Vetoing of Jobs in America Essay Example | Topics and Well Written Essays - 1000 words

Vetoing of Jobs in America - Essay Example Open surveys have as of late demonstrated that a greater part of individuals bolster the task despite the fact that there is as yet an incredible level of Americans restricting the whole venture. The greater part of the supporters reason that the task will have various advantages to America. Then again, a few Americans have publicized their natural and security worries about the venture. As per the current financial state, it is clear that America needs more employments. What's more, gas and fuel costs have been on the ascent in the ongoing past. These are the components that should convict the president to endorse the southern and northern legs of the ventures. The undertaking of the TransCanada pipeline venture has the capability of opening up openings for work for the American individuals. Plainly joblessness rates have been on the ascent in the ongoing past. It is basic for the administration to focus on any venture that I liable to improve the present circumstance. Insights unco ver that there are an incredible number of jobless Americans in spite of their instruction level. An open door that is probably going to make in excess of 250000 employments isn't something to object. This is the motivation behind why lion's share of American feel that the venture ought to get endorsement (Minicucc 1). The deferring of the endorsement of the thought of the northern leg of the venture until 2013 is dispiriting to numerous Americans who were anticipating the new openings that the undertaking will bring. The issues that prompted the delaying of the urgent choice rotate around natural and security issues. Since America has other significant pipelines, it is advantageous to analyze the dangers presented by the current pipelines. Comprehension of such dangers will empower the administration to enjoy into the task with more wellbeing alert as opposed to release it totally. As indicated by the Energy Information Administration, the Trans Alaska pipeline is an old style case of a pipeline developed with applicable wellbeing estimates set up to limit potential impacts to both the earth and individuals. Dependable sources uncover that the spill paces of oil have diminished gigantically in the ongoing past. These measurements suggest that the TransCanada pipeline venture is feasible and ought to get endorsement. As indicated by the Oil Information Service, it is when fuel and gas costs are increasing at a disturbing rate, it is basic for the legislature to break down the conceivable impact of the cornerstone pipeline to the gas costs. It is apparent that the pipeline will tap more fuel into the nation and them expanding gracefully is probably going to cut the costs down. Albeit numerous individuals are anxious about the possibility that that various center points along the pipeline will have the ability to rearrange costs and raise them, their feelings of trepidation are unjustifiable in light of the fact that the impact will be insignificant. America is enduring and endorsement of the undertaking will be an extraordinary alleviation in the current hard financial occasions. The white house yielded from affirming the northern leg of the undertaking as a result of the short notification on which it needed to settle on the choice. As per white house reports, there was no satisfactory chance to break down and survey the dangers of the undertaking and address all the natural concerns. In any case, Trans Canada as of now has set up natural guidelines that can be of potential use to survey whether the undertaking merits a preliminary (Trans Canada organization 1). America has the fitting rules that should empower it to weigh out the capability of the pipeline. Remembering that pipeline transport represents the

Factors Influencing Availability of Water in South Africa

Elements Influencing Availability of Water in South Africa There are numerous variables impacting the manageability of water flexibly in South Africa. One reason is that According to the worldwide water balance (figure underneath), South Africa is arranged in a negative overflow zone, which implies that yearly vanishing consistently surpasses precipitation and South Africa is additionally arranged in a semidesert/desert scope zone, which has basically no enduring and soil development, because of the drop in precipitation and vegetation spread, and the higher temperatures and dissipation rate. Other than the primary factors, that will be managed in the exposition, for example, the over misuse of water by the monetary segments and the principle water sources in South Africa being dirtied and in this way can't be utilized, the circumstance of South Africa contributes generally to impractical use of water through dissipation and along these lines impacting the manageability of water for people in the future. The table beneath underpins The Miller Model (Figure 1) as it shows that in South Africa, the measure of dissipation surpasses the measure of precipitation and the water request regularly surpasses the water yield which features the deficiencies of water in that by itself without other central point being taken a gander at. South Africa gets a large portion of its water (66%) from surface overflow which is contained in around 320 dams everywhere throughout the nation which have all out limit of in excess of 32 400 million m3. Johannesburg being such an enormous city is the greatest metropolitan zone in South Africa. Anyway not at all like different urban areas of its size anyplace on the planet it is one in not many that are not arranged on or close to a significant conduit. Johannesburgs primary water source originates from the Jukskei and Upper Klip River in the north and south separately. The Jukskei catchment is arranged inside the Pretoria-Witwatersrand territory. A scope of clients from recreational exercises to modern clients are utilizing the Jukskei River, with various water norms providing food for every classification and in spite of the fact that the catchment is utilized for an assortment of human exercises it despite everything needs to help a populace number of 790ã‚â 000 in 1991 whic h has likely expanded throughout the years. The Klip River catchment is one of the most intensely affected waterway frameworks in South Africa and is exposed to pretty much every sort of contamination. It moreover serves every one of the five perceived client bunches recognized by DWAF (residential, farming, diversion, mechanical and the common habitat). It is approximated that 9500 million m3/annum of the all out necessities for water of 12ã‚â 871 million m3/annum is preoccupied from surface water resources.ã‚â The rest of from groundwater, the re-utilization of return streams, and the interference of water by afforestation.ã‚â In provincial, semi parched and bone-dry zones, surface water isn't rich hence groundwater is utilized broadly insteadã‚â the six significant springs (rocks with porosity and water penetrability) in South Africa incorporate, Table Mountain Group sandstones, waterfront sand stores, cellar stones, Karoo dolerites, Dolomites and alluvium along lasting rivers.ã‚â Most exploitable groundwater happens in the eastern and northeastern pieces of the nation and in the Western Cape, where springs are concentrated.   When taking a gander at Figure 3 which is the guide of South Africa shows how utilizable groundwater is scant in KwaZulu-Natal and the south of South Africa while water is packed in Northern and Western Cape. Anyway with ground water inordinate centralization of chloride, nitrate, and different salts, which are all expensive to expel which shows how less and less groundwater will be exploitable for human purposes as it is getting progressively contamina ted with poisonous wates. Taking a gander at the above figure it shows how water in South Africa is gathered in the Northern piece of South Africa. In KwaZulu Natal region, there is 92% of accessible water that is ensured and just a one of every thirteen danger of water limitations which shows its accessibility. In spite of the fact that water might be at present accessible, driving researchers anticipate that SAs financial center point will run low on water should a serious dry spell happen in the following 10 years. Because of South Africas inability to keep up water pipes that furnish family units with water 30% was lost through spilling or burst pipes. The privilege to adequate water is ensured by the countrys constitution, and the legislature has endeavored to give access to running water to 88 percent of the populace, up from 62 percent in 1996. In any case, water might be accessible yet it is unevenly circulated and it is extrapolated that by 2025,that water deficiencies will happen in three of the four water the board zones that help the greater part of the countrys monetary movement. The Klip River which has been referenced beforehand is situated in a urban territory where there is bounty urban turn of events and Industries. Because of mining exercises in the region, the stream is liable to pressures from those mining exercises as a lot of water are required to help enterprises, for example, those that create electrical force. Mining all alone has been found the middle value of to utilize around 8 % of South Africas water. Mines, for example, the Grootvlei dig are answerable for inebriating important groundwater by siphoning squanders into waterways in this manner making it pointless concerning human use. Water system Water system represents half of the all out water use in South Africa. Ranchers that develop yields or natural product, for business use or ranchers that training subsisitence cultivating, use bunches of water to fulfill the needs of the fields of harvests that need watering. The procedure of meat creation goes through a ton of water which is supposed to be around 3000 liters of water for one Kg of meat which is the reason individuals are urged to decrease their admission of meat to spare water. Plants Plants emitt gasses into the environment as well as discharge effluents into close by waterways that are both harmful to people and creatures. A few industrial facilities use water to chill off tanks and other hardware and the discharge it once more into waterways which is a type of contamination since when water is warmed, oxygen diminishes which is inconvenient to oceanic life. The board AND SOLUTIONS: Network Development and Environmental Education By bringing issues to light among all individuals in country territories, that are for the most part uneducated, that water is a valuable asset which affects all parts of life individuals will start to observe the hugeness of water to such exist. These mindfulness tasks can be made by having individuals converse with individuals about how to decrease water use by not washing three times each day or leaving a tap running for instance. Water Conservation half of all water accessible in South Africa is spent by water system purposes. The use of water preservation and request the executives (WC/DM) standards in the water system and cultivating segment will significantly affect the accessibility of water to different areas. So as to effectively oversee water assets then stricter boundries must be determined to every division utilizing and just permitted a specific measure of water. Industry, Mining and Power Generation Sector The Industry, Mining and Power Generation Program directs the turn of events and execution of proper arrangements, methodologies, activities and activities that will advance water protection in these monetary divisions. Such projects ought to be improved as they mean to set up a culture of water protection in the essential, auxiliary and tertiary parts and this will guarantee reasonable utilization of water. Another arrangement and activity that have been taken to battle water deficiencies is the Lesotho Highlands Water Project (II) which is because of start in 2020 as It is required to take over nine years to get ready for and execute the undertaking. When the task is in progress there will be an expected exchange of 479-million cubic meters yearly to South Africa which is planned for getting water from Lesotho and providing Gauteng territory with it anyway Negotiations were still under path with the administration of Lesotho in regards to the leader of the venture. Desalinization of encompassing seas, for example, the Indian and Atlantic Ocean has been considered yet later precluded because of money related, mechanical and office requirements in the nation to experience this procedure. The facts demonstrate that water is as yet accessible in South Africa and it is likewise evident that in a couple of years this asset won't have the option to help and support the populace. Enterprises and families have end up being the guzzlers of water in South Africa. Procedures that have been executed will be compelling in lessening the utilization of water by Industries, and projects that mean to teach the young and the old on water protection will make individuals aware of the way that We dont have the advantage of decision and time.

50 Years of Speed :: essays research papers

The Goodyear Thunderdome was the principal reason assembled Oval speedway outside of the landmass of America. Development began in November 1984 and it was authoritatively opened by the Mayor of Keilor on August third. 1987 in spite of the fact that it was initiated by Americans Richard Petty, Bobby Hillin Jnr. furthermore, Rodney Combs alongside neighborhood men Jim Richards,Graeme Crosby and Gary Rush. The main race was just a little while later when a 300 Km. Visiting Car race was run on the consolidated Oval/street circuit.The race was won by Terry Sheil and John Bowe in a Nissan Skyline(the just time a Japanese vehicle has won on the Thunderdome) from the Commodore of Larry Perkins and Bill O’Brien. Allan Grice had been speediest practically speaking with a lap of 1m.45.74s and he likewise set the quickest lap in the race with a period of 1m.46.17s. Soon thereafter another race occurred on the consolidated circuit and this was a series of the World Touring Car Championship.Pole position went to Klaus Ludwig in an Eggenberger Ford Sierra with a 1m.42.92s yet in the race it was his colleagues Steve Soper and Pierre Diuedonne who took the distinctions from Emanuelle Pirro and Roberto Ravaglia in a BMW M3. The race was not without issues as it came down vigorously not long before the beginning thus for the main time a race was run on the Thunderdome in the wet. The other component was that the joined circuit goes a clockwise way (same concerning AUSCAR) which was fine for local people yet not all that great for the European Fords and BMWs. The principal Oval gathering was hung on February 28th. 1988 and it was a blend of Americans, for the most part from the Winston West series,and Australians. A reward for the coordinators was that only fourteen days before the occasion Bobby Allison, one of the imported stars, won the greatest NASCAR race of all, the Daytona 500, giving the Thunderdome an enormous exposure help.

