High school Research Paper Example | Topics and Well Written Essays - 1000 words

Secondary school - Research Paper Example There are different stages in a person’s improvement and development which are more important than others. For a few, secondary school life is the most charming because of the new connections and encounters that happen at the perfect time. As teenagers investigate the world and create solid bonds with companions and educators, it is perceived that level and profundity of connections contrast as indicated by formal or casual structures (Chapter 4: School and Classroom Environment). As to understudy instructor connections, a few understudies have formal associations with educators, and some of them have casual associations with educators. Formal connections among understudies and educators exist when correspondence examples and lines of power are unmistakably settled and authorized. As characterized, formal structures watch â€Å"sets of decides and guidelines that characterize the connections among individuals and assignments, and decide the conveyance of power† (Capra 104). In formal connections, there are apparent limits and correspondence is made on an expert way. The way of talking, words picked, subjects of discussion are officially organized and center essentially around scholarly execution and progress of the understudy. In like manner, even the manner in which teachers dress or be tended to by title influences the manner in which understudies clearly see connections as carefully formal (Sebastian and Bristow).

The Value of Sex in Romeo and Juliet and Measure for Measure Essay

 â â â Renaissance England frequently regards female sex and virginity as a product. Shakespeare perceives this conviction framework in Measure for Measure and Romeo and Juliet. In Romeo and Juliet, Juliet's virginity goes about as a product. Be that as it may, it isn't her product; rather, it has a place with her dad. Capulet utilizes it as a bargaining device. In act three, scene four, he settles on a marriage concurrence with Paris. He says, Sir Paris, I will make an edgy delicate/Of my youngster's adoration. I figure she will be administered/In all regards by me. Nay, more, I question it not (12-14). The main definition in the Oxford English Dictionary characterizes delicate as to offer or advance (a supplication, issue, averment; proof, and so on.) in due and formal terms; spec. to offer (cash, and so forth.) in release of obligation or risk (def. 1). The OED refers to Littleton's Tenures in 1544 for instance of this definition: The Lorde maye delicate a conuenient mariage wythout deperagyng of such a beneficiary female. Subsequent definitions likewise characterize delicate as to make (genuinely) delicate, delicate, or feeble (def. 2d). These definition s demonstrate the ecconomic estimation of Juliet's body. Capulet debilitates Juliet genuinely in 3.5 by requesting her to wed Paris or ask, starve, kick the bucket in the lanes (192). In numerous creations, Capulet strikes Juliet, underlining her delicate state. He has full command over Juliet's life and thus, her body. Her virginity is a bargaining apparatus, something he can sell spontaneously to the most elevated bidder. Inside this arrangement of masterminded relationships, sex works as a ware.  Measure for Measure additionally addresses the commodification of sex by featuring female virginity, the individuals who are and the individuals who aren't. In this play, female virginity works as a... ...odity, urgently looked for after by men. Their product places them in a twofold dilemma: To be explicitly dynamic is to be suspect, to be a virgin is to be alluring and accordingly possibly explicitly dynamic and conceivably suspect. Whichever way ladies lose. Whichever way they are sexualised (Macfarlane 78).   Works Cited:  Carlson, Susan. 'Affectionate Fathers' and Sweet Sisters: Alternative Sexualities in Measure for Measure. Essays in Literature 16:1 (1989): 13-31.  MacFarlane, Linda. Heads You Win Tails I Lose. Critical Survey 5:1 (1993): 77-82.  Riefer, Marcia. 'Instruments of Some More Mightier Member': The Construction of Female Power in Measure for Measure. Shakespeare Quarterly 35:2 (1984): 157-169.  Shakespeare, William. Measure for Measure. Greenblatt 2021-2090. - . Romeo and Juliet. Greenblatt 865-941.

