Imagination In Morte D Arthur :: essays research papers

Creative mind in Morte D' Arthur A repetitive subject in Sir Thomas Malory's Morte d' Arthur is the utilization of inventive portrayals of characters and settings. Creative mind is what the peruser of the story must use to frame their own psychological pictures of a circumstance, and the better the narrator is, the more clear the psychological picture. His depictions, going from horrendous to courageous, consistently figure out how to draw the peruser into the story and make the person in question a functioning member, for the most part knowing more than the characters about their own destinies. Malory utilizes numerous artistic strategies, yet maybe his most unmistakable is his utilization of creative mind. Â Â Â Â Â When the exerpt starts, King Arthur is having a bad dream including falling into a pit of snakes. Malory portrays the scene in Arthur's mind as though the peruser were there with him. What isolates the peruser from the character is the way that the peruser knows it's just a fantasy, and Arthur doesn't. This is an intriguing method of keeping the peruser a protected good ways from the goings on of the story. Malory utilizes this technique once more, when Arthur and his armed force are going to haggle with Mordred and his. One of the King's troopers sees a snake going to nibble him, and he attracts his blade to kill it. All that Mordred's men see is the edge being drawn, and a fight quickly results. By and by, the peruser is told more than the characters. The main thing keeping the peruser a piece of the story is the clear depictions given of the nightmarish universe of Arthur's fantasy, and the smoking, grisly combat zone of a war that wasn't intended to occur. Â Â Â Â Â Malory likewise utilizes dramatization in his depiction of the twofold demise scene, again with Arthur and Mordred. At the point when he depicts Mordred's blade being crashed into Arthur's chest, and Arthur's lance running Mordred through, the peruser nearly recoils at the idea. In any case, it isn't sufficient that they are both murdered by one another's hand, Arthur doesn't bite the dust right away. He is conveyed by his most dedicated knights back to a house of prayer, where he kicked the bucket more respectably. The peruser is holding on for him as far as possible, happy to be freed of the reprobate Mordred, and yet feeling sorry for him, for he was Arthur's child. This makes the story much all the more including, and powers the peruser to envision

The Impact of the First World War Assignment Example | Topics and Well Written Essays - 6000 words

The Impact of the First World War - Assignment Example  The dread of a German uprising was no longer in the brains of the French as all the land that Germany was required to hand over was restored; the most significant locales being Alsace and Lorraine. Germany's military was cut back to a limit of 100,000 men; they were precluded the utilization from securing tanks. The aviation based armed forces was disbanded and the naval force was just permitted to staff and work six boats; in any case, no submarines were permitted to stay operational. The land fifty kilometers east of the Rhine was articulated a peaceful area, where no officer with a weapon could enter. Abroad land recently possessed by Germany was given to various European nations. The Saar, Danzig, and Memel were put heavily influenced by the League of Nations. One of the more significant results was the War Guilt Clause that necessary Germany to assume on full liability for beginning the war. This was significant as it would show the world France's explanation behind interest in the war was distinctly to safeguard against the German assaults. This additionally implied Germany would need to pay reparations to France for the physical harm caused during the war. Clemenceau was the most fulfilled out of the three chiefs with the mortification of Germany, and France presently discovered new force on the planet. Wilson was exceptionally satisfied on the grounds that because of the Paris Peace Conference his vision of the League of Nations had become a reality. The League would make it conceivable to explain clashes everywhere throughout the world in a tranquil way, showing Wilson's longing for overall harmony. He said so a lot: To advance worldwide co-activity and to accomplish universal harmony and security. (Wilson) The expense of making the League was losing his other 13 unique belief system focuses to pick up the worldwide help that was important to begin the League and make it a triumph. As the post-war world was in the battle of discovering harmony, there were a ton of nations captivated by the global association that vowed to bring world harmony. Wilson was of a harmony cherishing nature and was unmistakably rankled by the incredible number of limitations that Germany needed to consent to in the Treaty just as all the reparations they needed to make. The cruel conditions that were for ced on Germany humiliated and disgraced Wilson. By the by, he was happy with the beginning of the League of Nations. One reality to be noted is that reparations to the United States were not ordered in the Treaty. The facts confirm that the misfortunes of the United States were not on a similar scale as Britain and France in light of their late passageway into the war. Lloyd-George was maybe the least happy with the last terms of the arrangement due to Clemenceau's steadiness to bankrupt the German economy.â â