Risk Methodology Coursework Example | Topics and Well Written Essays - 1000 words

Hazard Methodology - Coursework Example Target groups incorporate enormous state associations worried about significant national issues, for example, food, security or the earth. The paper will look to talk about the Operation Risk Management (ORM) approach. Activity Risk Management (ORM) strategy can be characterized as a designed based hazard the board framework that is utilized to look at dangers and wellbeing of existing systems1. This framework is regularly utilized by the military and bureaucratic flying organization parts of the legislature. It can likewise be utilized by different divisions like food organization and ecological insurance. For instance, the Food and Drug Administration division can utilize this philosophy to create security conventions and hazard evaluation methodology for food gracefully. This hazard appraisal instrument is intended to primarily help in the recognizable proof of operational risks and advantages. At the point when such dangers are resolved, the best strategy can be figured and executed to battle unexpected occasions. Dangers ordinarily emerge from fizzled or insufficient procedures, frameworks, individuals or outside elements. For instance, food flexibly can be given to an inappropriate populace b ecause of an incorrect report produced by the food framework. ORM utilizes an all around characterized strategy to address chance issues and configuration hazard preventive measures. The means utilized by this technique all together are: chance ID, appraisal, investigation, creation of choices, execution and management or review2. In any case, ID of dangers is the initial phase in ORM that includes assessment of every action comprised in a procedure. As per this system, a hazard is any condition that can result to disease, property harm, injury or debasement. For instance, readiness of juice could be a procedure in making sweet for customers. A portion of the risks that can be related with this

Foil Examples

Foil Examples Foil A foil character in a work of literature is a character who is the opposite of the main character, and the contrast helps to highlight the characteristics of the main character. Some authors have also used settings or objects as foils. Examples of Foil: Examples of Foil Characters in Literature 1. In Wuthering Heights, Catherine and Heathcliffe can be seen a foils. They are opposites in appearance, and their lives (one privileged the other not) are foils as well. 2. In the Harry Potter Series, Harry and Voldemort are foils-one is good and the other evil. 3. In the Greek play Antigone, Antigone and her sister Ismene are foils. Antigone attempts to direct her own life and have control of her own fate, while Ismene takes the traditional role of the submissive woman. 4. In To Kill a Mockingbird, Atticus' sister Aunt Alexandra is a foil for Atticus-preferring traditional parenting methods to Atticus' frank discussions with his children. In addition, she seems to represent the traditional place of woman in southern society, something which foils Scout's tomboyish ways. 5. In Pride and Prejudice, Lydia-the youngest, insipid sister who is a flirt-is a foil for the intelligent Elizabeth Bennett.

2018-19 Common Application Essay Prompts

The Common App Prompts for 2018-19 Will Remain the Same as Last Year The Common Application has announced the personal essay prompts for the 2018-19 admissions season, leaving the prompts from 2017-18 unchanged. This is significant, as it allows current juniors to get started even earlier on their college applications, especially with the availability of account rollover. At, we advise students to get started on their college applications the summer before their senior year. While current juniors can certainly start to think about what they may want to write about in their college application essays, the Common App essay should not overshadow juniors’ current college prep, including extracurriculars, test prep, studying for AP or other important exams, and other important college prep tasks like building their balanced college list and visiting schools. Here are the 2018- 19 Common Application essay prompts: Some students have a background, identity, interest, or talent that is so meaningful they believe their application would be incomplete without it. If this sounds like you, then please share your story. The lessons we take fromobstacles we encountercan be fundamental to later success. Recount a time when you faced achallenge, setback, or failure.How did it affect you, and what did you learn from the experience? Reflect on a time when youquestionedor challenged a belief or idea. What prompted yourthinking? Whatwas the outcome? Describe a problem you've solved or a problem you'd like to solve. It can be an intellectual challenge, a research query, an ethical dilemma - anything that is of personal importance, no matter the scale. Explain its significance to you and what steps you took or could be taken to identify a solution. Discuss an accomplishment, event, orrealizationthatsparked a period of personal growth and a new understanding of yourself or others. Describe a topic, idea, or concept you find so engaging that it makes you lose all track of time. Why does it captivate you? What or who do you turn to when you want to learn more? Share an essay on any topic of your choice. It can be one you've already written, one that responds to a different prompt, or one of your own design. What do you think of the 2018-19 Common App essay prompts? Which do you think you will respond to on your application in the fall? Tell us in the comments below! Are you ready to get on track with your college prep? In addition to helping students with their Common App essays and supplements their senior year, works with students to help them craft a balanced college list, choose the right courses for the next school year, select the best teachers for letters of recommendation, and more to help them put together the best college application possible. For more information on’s college counseling services – no matter where you are in the process – contact us today.

Essay on Communism and Kurt Vonneguts Harrison Bergeron

The structure of communism and its main concepts heavily relate to â€Å"Harrison Bergeron†. Communisms main idea is to keep the corporations from having too much power; as well as making everything equal. Communisms structure differs from â€Å"Harrison Bergeron†, but they both share a lot of characteristics. In â€Å"Harrison Bergeron† the government is given way to much power and forces everyone to become equal. Communism also differs greatly from our U.S. government and acts in many different ways. Communism ensures a lot of power and equality, as well as in â€Å"Harrison Bergeron†; however, the acts of both governments differ from each other and from the U.S. government. Communism today has no copyright laws, no private property laws,†¦show more content†¦The United States was trying to instruct democracy across the planet, while Russia was spreading Communism across Eastern Europe and Asia. However today, Communism has gradually drifted aw ay but a very few countries still practice it today (Lopez). Communism is a very risky form of government and restricts full freedom of the people in any way. In â€Å"Harrison Bergeron† the government is quite similar to communism but it is also very different. By different the government in â€Å"Harrison Bergeron† is tremendously strict and enforces people to wear devices, head pieces, weights, and anything to resolve equality. The government made it to where no one is better than each other. It eliminates all possibilities to be free and to express who you really are. â€Å"He was required by law to wear it at all times. It was tuned to a government transmitter. Every twenty seconds or so, the transmitter would send out some sharp noise to keep people like George from taking unfair advantage of their brains† (Vonnegut Jr. 216). This was what it was like in â€Å"Harrison Bergeron†, everyone was forced to be equal and they had no other choice. Communism strives to make things equal and for the people to not have any power but in â€Å"Harrison Bergeron† the government goes overboard. The differences in â€Å"Harrison Bergeron† are obvious, from enforcing equality by force or even killing ones who try to rebel; these are not acts by communism.Show MoreRelatedHumes Ideas Present In Kurt Vonneguts Harrison Bergeron444 Words   |  2 PagesUpon analysis of Kurt Vonneguts, Harrison Bergeron, evidence suggests that the story imitates the basic structure of the monomyth. However, unlike the sequence and obvious events presented in a monomyth Vonnegut cleverly applies his own unique play on the iconic structure. What is to be noted first is the definition of amonomyth. Joseph Campbell defines the term, monomyth, as the standard cycle of events that occur to which the hero endures during the pr ogression of the story (kfjakhfakjf).Read More Harrison Bergeron by Kurt Vonnegut Essay522 Words   |  3 PagesHarrison Bergeron by Kurt Vonnegut In Harrison Bergeron Kurt Vonnegut depicts a society in which everyone is mentally, physically, and socially equal. Throughout the history of our country, Americans have sought racial, gender, and socio-economic equality. On paper such a society seems ideal. Through the story one might infer that Vonnegut views the concept of total equality as ludicrous. Equality can be interpreted many ways. One point of view is the American belief that everybodyRead MoreThe Headstrong Historian By Kurt Vonnegut1043 Words   |  5 Pagesseem unalike, but Kurt Vonnegut’s â€Å"Harrison Burgeron† and Chimanda Ngozi Adichie’s â€Å"The Headstrong Historian† bear a strong resemblance when further examined. â€Å"Harrison Burgeron† and â€Å"The Headstrong Historian†, while seemingly different stories, share many similar themes and ideas. While â€Å"Harrison Bergeron† mainly considers people’s concept of equality this is not the central theme of â€Å"The Headstrong Historian†. They both delve into the theme of oppression. Vonnegut wrote â€Å"Harrison Burgeron† in 1961Read MoreA Comparison Of Aesop s Fables And Grimm s Fairytales1665 Words   |  7 Pagesstories usually include the social or political views of the author and serve as a platform for their views to be made known. Aesop’s Fables and Grimm’s Fairytales are not the only stories written with lessons or morals in mind. Kurt Vonnegut’s short story â€Å"Harrison Bergeron† has a long list of underlying themes and motifs that give the reader pause for thought about the ideas of equality and the American Way. The idea of equality is one that has been entrenched into the hearts and minds of the citizensRead MoreHarrison Bergeron Literary Analysis1309 Words   |  6 Pagesa utopia? This is the subject of Kurt Vonnegut’s short story, â€Å"Harrison Bergeron†. In this society, the gifted, strong, and beautiful are required to wear multiple handicaps of earphones, heavy weights, and hideous masks. In turn, these constraints leave the world equal, or arguably devoid of, from brains to brawn to beauty. With the constant push for equality among all people, Vonnegut reveals a world that society is diligently working toward. â€Å"Harrison Bergeron† is written as a form of satire

Classification Essay Animals At A Shelter - 827 Words

Classification Essay: Animals at a Shelter Finish the sentence â€Å"Aww look at the dog it’s so...† with hyper, mean, sad, or cute. As a volunteer at the Humane Society of South East Texas, I hear this on a relatively common basis. When people come in to adopt they sometimes feel the need to classify all the animals at the shelter in four sweeping categories, the uncontrollable, overly hyper, off the wall dog, the mean, evil, only wants to bite or scratch you dog, the sad, depressed, anti-social, introverted dog, or the cute, happy, adorable puppy everyone wants to adopt. Sadly, most adopters don’t realize there is much more to adopting a pet than what they can see in the short time they see them. Firstly, there is the uncontrollable,†¦show more content†¦As a result, only three pups survived to be rescued days later. The leading cause for the survival of those three pups was Stella’s amazing maternal instincts. She would run out into the road ne xt to the woods, and try to lead people to her pups. Stella had obvious signs of abuse and maltreatment. After she was rescued and brought to the humane society, Stella still was very fearful of people. She took months of comfort and security before she allowed much human contact. All three of her pups were adopted to happy homes, and eventually the perfect person found their perfect dog, and adopted Stella. Additionally there is the cute, happy, adorable puppy everyone wants to adopt. This type is the easiest to adopt. The characteristics typically include youthful, cute puppies, and normally small sizes. A wonderful example of this was Stella’s puppies, named Moo, Trinket, and Primrose. They were sweet, young puppies that many people found desirable. This led them to find homes much faster than their loving mother. Lastly, there is the mean, evil, only wants to bite or scratch you type. This type is the hardest to find a home for, because people lack the patience and time to work with this type dog. The characteristics include outward aggression towards people or animals, extremely on edge, easily frightened by loud noises, and sometimes try to be overly dominating. Wolfie, a five year old, Australian Shepherd mix provides a great example ofShow MoreRelatedA Brief Note On The Early Modern Period1523 Words   |  7 PagesPax Angeliene Professor Daniel Johnson History 162 12 October 2014 Midterm Essay During the Early Modern Period, International trade routes reached from the Indian Ocean/Mediterranean Sea to the Pacific and Atlantic Ocean, and for the first time created a global exchange. Although Europe, Africa, Asia, Islamic Empires, and the Americas vary politically, socio-culturally, and economically, they all were forging new global economies and new biological and socio-cultural exchanges. The Europeans wantedRead MoreEssay about Bioerosion and Reef Ecology3553 Words   |  15 Pagesformed of pieces of aragonite coral skeleton (and other materials such as mollusk shells) cemented together by the deposition of calcite by growing calcareous algae. Bioerosion is responsible for the breakdown of these materials. There are two classifications of organisms responsible for bioerosion: epilithic species and endolithic species. Epiliths remain at the surface of the calcareous substrate, where they rasp, scrape, and/or etch the surface. The majority of damage inflicted by epilithic speciesRead MoreSea Syllabus9016 Words   |  37 Pagesenvironment and problems caused by its degradation. The practice of habits which demonstrate care of the environment. Appreciation of the value of entrepreneurship, self- reliance and a positive work ethic. Demonstration of the skills in crop and animal husbandry and soil conservation. Development of knowledge and appreciation of career pathways in agriculture. iii Summary of the Agricultural Science Curriculum This curriculum consists of eleven main topics. These topics are as follows:1. ENVIRONMENTRead MoreWhat best explains peoples willingness to work hard?2539 Words   |  11 Pageshuman beings, animals, and lower organisms. Applied in the business, motivation is refer to the mainspring of behavior; it can explain the reasons for individuals choose to expend a degree of effort towards achieving specific goals or needs. Basically, people may motivate by satisfied their personal needs such as daily needs like food, clothes and so on. Not only the base needs in the life, also people may motivate by different management style in an organization. In my following essay, I will concernRead MoreMachu Picchu4302 Words   |  18 PagesVilcanoto) canyon. The spectacular site is on the northern end of the Cordillera de Vilcanoto facing the Cordillera de Vilcabamba across the valley which rise in the nearby tutelary mountain of Cerro Salccantay to 6,271 meters, and lies in the shelter of these peaks. The ridge forms a saddle at 2,430m between a humpbacked mountain (Machu Picchu, 2,795m) and a pinnacle, Huayna Picchu (2,667m) which overlook the ruins. The remaining buildings are single storey and built of a local white graniteRead MoreSin Tax in the Philippines4297 Words   |  18 Pageshighest expense of all Filipino families. Expenses for the education of children, however, consistently ranked as the seventh and last item of expense for all the nineteen-year period of the study (Dumlao and Arcelo 1979, 71-89). Food, clothing and shelter, understandably, were the highest priority items of expense (Dumlao Arcelo 1979, 71-89). While the priority allocated for food and clothing is rationally comprehensible, it is extremely difficult to understand why cigarettes and alcohol should beRead MoreThe Code Of Ethics, And The Environment That Is Safe And Promotes Learning8323 Words   |  34 Pagesremediation is needed for mastery (Chiarelott, 2006). Assessments can be in many forms. One form is in the traditional formats, including selected response items (multiple choice, true-false, matching) and constructed response items (short answer, essay). Teacher take a considerable amount of time and serious creative thinking must be devoted to the development of selected response items for the students. These selected-response items can cover a large expanse of knowledge and skills and take lessRead MoreOb Chapter 6 Mcqs9453 Words   |  38 Pagesmotivator-hygiene theory e. cognitive evaluation theory (b; Easy; Hierarchy of Needs; p. 176) 5. Maslow’s hierarchy has five levels of needs. Which of the following is not one of those levels? a. safety needs b. social needs c. animal needs d. self-actualization needs e. physiological needs (c; Moderate; Hierarchy of Needs; p. 176) 6. Maslow’s hierarchy of needs arranges those needs in which of the following orders? a. physiological, esteem, safety,Read MoreGeorge Orwell23689 Words   |  95 Pagespart England can play in the huge events that are happening. II National characteristics are not easy to pin down, and when pinned down they often turn out to be trivialities or seem to have no connexion with one another. Spaniards are cruel to animals, Italians can do nothing without making a deafening noise, the Chinese are addicted to gambling. Obviously such things don t matter in themselves. Nevertheless, nothing is causeless, and even the fact that Englishmen have bad teeth can tell somethingRead MoreThe Government and Not-For-Profit Environment100975 Words   |  404 Pagesportion of the current period operating costs of a city’s school system e. Charging payments of wages and salaries made in the first week of a new year to the previous fiscal year, the year in which the wages and salaries were earned. ESSAY (CHAPTER 1) 1. In the United States, educational services can be provided by federal governmental entities, by non-federal governmental entities, by not-for-profit entities, and by for-profit entities. Are the accounting and financial reporting

