Relationship Between International Law And Municipal Law

To know the connection between International law and Municipal law, it is imperative to realize what these to laws are. Worldwide law is the guidelines and behaviors which manages the lead of states. To place into more straightforward terms, the global law is a lot of rules where the nations use in managing one another. The Municipal law is the inward rule that everyone must follow. There are various hypotheses that recognize the distinction of the two laws. The dualists or the pluralist hypothesis expresses that worldwide law and metropolitan law are distinctive with one another as far as their source, the relations they direct, and their substance.Both of the laws contrast in source in light of the fact that the global law originated from arrangements and customs developed among states while the city law is a result of nearby or residential custom. They vary in the relations they direct. How? The worldwide law manages the relationship of states with each other and is worried about the outside and remote issues of the state while the civil law controls the relationship of people under the state and is worried about the residential undertakings of the state. They additionally contrast in their substance.The worldwide law is a law between sovereign states while civil law is the law of the sovereign over the people in the state. In this hypothesis when a contention emerges concerning whether what law ought to be utilized in managing an issue, the city law wins. The dualists are positivists that inclinations incredibly on state power. Next hypothesis is the monistic hypothesis or monism. In this hypothesis, the universal law and the civil or local law are under one arrangement of law. In any case, there are two monistic hypotheses that states what law ought to be utilized in settling questions or the likes.One monistic hypothesis has a stand that universal law is better than metropolitan law which is bolstered by Kelsen. It holds that universal law is better than metropolitan law in light of the fact that monistic scholars accept that global law can impart household request. Kelsen likewise accepts that the global law envelops each part of human life. Monistic scholars likewise consider global to be as an aggregate result of various nearby sovereigns. The other monistic hypothesis accepts that civil law is better than the global law

Why the North Won the Civil War essays

Why the North Won the Civil War papers Simply deciding from the story of the tape preceding the Second American Revolution broke out, unfortunately the South figured out how to fight so valiantly for such a long time, hauling out the battle for quite a long while, before at long last being compelled to surrender toward the North. The North had an enormous numerical prevalence, mechanical points of interest that permitted them to increase an innovative bit of leeway, and an unpredictable arrangement of railroads and channels that took into consideration simple transportation of troops and hardware. It was these calculated focal points that gave them the edge over the South to win the war, and they demonstrated at last more significant than splendid officials, gifted warriors, and famous help; all of which the South had in its corner. Social contrasts between the North and South going back to the frontier time surely were a factor adding to the episode of war, yet they in a roundabout way added to its result too. The South consistently wanted to protect its farming roots, as opposed to quickly moving towards assembling, and industry, as the North did. During the years going before the war, the North encountered an abrupt deluge of European migrants, who immediately secured low-paying positions in processing plants. These settlers evaded the South, since it would be practically difficult to track down work, because of its absence of industry, and accessibility of slaves. The South depended substantially more vigorously on the North than the other way around, and fundamentally, it disabled itself by disavowing the remainder of the Union. This new Confederacy was sick prepared to be an autonomous country; they were just an assortment of horticultural states. Simply taking a gander at the numbers, the North beat out the South in almost every class. The number of inhabitants in the North in 1860 was roughly twenty-2,000,000, contrasted with a populace of just 9,000,000 in the withdrawing states. This factor alone permitted officers, for example, Ulysses S. Award, o... <!

Women In Medieval Europe

Ladies In Medieval Europe I picked the subject of Women in Medieval Europe to compose my paper about. I will endeavor to give some fundamental information about how the lives of ladies were exceptionally troublesome during this time. A few things that will be talked about are the entries ladies needed to provide for men. To begin this article I pose various inquiries, the first is as per the following: What kind of work did ladies do during this period? Ladies that were from destitution blasted homes would need to go out and work with their spouses to get more pay since his alone was insufficient to help their family because of ladies having different kids. Ladies would enable their spouses to pull roughage or furrow fields. Poor ladies didn't have shoes to wear so they strolled around barefooted and throughout the winter they would not have any winter garments to keep them warm so they would enclose themselves by sheets to shield them from the virus. They additionally took their kids to work with them since they couldn't manage the cost of babysitters like the affluent class could. How was life distinctive for well off ladies during this time? Similarly as with any culture having cash consistently gives you more points of interest. Albeit well off ladies needed to comply with very similar things, for example, not talking except if you were addressed or just in the event that it was affirmed by a man first and comply with the men. Ladies of higher classes had employments to do also some would need to help maintain their organizations and on the off chance that their various organizations or properties that the family claimed, at that point she would need to assist her with husbanding over observe them as well. Obviously they could stand to employ laborers however there were somethings that must be dealt with by them by and by. On the off chance that the womens spouse died, at that point everything was surrendered altogether over to her to deal with. Well off ladies had more points of interest in any event, when it came to thinking about their youngsters. They had the advantage of recruiting babysitters for this activity. Th e babysitters would even bosom feed their children for them. For what reason would ladies in this time become a Nun? Ladies became nuns in this time since this was a way they could get training and increase a few rights. This was particularly mainstream for the lower class ladies since this was their lone any desire for getting legitimate instruction. Turning into a pious devotee implied that she would need to be chaste and the possibility of having youngsters would be lost. By turning into a pious devotee ladies developed their own harvests and had their own home. With the instruction that was given, they were additionally ready to seek after professions. Huge numbers of the poor families that had numerous little girls would cause their girl to turn into a religious woman since they couldn't stand to raise them and to guarantee that they would get instruction. The terrible side of this was once you turned into a cloister adherent it was illegal for you to leave or have youngsters. Back in this time it was said that a lady that couldn't or would not hold up under a keeps an eye on youngster was of no utilization by any stretch of the imagination. What befell unwed ladies during this time? Unmarried ladies that claimed land or numerous properties were considered to have indistinguishable rights from men. In any case, in the event that and additionally when she got hitched, at that point she had to give her better half every last bit of her properties and she surrendered her privileges. Ladies that were not hitched could wear their hair out yet the ladies that were hitched needed to wear their hair in a material wimple to cover her hair up on the grounds that this gave indication of humility. Ladies couldn't pick their spouses. Men had the option to pick their spouses now and again. Relationships were deliberately organized by relatives. Relationships did not depend