New Student Photo Series 2013 Post 3 COLUMBIA UNIVERSITY - SIPA Admissions Blog

New Student Photo Series 2013 Post 3 COLUMBIA UNIVERSITY - SIPA Admissions Blog ¡Hola! Im Rebeca Moreno Jiménez, Mexican Fulbright fellow, currently working as a Communications Assistant at the World Bank (WB) in Mexico City field office. I have lived in Mexico City for almost 5 years, but I come from a small-town in northern Mexico called Ensenada, and usually people from the capital notice my funny accent. During these four years, I have work in the promotion and outreach of WB activities in Mexico, from Advocacy Communication, Corporate-Internal Communication, to Communication for Development (Comm4Dev), Public Relations and Knowledge Management.  In my free time (yes, I have some free time left) I am part of the global youth network called World Economic Forum (WEF) Global Shapers, supporting Mexicos national development with a glocal vision. I have to confess that I have mix feelings about leaving my country, my job and my friends. But Im bringing to SIPA my passion for international development and my desire to share my experiences with all of you. Un abrazo desde la Ciudad de México, Rebe (MPA candidate, 2015) Rebeca Moreno Jimenez deliver student workshops regularly   photo was taken in the City of Colima This is a view from the World Bank Office in Mexico City. and a photo of my work space in the office.

DBQ Vietnam War APUSH - 892 Words

Throughout America’s history, few things have left the nation in such controversial turmoil as the Vietnam War. With an American death toll of almost 60,000 troops, the Vietnam War has gone down in infamy as one of the most tremendous struggles Americans have faced both overseas and on the home front. Because of the tumultuous controversies caused by the war, Americans split into two social factions – those against the war and those who supported it. During the years of 1961-1975 - the era in which the war had its greatest effect on Americans - the population of citizens from 18-35 years old and the Presidency were both affected irreversibly. The beginning of the Vietnam War can be credited to President Johnson’s predecessors –†¦show more content†¦In the end however, Nixon’s true colors would show in his controversies involving the Watergate scandal and the Pentagon Papers. By this time, the office of President of the United States would be considered a position of high scrutiny, stress, and power. The war in Vietnam did not affect only matured political leaders. In fact, one of the largest demographics affected by the war was the population of young adults ages 18-35. These people, who were commonly referred to as ‘college aged’, experienced a time of revolution during 1961-1975. Previous to the war, students in universities could not voice their opinions on political or social issues. The voting age at the time was actually 21, meaning many students in college could not even vote in elections. Despite their oppression, many students felt that their opinions were valid an d wanted to be heard. This birthed the Free Speech Movement. Programs and organizations such as Chicago’s JOIN (Jobs or Income Now), SDS (Students for a Democratic Society), and other campus-based political organizations fueled the fight for equality of all ages. Much of the Free Speech Movement’s success can be credited to Mario Savio’s intense speeches. The generation of students inShow MoreRelatedBoyer Dbq Teacher Guide10764 Words   |  44 PagesUsing the DBQ Practice Questions from The Enduring Vision, Sixth Edition A Teachers’ Guide Ray Soderholm Minnetonka High School Minnetonka, Minnesota Using the DBQ Practice Questions from The Enduring Vision, 6th Edition A Teachers’ Guide This guide is intended to suggest some possible ways that students may organize essays related to the document-based questions in the Advanced Placement version of The Enduring Vision, 6th Edition, and to provide teachers with some information on each included

The Postcolonial Of Amitav Ghosh s Novels Let Us Begin