Walmart Case Study Half a Century of Supply Chain...

[;’p// Walmart Case Study: Half a Century of Supply Chain Management SCM 607 Dr. John Wu March 15, 2014 Table of Contents Walmart Case Study: Half a Century of Supply Chain Management INTRODUCTION Walmart dominates the retailing industry in terms of its sales revenue, its customer base, and its ability to drive down costs and deliver good value to its customers. After all, the world’s largest corporation, employing 1.8 million associates worldwide, takes pride in having received numerous accolades for its ability to continuously improve efficiency in the supply chain while meeting its corporate mandate of offering customers everyday low prices. Walmart demonstrates how a physical product retailer can†¦show more content†¦Should we move this content somewhere else or leave it here? KEY ISSUES Walmart has pioneered many innovations in the purchase and distribution processes of the products it sells. Over 20 years ago, Walmart drove the adoption of Universal Product Code (UPC) bar codes throughout the retail industry; it also pioneered the use of Electronic Data Interchange (EDI) for computerized ordering from vendors. Its hub-and-spoke distribution network ensures goods are brought to distribution centers around the country and then directed outward to thousands of stores, each of which is within a day’s travel. Through the use of cross-docking, one of its best-known innovations, half the goods trucked to a distribution center from suppliers ship to stores within 24 hours. The other half, called â€Å"pull stock,† is stored at the distribution center until needed at stores. In addition, Walmart uses a dedicated fleet of trucks to ship goods from warehouses to stores in less than 48 hours, as well as to replenish store inventories about twice a week. Thu s, with flow-through logistics, the company speeds the movement of goods from its distribution centers to its retail stores around the world. Today the retail giant continues to push the supply chain toward greater and greater efficiency, prioritizing customer needs while employing new technologiesShow MoreRelatedWal Mart Case Study4242 Words   |  17 Pages[;’p// Walmart Case Study: Half a Century of Supply Chain Management SCM 607 Dr. John Wu March 15, 2014 Table of Contents INTRODUCTION 4 BACKGROUND OF THE COMPANY 4 GOALS AND OBJECTIVES 5 KEY ISSUES 6 EXTERNAL ANALYSIS 7 Economy 8 Customer Behavior 8 Technology 8 Politics amp; Legal Aspects 8 INTERNAL ANALYSIS 9 Company Culture 9 Operations 9 Purchasing amp; Suppliers 10 Inventory 10 Logistics 10 SWOT ANALYSIS 11 Strengths 11 Procurement 11 DistributionRead MoreWalmart in China7398 Words   |  30 Pagescorporations are aware of the topology of the Chinese market, what they lack is an in-depth understanding and the skills needed for effective operations. The paper describes the challenges faced by walmart as it attempts to replicate in China their lean retailing successes elsewhere in the world. Walmart has so far failed to extend their oligopolistic dominance to the Chinese market. We identified some issues: (1) the formation of partnership alliances and their impact on store location choice; (2)Read MoreWalmart Case Study5076 Words   |  21 PagesCase study on Wal-Mart Distribution Submitted by Sumit Gupta Sushant Mishra Umesh Gupta Vikash Singh Vishal Singh Vivek Ranjan Submitted to prof. mr. sham sharma M.A. (Lucknow), D.M.M. (LONDON) Group no. - 6, PGDM 2nd SEM No. of words--4756 ACKNOWLEDGEMENT We would like to show our gratitude to Resp. Prof. Mr. Sham Sharma, for providing us with the golden opportunity to prepare an intellectual report, on Distribution amp; Logistics Management of â€Å"wal-mart†. We are gratefulRead MoreCorporate Social Responsibility : Supply Chain to Value Chain8966 Words   |  36 Pages387 From supply chains to value chains: A spotlight on CSR Malika Bhandarkar and Tarcisio Alvarez-Rivero* 1. Introduction Corporate social responsibility (CSR)1 has become a hot topic in boardrooms across the world. Changes in corporate value systems are being driven by pressures from different actors, including governments, consumers, non-governmental organizations (NGOs) and institutional investors (diagram 1). 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This is exemplified in theirRead MoreTesco Supply Chain7829 Words   |  32 Pagesâ€Å"The Evolution of Supply Chain Management in Retail Sector of Tesco and Analytical Study for the Period of 2005-2011† Chapter One: Introduction 1.1 Introduction Supply chain as a whole can be seen as the flow of water in a river: organizations located closer to the original source of supply are described as being upstream , while those located closer to the end customer are downstream . The flow of the whole river is being concerned. In other words, supply chain is a network, whichRead MoreEthical Behavior and Social Responsibility of Organizations4823 Words   |  20 PagesResponsibility to the Supply Chain †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 14 Social Irresponsibility to the Supply Chain: Monsanto †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 15 Social Responsibility to Customers †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 17 Social Irresponsibility to Customers: Aqua del Tunari †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 18 Social Responsibility of Corporations to External Beneficiaries Social Responsibility to Local Governments †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 20 Social Irresponsibility to Local Governments: Long-term Capital Management†¦. 21 SocialRead MoreCompetition Between Emerging Market and Multinational Firms: Wal-Mart and Mexican Retailers6812 Words   |  28 PagesDouglas E Thomas, Fernà ¡n Gonzà ¡lez de Castilla. 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Based on the analysisRead MoreGlobal Scenario Of Food Beverage Industry Essay3528 Words   |  15 PagesGlobal Scenario of Food Beverage Industry The food beverage industry is a complex, global collective of diverse businesses that supply much of the food and food energy consumed by the world population. It’s a very popular business in the present world. There are many food beverage companies in the whole world, which are doing their business inside and outside of their countries such as Pepsi, Coca cola, Pizza hut, KFC, etc. If we look toward coca cola company we see, it is an American multinational

The Pros and Cons of Homeschooling - 1182 Words

Homeschooling has long been an alternate method for parents to educate their children. Homeschooling is a method where a child is being schooled at home by their parents, relatives or private tutors to educate their children from pre-k to 12th grade. Basically their whole childhood to their early adulthood. Homeschooling should be avoided by parents because it can cause their children to have a difficult time integrating into society because they have extremely limited interaction with their own peers when they are homeschooled. If a child does not have enough experience of interacting with other children they would not know how to act in a more crowded environment. Also if the child is homeschooled, they would not be able to deal with difficult challenges because they would not have been exposed to any by staying in the safety of their parents and their home. To stop their children from having difficulties integrating into a social setting parents should at least take their child to a public or private school setting for at least a year to test how their child interact with their surrounding environment. It would give the child an opportunity to experience a normal school life and decide whether they like it or not. By taking them to test out a public or private school it would be beneficial both the parents and the child because if the parents decide to stay with the public school they would be saving a lot of money that they would otherwise be spending on privatizeShow MoreRelatedPros And Cons Of Homeschooling1383 Words   |  6 PagesHomeschooling is a phenomenon that has been there for a long time where parents pass knowledge and skills learned from a long times experience to the younger generations. This practice equipped the younger generations with skills that they would use in their lives guaranteeing their success in life. Since the time that this method began, many things have changed in different aspects involving education and social setting as well. It is a time that the homeschooling practice is re-evaluated sitingRead MorePros And Cons Of Homeschooling1126 Words   |  5 Pagesother kid from public school, they could all do well if they studied hard enough and put in the work. Isabel also stated â€Å"Homeschooling is becoming more popular every day, with a growth rate of 7 to 15 percent per year. There are about two million children currently learning at home† Also said by a research by National Home Education Research Institute (NHERI) in 2010, homeschooling is growing at a rate of 2-8% every year making it the fastest among different forms of education. This may seem like aRead More Homeschooling Pros and Cons Essay1009 Words   |  5 PagesHomeschooling Pros and Cons Homeschooling is a rising alternative in children’s education. As with any other major movement there have been doubts and debates as well as support and promotion for this educational approach. Homeschooling was once the norm in society before there was a public school system. But the parents involved in homeschooling feel very strongly about the positive outcomes that it has brought about in the lives and success of their children. It has once again surfaced and becomeRead MoreThe Pros And Cons Of Homeschooling1331 Words   |  6 Pages Badr AlmutawaProfessor SpollenEnglish I24 July 2017Homeschooling: A Reasonable AlternativeHomeschooling is becoming an increasingly attractive alternative to other forms of schooling such as at public or private schools. homeschooling does seem to gain opponents from time to time and they might have good points. However, this movement has rendered satisfactory results and should continue to be legal and should be respected and aided by educators and the legal systemRead MoreThe Pros And Cons Of Homeschooling1022 Words   |  5 PagesWhile homeschooling is legal in all 50 states, federal courts have not settled the issue of whether homeschooling should be considered a fundamental right. This means that in the future, an anti-homeschooling state legislature could take away the ability to homeschool. To protect itself against efforts to suppress the homeschooling movement, Raley suggests that the homeschooling movement seeks to have homeschooling recognized as a f undamental right under the Fourteenth Amendment. If homeschoolingRead MoreThe Pros And Cons Of Homeschoolg And Homeschooling773 Words   |  4 Pagesfor success and improvement. Two controversial forms of education are public schooling and homeschooling. Though public schooling is beneficial, homeschooling has proven itself to be better in almost every area, including productivity, socialization, testing, cost, and flexibility. While in public school students are required to stay for countless hours, having no say in the curriculum. In homeschooling students have a flexible schedule; they can spend as much time as they want on subjects. Read MoreHomeschooling in the United States: Types, Pros and Cons Essay1988 Words   |  8 PagesIs Homeschooling A Good Educational System? Once a parent has child that is old enough to start school, the parent has to think about if they want to enroll their child in public school or homeschool them. Today, many parents are homeschooling their children. A U.S. Department of Education’s report shows that approximately 1.5 million children were being homeschooled in 2007 (Lips amp; Feinberg, 2008). This is almost 3 percent of all school age children (Lips amp; Feinberg, 2008). A privateRead MoreEssay On Homeschooling907 Words   |  4 PagesHomeschooling Many families are taking their children out of public and private school’s classroom to move the classroom to their homes. In both articles, the parents have different reasons for why they are choosing to homeschool instead of keeping their children in public or private schools. Homeschooling is not for everyone and cannot be taken lightly. There are many different reasons why families would rather homeschool instead of sending their children to public schools. According to parentsRead MoreWhy I Homeschool : The Answers Change Almost As Fast As My Kids1084 Words   |  5 Pagesor so she thought. Amy Thornton–Kelly explains the many reasons why homeschooling is the best decision she has made. First, she explains that once her husband and her considered homeschooling â€Å"the floodgates opened† to the many benefits of homeschooling. It alleviates stress, allows her kids to learn in a healthier environment and allows her to teach her kids in a more profound way. Second, Thornton-Kelly states that homeschooling allows her kids to better master subjects, unlike in public schoolsRead MoreThe Effects Of Homeschooling On Children And Public Schools895 Words   |  4 PagesIntroduction: Homeschooling is becoming much more common now than it was years ago. Parents are now preferring to homeschool their children over public school due to many reasons such as religion, safety, academic quality travel, family togetherness, separation of government and school, mastery over grades, expenses, and focusing on learning plans made for the student. Public schools are institutions, which are funded by tax revenues from the government. Schools have boundaries to then figure