on affection or feelings. Families would attempt to organize relationships between their little girls and children dependent on monetary variables. These elements would be on the off chance that they had their own territory, on the off chance that they claimed their business or in the event that they originate from an affluent family. So by and by cash had a lot to do with impacts with others. It was actually a marriage of property and cash that the congregation brought together and the families would have a huge horde of notable individuals to observe this event. This was usually between the well off individuals yet shouldn't something be said about relationships between the poor ladies? The destitution stricken ladies and men ordinarily wedded who they satisfied in light of the fact that they don't had anyth ing to pick up or lose. The legitimate age to get hitched in the medieval days was 12 for young ladies and 14 for young men. This was a typical age to be hitched in those days in light of the normal life expectancy. Because of absence of clinical consideration and medication, individuals kicked the bucket at an a lot more youthful age than they do today. There were not many reasons that the couple could get separated. A portion of the reasons they could get separated were in the event that they were not Christians, they were not of legitimate age, in the event that they had past vows to someone else or the lady couldn't perform sexual relations. Ladies needed to submit to their spouses at whatever point he wanted for her to. Were there any influential ladies during this time? One individual could summarize this inquiry and that is Joan of Arc. Joan of Arc was viewed as a brave figure in France. She camouflaged herself as a kid to join the military and got one of the most acclaimed pioneers. Ladies were not permitted to join the military and that is simply the explanation she masked as a kid. Joan had said that she had dreams from God and he was calling her to be a warrior. There were different well known ladies, for example, Hildegard of Bingen who was viewed as a renowned essayist of consecrated music in the medieval times, Christine de Pizan was a celebrated author and women's activist one of her progressively mainstream books were The Book of the City of Ladies and to wrap things up there was Lady Godiva, she was the lady acclaimed for riding bare on a pony through the town of Coventry. She needed to demonstrate that the towns individuals were good and would not see her being exposed. There were various much regarded Queens during this time, just as va rious princesses. Last inquiry that goes through my head is was it actually that terrible for ladies? My answer would be yes it was amazingly awful for ladies. Ladies had definitely no rights by any means. Any man in the family could advise her to accomplish something and she needed to do it. On the off chance that she didn't do what she was approached to do, at that point she was seriously beaten. It was said that a lady that didn't obey was defying God. A lady needed to surrender her property and rights to the man she wedded. Additionally ladies were not permitted to pick the individual they were to wed. Suppose it was a similar way today! Such a significant number of ladies are so candid and autonomous that we couldnt even consider a man running our whole lives. Not having the option to talk or would what we like to do yet to be gravely beaten in light of the fact that we decide not to. Ladies were likewise regularly blamed for doing extremely terrible things. A portion of the allegations were rehearsing witchery; ladies would be consume at the stake for this. End: The end for my article is that with the entirety of the exploration that I have done to perceive what the lives resembled for ladies during the Medieval Period, I have discovered that their lives seemed amazingly hard and uncalled for. To legitimize why this may have been, many would state Christianity. Eve was seen as the difficulty creator and afterward there was the pollution that numerous men thought ladies had in view of menstrual cycles. While Christianity may have assumed a job with regards to why men figured they could treat ladies along these lines, it gave assurance to ladies too. It didn't permit separate for some random explanation (as it is today). It likewise didn't permit the men to slaughter their spouses. Sure they had the option to whip them to a pulp however at any rate they got to keep their life. There were a few rulers that treated ladies reasonably and had a lot of regard for them however there were not a great deal of them. In any case, this was well over a thousand years prior and a great deal of things have changed since that time. I am actually, extremely thankful that they have changed!

Example Experiment Report free essay sample

When the protein urease has been added to the bubbling cylinders and left for 24 hours the agar gel will turn blue in shading showing the creation of smelling salts from the breakdown of urea. The estimation taken from the blue gel inside the bubbling will decide the measure of smelling salts delivered. Gear and Materials The hardware utilized in this examination comprises of; 6 bubbling cylinders containing fermented sugar with bromothymol blue marker, six plugs for the bubbling cylinders, 7x2cm3 syringes, urea arrangements (arranged ahead of time). The urea fixation inside the arrangements are (mMol) 31. , 62. 5, 125, 250, 500. The gear additionally contained a urea arrangement with an obscure fixation and urease arrangement. Technique First 2cm3 of urease was added to every one of the six test tubes which contained the fermented agar (utilizing one of the seven syringes) at that point utilizing the rest of the syringes 2cm3 of the urea was added to five of the bubbling cylinders, each bubbling cylinder getting an alternate grouping of urea added to it utilizing a perfect syringe each time. We will compose a custom exposition test on Model Experiment Report or then again any comparative point explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page 2cm3 of the obscure grouping of urea was then added to the 6th bubbling cylinder. The plugs were placed into the bubbling cylinders and they were left in a similar space for 24 hours. Following 24 hours the length of the blue agar was estimated and the outcomes recorded in the table of results beneath and plotted on a line chart (see appended diagram sheet). Table of Results |Concentration of urea arrangement (mMol) |Class Results (mm) |Mean Average (mm)| |500 |25 26 27/29 21 28 |26. | |250 |21 22 20 21 22 20 25 |21. 4 | |125 |14 16 15 18 15 17 15 14 |15. 8 | |62. 5 |8 5 4 8 10 6 10 9 10 |7. 8 | |31. 2 |2 1 2 0. 1 5 1 2 |1. | |Unknown |14 15 13 15 13 18 11 12 |14 | Conclusion From the chart drawn on the diagram sheet it very well may be reasoned that that the obscure urea focus is 110 mMol. Conversation or results Within this examination there are various factors that were kept steady and controlled to guarantee exact outcomes. The factors incorporate the volume of agar gel, the volume of urease arrangement, and the volume of the pH pointer. The temperature and period of time the bubbling cylinders were left in the room (before estimations were taken) were other significant factors to be thought of and kept consistent during the investigation. A variable that was not kept steady was the convergence of urea going into the bubbling cylinders. The purpose behind this was to look at and record the alkali created from various centralizations of urea and to utilize these outcomes to discover the obscure urea solution’s focus. As a precautionary measure and to guarantee exact outcomes pollution of urea arrangements was stayed away from by utilizing a perfect syringe for every grouping of urea. A perfect syringe was utilized for the estimation of the urease to keep away from cross defilement between the urease and urea arrangements. A similar strategy for estimating the urea arrangement was utilized to guarantee the exactness of the analyses results. An increasingly exact and dependable outcome was given by taking a class mean normal of the analyses results (as point by point in the table of results on the past page. )

Transformational Leadership Guide Definition, Qualities, Pros Cons, Examples