To understand the postcolonial readings of Amitav Ghosh’s novels let us begin by understanding what postcolonial literature is. In this chapter, I will try to understand what the postcolonial literature does by theorizing the entire process of imperialization or colonization. In the following chapters I will try to understand the postcolonial perspective in Amitav Ghosh’s fictional works. As Peter Barry observes in his Beginning Theory, postcolonial criticism emerged as a distinct category only in the 1990s. It has gained prominence through the influential books like In Other Worlds (Gayatri Spivak, 1987), the Empire Writes Back (Bill Ashcroft, 1989), Nation and Narration (Homi Bhabha, 1990) and Culture and Imperialism (Edward Said, 1993). A recurring feature of postcolonial writing is the attempt to identify the differential cultural identity. As oppositional discourse, postcolonial literature seeks to undermine the European discursive tradition that has promoted the entire process of imperialization. The postcolonial theory challenges system of conceptualizations and representation that justify and help maintain imperialist power during and after the age of colonization. As a means to achieve this end, the postcolonial theory seeks to establish a differential identity in an impulse to decolonize the mind. It challenges and resists the Western cultural hegemony. Over the last few decades postcolonial theory has evolved through different stages to encompass a variety of

Understanding the Management Role Free Essays

string(71) " Team The Finance team handles all aspect of the company’s finances\." Introduction Westminster Drug Project is a vibrant, dedicated and innovative charitable organisation committed to assisting people who have drug and alcohol related dependences. The organisation has been in existence over 21 years, having its first residence in the London Borough of Westminster. The company has grown in size and reputation over the years and presently occupying areas in London boroughs and some south east counties. We will write a custom essay sample on Understanding the Management Role or any similar topic only for you Order Now The purpose of the organization is to actively provide support to those affected by drug and alcohol use, in local communities and also to share knowledge acquired in the carrying out of these duties to a wider audience so as to have a highly informed society. WDP is committed to ensuring that they provide excellent services to their stakeholders from service users to the commissioner’s. They are committed in providing treatment and support to Services users, seeing them through a successful progression through the various stages of the wider treatment programme. The organisation is not adverse to change rather it structures its services to embrace any change (legislative or otherwise) that might have a positive impact on the treatment journey of its service user. This can be evidence by the expansion some of their services to meet the many stages of a service users treatment journey. Over the years WDP has proven to be an organisation which has a passion for what it sets out to achieve. One of the main objectives of the organisation is to develop the potential of its people so as to ensure that everyone is carried on board and they have in place the right resources in order the mission of the organisation can be fulfilled. Having worked at WDP for 5 years, I have since developed and progressed onto other financial related roles in the finance department. As the financial Accountant of the company, my main duties include: Coaching, mentoring and supervising the Finance Administrators Supporting the Financial Controller, colleagues and other managers in the management of WDP’s finances. Devising and implementing effective systems and procedures for the organisation that ensures the good governance Control of WDP’s financial resources and which provide timely and accurate information to support the organisations decision-making and growth. Overseeing the day to day operations of the team and having a direct impact upon the development and growth of the team. Maintaining the integrity of all the sub ledgers and assisting with forecasting and budgeting. Producing finance reports to senior management and external stakeholder’s I have acquired vast knowledge on the misuse and or abuse of drugs and alcohol substance since I started at WDP. An important aspect of my Job is to ensure that relationships between the organisation and external stakeholder are not compromised and to promote a healthy working relationship between both parties. While I have been at WDP I have learned a great deal about drugs / alcohol and their misuse, including the impact of such misuse.I have thus realised that working in an accounting field need not be purely about manipulating figures and ensuring that systems run to plan. I have been reminded of the wider purpose of my role in this job, and indeed of the wider purpose of accounting positions generally. In this role in particular I need to oversee smooth financial transactions for the wider good of the organisation. Because of the way WDP is set up, I am constantly aware of the impact my position has on service users and other stakeholders. One important area of my job is to mak e sure that relations between organisation and external stakeholders are not compromised and to promote a healthy working relationship between both parties. The organisation in relation to its purpose and its stakeholders At WDP, we are focused at giving back and contributing something to our society and we aim to achieve this through the services we provide. Our main aim is to support people with a drug or alcohol problem, and their friends and family, to access information and advice, and ultimately to move beyond substance abuse. The services we offer are numerous: Open Access – First point contact for people seeking information and advice on substance misuse either for themselves or loved ones. 2) Criminal Justice Services – WDP aims to break into the cycle of drug use and offending behaviour by engaging drug users. We are able to accomplish this by having experienced drug/alcohol practitioners who work across all points of the criminal justice system in partnership with the police, the courts and prisons who access the drugs users in prison and refer them unto other services i.e. either the Open Access service’s or Day Programmes. 