to review your day and plan out your morning. Write down any details of ongoing projects or problems that may be troubling you that could affect your ability to get a good nights sleep. Writing down your worries can help you relax, knowing that you can tackle them another time. You can also take the time to write down a list of things you know you have to do the next day, which can drive your productivity both in the morning and throughout the rest of the day, too. Figure out what you need to take with you to school or work, or wherever youre going the next day, and pack up your bag or prepare your lunch so you can grab and go. Lay out your clothes so you know what to put on to leave the house. All these steps will ease your mind at night and make your morning smooth and simple. 2.  Get a Good Nights Sleep How to wake up feeling refreshed and developing an effective morning routine is reliant on you being well rested and ready to go. Research has shown that for many adults, getting 7-8 hours of sleep is ideal, though everyone differs. Find out what your sweet spot is and aim to log that many hours of shut eye each and every night. Make sure your room is quiet; use a noise canceling machine, white noise app on your phone, or even just a fan to block out the noises around your home. Make sure there arent any bright lights that could affect your ability to sleep, either. Our bodies are biologically programmed to sleep when its dark out; if your room isnt dark enough, you might consider getting room darkening drapes or wearing an eye mask so your body can rest better. 3. Dont Hit the Snooze Button Many of us hit that snooze button until the last possible second and then race through getting ready as fast as possible. However, waking up when the alarm goes off the first time can actually be a great way to get your body up and running. There are alarms that fly or roll away when they go off, requiring you to get up out of bed to turn them off. Once youre up, stay up! Your body wont really benefit from capturing a few more minutes of rest. 4. How to Wake up Early Set your alarm for earlier in the morning than you might normally set it. This way, you give yourself time to get ready for the day, and you can fit in the activity that you plan on doing. Not giving yourself enough time to accomplish your morning goals, make and eat breakfast, and complete your entire routine is a recipe for disaster. Not to mention that rushing to get out the door is only going to give you a stressful start to your day. So, be sure to get up early enough to fit in everything you want to do, with time to spare. You might even be able to sneak in an extra cup of coffee (after youve had some water to hydrate)! 5. Set an Agenda with an Activity for the Morning Have a plan for what you want to do in the morning, and stick to it. Whether your goal is to get up and read an article or book for educational or inspirational purposes, check your email to see what youre facing for the day, do some chores, exercise, or even play a game, having an objective to complete is a great way to get your body and mind motivated. Tackle that crossword in the newspaper, cook up a healthy and gourmet breakfast, or engage in a creative or physical activity to rev your internal engines and get ready for the day. Get out and run a mile, bike to get your morning smoothie, or take your dog for an extra long walk. No matter what physical activity you choose, this can be a great way to get your blood flowing and heart pumping, energizing you for the day. Plus, exercise is a healthy part of your daily routine in general, improving your quality of life in many ways, from strength and agility to mental clarity. 6. Hydrate When You Wake Youve just gone approximately eight hours without eating or drinking, so your body could use a pick me up. Dont rush for that cup of coffee just yet, though. Many experts suggest that you might try drinking some water to jump start your metabolism first. Starting with water in the morning will even help you make progress in getting your daily servings of H20, so you stay hydrated all day long. 7. Take Time to Meditate and Reflect Many people find that taking 10-15 minutes in the morning to meditate and reflect helps them start the day peacefully. Relaxing, letting the worries of the day go, and focusing on the positives in your life can help you feel uplifted and inspired to take on even the most challenging day. 8. Call a Loved One Starting your morning by connecting with a beloved family member or best friend can be a great way to energize yourself and set a positive tone for the day. It can help you connect with friends and family who live far away (check your time zones, though!) and remind you of what youre thankful for in life.

Conscious (Mindful) Communication Day Essay Example | Topics and Well Written Essays - 250 words

Conscious (Mindful) Communication Day - Essay Example At times when I hang out with my friends, we find ourselves talking politics in our country. Definitely not all of my friends hold similar political ideologies as mine. So, we tend to differ in most cases and end up in unending argument, sometimes resulting even to insults. This happened one day when we were walking to the movie show. It later came to my conscience that I was doing the wrong thing; I changed the topic and ensured that I and my friends maintained the friendship. It felt good achieving my goal of maintaining unity though my friends never realized the reason behind the topic change. Some situations seem challenging and tricky to face especially when truth is unveiled. During my last holiday, I attended a wedding ceremony in which my uncle was the bridegroom. I had been advised by mom never to leave my younger sister Laura alone as mom too had to attend the occasion (Shafir, 2003). I became disobedient and left the 2 year old kid in our house. On coming back, I found almost all valuables were missing including mom’s laptop, television set and other households. I knew I would face the worst moment in my life. I had an idea to lie about gunpoint robbery of the house but conscience kept refraining me from telling lies. I told my mom what actually happened. Laura was well, she warned me never to disobey her to that extent. She felt disappointed, and praised my innocence in telling the truth. Another aspect of mindful communication derived from this context is never to speak with an aim of pleasing other people but say what you feel is truth and just, what you feel you can say