Transformational Leadership Guide Definition, Qualities, Pros Cons, Examples “Transformational leaders don’t start by denying the world around them. Instead, they describe a future they’d like to create instead.” â€" Seth GodinTransformational leadership is among the more recent leadership theories. It focuses on a leader’s ability to inspire followers and it does so by focusing on a vision that can change the structures around the organization. Its objective is clear when you simply look at the word the theory is built around: transform.But how do you get people to follow a vision? Is transformational change always a good idea? © Shutterstock.com | alphaspiritIn this guide, we will hope to answer the above questions and delve deeper into the model of transformational leadership. We’ll start by examining the ideas behind the style, its core elements and the requirements of a transformational leader. We’ll also examine the advantages and disadvantages of the leadership theory and present you with a few examples of true transformational leaders.UNDERSTANDING THE DIFFERENT CONTEXTS OF TRANSFORMATIONAL LEADERSHIPTo understand leadership theories, you often have to look at the history of how the model developed. Understanding the different ideas that contributed to the growth of the framework can make it easier to comprehend the modern context and use of the structure.In this section, we’ll examine the different historical texts, which influenced the birth of the transformational theory and the ideas these theories added to the framework. We’ll also explore the current theory introduced by Bernard Bass.T he historical contextAlthough James MacGregor Burns is considered as the father of the transformational leadership theory, James V. Downton first coined the term. In his 1973 book Rebel Leadership: Commitment and Charisma in a Revolutionary Process, he studied the concept of charisma and it’s influence in religious leadership.But Downton’s work remained rather unnoticed and the concept of transformational leadership didn’t take off until the publication of Burns’ Leadership. The book came out in 1978 and it examined different leadership models of the time in detail. According to Burns, most of these models focused on a transactional process, focusing on different exchanges between the leader and the subordinates.On the other hand, he thought transformational leadership is different, as it engages the leader to form a relationship with the subordinates and ensure it motivates them and improves their moral behavior. Transformational leadership was a process in which “leaders and followers help each other to advance to a higher level or morale and motivation.”The central focus for Burns was to identify this difference between the transactional and transformational leadership. For Burns, transactional leadership was based on the idea of give and take approach. An example would be a salary negotiation, where both sides want to find a balance between what they have to give in order to receive something. On the other hand, Burns believed transformational leadership to create a value shift between the leader and the subordinate. The leader would achieve change in the subordinate’s views through a subtle and positive manner.The differences of transactional and transformational leadership are explained well in the below image: Based on concept from James MacGregor BurnsBurns’ transformational leadership framework saw the leader’s behavior and traits as the transforming power in empowering the subordinates and in changing the organization. The leader would be able to instill change because they were exceptional role models.In this sense, Burns viewed transformational leadership framework as a force for good. He believed the model is linked with higher order values and strong morals; therefore, denying the style can be attributed to leaders who’ve done disastrous things in the past. In fact, Burns theory of leadership was among the first to introduce the ethical and moral dimension as a cornerstone of the theory.Burns’ theory was influenced by Abraham Maslow’s Theory of Human Needs, which is summarized in detail in the below YouTube clip. Essentially, Maslow recognized how human behavior is based on needs and finding the way to fulfill them. The higher range of needs is what Burns was interested in , as the transformational leader needs a good self-esteem and self-actualization to succeed. The modern contextThe modern framework of transformational leadership is based on the research and writings of Bernard M. Bass. Bass extended Burns’ ideas in 1985 in Leadership and Performance. His focus was on highlighting the psychological mechanisms influencing transformational leadership and to provide a test for measuring a leader’s transformational capability. The Multifactor Leadership Quiz (MLQ) will be explored in detail in the next section.In essence, Bass wanted to explore the ways a leader is able to influence subordinates. Bass expanded on Burns’ trait theory and emphasized the leaders characteristics in order to transform the subordinates’ view on things. While Bass believed transformational leadership to be about challenging the status quo and creating a shift in the way things are conducted, he also saw the framework could include transactional aspects. For Bass, the two leadership models were not mutually exclusive, but more of a continuum of models. The above image represents the continuum and shows that while the styles are different, they are not exclusive of each other. According to Bass, a leader can operate by using all of the three frameworks, rather than sticking to one.Nonetheless, a transformational leader would focus on changing the framework, even if he or she occasionally used a different approach. In another article titled From Transactional to Transformational Leadership, Bass criticized the transactional leadership style for implementing the “if it’s not broke, don’t fix it” approach.According to Bass, this type of approach won’t lead to business success, but it will guarantee stagnation and problems in the long-term. On the other hand, transformational leadership will “broaden and elevate the interests of their employees”, “generate awareness and acceptance of the purposes and mission of the group” and can ensure “employees look beyond their own self-interest for the good of the group”.In or der to do so, he or she would have to use influence and charisma and provide the subordinates with a clear idea of the vision or mission ahead. In Bass’ theory, there are three different ways to transform and influence subordinates:Enhancing the subordinates’ awareness of the importance and the value of the task.Instead of focusing on their personal interests, the subordinates should be directed to achieve the operational goals first.Activating the subordinates’ higher-order needs.Interestingly, Bass originally concluded transformational leadership as amoral theory. This meant the vision and charisma of the leader are not always a positive force, but could and have potentially been used harmfully.For example, leadership under Jim Jones could be characterized as transformational, even though it was horrific for the subordinates in the end. Nonetheless, Bass later changed his views on the matter, after dialogue with Burns, concluding that transformational leadership has a moral agent, which should always be used for good.THE CORE ELEMENTS OF TRANSFORMATIONAL LEADERSHIPNow that we’ve explored the concepts and contexts around transformational leadership, we can turn our attention to the core elements of the model. The key elements include Bass’ four transformational components and the test he developed for analyzing a person’s leadership style.Bass’ four componentsThe core idea of Bass’ transformational theory focuses on the ways a leader can change the organizational structures around him or her and to ensure the subordinates follow him.In order for this to happen, Bass identified four components, which create the framework for transformational leadership: idealized influence, inspirational motivation, intellectual stimulation and individualized consideration. These four became known as the ‘four Is’ of the leadership style.#1 Idealized influenceTransformational leadership rests on the idea of individual charisma. The key reason the leadership style works is due to the assumption that leaders can use their own example as a motivator for specific behavior. In essence, because the leader ‘practices what he preaches’, the subordinates will follow his or her example.The leader is able to show conviction regarding the vision he sets out; he or she remains loyal to the cause and is willing to put him or herself on the firing line. This kind of behavior resonates with the subordinates on an emotional level and they start viewing the leader as a role model.Through this concept of idealized influence, the transformational leader can start building relationships, which are based on trust and respect. By taking risks, following his or her core values and convictions, and showing strong moral ideals, the leader will begin to develop a sense of confidence from the subordinates that he or she is serious. This begins the process of internalizing the leader’s ideals and emulating the behavior.