3) Day Programmes – These are programs prepared to increase individual confidence levels by developing new skills, encouraging team building amongst peers through group work and engaging in social activities. 4)Families and Children – We aim to support those experiencing drugs and alcohol dependency problems by closely working with them, their families and children. 5) Aftercare – We aim to support each individual to reintegrate back into the community. 6) Alcohol Services – All services offered are to assist people who are dependent on alcohol and drugs. We provide alcohol services within all our programmes, we support people throughout their recovery, providing them with appropriate support and advice, and referring clients into relevant treatment services. 7) Outreach – Outreach work involves going out into the community to offer support and advice to drug and alcohol users. (WDP, 2012, Accessed 5 June 2012 http://www.wdp-drugs.org.uk/pages/what-we-do.html)Recently have WDP gained some prison based services in which we have a presence within some prisons offering advice and support to people with substance misuse problems. WDP’s is committed to creating a society that is healthier and safer because it is well informed about drug and alcohol use, where people adversely affected can get effective help. Evidence of this can be seen in the services being provided to the community as a whole. The Finance Team The Finance team handles all aspect of the company’s finances. From the preparation of budgets for tendering purposes, to the raising sales invoices, to the processing of both staff expenses and purchases invoice, also giving a breakdown of actual vs. budgeted spend to both internal and external stakeholder’s. The finance team ensures that there is a proper utilisation of the financial resources against all aspect of the organisation. The team is made up of 4 staff we have the: Financial Controller who has the overall responsibility of leading and guiding the team and also handles the strategic aspect of the company’s finances and ensures that there is a proper utilisation of the financial resources against all aspect of the organisation. Financial Accountant: dealing with the everyday running of the department and responsible for managing the finance administrators Finance Administrators: There are two people in this position. They deal with processing purchase invoices and other administrative tasks There is a strong emphasis upon teamwork within the department dealing with finance. The ethos is one of understanding how decisions made by individuals form part of a much larger picture. This ethos of teamwork extends not just to our department, but is part of the overall organisational vision, which is predicated upon the notion that every one of us has a responsibility to society as a whole. The organisation’s structure, functional areas and managerial roles, in relation to its purpose WDP has a broadly hierarchical structure, that is it consists of several levels with fewer people at the higher levels holding more power, both in terms of authority over others and in terms of swaying decisions about the organisation. At the top (see illustration) is the chair, working with the CEO and other directors. The CEO reports directly to the board, and in turn manages the Directors and Financial Controller of individual departments.There is then a layer of middle management, consisting of the directors of various departments within WDP. This layer is also known as the senior management team, and is made up of the HR director, Director of Operations and the Director of Development. Below this layer are individual managers. There may be more than one manager within a department. Although lower levels are not shown on the diagram, they do exist, for example the administrative staff in the finance department.The structure at WDP is not as hierarchical as some organisations, and there is an ethos of teamwork and cross-level communication, however some division of power between ‘top’ and ‘bottom’ of the scale offers opportunities for progression within work, and allows WDP to deliver its objectives better. Lower organisational levels can concern themselves with day-to-day tasks, while long-term perspectives and strategy are decided by the board (Dunnette et al 1994).As well as a division into hierarchical levels, WDP divides into different functional