Corporate Communications Strategies Research Paper - 1

Corporate Communications Strategies - Research Paper Example c as well as important definitions of key terms in the paper such as corporate communication, corporate reputation, corporate ability (CAb), and Corporate Social Responsibility (CSR). This section of the paper will analyze and discuss three corporate communication strategies that are focused on the goals that organizations aim to meet and which are based on Kim and Rader (2010) and Kim (2011) works. 2.12 Corporate social responsibility focused strategy – this section analyses the CSR strategy in corporate communications focusing on how it emphasizes organizational goals as well as comparing with CAb strategy to evaluate which is more dominant and effective. Organizations have multiple stakeholders with whom their relationships need to be effectively managed with corporate communication being both responsive and effective to these stakeholders. Various communication functions and channels fulfill specific organizational objectives which aim to attain overall strategic impact to an organization’s goals. This section evaluates these communication functions, the various objectives that they seek to meet, the channels of communication used to dispense communication as well as those targeted by such communication. 2.21 Media Relations –this section evaluates the media relations communication function, the objectives of media relation in an organization, the channels used to complete the communication function as well as the organizational stakeholders targeted. 2.22 Employee communications – this section evaluates the employee communications function, the objectives of employee communication in an organization, the channels used to complete the communication function as well as the organizational stakeholders targeted. 2.23 Marketing Communications - this section evaluates the marketing communications function, the objectives of marketing communication in an organization, the channels used to complete the communication function as well as the organizational

Stakeholder Analysis Model of Change Essay Example for Free

Stakeholder Analysis Model of Change Essay There are several models of change available for use when organizations begin the process of implementing change. The stakeholder analysis model focuses on the position of key stakeholders in regard to the planned change. Stakeholders in a company include individuals or groups inside or outside the company who can influence the success of the change (Palmer, Dunford, and Akin, 2006). This review involves a six step process and includes identifying stakeholders, recognizing the capacity to influence change, checking stakeholder track record, interest in change, ability to affect change, and determine position on change. The main purpose of the stakeholder analysis is to inform the change manager of the likelihood of the change being successful and widely accepted. As a supplement to the analysis, the change manager may use the power-interest matrix to plot the level of stakeholder interest against stakeholder power. The matrix can identify specific action to be taken based on the classification of specific stakeholders. Upon concluding the analysis and power-interest matrix, if the change manager determines weak favorability by key stakeholders, steps can be taken to improve the projection of the change initiative (Palmer, Dunford, and Akin, 2006). The change manager can take action by adding agreeable stakeholders, removing oppositional individuals, or modifying the proposed change to address stakeholder concerns without compromising the initiative. As with all things, there are pros and cons of the stakeholder analysis. A pro is that this analysis is a thorough way to review the business and needs of stakeholders. In addition, it helps to determine the appropriate changes that would benefit the majority. This detailed approach to implementing a change may lead to better results with respect to stakeholder acceptance of the change. A con to this study is that it seems very involved and time-consuming. Depending on the timeline of the company to implement and train stakeholders on the change in processes and systems, the stakeholder analysis model of change may not be the best option.  Something to consider when determining the best model of change for an organization is to assess if the costs outweigh the benefits. Often this will be the deciding factor in regard to which model to use and what changes are advantageous for the business. Six-Box Model Organizational Development is an important aspect along with the culture of the business. The Six-Box Model proposes is six broad categories that can be broken down into purposes, structures, relationships, leadership, rewards, and helpful mechanisms. The organization’s mission and goals defines how the structure in which the organization is organized and the purposes. Goals include programs or projects where teams work together to meet an objective weather it be sales or implementing change. Relationships are the interaction among individuals in the organization or the way employees interact with technology. Rewards are also a fundamental way to get motivation among employees to meet goals. The typical management tasks include balancing the other boxes. The mechanisms include, scheduling, monitoring, budgeting, and information systems that aid to meet organizational goals. The external environment depicted in by the model is represented by the box surrounding these key compon ents. Inputs defined in his model include money, people, ideas, and machinery. Outputs are merchandise and services. Employees buy in is used to determine if the organizational members agree with and support the organization’s mission and goals. Structuring everything correctly will get the purpose and the internal structure of the organization to coincide with one another. This can be achieved by forming the key relationships between individuals in different departments to avoid conflict. Rewarding the organizational members feel, they are rewarded within the environment. Leadership defines the purposes and embodies it in their programs. â€Å"Helpful Mechanisms can help or hinder the accomplishment of organizational objectives, (Organizational Development Models Weisbord’s Six-Box Model, 2009).† The model has guidelines that focus on internal issues in the organization. Primarily the six-box model poses many interconnections in the organization. The biggest down fall is concerning the impact of the external environment in the model, which is vaguely described. References Organizational Development Models Weisbord’s Six-Box Model. (2009, July 31). Retrieved 5 17, 2014, from every one a leader: http://everyonealeader.blogspot.com/2009/08/organizational-development-models.html Palmer, I., Dunford, R., Akin, G. (2006). Managing organization change: a multiple perspectives approach. New York, NY: Mcgraw-Hill Irwin.