#2  Inspirational motivationThe above provides the leader with the ability to spark confidence, motivation and a clear sense of purpose, which provides the framework of inspirational motivation. The framework for transformational leadership would not work appropriately, if there weren’t a constant promotion of a consistent vision and well-defined values to guide the team.A clear vision provides the leadership the tools to outline with clarity what actions are necessary and why they can help the team reach the desired goal. Due to the lucidity in the purpose, the subordinates are constantly aware of what is required of them and what their personal purpose within the bigger picture is. This provides the subordinates with a sense of meaning, while also setting them challenges to achieve the objectives.Transformational leadership’s motivation is based on tangible objectives and optimism about achieving them. The idea is that by creating a sense of purpose, the subordinates are more willing to work, especially when they understand what the goal is.Furthermore, this component requires the leader to show confidence towards subordinates and support to help them achieve the goals through focus on self-development. #3  Intellectual stimulationTransformational leadership aims to enhance creativity and it actively seeks to promote autonomy and shared responsibility. Although it doesn’t necessarily set out a clear decision-making framework, it does tend to fall towards a more democratic model. Intellectual stimulation, which includes shared decision-making and innovation at its core, is a key component in the leadership framework.Instead of making decisions for the subordinates and telling them what to do, the transformational leader calls for innovative thinking and ‘get it done’ mentality. Subordinates are encouraged to be in charge of their own decisions.A big part of intellectual stimulation relies on the approach the leader takes towards problems and ideas. Subordinates are free and encouraged t o solicit ideas without the fear of critique under this system. Instead of stating that a certain approach is wrong, the leader aims to change the way subordinates think about a problem and to see the different ways they could overcome the issues facing them.Overall, transformational leadership framework is not set. If the processes are found ineffective and unhelpful in the quest to achieve a certain vision, then a transformational leader is willing to change the system.#4  Individualized considerationFinally, the last component of the theory is individualized consideration. Transformational leadership framework celebrates team effort, but it also understands the contributions of individuals. Furthermore, the leader should acknowledge the subordinates’ personal needs and desires, both professionally and in private life.The theory borrows from participative leadership theory in the sense that it realizes people are motivated by different things. One approach doesn’t fit all and if the leader wants to get the most out of his or her subordinates, then there must be consideration for these specific needs.Therefore, one-on-one coaching and mentorship are crucial for the leadership to work. The personalized training should be aimed at finding ways to reach these individual needs and to align them with the larger operational goals. The focus is not only on education and training, but also in the fulfillment of the individual need for self-actualization, similar to Maslow’s ideas.Under the framework, individuals and their achievements are celebrated equally to what the team is able to achieve. This provides further motivation for each individual to continue focusing on self-development and to work on the personal and operational goals to the best of their ability.Test for transformational leadershipOnce Bass had established the framework for transformational leadership, he also went on to find a way to measure how deeply leaders and their subordinates at any si tuation showcase these characteristics. His assessment became to be known as the Multifactor Leadership Questionnaire (MLQ).The questionnaire measures the components of leadership, with the initial questionnaire focused on Bass’ analysis of transformational leadership in his 1985 article. But the test has since been updated, although the basis is still rooted in the earlier factor analysis. The current version MLQ 5X focuses on around 26 items, which are divided into 9 scales.The nice scales include:Inspirational motivation. Tests the articulation and representation of vision by the leader.Idealized influence (attributed). Examines how much charisma is attributed to the leader.Idealized influence (behavior). Looks at how the leader acts upon the values of the collective sense of purpose.Intellectual stimulation. Tests how followers’ beliefs are challenged and helped to analyze their problem solving.Individualized consideration. Examines how the individual needs are taken into co nsideration.Contingent reward. Studies the leaders ability to provide rewards for followers when tasks are accomplished.Active management-by-exception. The scale measures how actively the leader looks for deviations from the rules and the set processes and corrects issues before mistakes.Management-by-exception. This scale is only evident if the leader intervenes after mistakes have been made.Laissez-faire. The scale focuses on measuring whether there is an absence of leadership.The MLQ test provides three outcome criteria. These include the followers’ Extra Effort (EEF), the Effectiveness of Leader’s Behavior (EFF), and the followers’ Satisfaction (SAT).The earlier versions of the test received criticism due to the limited research on the impact and framework of transformation leadership. An article on the Langston University website points out, for example, that the MLQ test was criticised for the wording it used. “Most items in the scale of charismatic leadership describe d the result of leadership, instead of specific actions of the leader that can be observed and that, in turn, lead to the results,” the article states.Since then, Bass together with Avolio has clarified and modified the test. In 2003, John Antonakis studied the viability of the test and found strong evidence to suggest the MLQ5X can be a reliable way to measure transformational leadership.The official MLQ test can be ordered from the Mind Garden website. It can be used for both research purposes, as well as for assessment and development.THE QUALITIES AND COMPETENCIES OF A TRANSFORMATIONAL LEADERAs transformational leadership relies heavily on the leader’s ability to influence the subordinates and communicate his or her vision to them, it’s imperative to study the traits the leader must have. In this section, we’ll examine not only the traits the leader must show, but also the key competencies required to be a transformational leader.Five major traitsTransformational leaders are often measured based on how much they showcase certain characteristics, referred to as the ‘Big Five’. Big Five refers to the Five Factor Model Of Personality, which examines a set of stable characteristics and measures how these influence a leader’s cognition and behavior.The Big Five includes the following dimensions: openness to experience, conscientiousness, extraversion/introversion, agreeableness, and neuroticism/emotional stability. Joyce Bono and Timothy Judge’s meta analysis, published in the Journal of Applied Psychology, showed how transformational leaders relate to each of these five personality dimension.According to the findings, there is a strong correlation between the openness to experience and transformational leadership. This is not surprising, as transformational leaders are actively looking to challenge the status quo and therefore, they are constantly seeking to find new experiences.Furthermore, the ability to be open to experience was shown to imp rove the leaders ability to be creative. Once more, the leader’s ability to get subordinates on board with his or her vision is necessary and requires plenty of creativity.In regards to conscientiousness, the trait is associated with desire for achievement and the willingness