British Columbia Box Case Analysis free essay sample

Bcb Case Case analysis on British Columbia Box Limited (Revised) (A B2B Analysis) This case study involves a purchase decision to be made by the plant manager of Columbia Box Limited Vancouver regarding machine, flexo folder gluer. The BCB is part of an international company which specialized in packages of all types and the main product of the Vancouver plant was folded carton for consumer goods. The flexo folder gluer would combine printing with folding and gluing operations. The need arose because the existing machine was more than 18 years old and needed frequent repairs. The plant manager was contemplating a new purchase or up gradation of the old machine. Purchasing the new machine would cost half a million dollar but the sales volume did not justify this expenditure. Hence the plant manager had to make a choice between up gradation and purchase. Each decision had its own positives and negatives. We will write a custom essay sample on British Columbia Box Case Analysis or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The purchase would require an investment of half a million dollar but would increase the productivity, whereas the up gradation would not be capital The plant manager and the sales manager were developing a five year plan which included a significant plant expansion. The sales manager had assured Flynn of generating an additional million dollar sale if a flexo gluer of a larger size was available. Hence Flynn decided that this would justify the capital investment and went ahead with the purchase decision. There were other advantages of purchase over up gradation such as decreased set up time, less waste, less supervision and a higher quality product. Suppliers After much contemplation, various field visit, cost comparison, product feature comparison Flynn zeroed in on two suppliers Bale and Andrews. Decision making: Flynn had now had to decide between the two suppliers taking into account the various advantages and disadvantages of the machines provided by these suppliers. Bale Advantages: †¢ Bale has offered free installation and has more experience in numerical controlled functions. †¢ Bale is figured in Boxboard container journal and TAPPI conference which leads to better positioning. †¢ Bale final bid was lower than Andrews by $20,000. Bale Disadvantage: †¢ Low capacity feeder. Bale washup has a reputation of â€Å"less than 100 percent† mark. †¢ There is already a negative feedback of the existing Bale die cutter. †¢ The machine that was already installed at BCB, Georgia wasn’t functioning well when the top management went for a last minute performance review. †¢ No personal training is given in case of technology failure. Andrews Advantage: †¢ The Vacuum feed and ink wash-up system was better than Bale. †¢ In spite of Andrews being charging an extra cost of $20,000, they are giving extra 8 features. Andrews CNC machines adjustments can be done at office located on the outskirts of Vancouver. †¢ External factors like the statement by Archie, the factory superintendent saying that he’ll get the Andrews’ machine running proves the fact that Andrews’ was successful in creating as well as completing a successful value chain by communicating its value proposition at a much broader level than Bale Company. †¢ Installation as well as training personnel would be free, thus saving more money for BCB in the long run. Overall reduction in price for Andrews was greater. ($535000 to $510000 ie $25000 ). Andrews Disadvantage: †¢ Higher final price. †¢ The extra features give no surety for BCB usefulness. †¢ Bale’s matrix display is better than Andrews dual scan. †¢ Lack on the trust factor. †¢ More reluctant to slash prices as it was a new task with modifications to add value to the existing machinery. Vendor Analysis: Bale: o Andrews: * |Attributes Rating Scales | | |Imp weights |Poor(1) |Fair(2) |Good(3) |Excellent(4) | |Supplier Reputation |0. 2 | |* |o | | Product Reliability |0. 3 | |o |* | | |Service Reliability |0. 1 | |o | |* | |Supplier flexibility |0. 1 | |o |* | | |Price |0. 3 | |* |o | | Total Score for bale: 3(0. 2)+2(0. 3)+2(0. 1)+2(0. 1)+3(0. 3)= 2. 5 Total Score for Andrews: 2(0. 2)+3(0. 3)+4(0. 1)+3(0. 1)+2(0. 3)= 2. 6 Final Decision: On the basis of Price, Supplier flexibility, Service reliability, Product Reliability and Supplier Reputation and considering above advantages and disadvantages and the vendor analysis, we as a group consider Andrews to be the better choice for BCB.

Technology Innovation Hubs and Policy-Free-Samples-Myassignment

Questions: 1.Why do you think foreign Countries are setting up Innovation hubs and inviting start-up Innovators at great expense to Operate their Businesses? 2.Why do you think that start-up Innovators are Participating in such Pitching Competitions? 3.Are Countries such as Australia being drained of Entrepreneurial talents or are they responding in effective ways to retain their talent? Answers: 1.Innovation hubs are centers of research in community or workspace providing expertise in technology trends, strategic innovation, knowledge and specific insights of industries (Sambuli and Whitt 2017). The innovation hubs in the developing countries like China and Israel are important for commercial strength and for fulfilling growth expectation of the region. As these countries are in the initial phase of their technological development, these nations invite the start-up innovators to develop their technological skills. Interaction with the start-up innovators help these nations to meet new technologies and learn a lot from them. 2.In addition to the host nation, the start-up innovators are benefitted from the technological practices. The host nation bear many of the cost of these innovators and thus smoothen the path of technological research. To win in the pitching competition they focus on developing newer skills. The opportunity to carry out innovation at cost of some other nation make participation in such competition attractive. The wide market of these provides an extended platform to test their innovated technology and the make practical implementation of these technologies. 3.Australia suffer from entrepreneurial drain out of talent. The main reason for entrepreneurial drain out is identified as the limited resources and a relatively small population of Australia. In order to prevent the leakage of entrepreneurial mind countries focuses on providing different facilities to the start-up companies (www.smartcompany.com.au 2017). The advisory boards are formed to advice students about their career plan. The plans include securing employment with professional placements and internship and provide assistances to companies that are innovative and are at their early stage. References Sambuli, N. and Whitt, J.P., 2017. Technology innovation hubs and policy engagement. SmartCompany. (2014).The great Australian brain drain: Why are our founders heading overseas? - SmartCompany. [online] Available at: https://www.smartcompany.com.au/growth/the-australian-tech-start-up-brain-drain-why-are-our-founders-heading-overseas/ [Accessed 30 Nov. 2017].

Man Who Mistook His Wife For Hat Essays - Metaphysics, Philosophy

Man Who Mistook His Wife For Hat Men ought to know that from nothing else but the brain come joys, delights, laughter and sports, and sorrows, griefs despondency, and lamentations. And by this, in an especial manner, we acquire wisdom and knowledge, and see and hear and know what are foul and what are fair, what are bad and what are good, what are sweet and what are unsavory......And by the same organ we become mad and delirious, and fears and terrors assail us... All these things we endure from the brain when it is not healthy... In these ways I am of the opinion that the brain exercises the greatest power in the man. --Hippocrates, "On the Sacred Disease" (4th century B.C) "It is human nature to be curious about how we see and hear; why some things feel good and others hurt; how we move; how we reason, learn, remember, and forget; the nature of anger and madness"(Bear, Connors, Paradiso 3). This quote, found in my neuroscience textbook, basically sums up why we study and write about the brain. The brain has been a curiosity to man since the beginning of science. The actual term"neuroscience" is as recent as the 1970s, but the study of the brain is as old as science itself. Evolving over time, the discipline of neuroscience has undergone significant changes to become what it is today. New findings, new discoveries are always changing what we know, or think we know, about the brain. It is with this in mind, that I attempt to discuss Oliver Sacks collection of narratives. Referring to himself as a physician, Oliver Sacks has dedicated his entire life to studying the person behind neurological deficits. His interest lies not in the disease itself, but also in the person-"the suffering, afflicted, fighting, human subject-" and he presents these people in short narratives collected in The Man who Mistook His Wife for a Hat. Oliver writes these stories to teach the reader about the identity of people who fall victim to neurological diseases. He describes the experience of the victim as he/she struggles to survive his/her disease. It is this struggle, this description of persona that leads to the notion of "neurology of identity"(viii), which arouses the historic concept of the mind and the brain. In neuroscience's earliest years, a neurologist by the name of Descart spoke of the notion that there was a governing body that existed outside of the physical brain. This governor, the mind, was thought to be some sort of spiritual phenomena that worked with the physical brain to control actions, "interactional dualism". This concept of the mind led to numerous studies regarding its actual existence. Reading Oliver Sacks narratives forces me to believe that there just might be an outside force working together in some sort interactional dualism. The existence of a mind would support Sacks idea of identity; that is, that a personal identity is formulated through perceptions, our own perceptions. Oliver presents numerous stories where neurological disorders have completely impaired a person's physical ability; the ability to remember, the ability to comprehend, the ability to speak, hear. These patients, however, never lose their spiritual ability. Their ability to rejoice, to appear spiritually fulfilled, is never lost, it is only hidden. An example of this spiritual phenomena is the case of Jimmie, who had suffered from amnesia, and could not remember anything for more than two minutes, except that which was thirty years old. Jimmie had no continuity, no reality. He lived in the eighties, but his mind was in the thirties. Jimmie would erupt into panic attacks of confusion and disbelief, only to forget them a few minutes later. After frequent visits with Dr. Sacks, however, Jimmie began to fine some continuity, some reality, in what Sacks refers to as "the absoluteness of spiritual attention and act"(38). Jimmies spirit, regardless of the brain deficit, was never completely lost. His spirit, which may very well exist in his mind, or outside of the physical brain, allowed him to have temporary realities. Sacks writes about neurological deficits and how people cope with these diseases to allow us, the reader, to adventure into an unknown world. We, as normal people with no neurological disease, really have no concept of how devastating these circumstances can be to our life. Sacks, however, provides us with stories that make us appreciate our working brains. Thus it is extremely important to continue writing about the brain and its mysteries to inform the everyday person of the disasters that at some point

The Elegant Essay Sample

The Elegant Essay SampleElegant essay samples are an important part of writing your own essay. It is also a way to get you to start thinking about the content of your essay and how it will look on paper. With the use of this type of essay, you will be able to make the right decision when you are ready to start writing your own essay.You can find these essay samples in books, magazines, newspapers, or in class. They can also be found online. There are those that you can get for free and others that you must pay for. There are also several different styles of essays to choose from, depending on what style you want to write.There are some essay samples that you can purchase that will not only be a sample but also a good idea. This is very helpful when you are working on a project where you have to take all of the concepts you learned in the classroom and apply them in a different context. The idea behind this is to make sure that you are applying the concepts and ideas you learned in cl ass without having to do research about how they work in the real world.When you are working on a paper for a university or a class, you need to know the basics and learn about the student of the year so that you can be sure that you are doing the best job possible. It is always best to work with someone who is experienced. When you are in a class together, you learn about the latest trends and what people are talking about. In this case, you will also learn about the important tips for essay writing that will help you be better at the essay you are writing.If you have decided to go back to school, you may find a creative writing class as a way to enhance your skills. You can also find online seminars where you can get better at writing essays. There are many essay writing techniques that you can take from these seminars and apply to your own writing.You should always remember that while you are writing your own essay, there is nothing wrong with looking at samples. You may be surpr ised to find out just how different some of the styles and topics of the essays you read may be from the one you are about to write. This means that you can take some of the ideas from these essays and apply them to your own essay.Writing essays for your own personal use or for the class or assignment that you have is a great way to give yourself and your professor or classmates something to look forward to. It also gives you some extra time to focus on what you want to write. It is not very often that a student has the time that they need to write a piece of writing that will be used for a competition or for a writing assignment.When you are looking at essay samples, always take a look at their websites and see if you can find any free ones available. When you are looking at these, make sure that you check all of the boxes and that they have instructions on how to use them. This way, you will have a way to get started on your own essay, no matter how large or small the project is.