Interview Question Essay Introduction Sample - Gets a Job by Writing Your Resume

Interview Question Essay Introduction Sample - Gets a Job by Writing Your ResumeDo you want to know how to write an effective interview question essay introduction? It is very important that you know what you are doing before you even start! I am going to show you a few sample questions and then give you the tips to creating the best possible introduction to your resume.You need to begin by asking a question. This question should be directed at the candidate and it must relate to the job. The question needs to relate to one of the skills or attributes that are required for the job. This question needs to be fair, but it must also be specific.The key to writing a question that will drive the candidate to show you the skills you are looking for is to start with the real key to your goal. Remember, you are not asking about the qualifications, but about what it is that is expected of you. Always start with a question that leads the candidate into making a connection between the two.Once you have found the effective questions, then move onto creating a more general introduction. Again, a short, direct question with specific information is needed here. If you have the candidate answer a generic question, then you will have wasted time and money on this process.Good questions are specific in some way. They will also be personal and lead the candidate into showing you the skills that you need. Remember, the purpose of your question is to bring the candidate closer to showing you their true potential. The more connected the questions are, the better.The next step to take in creating an appropriate interview question essay introduction sample is to make sure the question is specific. The reason is that the candidate needs to understand what it is that you are looking for in order to best hire them. There is no point in sending them a generic question when they don't even know what it is!Once you have a good and connected introductory question, then make sure you have a f ollow up question that is specific as well. The follow up question is going to be a summary of the skills and abilities that were demonstrated in the introduction. Keep in mind that you should always be respectful of the candidate, but make sure you get what you are looking for.If you have not yet hired a resume editor to help you with this process, you should start now. If you are not prepared to get your resume editing, there is little reason to hire a resume editor to do the work for you.

In Housekeeping by Marilynne Robinso, Categorical...

In Housekeeping by Marilynne Robinson, the story follows Ruth and Lucille as they pass through the care of their mother, grandmother, great-aunts, and finally their mother’s transient sister, Sylvie. While Ruth is generally passively accepting of the care or lack thereof that she receives from these women, no matter how unconventional, Lucille purposefully sets herself against Sylvie. After existing outside of the boundaries that society imposes for the majority of her adult life, Sylvie is unable to provide the structured normality to which Lucille so desperately cleaves. In their own methods of seeking happiness, Sylvie prefers a fluid way of housekeeping, while Lucille needs strict adherence to convention. The polar relationship that†¦show more content†¦Even while Sylvie is trying to live without boundaries, in the way that she claims makes her feel the most at peace, she contemplates suicide. â€Å"She walked up the bank, and stood looking across the bridge for a moment, and then she began carefully, tie by tie, out onto it. Slowly she walked on and on, until she was perhaps fifty feet out over the water†¦ ‘I’ve always wondered what it would be like.’† (81-82) Sylvie knows that the only way to live unrestricted is to die, much the way Helen did. In reality, however, society even places restrictions death. While the decedent may not be sentient and aware of such things, the categories of natural death, accidental death, and suicide are all seen within Housekeeping, and are a way of defining the lives of those who die after their deaths. However, it is her earthly restrictions – her obligations to Ruth and Lucille – that prevent Sylvie from committing suicide. In extreme contrast, Lucille has boundaries, and if society has an expectation, Lucille is going to follow it. Though the community did not peer through the windows at suppertime, Lucille requires complete normalcy from herself at all times. â€Å"She insisted on light at suppertime. She found three place settings of china and began demanding meat and vegetables.† (102) These demands are not unreasonable, but for a child to be requiring such things rather than grilled cheese sandwiches is odd – what kid