to make changes in order to reach the goals. This type of behavior could be seen as essential for a transformational leader, although Judge and Bono didn’t find a strong correlation in their studies to support this idea. Indeed, the dimension was found to be more closely linked with transactional leaders and individuals who are detail-oriented. A transformational leader is often much more focused on the bigger vision rather than smaller details.On the other hand, agreeableness links more closely with transformational leader, since it alludes to the supportive nature of these leaders. Judge and Bono found it linked with transformational leaders strongly and associated with further traits of consideration and empathy. One of the reasons the trait might have such strong relation to transformational leadership might be its connection with charisma. Agreeableness is tied with individuals who display generosity, co-operation and affection.Extraversion was the most strongly linked personality dimension of transformational leaders. The dimension is essential for the mutual engagement of leaders with subordinates, which is why it’s a necessary part of the style. Extraverts are also charismatic and they tend to display strong communication skill, with the ability to persuade people of their vision.Finally, the dimension of neuroticism is often linked with a person’s self-esteem and self-confidence. Neurotic behaviors tend to cause anxiety, especially in a group setting and therefore, the dimension was the least linked trait with transformational leader. Transformational leaders are looking to lead a group and not shy away from it.You can view the results of the study from the below diagram: © Wikimedia Commons | Akaychestnut Own work, CC BY-SA 3.0Four key competenciesPerhaps more important than specific traits is the leader’s ability to show certain competencies. Transformational leadership relies heavily on the leader’s ability to ignite the subordinates and this requires a bit of skill.Murray Johannsen, founder of Legacee and Profession in Leadership Entrepreneurship, has identified four key competencies for transformational leaders.The skill of building a skill.The transformational mind-set.The use of social influence.The strive towards self-mastery.The first step is to learn how to empower other people, which refers to the idea of having the skill to help others build a skill. As a leader, you shouldn’t just focus on leading by example, but you also must support and show how you perform.The key to empowering others is following these steps:Start sharing information with employees to build trust and to share knowledge across the organization.Develop your vis ion until it is clear enough for everyone to understand. Ask advice and tweak your theories and ideas.Ensure employees aren’t afraid of mistakes. Don’t criticize or punish your subordinates for trying.Celebrate the successes and the failures. Teach employees that both success and failure are opportunities for growth and learning.Allow teams to form their own hierarchies and let employees take accountability for their actions.Your next competency development should focus on the transformational mind-set, i.e. thirst for change. Again, the key is to create a strong vision and idea of what you want your leadership to look like. Examine things such as what success and failure mean to you and how you want to lead. Transformational mind-set also requires you to be aware of your strengths and weaknesses. If you aren’t aware of your own characteristics and qualities, it will be hard to change other things around â€" transformational leader is always able to see beyond smokes and mirro rs.As a charismatic leader, you need to enhance your ability to influence people. A great place to start improving this competency is by reading the 1959 book The Bases for Social Power by French and Raven. The classic article identifies five forms of power, showcased in the below picture: Based on The Bases for Social Power by French and RavenUnder the model, each system of power will influence your leadership. For a transformational leader the understanding of each power model is important because you might need to implement all of them at one point or another. The ability to use each power model will need different tactics. For expert power, you’ll need to enhance your knowledge and understanding of the structures around you. On the other hand, coercive power requires the development of authority and the ability to punish people in a fair but concise manner.Finally, you’ll need to develop the competency of striving towards self-mastery, the continuous development of the self. The competence relates directly to transformational leadership’s key building blog: Maslow’s Hierarchy of Needs. Once you have your basic needs fulfilled, you need to start working towards the final stage: self-actualization.How can you continue working towards these goals while jugglin g with work and personal life? Learning skills and improving your understanding of the self is not easy, but it also isn’t hard. Free tools online can provide you the option to focus on self-actualization even during stressful times. The key to self-development is to understand it is a journey. A journey you can take together with your colleagues and friends.ADVANTAGES AND DISADVANTAGES OF TRANSFORMATIONAL LEADERSHIPAs transformational leadership is about inspiring subordinates to follow the vision of the leader, the framework can be highly fruitful. In this section, we’ll examine the benefits of the leadership in detail. Nonetheless, while the leadership theory brings plenty of positives to an organization, the framework is not always force for good. Therefore, we will also outline the downside to transformational leadership.Advantages of transformational leadershipLet’s start by peering at the positives. The first clear advantage of transformation leadership is engraved in t he name itself: transformation. The framework is aimed at creating change, and in business, the need for change is inevitable.As we mentioned earlier in the guide, a stagnant approach to running a business can lead to problems. Examples of this kind of behavior are plentiful. For example, consider the phone giant Nokia. For a long time it ruled mobile sales, but it didn’t continue to innovate quickly enough and once the iPhone entered the market, the company was too slow to follow. Transformational leadership can remove this behavior from a company, as it puts change and innovation to the core of what the organization does.The reason transformational leadership is effective in implementing change is due to its focus on a clear vision. A transformational leader is supposed to create a clear vision of the change the organization needs, which will make it easier for the subordinates to follow it. The framework helps an organization define its objectives clearly and create structures that support the vision.Learn how to draft a clear company vision by watching this video. Furthermore, the leadership theory tends to strike a balance between short- and long-term objectives. Since the framework focuses on meaningful and achievable objectives, it starts the long-term process by establishing short-term objectives to keep things going. Transformational leadership adds focus to an organization by understanding the key actions that need to be taken, without forgetting about the future goals the organization wants to achieve.In addition, the style is effective because it doesn’t just set out the objectives it wants to achieve, but the leader has an important role in supporting the subordinates in achieving this goal. The leader’s example provides motivation and inspiration for the subordinates, with a focus on pushing employees to higher standards. As mentioned above, transformational leadership provides the subordinates with opportunities for growth, both personally and professionally.Transformational leaders need to have integrity and high emotional intelligence. The empathy towards other people can help create meaningful relationships with others and ensure the leader-subordinate relationship is built on mutual respect and trust. These two qualities are crucial for creating a collaborative environment, which is passionate about achieving tasks.Ronald E. Riggio, psychologist and leadership expert, pointed out in an article published on the Psychology Today website, how studies have shown groups with a transformational leader exhibit “higher levels of performance and motivation” compared to other types of groups. Subordinates under the leadership