Prejudice and Discrimination Article

Prejudice and Discrimination Article Free Online Research Papers Everyone knows that each country will have some sort of prejudice and discrimination happening within the nation. Not every country will let the discrimination and discrimination among the people lead into such things as wars, segregation, political unrest, and poverty, while other countries cannot seem to do much to stop things from occurring. Today the discussion will be about the discrimination and prejudice which Black Africans and Colored face in South Africa as well as the different races and ethnicities within South Africa. Cultures, Races, and Ethnic Groups First we need to take a good look at the meaning of culture, race, and ethnicity to better understand how each goes together. Culture deals with the values, beliefs, behaviors, and material objects, which help, form a way of life for people. Race is when people are, categorized by the biological traits in which those in the society share, such as whites, African American, Asian, and others. Some might be classified as a ce rtain race due to traits such as the hair, skin color, facial features, or even body shape. Ethnicity is dealing with shared cultural heritage based on ancestors, language, and religions, which those people share. As we see these three things can go together, but they are also not alike in some ways as well. (Macionis, 2006) South Africa is comprised of many different languages, cultures, religions, and races. The nation consists of about â€Å"75 percent black, 14 percent white, 9 percent Colored, which is mixed racial heritage, and two percent Asian† as far as races go. (Knight and Mabunda, 2000) Then the races are divided out even more to form â€Å"ethnic groups with blacks being 5.6 million Xhosa, 5.3 million Zulu, and 4.2 million English† and â€Å"the 3.6 million Colored coming from many origins with a mixture of white, black and Asian ancestries† while the â€Å"6 million whites are about 3.6 million Afrikaner and 2.4 English heritages. Racism is the belief that one racial category is innately superior or inferior to another. There are many cases where one race has killed another race just because they were different. A race is a socially constructed category composed of people who share biologically transmitted traits that members of a society consider important. People may classify one another racially based on physical characteristics such as skin color, facial features, hair texture, and body shape. (Macionis, 2006). Race and ethnicity sometimes can be easily confused. The only way to clearly define the difference in the two is this: race refers to a person’s biological phenotype. Examples of races are Asian, African American, Indian, Caucasian, and so on. Ethnicity refers to a person’s cultural characteristics. Ethnicity is commonly defined by language, customs, or culture, common ancestors, and religion. Due to the countrys great ethnic diversity, South Africa has no single national culture. Ethnic and cultural assimilation have begun slowly to change this situation, but cultural differences still tend to correspond closely with racial ones, and each ethnic group may be identified with a more or less distinctive culture. At least 77% of South Africans are black Africans. Despite the effects of urbanization and westernization, (most black South Africans speak English or Afrikaans as well as an African mother tongue), the majority remain very poor and live rural and necessarily simple lives. Culture among black South Africans is consistent but by no means homogenous; marked distinctions can still be made along ethno-linguistic lines. South Africas policy of black economic empowerment (BEE) is not simply a moral initiative to redress the wrongs of the past. It is a pragmatic growth strategy that aims to realize the countrys full economic potential. In the decades before South Africa achieved democracy in 1994, the apartheid government systematically excluded African, Indian and colored people from meaningful participation in the countrys economy. This inevitably caused much poverty and suffering and a profoundly sick economy. The distortions in the economy eventually led to a crisis, started in the 1970s, when gross domestic product (GDP) growth fell to zero, and then hovered at about 3.4% in the 1980s. At a time when other developing economies with similar resources were growing, South Africa was stagnating. South African Colored culture is not easy to define as it refers to all people not categorized as white, black or Asian under racial classifications during apartheid. The first Colored people of South Africa were the slaves brought to the Cape after 1652 by the Dutch from the Dutch East Indies. The descendants of these people are sometimes referred to as Cape Malays. The South African Colored belief system of the descendants of slaves and exiled political prisoners brought here from the East by the Dutch is rooted in Islam. Among the political prisoners captured during their fight for freedom were holy men of noble birth who read secretly from the Koran to their people. (South African Tourism Research Site) The literature on transitional justice relates mechanisms such as truth commissions to the politics of negotiations. Such mechanisms are considered necessary to effect a smooth transition in circumstances where the institutions of the old order remain to a greater or lesser degree in place, yet are perceived as being unable or unwilling to facilitate the transition to a more democratic culture. In South Africa, as in many other emerging democracies, a crisis of legitimacy afflicted institutions such as the judiciary and security forces; they were thus seen as being constrained in their capacity to usher in a new order founded on democratic values especially for issues of accountability and prosecutions. Yet the need for these special transitional mechanisms implies a weakness or vulnerability in the new democracys ability to effectively affect the institutions of the old government and ensure political stability and peace. Thus in South Africa, for example, the amnesty provisio ns that formed one of the key planks of the TRC resulted from an effective refusal by the former apartheid governments security forces to guarantee peaceful elections without a reciprocal agreement by the premier liberation movement, the African National Congress (ANC), to provide some form of amnesty. Truth commissions are far from being merely a technical bridge between old and new; rather, they reflect the lines of ongoing contestation among and within opposing camps. The parliamentary debate that shaped the South African truth commission, for example, was extremely lengthy and heated, with the forces of the old order trying to limit the power and scope of the commission. Reference Page Macionis, 2006 Knight and Mabunda, 2000 South African Tourism Research Site The African National Congress (ANC Research Papers on Prejudice and Discrimination ArticleAssess the importance of Nationalism 1815-1850 EuropeWhere Wild and West Meet19 Century Society: A Deeply Divided EraBringing Democracy to AfricaHonest Iagos Truth through DeceptionHip-Hop is ArtAnalysis of Ebay Expanding into AsiaThe Hockey GameQuebec and CanadaCanaanite Influence on the Early Israelite Religion

Life Science Essay Example | Topics and Well Written Essays - 250 words - 1

Life Science - Essay Example This goal line technique (GLT) is used to show when the goal crosses the goal line. The technology works with the aid of an electronic device implanted in the ball and detected by the goal posts. This assists the referee in calling if a team has scored or not. This technology’s main aim is to aid referees in making the decision and does not replace the work of referees. The technology should provide whether the ball fully crosses the line, which makes it easier for the referee to make the final call. Sets of implemented systems involved testing of the Hawk-Eye and the GoalRef system. In the FIFA Club World Cup of 2012 in Japan, the goal line technology became applicable for the first time. Maintaining clear reference especially in global sporting events remains dependent on technology. The technology use in football not only aids in individualized analysis, but also eliminates unfair judgment (Topendsports

Lindsay Anderson's View of British Class and Society Essay

Lindsay Anderson's View of British Class and Society - Essay Example He later became a film critic for the Sequence Magazine co-founded with his long life friends Karl Reisz and Gavin Lambert. He later wrote for Sight and Sound, a journal for the British Film Institute and the New Statesman, a left wing weekly. He lashed at contemporary critics and their objectivity pursuit in one article for Sights and Sounds. Anderson went on to develop a philosophy concerning cinema, which was christened the Free Cinema movement in the latter part of the 1950s. This philosophy held that cinema in Britain needed to break off from the class-bound attitudes it projected and that the national screens needed to be adorned with stories of non-metropolitan Britain. This paper seeks to examine three of Anderson’s films: â€Å"If...†, â€Å"O, Lucky Man†, and â€Å"Britannia hospital† and the view of British class and society that they provided. The use of the word new wave to describe cultural phenomena is a vital metaphor that when extended and scrutinised further allows one to picture the deep up currents and swellings that formed the wave (Allon, 2007 p7). These films challenged the old norms and were driven by an amalgam of social-democratic and liberal sentiments, which can ironically be viewed as a portion of the success of the economic boom in Britain that allowed the era’s youth to dream, in relatively secure economic mind-frames, about futures other than those that had been held as the norm. Perhaps a perfect example is If†¦, which came at the tail-end of the New Wave’s phase of social realism and had a nature that was ambiguous in both its recognition of a rapidly changing and expanding British future and its style, both in technique and theme. After his vital role in the Free Cinema movement development, he was involved integrally in the social realist filmmaking of the British New Wave (Anderson et al, 2007 p45). His movie This Sporting Life, based on flashbacks, was viewed as having too much intensity and purely naturalistic. In 1968, Anderson made If†¦, which exceeded the success of Sporting Life. This was the 1st and most successful film of the loose trilogy that included Oh Lucky Man and Britannia Hospital. While the last two were not as successful as the If, they are considered as films of their era. Anderson worked the script for if with David Sherwin, which was co-produced by Michael Medwin and the director. It was set in a great public school in Britain, where the ruling class of Britain traditionally schooled their sons in the use of power (Hedling, 2008 p32). The script attracted Anderson for its projection of schools as a microcosm, especially, in Britain where social system was mirrored in its educational system. The film’s photography work was done by Ondricek, with most of the film in black and white. Some of the scenes are in colour though this is done intuitively rather than rationally. The film has eight chapters, some of the chapters being â€Å"Resistance†, â€Å"Discipline†, and â€Å"College House† among others. These chapters are further sib-divided into short scenes (Hedling, 2008 p32). This division was, from the beginning, intended as a device of Brechtian alienation, succinctly reminding the audience that what they were watching was an artificial construct rather than reality. The film aimed at having a powerful objectivity element such as vital in all films targeting understanding. If†¦

Investment and Portfolio Analysis Essay Example | Topics and Well Written Essays - 2000 words

Investment and Portfolio Analysis - Essay Example The understandings of market sentiments are very important for technical analysts and day-traders who try to maximize profits from stock price movement. The analysis of balance sheet of the company is found that the company has strong fundamentals including sufficient assets to cover its liabilities and there are no concerns regarding debt, payables, or inventory. With the help of several technical indicators, an investor will be able to analyze the relationship between price – volume and demand – supply for the overall market as well as the individual stock and make appropriate investment decisions. The company’s management has been able to successfully tackle the slow demand situation by introducing new products in the market at lower cost which increased the company’s sales volumes. With the increase in sales the company’s cost of production also increased at CAGR of 49% during the past three years. On the basis of these analysis and findings a s uitable recommendation can be given to investor regarding the attractiveness of the investment. The investment style of an individual varies from another depending on various opportunities and investment constraints. Individuals generally invest a certain portion of the surplus left after all necessary expenditures are carried out. The most common objective however is to maximize their return on investment. A proper fundamental and technical analysis generally provides a basic idea regarding these aspects and helps investors make informed investment decisions. Other factors like macroeconomic scenario, industry analysis, market sentiments and management analysis also plays an important factor in giving the best idea of a long or short sale investment decision. This report discusses these important investment tools with reference to a particular stock, which will help the investors a clue of

College Admissions Essay: The Need for a Higher Power in Politics :: College Admissions Essays

A president cheats on his wife, then lies about it. A speaker of the House makes thousands of dollars in an illegal book deal. Both political parties are caught trying to sneak campaign contributions under the table... Every time we open the morning paper, another scandal has been exposed, another political savior has fallen to earth, another mess has to be mopped up. With each exposé, the state of American politics seems to have sunk to an all-new low. Yet somehow we always remain optimistic. Each time another leader's misdeed is unearthed, we sigh, punish the offending politician, and hope for the best, believing that his behavior will be an anomaly, and that our system will march onward. But if these ethical lapses are simply apparitions, just blips on our collective moral radar screen, why do they occur with such regularity? Shouldn't the country be able to discover leaders immune to such failures? Instead, those placed in power repeat the errors of their predecessors, sometimes in even more serious ways. We seem to have a knack for choosing new leaders with the same fatal flaws as the old ones. Are these leaders being corrupted by a morally bankrupt system, or is the pool of candidates for public service so shallow that all we can find are bottom feeders? The answer to all these questions is quite simple yet, at the same time, difficult for many to accept. For the root of the problem is this: Political leaders, like all men, have a basic propensity towards evil. In theological circles, this concept is known as "inherent sin nature," but it doesn't matter how you put it - men are basically selfish, greedy, lecherous, nasty little fellows. This corrupt personality is nothing new. It was well diagnosed long ago by no less a mind than that of Plato. "How charming people are!" he wrote in his Republic, "Always doctoring, increasing and complicating their disorders, fancying they will be cured by some nostrum which somebody advises them to try, never getting better, but always growing worse. ... Are they not as good as a play, trying their hand at legislation, and imagining that by reforms they will make an end to the dishonesties and rascalities of mankind - not knowing that in reality they are cutting away at the head of a hydra?" Power, then, does not create man's nasty character.