Workplace Conflict Resolution †a Case Study - 852 Words

Workplace Conflict Resolution – A Case Study Posted on October 13, 2009 Leaders frequently face situations where conflict arises in the workplace and they’re called upon to resolve the situation. Although conflict is not generally regarded as a positive experience it actually can be a key opportunity to create change that will reduce friction in the workplace. We can begin to defuse conflict by understanding what it is and implementing some practical strategies to manage it. Conflict is a natural part of the workplace experience; people do not see eye to eye on everything and often dig in and defend their positions. Conflict arises when individuals do not see the world in the same way. The trap we fall into is assuming that conflict†¦show more content†¦Tom has tried everything he knows to smooth things out but the two still spar frequently. This chronic pattern has led to disciplinary action by Tom and complaints to human resources by Tina. Both parties are productive employees who love the company and their jobs but do not know how to move beyond all this conflict. Tom realizes that in order to build an effective team he has to have Tina on board but he doesn’t know how to do it. He knows that by using Tina’s skills and energy he will look better and the company will benefit. But how to do it? Following our common-sense approach Tom asks Tina to sit down and talk. It’s important to mention first that managers benefit greatly by putting in place some key elements that lead to successful conversations such as meeting at a mutually convenient time, no distractions or interruptions allowed, no agendas, a calm environment and unrestricted time to talk. When we set up an environment conducive to relaxed conversation we create a greater likelihood of success. A small investment in time up front to talk in depth can more than make up for the countless lost hours and cost devoted to ongoing conflict. They begin the conversation and together they discover that one issue at hand is that Tina prefers to work with less supervision. They agree that they will talk about that one issue and name it, â€Å"Tina working with less supervision.† The next thing they do is that each talks about what he or she thinks about Tina workingShow MoreRelatedConflicts And Conflict Resolution Process1671 Words   |  7 PagesConflicts are inevitable in any human s’ interaction which makes their occurrence normal in the workplace. Conflict can be caused by imbalance of power and communication barriers that arise from the social structure or individual interpersonal’ perceptions, assumptions and expectations. The interpersonal conflict has a huge impact on the individual himself and extends to the workplace. The Human Resources (HR) role comes in light to attempt to help in the conflict resolution process. 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It is vital to embrace conflict and address problems through effective conflict-resolutionRead MoreEmployee Retention Rates And The Quality Of Work910 Words   |  4 Pagessuch as conflict resolution is a major facet in employee satisfaction It is very important to try and ensure that the time employees are spending at work is both fruitful for the organization, as well as conducive to the staffs mental health. Disgruntled employees can impact an organization in a small way by not completing tasks accurately or in a timely fashion. They can also make a large impact by spreading negative information about the organization or even as far as a violent workplace outburst

Most Common Means Of Suicide Among Military Veterans

Active Duty Service Members. Traditionally, the U.S. military has faced lower suicide rates compared to their civilian counterparts. However, the suicide rate among active duty military personnel has increased in the last decade, almost doubling in the Army and Marine Corps. Unlike the low active duty suicide rates of Vietnam, OEF/OIF active duty suicide rates are at near record highs (McCarl, 2013). Once again, it is believed that multiple deployments to Iraq and Afghanistan is one of the culprits of this staggering statistic. Since operations has begun in the Middle East in 2001 through 2011, there have been 2,810 military personnel who have committed suicide while on active duty (McCarl, 2013). Suicide by Firearms. Firearms are the most common means of suicide among military veterans. Among male veterans, 84% of completed suicides involved firearms, compared to 55% among nonveterans (Kaplan et al., 2009). Firearm suicide rates were highest among veterans aged 18 to 34 and those aged 65 years and older. Firearm suicide rates among veterans aged 18 to 34 years was a staggering 150% higher than that of their civilian counterparts (Kaplan et al., 2009). Kaplan et al. (2009) has found that 75% of military veterans report that they own a firearm, of those individuals 59% have considered using a firearm to complete suicide, and 38% had loaded a firearm with suicide in mind while intoxicated (p. 503). Women Veterans. Women now make up a significant number of theShow MoreRelatedThe Veterans Of Foreign Wars Organization Essay1187 Words   |  5 PagesIntroduction The Veterans of Foreign Wars Organization (VFW) is a nonprofit group founded in 1899 comprised of military service members and qualified veterans. Their mission is to serve the veterans, military, and community while nurturing camaraderie (VFW, n.d.). 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Major Issue In All Levels Of Organization †Myasssigmenthelp.Com