style have more support and options for personal development. While they might not be as involved in decision-making as in certain other types, there is still the notion of being part of something. The sense of community is often a powerful motivator for people. In essence, the increased motivatio n can boost a company’s profitability.In terms of operational efficiency, another big benefit to the style comes from how it creates other leaders with transformational qualities. Since individuals are using self-motivation and self-actualization as part of their work, they can use these talents to become transformational leaders themselves. In the event of the current leader leaving, the organization might have a line of potential leaders ready to take on the role.Furthermore, the leadership framework emphasizes collaboration instead of personal gains. Psychological studies, such as the Game Theory test, have repeatedly shown that co-operation is more effective in achieving goals compared to a more competitive approach. Transformational leadership’s focus on creating a common vision to work towards can result in faster results and more deep-rooted change within the organization.Since the leadership style is focused on change, it naturally suits organizations that are in need of transformation. Failing businesses, start-ups and companies lacking a vision can benefit immensely from the above advantages.Disadvantages of transformational leadershipThere are certain problems and disadvantages to the theory as well. Perhaps the main issue deals with the idea that transformational theory would always act as a force for good. In fact, sometimes the transformational leader can make things worse and cause huge suffering within the structure they are hoping to change. An example of this could be Mao Tse Dung. If you look at his leadership, then it has most of the hallmarks of transformation leadership, yet the changes led to human suffering.This essentially boils down to the problem of defining transformation. What constitutes as transformation? Even the official MLQ test has trouble clarifying this and the test could potentially suffer from the so-called test effect. The person being tested could see what factors the test is analyzing and looking for, answering wit h this knowledge in mind.Furthermore, the leader’s focus on change and the vision can cause ‘reality blindness’. The enthusiastic and passionate approach can be a force for positive change, but it could also diminish the leader’s willingness to investigate things further and face up to inconvenient facts. Being driven by one’s own ideals and vision might not lead to the right results.An element of becoming blind can also take place with the subordinates’ relationship with the leader. Since the leader creates a positive and supportive relationship with the subordinates, the subordinates’ ability to critique the leader or indeed the project might become compromised. The leadership’s enthusiastic approach can lead to overdependence, in which the team ends up chasing goals that aren’t realistic or obtainable.The leader’s enthusiasm and his or her call for unity can also lead to conformity rather than collaboration. Subordinates might find it easier to just ‘go alon g’ with the leader, instead of truly buying the vision or feeling confident about the plan. If you don’t have people believing in the mission, the effectiveness of change can drastically reduce.Similar to charismatic leadership, the transformational leader needs to use impression management as a basis for motivating his or her subordinates. But the focus on ‘leading through example’ has the downside of slipping into the territory of self-promotion. There can be a danger to become more concerned about the protection of self-image and self-promotion that the support and empowerment of subordinates fades into the background.This video with Brian Tracy shows you how to become a transformational leader. Transformational leadership is not an easy leadership style to implement or master. It can take plenty of experience to become truly good at creating meaningful change and therefore, teaching and learning this style can be difficult. The person needs to spend enough time understan ding the concepts, gaining enough knowledge on leadership and different industries, and developing emotional intelligence. The process can therefore seem overwhelming and people might find it more comfortable to result to other types of leadership models.Overall, for the leadership style to work and provide the above advantages, the leader must have the right characteristics detailed in the previous section. Thus, the pressure on the leader to achieve and to be able to motivate all of his or her subordinates is rather high. If the leader is unable to convince the subordinates about his or her vision, then the framework won’t work at all.EXAMPLES OF FAMOUS TRANSFORMATIONAL LEADERSSince transformational leadership is such a powerful force for change, history has seen its fair share of transformational leaders. Leaders in sports, politics, religion and business have used the transformational style to implement their visions and change the structures around them. Examining these leade rs can help understand the frameworks and characteristics of this leadership style in detail.William Edwards DemingWilliam Edwards Deming is not your ordinary politician or a business guru. Yet, he showed tremendous leadership qualities during his time at the US Department of the Army after the war.In 1928, Deming received a doctorate in mathematics and physics from Yale. He became known for his work with the US government and as the father of statistical quality control.When World War II was ravaging the globe, Deming helped teach statistical process control techniques to military production employees in order to improve the production and help the war effort. He was determined to change the inefficient structures and make sure everything was done to enhance the support of the troops.Once the war ended, the US government sent him to solve problems relating to agricultural production in Japan. Deming managed to convince the Japanese officials that the industrial uses of statistical methods can help improve production and boost to country’s economy. The job wasn’t easy, but Deming used his expertise and passion to get the officials on his side. As you might know, within a short while Japan became the leading industrial powerhouse in the world, much of it thanks to Deming’s methods.Few of the most telling quotes by Deming include the following:“We are here to make another world”“A bad system will beat a good person every time.”“Innovation comes from the producers â€" not from the customer.”The quotes perfectly capture ideas of the transformational leadership. The framework is about creating a vision and the world has to constantly be willing to change in order to become better.Nelson MandelaAnother obvious example of a transformational leader is the great Nelson Mandela. Mandela transformed a whole society and he did it with forgiveness and love. He showed the characteristics of a leader that everyone wanted to aspire to.Peter Northouse wrote i n his 2013 book Leadership: Theory and Practice, that a transformational leader is someone who is able to “engage with followers and create a connection that raises the level of motivation and morality in both the leader and the follower”. Mandela exemplified this by forgiving the people that imprisoned him and kept him away from his family for years. He showed people that empathy and love will conquer over fear and resentment â€" only by rising together can society achieve its goals.Mandela was able to articulate his vision of whites and blacks living together equally in South Africa. In 1942, he led a peaceful revolution against the government, trying to overturn the unequal land distribution in the country. Mandela knew that the revolt, although aiming to be non-violent, would lead to his own prosecution. Yet, he led through self-sacrifice. His followers continued to be inspired during and after his time in prison. They understood that through their self-actualization that th e need to be free is strong and that is would only come about through democracy.One of the best examples of his transformational leadership skills was his ability to use the 1995 Rugby World Cup as a reconciliatory power to bring the nation together. It instilled a sense of national pride to the nation â€" no matter what the color of your skin was; you were still a South African.Mandela was a charismatic man and he had the ability to inspire people who never had a chance to meet him. You can find some inspiration from the below talk by Mandela: John D. Rockefeller / Standard OilThe world of business has also seen its fair share of transformational leaders. Among the businesspersons that shaped the world or their industry, the American business mogul John D. Rockefeller must be close to the top. Rockefeller founded Standard oil in1870 as a humble, small oil refinery. Quickly, the company grew into a global oil giant, as it increased its size through acquisitions and Rockefeller’s v ision.The success came through Rockefeller’s focus on quality products and his staunch organization strategy. He was disciplined and he wanted these values to be highlighted in his company as well. The reason Standard Oil managed to grow so rapidly was down to the vision of Rockefeller. He wanted each operation in the organization to work towards the single objective and everyone, including himself, was accountable for ensuring the objective is achieved.Rockefeller’s vision was clear in both his business and personal life. When he received his first paycheck at the age of sixteen, he promised to give one tenth of his money to charity once he retired. Due to his business successes, he ended up giving around $550 million.