Leadership Framework

Leadership Academy Leadership Framework A Summary  © 2011 NHS Leadership Academy. All rights reserved. The Leadership Framework is published on behalf of the NHS Leadership Academy by NHS Institute for Innovation and Improvement, Coventry House, University of Warwick Campus, Coventry, CV4 7AL. Publisher: NHS Institute for Innovation and Improvement, Coventry House, University of Warwick Campus, Coventry, CV4 7AL.This publication may be reproduced and circulated free of charge for non-commercial purposes only by and between NHS-funded organisations in England, Scotland, Wales and Northern Ireland staff, and their related networks and officially contracted third parties. This includes the right to reproduce, distribute and transmit this publication in any form and by any means, including e-mail, photocopying, microfilming, and recording. No other use may be made of this publication or any part of it except with the prior written permission and application for which should be in writi ng and addressed to the Director of Leadership (and marked ‘re. ermissions’). Written permission must always be obtained before any part of this publication is stored in a retrieval system of any nature, or electronically. Reproduction and transmission of this publication must be accurate, must not be used in any misleading context and must always be accompanied by this Copyright Notice. Warning: Unauthorised copying, storage, reproduction, adaptation or other use of this publication or any part of it is strictly prohibited. Doing an unauthorised act in relation to a copyright work may give rise to civil liabilities and criminal prosecution. Similar essay: Describe How Own Behaviour Could Impact NegativelyThe Clinical Leadership Competency Framework was created with the agreement of the NHS Institute for Innovation and Improvement and the Academy of Medical Royal Colleges from the Medical Leadership Competency Framework which was created, developed and is owned jointly by the NHS Institute for Innovation and Improvement and the Academy of Medical Royal Colleges. NHS Institute for Innovation and Improvement and Academy of Medical Royal Colleges (2010) Medical Leadership Competency Framework, 3rd edition, Coventry: NHS Institute for Innovation and Improvement. NHS Institute for Innovation and Improvement and Academy of Medical Royal Colleges 2010 The Leadership Framework The Leadership Framework provides a consistent approach to leadership development for staff in health and care irrespective of discipline, role or function, and represents the foundation of leadership behaviour that all staff should aspire to. Fundamental to its development was a desire to build on existing leadership frameworks used by different staff groups and create a single overarching leadership framework for all staff in health and care.In developing the Leadership Framework detailed research and consultation with a wide cross section of staff and stakeholders has been undertaken, including those with a patient perspective and those involved in healthcare outside the NHS such as professional bodies, academics, regulators and policy makers. Those consulted embraced the concept of the Leadership Framework because it affords a common and consistent approach to professional and leadership development, based on shared values and beliefs which are consistent with the principles and values of the NHS Constitution1.The Leadership Framework is based on the concept that leadership is not restricted to people who hold designated leadership roles and where there is a shared responsibility for the success of the organisation, services or c are being delivered. Acts of leadership can come from anyone in the organisation and as a model it emphasises the responsibility of all staff in demonstrating appropriate behaviours, in seeking to contribute to the leadership process and to develop and empower the leadership capacity of colleagues2.This document provides a summary of the seven domains of the Leadership Framework. A full and web based version can be found at www. leadershipacademy. nhs. uk/If Design and structure of the Leadership Framework Delivering services to patients, service users, carers and the public is at the heart of the Leadership Framework. The needs of the people who use services have always been central to healthcare and all staff work hard to improve services for them. However, if we are going to transform services, acting on what really matters to patients and the public is essential and nvolves the active participation of patients, carers, community representatives, community groups and the public i n how services are planned, delivered and evaluated3. The Leadership Framework is comprised of seven domains. Within each domain there are four categories called elements and each of these elements is further divided into four descriptors. These statements describe the leadership behaviours, which are underpinned by the relevant knowledge, skills and attributes all staff should be able to demonstrate.To improve the quality and safety of health and care services, it is essential that staff are competent in each of the five core leadership domains shown at right: demonstrating personal qualities, working with others, managing services, improving services, and setting direction. The two other domains of the Leadership Framework, creating the vision and delivering the strategy, focus more on the role and contribution of individual leaders and particularly those in senior positional roles. 1 Department of Health (2010) The NHS Constitution: the NHS belongs to us all.The NHS Constitution can be accessed via http://www. nhs. uk/choiceintheNHS/Rightsandpledges/NHSConstitution/Pages/Overview. aspx NHS Institute for Innovation and Improvement and Academy of Medical Royal Colleges (2009) Shared Leadership: Underpinning of the MLCF Patient and Public Engagement, Department of Health (2009) Putting Patients at the Heart of Care: The Vision for Patient and Public Engagement in Health and Social Care. www. dh. gov. uk/ppe 2 3 Leadership Framework: A Summary 3 The word ‘patient’ is used throughout the Leadership Framework to enerically cover patients, service users, and all those who receive healthcare. Similarly, the word ‘other’ is used to describe all colleagues from any discipline and organisation, as well as patients, service users, carers and the public. The leadership context The application and opportunity to demonstrate leadership will differ and the context in which competence can be achieved will become more complex and demanding with care er progression. We have therefore used four stages to describe this and to help staff understand their progression and development as a leader.They are: Stage 1 Own practice/immediate team – is about building personal relationships with patients and colleagues, often working as part of a multi-disciplinary team. Staff need to recognise problems and work with others to solve them. The impact of the decisions staff take at this level will be limited in terms of risk. Stage 2 Whole service/across teams – is about building relationships within and across teams, recognising problems and solving them. At this level, staff will need to be more conscious of the risks that their decisions may pose for self and others for a successful outcome.Stage 3 Across services/wider organisation – is about working across teams and departments within the wider organisation. Staff will challenge the appropriateness of solutions to complex problems. The potential risk associated with t heir decisions will have a wider impact on the service. Stage 4 Whole organisation/healthcare system – is about building broader partnerships across and outside traditional organisational boundaries that are sustainable and replicable. At this level leaders will be dealing with multi-faceted problems and coming up with innovative solutions to those problems.They may lead at a national/international level and would be required to participate in whole systems thinking, finding new ways of working and leading transformational change. Their decisions may have significant impact on the reputation of the NHS and outcomes and would be critical to the future of the NHS. 4 Leadership Framework: A Summary Application of the Leadership Framework and supporting tools The Leadership Framework is designed to enable staff to understand their progression as a leader and to support fostering and developing talent.There are many ways it can be applied, for example: †¢ To raise awareness t hat effective leadership is needed across the whole organisation †¢ To underpin a talent management strategy †¢ As part of an existing leadership development programme †¢ To inform the design and commissioning of training and development programmes †¢ To develop individual leadership skills †¢ As part of team development †¢ To enhance existing appraisal systems †¢ To inform an organisation’s recruitment and retention processes.To assist users the full and web based version have a suite of indicators across a variety of work place situations which illustrate the type of activity staff could be demonstrating relevant to each element and stage as well as examples of behaviours if they are not. Supporting tools A self assessment and 360 ° feedback tool support the Leadership Framework; in addition an online development module signposts development opportunities for each of the seven domains.The 360 ° is a powerful tool to help individuals id entify where their leadership strengths and development needs lie. The process includes getting confidential feedback from line managers, peers and direct reports. As a result, it gives an individual an insight into other people’s perceptions of their leadership abilities and behaviour. To assist with integrating the competences into postgraduate curricula and learning experiences, there is the LeAD e-learning resource which is available on the National Learning Management System and through e-Learning for Healthcare (www. -lfh. org. uk/LeAD). The Clinical Leadership Competency Framework and the Medical Leadership Competency Framework are also available to specifically provide staff with clinically based examples in practice and learning and development scenarios across the five core domains shared with the Leadership Framework. A summary version of the Leadership Framework follows, which includes the domains, elements and descriptors. Work-place indicators that demonstrate h e practical application of the framework at the four stages are included as tables in the back of the document. The examples in practice are not included, however these are available in the full document as well as on the website (www. leadershipacademy. nhs. uk/If). Leadership Framework: A Summary 5 1. Demonstrating Personal Qualities Effective leadership requires individuals to draw upon their values, strengths and abilities to deliver high standards of service.To do so, they must demonstrate effectiveness in: †¢ Developing self awareness by being aware of their own values, principles, and assumptions, and by being able to learn from experiences †¢ Managing yourself by organising and managing themselves while taking account of the needs and priorities of others †¢ Continuing personal development by learning through participating in continuing professional development and from experience and feedback †¢ Acting with integrity by behaving in an open, honest and et hical manner. 1. 1 Developing self awareness 1.Recognise and articulate their own value and principles, understanding how these may differ from those of other individuals and groups 2. Identify their own strengths and limitations, the impact of their behaviour on others, and the effect of stress on their own behaviour 3. Identify their own emotions and prejudices and understand how these can affect their judgement and behaviour 4. Obtain, analyse and act on feedback from a variety of sources 1. 2 Managing yourself 1. Manage the impact of their emotions on their behaviour with consideration of the impact on others 2.Are reliable in meeting their responsibilities and commitments to consistently high standards 3. Ensure that their plans and actions are flexible, and take account of the needs and work patterns of others 4. Plan their workload and activities to fulfil work requirements and commitments, without compromising their own health 1. 3 Continuing personal development 1. Actively seek opportunities and challenge for personal learning and development 2. Acknowledge mistakes and treat them as learning opportunities 3. Participate in continuing professional development activities 4.Change their behaviour in the light of feedback and reflection 1. 4 Acting with integrity 1. Uphold personal and professional ethics and values, taking into account the values of the organisation and respecting the culture, beliefs and abilities of individuals 2. Communicate effectively with individuals, appreciating their social, cultural, religious and ethnic backgrounds and their age, gender and abilities 3. Value, respect and promote equality and diversity 4. Take appropriate action if ethics and values are compromised 6 Leadership Framework: A Summary 2. Working with OthersEffective leadership requires individuals to work with others in teams and networks to deliver and improve services. To do so, they must demonstrate effectiveness in: †¢ Developing networks by working in partnership with patients, carers, service users and their representatives, and colleagues within and across systems to deliver and improve services †¢ Building and maintaining relationships by listening, supporting others, gaining trust and showing understanding †¢ Encouraging contribution by creating an environment where others have the opportunity to contribute †¢ Working within teams to deliver and improve services. . 1 Developing networks 1. Identify opportunities where working with patients and colleagues in the clinical setting can bring added benefits 2. Create opportunities to bring individuals and groups together to achieve goals 3. Promote the sharing of information and resources 4. Actively seek the views of others 2. 2 Building and maintaining relationships 1. Listen to others and recognise different perspectives 2. Empathise and take into account the needs and feelings of others 3.Communicate effectively with individuals and groups, and act as a positiv e role model 4. Gain and maintain the trust and support of colleagues 2. 3 Encouraging contribution 1. Provide encouragement, and the opportunity for people to engage in decision-making and to challenge constructively 2. Respect, value and acknowledge the roles, contributions and expertise of others 3. Employ strategies to manage conflict of interests and differences of opinion 4. Keep the focus of contribution on delivering and improving services to patients 2. Working within teams 1. Have a clear sense of their role, responsibilities and purpose within the team 2. Adopt a team approach, acknowledging and appreciating efforts, contributions and compromises 3. Recognise the common purpose of the team and respect team decisions 4. Are willing to lead a team, involving the right people at the right time Leadership Framework: A Summary 7 3. Managing Services Effective leadership requires individuals to focus on the success of the organisation(s) in which they work.To do so, they must b e effective in: †¢ Planning by actively contributing to plans to achieve service goals †¢ Managing resources by knowing what resources are available and using their influence to ensure that resources are used efficiently and safely, and reflect the diversity of needs †¢ Managing people by providing direction, reviewing performance, motivating others, and promoting equality and diversity †¢ Managing performance by holding themselves and others accountable for service outcomes. . 1 Planning 1. Support plans for clinical services that are part of the strategy for the wider healthcare system 2. Gather feedback from patients, service users and colleagues to help develop plans 3. Contribute their expertise to planning processes 4. Appraise options in terms of benefits and risks 3. 2 Managing resources 1. Accurately identify the appropriate type and level of resources required to deliver safe and effective services 2.Ensure services are delivered within allocated resour ces 3. Minimise waste 4. Take action when resources are not being used efficiently and effectively 3. 3 Managing people 1. Provide guidance and direction for others using the skills of team members effectively 2. Review the performance of the team members to ensure that planned services outcomes are met 3. Support team members to develop their roles and responsibilities 4. Support others to provide good patient care and better services 3. Managing performance 1. Analyse information from a range of sources about performance 2. Take action to improve performance 3. Take responsibility for tackling difficult issues 4. Build learning from experience into future plans 8 Leadership Framework: A Summary 4. Improving Services Effective leadership requires individuals to make a real difference to people’s health by delivering high quality services and by developing improvements to services.To do so, they must demonstrate effective in: †¢ Ensuring patient safety by assessing and m anaging risk to patients associated with service developments, balancing economic consideration with the need for patient safety †¢ Critically evaluating by being able to think analytically, conceptually and to identify where services can be improved, working individually or as part of a team †¢ Encouraging improvement and innovation by creating a climate of continuous service improvement †¢ Facilitating transformation by actively contributing to change processes that lead to improving healthcare. 