levels (these are also shown in the diagram below): human resources (handling recruitment, discipline, grievance and other aspects concerned with people as a strategic company asset, such as training and education), finance (covering all aspects of finance), development (future planning and ensuring plans are carried out as decided), and operations (covering ongoing running of what we do as an organisation, smooth running of existing contracts and looking for new business opportuni ties). Things to do:- Investigate the organisational structure (hierarchical structure) Explain the role of the chair The organisations’ stakeholders and their objectives Ideas about stakeholders originate in attempts to introduce ethical practices into business, and move focus away from shareholders. The stakeholders of any organisation are the set of people who are affected by, or who have an effect on, the organisation as it carries out its purpose(s) (Visser et al 2010).WDP has a number of stakeholders, with different perspectives. What one group holds as the interests most important to them is not always shared by other groups. The main stakeholders of WDP are: Our service users: people with drug and / or alcohol problems Their families People in their community who are affected by the problems of our clients (friends, people who are impacted by their behaviour) The wider local community WDP employees and directors Other community, local authority organisations and / or service providers, for example the police, the courts, prisons and others in the criminal justice system, healthcare providers The local authority commissioners who commission WDP to provide services in the boroughs we work in Each group of stakeholders has a different set of interests, each of which impact on the organisation in different ways. Within each group, there may also be conflicting interests. For example, our service users seek support and help overcoming their drug / alcohol problems overall, but some users might hope for more intensive interventions while others might attend as a consequence of family pressure or pressure from social workers.Families’ main interests are helping their relative overcome their addiction, but often have unrealistic expectations of the degree and kind of intervention we can make. The local community’s interest is also varied, from wanting us to make a visible drug / alcohol problem go away, to supporting what we do. Broadly, all employees and the board of WDP are committed to supporting people with addictions and helping them overcome them, but again there is a diversity of opinion here, with some employees wanting or expecting different things from WDP. Overall, WDP need to understand the differing viewpoints of stakeholders, and try to achieve a balance between them in addressing them.In general, our service users are the priority, but it is also important to take the other positions into account. Problems arise when stakeholder perspectives are incompatible, for example we have had demands from the community to be less visible, as it is perceived that our presence impacts upon house values in the neighbourhood. Clearly, this is incompatible with our objective of supporting users. In cases like this there is a need for someone to take an overall perspective and decide which need overrides the other, then be able to explain this decision in a diplomatic way. The role of management in achieving goals Management plays a big part at WDP in reaching organisational goals.My own role has some managerial functions, however I should point out that my own role is not akin to that of middle managers in the organisation, although I do have responsibility for overseeing other people’s work, particularly in supervision, training and mentoring departmental administrators. I also take on some other managerial functions, for example honing office and organisational systems and feeding into board-level decisions, and helping people grow individually and as a team. It is possible to see an organisation in tiers: at the top are the highest levels of management. The concern at this level is the operation of the organisation overall. At the lowest level, different sections of the organisation carry out their function (for example, financial accounting and transactions for the finance department). Middle managers act as a buffer or co-ordinator between the two levels, managing entire departments and feeding into higher level decisions (Hewison 2004). While I have some input into higher level decisions, I have a line manager, the Financial Manager, who performs the middle management function for my department. In our organisation, middle managers are responsible for the overall efficient and correct running of their department, and for having input into organisational decisions at board level. Because of the ethos of the organisation, there is a strong focus upon taking the views of all employees into account when planning at board level, so the middle manager is also responsible for ensuring that the views of the staff she or he manages is fairly and fully