“Good leadership consists of showing average people how to do the work of superior people,” Rockefeller once said, highlighting the importance of inspiring and empowering people to the next level.One of the issues that ended hindering Rockefeller’s leadershi p was his dedication. He was so committed to transforming the industry and working towards his vision that he never had a proper break. He suffered an emotional breakdown due to overworking, reminding leaders everywhere that sometimes it’s essential to just have a break.Ross Perot / Electric Data SystemsAnother example from the business world comes in the form of Ross Perot. He started out as a salesman for IBM, before launching his own company in the 1960s. Electric Data Systems (EDS) serviced computer systems for companies and organizations and it was one of the first business ventures he undertook.Perot’s vision was based around action. He was closely involved in training his employees and helping them to understand that whatever the customer asks, their duty is to help. There were no approvals and questionnaires to be filled â€" if you know how to fix it, you simply do so.At one point, the company’s motto was “We bring order to chaos”. No one was considered above one a nother. It was all about transformation and action.Bass wrote in 1990 that Perot’s transformational leadership was very self-effacing. Perot himself once said, “To a lot of guys I don’t look like I could afford a car.” Yet, EDS ended up being a $2.5 billion organization, which used quasi-military management to finish the job efficiently.Like Rockefeller, Perot’s leadership also included a strong personal element in everything he did. In 1979, he helped in the efforts to rescue hostages in Iran; two of who were his employees. He never forgot about the importance of other people and he cared about the wellbeing of his subordinates. They were as big part of his vision as he was.His ideas and vision are clear in his statement that,“Punishing honest mistakes stifles creativity. I want people moving and shaking the earth and they’re going to make mistakes.”FINAL THOUGHTSTransformational leadership is built around the idea of leading by example. It is about empowering peopl e to achieve their full potential and work towards the concept of self-actualization. From Burns to Bass, the theory has been built around the idea of challenging and changing the status quo and thriving towards greatness.The model emphasizes the importance of the leader, who must be able to create a clear vision of change and explain this vision in a manner that inspires followers the join in on the fight. The transformational leader must use his or her charisma, persuasion and empathy in order to create a structure that enthuses the followers.While transformational leadership can be highly effective in situations of problems and lead to empowering people, it has its share of downfalls as well. Although Burns and Bass both believed transformational leadership requires a moral component, history has shown that not all change is good, even if the intentions are there. Like charismatic leadership, transformational leadership can slip into a personality cult, where reality blurs into t he background as the organization only focuses on the given vision ahead of them.Yet, the measurability of transformational leadership with MLQ and the examples from the corporate and political world show that a strong vision can help take organizations to the next level. Since the world is not stagnant, leadership should also consider maintaining its continuous flow towards change.

Education Level in Job Market - 550 Words

Education Level in Job Market (Essay Sample) Content: IOM Future of Nursing Recommendations and Relevance of Education Level in Job MarketInsert Name:Institution Affiliation:Due Date: The IOM future of nursing provides significant recommendations which are focused on creating a positive impact in the patient care and nursing service provision model. Such important recommendations have been proposed to remain effectively relevant in addressing the rising challenges in the healthcare sector that has led to increasing demand of quality care. My focus in this paper aims to explain ways in which I perceive myself fitting into the IOM Future of Nursing recommendations. The initial recommendation emphasizes on the need of improving the overall number of nursing staffs with a baccalaureate degree to 80% by 2020. The need of achieving baccalaureate degree is important as this will prepare me to effectively practice in the current sophisticated healthcare environment. The recommendation promotes establishment of education program s to provide important opportunities to enable me develop my academic education. Julie (2012) says that funding these education programs through providing loans, and scholarships to promote significant opportunities that will ensure that I attain the expected level of education. The need of promoting inter-professional education will ensure that I, who serve as a nurse, have the opportunity to learn at early stage of my education experience how to work as a team member to enhance effective patient care. With the implementation of effective supportive measures, I will achieve academic progress in my nursing education. The other recommendation is the need of doubling the proportion of nurses holding doctorate degree by 2020. This recommendation is vital as it considers me as a potential researcher and educator. Therefore, in order to serve in these respective positions, there is an essential need to make certain that opportunities and programs are developed for me to pursue higher le vel of educational programs up to doctorate level (Diane, 2010). If the accrediting bodies emphasize the need that at least 20% of all baccalaureate graduates continue pursuing masters degrees and doctoral level courses within five years of achieving their first degrees, then I will have many chances of continuing with further education. Doctoral level program will of great benefit to me as this will enable me to work as a researcher and educator. Benefit and salary packages should reflect the skills and knowledge of the advanced profession as this will encourage me to pursue masters and doctoral degree programs. Another important recommendation aims to ensure that nurses are engaged in lifelong learning. This recommendation is significant as it will ensure that I remain committed to acquiring new knowledge through continuous learning. Kerry (2013) presents that continuing education opportunities will enable me develop inter-collaboration, promote achieving competency, knowledge an d experience, and remain relevant in my profession and care practice. When I engage in lifelong learning, I will be able to solve challenges arising in the healthcare sector, enhance clinical outcomes and develop quality care. Increasing the level of education will develop my level of competency in the current job market. Based on my level of education, I will have many options in the job market. This is because of the changes taking place in the structures of healthcare delivery. I am a registered nurse, and, therefore, I have several employment opportunities in the health sector. I will also get many more job opportunities as I continue pursuing further education....