4. 1 Ensuring patient safety 1.Identify and quantify the risk to patients using information from a range of sources 2. Use evidence, both positive and negative, to identify options 3. Use systematic ways of assessing and minimising risk 4. Monitor the effects and outcomes of change 4. 2 Critically evaluating 1. Obtain and act on patient, carer and user feedback and experiences 2. Assess and analyse processes using up-to-date improvement methodologies 3. Identify healthcare i mprovements and create solutions through collaborative working 4. Appraise options, and plan and take action to implement and evaluate improvements 4. 3 Encouraging improvement and innovation 1.Question the status quo 2. Act as a positive role model for innovation 3. Encourage dialogue and debate with a wide range of people 4. Develop creative solutions to transform services and care 4. 4 Facilitating transformation 1. Model the change expected 2. Articulate the need for change and its impact on people and services 3. Promote changes leading to systems redesign 6. Motivate and focus a group to accomplish change Leadership Framework: A Summary 9 5. Setting Direction Effective leadership requires individuals to contribute to the strategy and aspirations of the organisation and act in a manner consistent with its values.To do so, they must demonstrate effective in: †¢ Identifying the contexts for change by being aware of the range of factors to be taken into account †¢ Applyi ng knowledge and evidence by gathering information to produce an evidence-based challenge to systems and processes in order to identify opportunities for service improvements †¢ Making decisions using their values, and the evidence, to make good decisions †¢ Evaluating impact by measuring and evaluating outcomes, taking corrective action where necessary and by being held to account for their decisions. . 1 Identifying the contexts for change 1. Demonstrate awareness of the political, social, technical, economic, organisational and professional environment 2. Understand and interpret relevant legislation and accountability frameworks 3. Anticipate and prepare for the future by scanning for ideas, best practice and emerging trends that will have an impact on health outcomes 4. Develop and communicate aspirations 5. 2 Applying knowledge and evidence 1. Use appropriate methods to gather data and information 2.Carry out analysis against an evidence-based criteria set 3. Use inf ormation to challenge existing practices and processes 4. Influence others to use knowledge and evidence to achieve best practice 5. 3 Making decisions 1. Participate in and contribute to organisational decision-making processes 2. Act in a manner consistent with the values and priorities of their organisation and profession 3. Educate and inform key people who influence and make decisions 4.Contribute a clinical perspective to team, department, system and organisational decisions 5. 4 Evaluating impact 1. Test and evaluate new service options 2. Standardise and promote new approaches 3. Overcome barriers to implementation 4. Formally and informally disseminate good practice 10 Leadership Framework: A Summary 6. Creating the Vision Effective leadership involves creating a compelling vision for the future, and communicating this within and across organisations.This requires individuals to demonstrate effectiveness in: †¢ Developing the vision of the organisation, looking to the future to determine the direction for the organisation †¢ Influencing the vision of the wider healthcare system by working with partners across organisations †¢ Communicating the vision and motivating others to work towards achieving it †¢ Embodying the vision by behaving in ways which are consistent with the vision and values of the organisation. 6. 1 Developing the vision for the organisation 1.Actively engage with colleagues and key influencers, including patients and public, about the future of the organisation 2. Broadly scan and analyse the full range of factors that will impact upon the organisation, to create likely scenarios for its future 3. Create a vision which is bold, innovative and reflects the core values of the NHS 4. Continuously ensures that the organisation’s vision is compatible with future developments within the wider healthcare system. 6. 2 Influencing the vision of the wider healthcare system 1.Seek opportunities to engage in debate abo ut the future of health and care related services 2. Work in partnership with others in the healthcare system to develop a shared vision 3. Negotiate compromises in the interests of better patient services 4. Influence key decision-makers who determine future government policy that impacts on the NHS and its services. 6. 3 Communicating the vision 1. Communicate their ideas and enthusiasm about the future of the organisation and its services confidently and in a way which engages and inspires others 2.Express the vision clearly, unambiguously and vigorously 3. Ensure that stakeholders within and beyond the immediate organisation are aware of the vision and any likely impact it may have on them 4. Take time to build critical support for the vision and ensure it is shared and owned by those who will be communicating it. 6. 4 Embodying the vision 1. Act as a role model, behaving in a manner which reflects the values and principles inherent in the vision 2. Demonstrate confidence, self belief, tenacity and integrity in pursuing the vision 3.Challenge behaviours which are not consistent with the vision 4. Identify symbols, rituals and routines within the organisation which are not consistent with the vision, and replace them with ones that are. Leadership Framework: A Summary 11 7. Delivering the Strategy Effective leadership involves delivering the strategy by developing and agreeing strategic plans that place patient care at the heart of the service, and ensuring that these are translated into achievable operational plans.This requires individuals to demonstrate effectiveness in: †¢ Framing the strategy by identifying strategic options for the organisation and drawing upon a wide range of information, knowledge and experience †¢ Developing the strategy by engaging with colleagues and key stakeholders †¢ Implementing the strategy by organising, managing and assuming the risks of the organisation †¢ Embedding the strategy by ensuring that strate gic plans are achieved and sustained. 7. 1 Framing the strategy 1. Take account of the culture, history and long term underlying issues for the organisation 2.Use sound organisational theory to inform the development of strategy 3. Identify best practice which can be applied to the organisation 4. Identify strategic options which will deliver the organisation’s vision 7. 2 Developing the strategy 1. Engage with key individuals and groups to formulate strategic plans to meet the vision 2. Strive to understand others’ agendas, motivations and drivers in order to develop strategy which is sustainable 3. Create strategic plans which are challenging yet realistic and achievable 4. Identify and mitigate uncertainties and risks associated with strategic choices 7. Implementing the strategy 1. Ensure that strategic plans are translated into workable operational plans, identifying risks, critical success factors and evaluation measures 2. Identify and strengthen organisational capabilities required to deliver the strategy 3. Establish clear accountability for the delivery of all elements of the strategy, hold people to account and expect to be held to account themselves 4. Respond quickly and decisively to developments which require a change in strategy 7. 4 Embedding the strategy 1.Support and inspire others responsible for delivering strategic and operational plans, helping them to overcome obstacles and challenges, and to remain focused 2. Create a consultative organisational culture to support delivery of the strategy and to drive strategic change within the wider healthcare system 3. Establish a climate of transparency and trust where results are discussed openly 4. Monitor and evaluate strategic outcomes, making adjustments to ensure sustainability of the strategy 12 Leadership Framework: A Summary The following tables combine the indicators of behaviours at different leadership stages from each domain section.Please refer to the full domain pages f or the element descriptors. 1. DEMONSTRATING PERSONAL QUALITIES Effective leadership requires individuals to draw upon their values, strengths and abilities to deliver high standards of service. To do so, they must demonstrate effectiveness in demonstrating self awareness, managing themselves, continuing their personal development and acting with integrity. 2 Whole Service/Across Teams 3 Across Services/Wider Organisation Element Appreciates the impact they have on others and the impact others have on them. Routinely seeks feedback and adapts their behaviour appropriately.Reflects on their interactions with a wide and diverse range of individuals and groups from within and beyond their immediate service/organisation. Challenges and refreshes own values, beliefs, leadership styles and approaches. Overtly role models the giving and receiving of feedback. Successfully manages a range of personal and organisational demands and pressures. Demonstrates tenacity and resilience. Overcomes s etbacks where goals cannot be achieved and quickly refocuses. Is visible and accessible to others. Acts as an exemplar for others in managing their continuous personal development.Facilitates the development of a learning culture. 1 Own Practice/Immediate Team 4 Whole Organisation/Wider Healthcare System Uses sophisticated tools and sources to continuously learn about their leadership impact in the wider health and care community and improve their effectiveness as a senior leader. Understands how pressures associated with carrying out a high profile role impact on them and their performance. Remains focused on strategic goals when faced with competing and, at times, conflicting demands arising from differing priorities.Identifies where they need to personally get involved to achieve the most benefit for the organisation and wider healthcare system. Develops through systematically scanning the external environment and exploring leading edge thinking and best practice. Applies learnin g to build and refresh the service. Treats challenge as a positive force for improvement. 1. 1 Developing Self Awareness Reflects on how factors such as own values, prejudices and emotions influence their judgement, behaviour and self belief. Uses feedback from appraisals and other sources to consider personal impact and change behaviour.Understands personal sources of stress. 1. 2 Managing Yourself Plans and manages own time effectively and fulfils work requirements and commitments to a high standard, without compromising own health and wellbeing. Remains calm and focused under pressure. Ensures that own work plans and priorities fit with the needs of others involved in delivering services. Demonstrates flexibility and sensitivity to service requirements and remains assertive in pursuing service goals. Leadership Framework: A Summary Puts self forward for challenging assignments and projects which will develop strengths and address development areas.Acts as a role model for others in demonstrating integrity and inclusiveness in all aspects of their work. Challenges where organisational values are compromised. 1. 3 Continuing Personal Development Takes responsibility for own personal development and seeks opportunities for learning. Strives to put learning into practice. 1. 4 Acting with Integrity Behaves in an open, honest and inclusive manner, upholding personal and organisational ethics and values. Shows respect for the needs of others and promotes equality and diversity.Creates an open, honest and inclusive culture in accordance with clear principles and values. Ensures equity of access to services and creates an environment where people from all backgrounds can excel. Assures standards of integrity are maintained across the service and communicates the importance of always adopting an ethical and inclusive approach. Generic behaviours observed if individual is not yet demonstrating this domain: †¢ Demonstrates behaviours that are counter to core valu es of openness, inclusiveness, honesty and equality †¢ Lacks confidence in own abilities to deliver results Does not understand own emotions or recognise the impact of own behaviour on others †¢ Approaches tasks in a disorganised way and plans are not realistic †¢ Unable to discuss own strengths and development needs and spends little time on development 13 14 2 Whole Service/Across Teams 3 Across Services/Wider Organisation 4 Whole Organisation/Wider Healthcare System Works across boundaries creating networks which facilitate high levels of collaboration within and across organisations and sectors.Builds and maintains sustainable strategic alliances across the system and other sectors. Has high impact when interacting with others at all levels. Uses networks to bring individuals and groups together to share information and resources and to achieve goals. Identifies and builds effective networks with a range of influential stakeholders internal and external to the org anisation. Builds and maintains relationships with a range of individuals involved in delivering the service. Manages sensitivities between individuals and groups.Creates a supportive environment which encourages others to express diverse opinions and engage in decisionmaking. Constructively challenges suggestions and reconciles conflicting views. Helps lead others towards common goals, providing clear objectives and offering appropriate support. Shows awareness of team dynamics and acts to promote effective team working. Appreciates the efforts of others. Integrates the contributions of a diverse range of stakeholders, being open and honest about the extent to which contributions can be acted upon.Builds and nurtures trusting relationships at all levels within and across services and organisational boundaries. Creates systems which encourage contribution throughout the organisation. Invites contribution from different sectors to bring about improvements. Takes on recognised positio nal leadership roles within the organisation. Builds high performing inclusive teams that contribute to productive and efficient health and care services. Promotes autonomy and empowerment and maintains a sense of optimism and confidence. Contributes to and leads senior teams.Enables others to take on leadership responsibilities, building high level leadership capability and capacity from a diverse range of backgrounds. †¢ Does not encourage others to contribute ideas †¢ Does not adopt a collaborative approach 2. WORKING WITH OTHERS Effective leadership requires individuals to work with others in teams and networks to deliver and improve services. This requires them to demonstrate effectiveness in developing networks, building and maintaining relationships, encouraging contribution, and working within teams. Element 1 Own Practice/Immediate Team . 1 Developing Networks Identifies where working and cooperating with others can result in better services. Endeavours to work co llaboratively. 2. 2 Building and Maintaining Relationships Communicates with and listens to others, recognising different perspectives. Empathises and takes into account the needs and feelings of others. Gains and maintains trust and support. 2. 3 Encouraging Contribution Seeks and acknowledges the views and input of others. Shows respect for the contributions and challenges of others. Leadership Framework: A Summary 2. 4 Working within TeamsUnderstands roles, responsibilities and purpose within the team. Adopts a collaborative approach and respects team decisions. Generic behaviours observed if individual is not yet demonstrating this domain: †¢ Fails to network with others and/or allows relationships to deteriorate †¢ Fails to win the support and respect of others 3. MANAGING SERVICES Effective leadership requires individuals to focus on the success of the organisation(s) in which they work. This requires them to be effective in planning, managing resources, managing peo ple and managing performance. Whole Service/Across Teams 3 Across Services/Wider Organisation 4 Whole Organisation/Wider Healthcare System Anticipates the impact of health trends and develops strategic plans that will have a significant impact on the organisation and wider healthcare system. Ensures strategic objectives are translated into operational plans. Strategically manages resources across the organisation and wider healthcare system. Element Works collaboratively to develop business cases and service plans that support organisational objectives, appraising them in terms of benefits and risks.Leads service design and planning processes. Communicates and keeps others informed of strategic and operational plans, progress and outcomes. 