represented, and also that board decisions are clearly fed back to staff.As well as making sure that lower levels of the organisation have a ‘voice’ at board level, middle managers at WDP need to translate the organisational strategy, developed in its most general form at board level to a workable version, cashing it out in terms of particular actions to be carried out by staff at lower levels. Middle managers have to be particularly flexible, as they have to ‘translate’ between the everyday working role of gr ass roots level staff and the long-term focus of the board.There are also issues of accountability. Middle managers are accountable for their entire department, to the CEO and board. Personally, I am accountable to the Finance Controller, and the two Finance Assistants are accountable to me.I am responsible for all aspects of the day-to-day running of financial matters, and for feeding back to my line management other issues raised by the staff, for example working conditions, co-ordination of leave, training requirements and other issues.As a manager, like managers higher in the organisation, I am expected to lead both through directing others but particularly by example. The effect of communication and interpersonal relationships on managerial performance Communication skills and interpersonal relationships play a particularly important part at WDP, perhaps because of the high emphasis placed upon teamwork and shared communication, but perhaps also because of the need to be particularly sensitive to our main client group, people with drug and alcohol problems.Both areas can have negative and positive effects on managerial performance.Good communication can make the manager’s job much easier. It has been estimated that managers can spend up to 80% of their days communicating with others (Daft and Marcic), and certainly communication plays a central role at WDP. Personally, I have found that communication can be positively enhanced through careful listening to people, asking questions to draw out what they mean, rather than offering them one or two alternatives (‘open’ rather than ‘closed’ questions, to use a term from neuro-linguistic programming) (Linder-Pelz 2010). It can also be improved by paying attention to staff’s body language, for example being aware through non-verbal cues how people really feel. This skill has helped me read people during presentations, and tailor them to people’s boredom level. In both these ways, good communication can help the manager understand his or her staff better, and this is a first step to getting more out of staff, through building a relationship of mutual trust and respect (Templar 2011).Interpersonal relationships can also have a positive impact on managerial performance. WDP places a large emphasis upon teamwork, because everyone needs to be committed to our goals to make them a success. Therefore, there is also a big emphasis on people working well together. If the atmosphere in a division is positive, people are willing to help other colleagues out, for example covering for someone when they are ill, and being less resentful of others. This impacts upon overall productivity. However, both communication and interpersonal relationships can have a negative impact upon managerial performance. On occasion, staff have become too close, for example entering into a romantic relationship which alienates other staff members, and creates a difficult atmosphere, particularly if one or both partners in the relationship are already in a formal relationship. This has made, in my experience, managing the situation extremely difficult, as the staff in question are reluctant to see the negative impact of their behaviour, and even more reluctant to end the work relationship. Poor communication can also have negative impacts upon productivity. Where channels of communication are blocked, for example where lower level staff feel unable to approach their line manager, this can lead to frustration and poorer in-work performance, as staff feel they lack the trust and support in which they work best. I have also seen the effect of rumours about redundancy and the negative imp act these can have on workplace performance. There is also what I see as a natural human tendency to keep information to oneself or share with one or two trusted others, which works against teamwork. Some employees are also more prone than others to gossip and manipulative behaviour. If such an individual is on the team, he or she needs careful management to mitigate the impact of these destructive behaviours. Barriers to communication and effective interpersonal relationship in WDP, strategies to overcome these I have identified a number of barriers to communication and interpersonal relationships: Poorly managed circulation of information: information is ‘leaked’ from higher managerial levels, so some staff know about it before others. This builds an atmosphere of mistrust and secrecy, and divides the workforce. Relatedly, information is often told to people on a ‘need to know’ basis, that is, in passing and not as part of an overall