Four Seasons Goes to Panama - 1301 Words

INTRODUCTION Panama is with the most important airport hubs in Latin America and Panama’s Government is going to extend Panama Canal which would increase the number of tourists. These days, the industries of construction and hotel are expending quickly and the supplyI is unable to meet the demand about the rooms especially in the peak seasons. I thnk it’s the best opportunity for Four Seasons to start a hotel in Panama OVERVIEW OF FOUR SEASON HOTELS Founded by Isadore Sharp in 1960, Four Seasons Hotels Resorts (FSHR) started its first hotel in Toronto, Ontario in 1961 (now its headquarters.) So far, there are 80 hotels in more than 30 countries around the word under Four Seasons Hotels Resorts chain which are positioned to be†¦show more content†¦In so-called Special Tourism Zones, Law 8 offers incentives such as 100% exemption from income tax, real estate tax, import duties for construction materials and equipment, and other taxes. Panama has declared different parts of the country as Special Tourism Zones which are benefited with multiple tax exemptions and tax holidays ECONOMIC ENVIRONMENT Panama uses US dollar as currency since 1904 so that dollarization results in low inflation and interest rates. That’s why Panama is the most stable country among Latin America because Panama has kapt its annual inflation rate under two percent for almost 40 years. Further, dollarization eliminates any currency exange risks to foreign companies. Tourism is the fastest growing industry in Panama, according to statistics provided by the Panama Tourism Bureau, IPAT (STATISTICS REPORT 1997-2006), in 2007 the tourism industry contributed $1.45 billion dollars to the nation s economy. This amount represents 9.5 percent of Panama s total Gross Domestic Product, making it the largest single industry in the country (Panama Canal Cruise). By comparison, in 2006 the Panama Canal generated $1.08 billion dollars in income while the total economic impact of the Colon Free Zone was a paltry $696.2 million dollars. Labor force in Panama is 1.362 million that the number of unskilled labor are more than the number of skilled labor (Panama Labor force – Economy).Show MoreRelatedPanam A Unique Country1540 Words   |  7 Pagesresearched Panama and discovered that it is a very unique country. Traits such as religion, geography, and food are great examples when showing Panama’s differences from other countries. Sports is also another sample that illustrates Panama’s self-faith, which is going to be my first topic. The main sport of Panama is baseball. The stadium is located eight kilometers from the city centre and named after Rod Carew, a Major League Baseball Hall-of-Fame player that actually originated from Panama. As aRead Moreâ€Å"Miss Brill†1525 Words   |  7 PagesMiss Brill is a short story written by Katherine Mansfield and it was published in a collection of stories called The Garden Party in 1922. The story is about a woman who goes to her usual Sunday afternoon walk on Jardins Publiques and what happened there with her that day. In order to provide a study guide about this short story, this paper will analyze the the structure of Plot and the Characters created by the author on Miss Brill. Considering Plot, Miss Brill is a story about a lonely woman whoRead MoreEssay on HISTORY1490 Words   |  6 Pagesï » ¿Name: Date: Graded Assignment Final Exam Part 2 I. Map On this world map, indicate the following features: Amazon Rainforest Panama Canal The Himalayas The Ring of Fire The Mississippi River The Gobi Desert (10 points) II. Graphic Organizer Fill in the table below about these five major world religions. Do not fill in the shaded boxes. (10 points) Religion Name at least one Holy Text How do you achieve enlightment? Describe their view about the afterlife. HinduismRead MoreThe Cruise And Royal Caribbean Cruise2850 Words   |  12 Pagesis its affordability. Not only is Carnival Cruise prices appeal to younger people in their twenties but it also travels to almost every part of the world including 20 North American, the Caribbean, Bahamas, Mexican Riviera, Alaska, Canada, Hawaii, Panama Canal, Bermuda, Mediterranean, South America, Tahiti, The Fiji Islands, New Zealand, Norway, the Baltic and the British Isles for a decent price. For anyone, going on a cruise ship is a wonderful choice to escape life’s stressors and completely relaxRead MoreArticle Critique: Study on Belo Monte Dam Project6348 Words   |  26 Pagesproblems, and silt has built up in the water, and in Panama where stagnant water such as in a reservoirs can contribute to the reproduction of mosquitoes, and the spread of tropical disease. â€Å"It will produce only 10% of its 11,233 megawatt installed capacity during the dry season† - According to the Brazilian government Mines and Energy report, it will produce around 4,500MW annually on average. There is no way of knowing the capacity during the dry season as additional dams would have to be built upstreamRead MoreAloft3567 Words   |  15 Pagesthey stay at the hotel for comfort, as it is strategically located in San Jose, close to a wide variety of establishments and major business centers. The hotel mostly receives guest from, the United States and Canada, Central America, mostly from Panama, and Germany in Europe. The hotel offers all the necessary services to these customers, which will receive excellent care in high quality boutique hotel. Buyer characteristics Aloft customers are mainly executives who want to find a place closeRead More Leaf-cutting Ants Essay6337 Words   |  26 Pagesbe heterogeneous. Another important feature of the fungus garden is how long the substrate material will support the growth of the fungus. It is found that fungal gardens have a life cycle of 7 weeks to four months. The length of time the fungus can grow on the substrate is related to the season the type of substrate the ants use. The outside of the fungus garden is heterogeneous. The upper part is a green-gray color with large cells, and this is a young garden where most of the fresh substrate isRead MoreTqm in Starwood9288 Words   |  38 Pagesemployees at its owned and managed properties. Starwood Hotels and Resorts is a fully integrated owner, operator and franchisor of hotels and resorts with different internationally renowned brands of St. Regis, The Luxury Collection, Sheraton, Westin, Four Points by Sheraton, W, Le Mà ©ridien, Aloft and Element. It also owns one of the premier developers and operators of high-quality vacation interval ownership resorts, Starwood Vacation Ownership Resorts, Inc. The company began as a small investmentRead MoreMiss Brill5112 Words   |  21 Pagesprovide an integrative, systematic stylistic analysis of the short story, deriving its underlying theories from a method of prose text analysis, proposed by literary stylists Leech Short. The analysis is done in three main steps corresponding to the four main linguistic levels of a text: lexical levels, grammatically levels, figures of speech, and cohesion and context. Keywords: Style, Lexical feature, Grammatical feature, Rhetorical tool, Fine, Sensitive 1. Introduction Katherine Mansfield, pseudonymRead MoreMarket Analysis of Jeans Industry in Surat17928 Words   |  72 Pagesstructure as well as ability to attract customers with large orders. The central tendency is to add capacity once the order has been won rather than ahead of the demand. Customers go where they see both capacity and capabilities. Large capacity typically goes with standardized products. These firms need to develop the ma nagerial capabilities required to manage large work force and design an appropriate supply chain. For the size of the Indian economy, it will have to have bigger firms producing standard