1 Own Practice/Immediate Team 3. 1 Planning Contributes ideas to service plans, incorporating feedback from others including a diverse range of patients, service users and colleagues. 3. 2 Managing Resources Understands what resources are availabl e and organises the appropriate type and level of resources required to deliver safe and efficient services. Identifies resource requirements associated with delivering services.Manages resources and takes action to ensure their effective and efficient use. Forecasts resource requirements associated with delivering complex services efficiently and effectively. Manages resources taking into account the impact of national and local policies and constraints. Motivates and coaches individuals and teams to strengthen their performance and assist them with developing their own capabilities and skills. Aligns individual development needs with service goals. Leadership Framework: A Summary Provides others with clear purpose and direction.Helps others in developing their roles and responsibilities. Works with others to set and monitor performance standards, addressing areas where performance objectives are not achieved. †¢ Does not effectively manage and develop people †¢ Fails to identify and address performance issues 3. 3 Managing People Supports others in delivering high quality services and excellence in health and care. Inspires and supports leaders to mobilise diverse teams that are committed to and aligned with organisational values and goals. Engages with and influences senior leaders and key stakeholders to deliver joined up services. . 4 Managing Performance Uses information and data about performance to identify improvements which will strengthen services. Establishes rigorous performance measures. Holds self, individuals and teams to account for achieving performance standards. Challenges when service expectations are not being met and takes corrective action. Promotes an inclusive culture that enables people to perform to their best, ensuring that appropriate performance management systems are in place and that performance data is systematically evaluated and fed into future plans.Generic behaviours observed if individual is not yet demonstratin g this domain: †¢ Disorganised or unstructured approach to planning †¢ Wastes resources or fails to monitor them effectively 15 16 2 Whole Service/Across Teams 3 Across Services/Wider Organisation 4 Whole Organisation/Wider Healthcare System Creates a culture that prioritises the health, safety and security of patients and service users. Delivers assurance that patient safety underpins policies, processes and systems. Reviews practice to improve standards of patient safety and minimise risk.Monitors the impact of service change on patient safety. Develops and maintains audit and risk management systems which will drive service improvement and patient safety. Engages with others to critically evaluate services and create ideas for improvements. Synthesises complex information to identify potential improvements to services. Identifies potential barriers to service improvement. Benchmarks the wider organisation against examples of best practice in healthcare and other sectors . Evaluates options for improving services in line with future advances.Acts as a positive role model for innovation. Encourages dialogue and debate in the development of new ideas with a wide range of people. Challenges colleagues’ thinking to find better and more effective ways of delivering services and quality. Accesses creativity and innovation from relevant individuals and groups. Drives a culture of innovation and improvement. Integrates radical and innovative approaches into strategic plans to make the NHS world class in the provision of healthcare services. Focuses self and others on achieving changes to systems and processes which will lead to improved services.Energises others to drive change that will improve health and care services. Actively manages the change process, drawing on models of effective change management. Recognises and addresses the impact of change on people and services. Inspires others to take bold action and make important advances in how servi ces are delivered. Removes organisational obstacles to change and creates new structures and processes to facilitate transformation. †¢ Maintains the status quo and sticks with traditional outdated ways of doing things †¢ Fails to implement change or implements change for change’s sake 4.IMPROVING SERVICES Effective leadership requires individuals to make a real difference to people’s health by delivering high quality services and by developing improvements to services. This requires them to demonstrate effectiveness in ensuring patient safety, critically evaluating, encouraging improvement and innovation and facilitating transformation. Element 1 Own Practice/Immediate Team 4. 1 Ensuring Patient Safety Puts the safety of patients and service users at the heart of their thinking in delivering and improving services. Takes action to report or rectify shortfalls in patient safety. . 2 Critically Evaluating Uses feedback from patients, carers and service users t o contribute to healthcare improvements. Leadership Framework: A Summary 4. 3 Encouraging Improvement and Innovation Questions established practices which do not add value. Puts forward creative suggestions to improve the quality of service provided. 4. 4 Facilitating Transformation Articulates the need for changes to processes and systems, acknowledging the impact on people and services. Generic behaviours observed if individual is not yet demonstrating this domain: Overlooks the need to put patients at the forefront of their thinking †¢ Does not question/evaluate current processes and practices 5. SETTING DIRECTION Effective leadership requires individuals to contribute to the strategy and aspirations of the organisation and act in a manner consistent with its values. This requires them to demonstrate effectiveness in identifying the contexts for change, applying knowledge and evidence, making decisions, and evaluating impact. 2 Whole Service/Across Teams 3 Across Services/Wi der Organisation 4 Whole Organisation/Wider Healthcare System Synthesises knowledge from a broad range of sources.Identifies future challenges and imperatives that will create the need for change and move the organisation and the wider healthcare system in new directions. Influences the context for change in the best interests of services and service users. Uses knowledge, evidence and experience of national and international developments in health and social care to influence the future development of health and care services. Ensures that corporate decision-making is rigorous and takes account of the full range of factors impinging on the future direction of the organisation and the wider healthcare system.Can operate without all the facts. Takes unpopular decisions when in the best interests of health and care in the long term. Identifies gains which can be applied elsewhere in the organisation and incorporates these into operational/ business plans. Disseminates learning from ch anges which have been introduced. Synthesises learning arising from changes which have been introduced and incorporates these into strategic plans. Shares learning with the wider health and care community. Element Identifies the external and internal drivers of change and communicates the rationale for change to others.Actively seeks to learn about external factors which will impact on services. Interprets the meaning of these for services and incorporates them into service plans and actions. 1 Own Practice/Immediate Team 5. 1 Identifying the Contexts for Change Understands the range of factors which determine why changes are made. 5. 2 Applying Knowledge and Evidence Gathers data and information about aspects of the service, analyses evidence and uses this knowledge to suggest changes that will improve services in the future. Involves key people and groups in making decisions.Actively engages in formal and informal decision-making processes about the future of services. Obtains and analyses information about services and pathways to inform future direction. Supports and encourages others to use knowledge and evidence to inform decisions about the future of services. Understands the complex interdependencies across a range of services. Applies knowledge to set future direction. Leadership Framework: A Summary Evaluates and embeds approaches and working methods which have proved to be effective into the working practices of teams and individuals. 5. 3 Making DecisionsConsults with others and contributes to decisions about the future direction/vision of their service. Remains accountable for making timely decisions in complex situations. Modifies decisions and flexes direction when faced with new information or changing circumstances. 5. 4 Evaluating Impact Assesses the effects of change on service delivery and patient outcomes. Makes recommendations for future improvements. Generic behaviours observed if individual is not yet demonstrating this domain: †¢ Makes poor decisions about the future †¢ Fails to evaluate the impact of previous decisions and actions Unaware of political, social, technical, economic, organisational factors that impact on the future of the service/organisation †¢ Does not use an evidence-base for decision-making 17 18 ELEMENT DESCRIPTORS (see also page 11) 4 Whole Organisation/Wider Healthcare System Actively engages key stakeholders in creating a bold, innovative, shared vision which reflects the future needs and aspirations of the population and the future direction of healthcare. Thinks broadly and aligns the vision to the NHS core values and the values of the wider healthcare system.Actively participates in and leads on debates about the future of health, wellbeing and related services. Manages political interests, balancing tensions between organisational aspirations and the wider environment. Shapes and influences local, regional and national health priorities and agendas. Clearly communicates t he vision in a way that engages and empowers others. Uses enthusiasm and energy to inspire others and encourage joint ownership of the vision. Anticipates and constructively addresses challenge. Consistently displays passion for the vision and demonstrates personal commitment to it through their day-to-day actions.Uses personal credibility to act as a convincing advocate for the vision. †¢ Misses opportunities to communicate and share understanding of the vision with others †¢ Lacks enthusiasm and commitment for driving the vision 6. CREATING THE VISION Those in senior positional leadership roles create a compelling vision for the future, and communicate this within and across organisations. This requires them to demonstrate effectiveness in developing the vision for the organisation, influencing the vision of the wider healthcare system, communicating the vision and embodying the vision.Element 6. 1 Developing the Vision for the Organisation †¢ Actively engage with c olleagues and key influencers, including patients and public, about the future of the organisation †¢ Broadly scan and analyse the full range of factors that will impact upon the organisation, to create likely scenarios for its future †¢ Create a vision which is bold, innovative and reflects the core values of the NHS †¢ Continuously ensures that the organisation’s vision is compatible with future developments within the wider healthcare system . 2 Influencing Vision in the Wider Healthcare System †¢ Seek opportunities to engage in debate about the future of health and care related services †¢ Work in partnership with others in the healthcare system to develop a shared vision †¢ Negotiate compromises in the interests of better patient services †¢ Influence key decision-makers who determine future government policy that impacts on the NHS and its services Leadership Framework: A Summary 6. 3 Communicating the Vision Communicate their ideas an d enthusiasm about the future of the organisation and its services confidently and in a way which engages and inspires others †¢ Express the vision clearly, unambiguously and vigorously †¢ Ensure that stakeholders within and beyond the immediate organisation are aware of the vision and any likely impact it may have on them †¢ Take time to build critical support for the vision and ensure it is shared and owned by those who will be communicating it 6. 4 Embodying the Vision Act as a role model, behaving in a manner which reflects the values and principles inherent in the vision †¢ Demonstrate confidence, self belief, tenacity and integrity in pursuing the vision †¢ Challenge behaviours which are not consistent with the vision †¢ Identify symbols, rituals and routines within the organisation which are not consistent with the vision, and replace them with ones that are Generic behaviours observed if individual is not yet demonstrating this domain: Does not involve others in creating and defining the vision †¢ Does not align their vision with the wider health and care agenda 7. DELIVERING THE STRATEGY Those in senior positional leadership roles deliver the strategic vision by developing and agreeing strategic plans that place patient care at the heart of the service, and ensuring that these are translated into achievable operational plans. This requires them to demonstrate effectiveness in framing the strategy, developing the strategy, implementing the strategy, and embedding the strategy. ElementELEMENT DESCRIPTORS (see also page 12) 4 Whole Organisation/Wider Healthcare System Critically reviews relevant thinking, ideas and best practice and applies whole systems thinking in order to conceptualise a strategy in line with the vision. 7. 1 Framing the Strategy †¢ Take account of the culture, history and long term underlying issues for the organisation †¢ Use sound organisational theory to inform the development of strate gy †¢ Identify best practice which can be applied to the organisation †¢ Identify strategic options which will deliver the organisation’s vision . 2 Developing the Strategy †¢ Engage with key individuals and groups to formulate strategic plans to meet the vision †¢ Strive to understand others’ agendas, motivations and drivers in order to develop strategy which is sustainable †¢ Create strategic plans which are challenging yet realistic and achievable †¢ Identify and mitigate uncertainties and risks associated with strategic choices Integrates the views of a broad range of stakeholders to develop a coherent, joined up and sustainable strategy.Assesses organisational readiness for change. Manages the risks, political sensitivities and environmental uncertainties involved. Leadership Framework: A Summary 7. 3 Implementing the Strategy †¢ Ensure that strategic plans are translated into workable operational plans, identifying risks, critic al success factors and evaluation measures †¢ Identify and strengthen organisational capabilities required to deliver the strategy †¢ Establish clear accountability for the delivery of all elements f the strategy, hold people to account and expect to be held to account themselves †¢ Respond quickly and decisively to developments which require a change in strategy Responds constructively to challenge. Puts systems, structures, processes, resources and plans in place to deliver the strategy. Establishes accountabilities and holds people in local, regional, and national structures to account for jointly delivering strategic and operational plans. Demonstrates flexibility when changes required. 7. 4 Embedding the Strategy Support and inspire others responsible for delivering strategic and operational plans, helping them to overcome obstacles and challenges, and to remain focused †¢ Create a consultative organisational culture to support delivery of the strategy and t o drive strategic change within the wider healthcare system †¢ Establish a climate of transparency and trust where results are discussed openly †¢ Monitor and evaluate strategic outcomes, making adjustments to ensure sustainability of the strategy Enables and supports the conditions and culture needed to sustain changes integral to the successful delivery of the strategy.Keeps momentum alive by reinforcing key messages, monitoring progress and recognising where the strategy has been embraced by others. Evaluates outcomes and uses learnings to adapt strategic and operational plans. Generic behaviours observed if individual is not yet demonstrating this domain: †¢ Absolves oneself of responsibility for holding others to account †¢ Fails to enable an organisational culture that embraces the strategy †¢ Does not align the strategy with local, national and/or wider health care system requirements †¢ Works to develop the strategy in isolation without input or feedback from others 19