strategy. This has similar negative impacts as above, leading to division between staff and tension Lack of investment in team building: because we are so busy, important exercises which will build us as a team such as regular feedback meetings and ‘bonding’ sessions where we socialise together are either missing or mis-managed. Lack of listening skills on the part of some managers: everyone can improve their listening skills, but certain managers at WDP seem to lack the skills altogether. They seem bored to listen to anyone else but themselves, do not pick up on non-verbal cues, and don’t employ strategies to draw people out in conversation. On a positive note, I believe all these barriers can be overcome. The first and second could be eradicated by better managing the flow of information. It is easy to identify the source of leaks, and the person concerned should be reminded of the repercussions of what they are doing, and perhaps disciplined if the practice continues. There should be a clearer policy at board level about how information is to be circulated to others. I believe that if people saw the wider context of their ‘leaks’ and disclosures, the problem would be reduced if not eradicated.In terms of the third barrier, I believe that team building needs to be built into the work schedule. All middle managers should be told they must arrange more regular meetings between staff and develop imaginative ideas for ‘bonding’ exercises. There also needs to be financial investment in these exercises. Finally, listening is a skill, and one which can be learned. The barrier caused by poor listening skills can be addressed by a training programme in listening and communication, perhaps for all managers so the ones with poor skills do not feel singled out. Development opportunities I have used a process called reflective learning to work out which areas in my working life are problematic, and trying to work out how they can be opportunities for development. Reflective learning is a process of looking at one’s experiences in the workplace, particularly reflecting upon areas of concern, in order to isolate the elements of the experience, interpret them and possibly change the way one behaves in the future (Jasper 2007). Through identifying problematic areas and critically analysing them, I have found several areas which impact upon my managerial ability (see table 2) AreaKnowledgeSkillsPersonal AttributesBehaviourImpact on Managerial Ability ‘Can do’ attitudeI believe I know everything I need to knowI feel I can do everything well enoughControlRefuse to allow staff to do things for themselves, hard to delegateNegative – staff become frustrated, can’t make decisions for themselves IndependenceN/AAccounting tends to be fairly autonomous: something one can do in isolationI am used to working on my own. Not used to having the responsibility of othersI tend to let them manage themselves, even when they are strugglingPeople do not function as a team. My staff struggle to cope.I tend to resent advice from ‘above’. Staff don’t feel they ‘belong’ Not sure what role involvesI haven’t been given the information about what my role involvesN/AI am reluctant to ask what my role is, in case I look less than competentI struggle along, don’t ask for help or clarification, become bad tempered with staffStaff lose motivation, lack direction and sense of purpose Table 2: breakdown of problem areas Overall, I feel that I am struggling with a new role as a manager. I’m used to working in isolation from others, and see asking for help as a form of weakness. However, I can recognise that I need to be able to enthuse my team more, and build cohesiveness within it.I feel I’ve not really been adequately trained for the role, and now realise it is not a question of simply teaching other people to do the financial things I do. Rather, there’s a lot more to the role of manager including team building. Although I feel I have good listening and communication skills, I feel I am lacking in other areas such as enthusing others about the organisation as a whole.I also believe that leadership can be learnt, and is something I can get better at. Action Plan Based on your assessment, determine priorities for further development of your own managerial behaviour and plan activities to achieve these PriorityArea to be addressed / developed or improvedPrecise action to be takenDate to be completed by Job roleI need clarification of what role involvesAsk line manager for job description, full details of role1 week Management skillsI lack experience in managing others, particularly communication and team buildingAsk for support / mentoring / formal training1 week. ControlI am used to doing everything by myself. I need to delegate moreBreak down daily / weekly / monthly tasks and start to delegate at least some of them2 weeks IndependenceI am too independent, used to working on my own. Now I need to be able to support others and lead a teamAsk for training in building a team / communication. Read around the subjectAsk for training: 1 week. Reading ongoing References Daft, R L and Marcic, D (2012) Understanding Management, Cengage Learning, Belmont, CA. Dunnette, M D, Hough, L M and Charalambos, H (1994) Handbook of industrial and organizational psychology, Consulting Psychologists Press, USA Hewison, A (2004) Management for Nurses and Health Professionals: Theory Into Practice, John Wiley Sons, Hoboken, NJ Jasper, M (2007) Professional Development, Reflection and Decision-Making, John Wiley Sons, USA Linder-Pelz, S (2010) NLP Coaching: An Evidence-Based Approach for Coaches, Leaders and Individuals, Kogan Page Publishers, London Templar, R (2011) The Rules of Management: A Definitive Code for Managerial Success, FT Press, London Visser, W, Matten, D, Pohl, M and Tolhurst, The A to Z of Corporate Social Responsibility, John Wiley Sons, Hoboken, NJ MARK SHEET: WORK BASED ASSIGNMENT (M4.01) Centre Number Centre Name Learner Registration No Learner named below confirms authenticity of submission NAME: CriteriaWBA StrengthsWBA Areas for ImprovementAssr markQA mark The organisation in relation to its purpose and its stakeholders  ·The organisation’s purpose and its stakeholders are described  ·The organisation’s structure, functional areas and managerial roles are explained / 24 marks (min 12) The role of management in achieving goals  ·The specific responsibilities of middle managers in enabling the organisation to achieve its goals is described / 20 marks (min 10) The effect of communication and interpersonal relationships on managerial performance  ·The effect of interpersonal relationships and communication on managerial performance is explained  ·Barriers to communication and effective interpersonal relationships in the organisation are identified and strategies devised to overcome these / 30 marks (min 15) Development opportunities  ·Own knowledge, skills, personal attributes and behaviour and their effect on own managerial ability is critically assessed  ·Areas for personal development to improve own managerial behaviour is identified  ·Priorities for future development are planned and set / 26 marks (min 13) (External) Assessor’s DecisionQuality Assurance Use Total MarksOutcome (circle as applicable)Total MarksOutcome (circle as applicable) Total 50+ overall, AND minimum in each section PASS/REFERRAL Total 50+ overall, AND minimum in each sectionPASS/REFERRAL Section fail if applicable:Date of QA check: Name of AssessorName of QA Assessor Signature and dateQA Signature and date How to cite Understanding the Management Role, Essay examples

The Upside to Down Syndrome free essay sample

What was the best thing before sliced bread? Why is it that if you blow in a dog’s face it gets mad, yet it sticks its head out the window in the car? Why do toasters have a setting on them that burns toast to a horrible crisp no one would eat? Every day thousands of questions are asked, thought, or dreamt of and never will their answer be found. Though I’ve come to accept this fact, I still yearn for the answer to one question: What is my purpose in life? In my lifetime, I’ve come to many conclusions. I’ve concluded that I am not normal, but I’ve also concluded that normality is a myth. I’ve contradicted and have been hypocritical to myself and the world around me. Through my conclusions, however, I’ve worked with my thoughts and processed them into a plethora of feelings as to what my purpose in life is. We will write a custom essay sample on The Upside to Down Syndrome or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page I’ve realized that we need heartbreak to grow into lovers, need to see the bad to know the good. We must not give people love to receive love, but rather because we want to. I’ve found that for every good there is a bad, but for every bad there is not necessarily a good. From every experience I’ve lived through, I’ve come to these realizations. And learning these lessons perhaps is one of my reasons for being on this earth. Ever since I was nine and had my first experience with cognitively and physically challenged people, I’ve noticed that they are more loving than anyone else I’ve encountered. These loving beings see past the bad in people and are the least judging of all. The fact that they live a harder life than I will ever know is just one more reason that I want to be there to make their journey more enjoyable. To see them get picked on and insulted on a day to day basis, breaks me down inside. Feeling this pain for them let’s me know that I am here for a reason, and that being there to help others just may be one reason. Being a teacher for those with special needs will just bring me one step closer to feeling satisfied with my life, and giving the love and support to those who will receive less than other people in their lifetimes. The answer to my question will never be answered. I know and accept that fact, but when I see that smile light up on their faces, I know that no matter where live takes me, these friends that I will make will always be there for me. So perhaps it’s those questions that we long for the answer to but will never truly find are the ones that we take the most from in the end.