Question: What Is The Major Topical Issue In All Levels Of Organization? Answer: Introduction In the recent decades, effective leadership has emerged to be a major topical issue in all levels of organization due to the critical part that leadership plays towards the success of an organization. Due to the critical role of leadership, it is important for the one in leadership position to possess self-awareness regarding his leadership strengths and weaknesses. To facilitate this process, have been developed several tools for leaders to carry out self-assessment. Some of these tools include Leadership self-assessment Personal Style Inventory, Credibility Assessment, and Leadership Assessment Team Leadership Styles Profile. This paper is going to provide an analysis of my potential as a leader following the results of the three leadership assessment tools above. An explanation of the purpose of the assessment tool Leadership Assessment Team Leadership Styles Profile is based on leadership attributes scale that is used in the leadership curriculum of Monash University. It consists of an 18-item questionnaire, which allows a leader to respond by marketing them on a scale of 1 (Always) to 4 (Never). The purpose of this tool is to assess ones leadership behavior and to determine his or her style of leadership. This tool divides leaders into three categories, for example, autocratic; a leader who focuses on costs and control, collaborative; a leader who is productive and cooperative, and empowering; a leader who demonstrates high involvement with the team and its activities. The second leadership tool is the Credibility Assessment, whose purpose is to provide students with information about their current level of credibility with regards to leadership. It is made up of a 14-item questionnaire that allows one to respond in a scale of 1 to 5, and the scores are used to determine whether a leader possess two major components of credible leadership, which are trust and expertise. The third tool is the Leadership self-assessment Personal Style Inventory, which is made up of a consisting of 32-item questionnaire. The purpose of this tool is to help first line supervisors, manager, and team leaders to carry out their personal inventory based on four dimension. These dimensions are introversion and extroversion, sensing and intuiting, judging and perceiving and thinking and feeling. A discussion about the insights the results provided into your potential as a leader According to the results of Leadership self-assessment Personal Style Inventory, I have a high potential of becoming an effective leader. Based on the first dimension, I am an extrovert due to my characteristics of interacting with others and the ability to understand the external. According to transactional theory of leadership, a good leader should possess effective skills of collaboration and teamwork to steer a team towards success (Turner Mller, 2010). These skills are vital because they enable the leader to develop a skilled and a talented team to achieve the goals and objectives that have been set. Through effective collaboration and teamwork, I can develop a team where members supplement one anothers weaknesses. This is in accordance with the trait-based theory of leadership that states that a good leader influences people through his innate characteristic (Zaccaro, 2007). The results also show that I am a thinker more than a feeler. This shows that I have effective thinking skills, which is vital for successful leadership. As a leader, I am able to make reasonable and well-thought out judgment and express my ideas in a logical manner (French Tracey, 2010). Equally, as a leader I can conceptualize, analyze and synthesize the information that I receive from my subordinates and make appropriate decisions that facilitate the achievement of the set goals and objectives (Elder Paul, 2009). Based on the Credibility Assessment Tool, I lack the sufficient expertise to be a leader; however, I have a high level of trust in my organization. With a score of 25, I have sufficient expertise in my organization, but I need to make significant improvements to become an effective leader. My colleagues view me a subject matter expert and this gives me a high potential of becoming an effective leader within my organization. Based on the traits theory of leadership, one must believe in himself and he should be able to win the trust of his subordinates by demonstrating good qualities of leadership (Goodwin, Lee Whittington, Murray, Nichols, 2011). According to the findings of the Leadership Assessment Team Leadership Styles Profile, I have very minimal potential of being a collaborative frontline winner. The transformational theory of leadership requires that a leader should possess effective skills of collaboration to transform and inspire his team to achieve the set goals and objectives (Riaz Haider, 2010). However, the lack of these skills limits my potential of serving as a good leader due to lack of the ability to transform and inspire my subordinates to embrace teamwork. Despite this, I have effective skills of empowering front line leader, therefore, the ability to get involved in the activities of my organization enables me to inspire my team to success. Besides, my low score on autocratic leadership demonstrate that I have the potential of becoming a good leader who embraces teamwork. This is in accordance to the democratic theory of leadership, which advocates for the involvement and participation of the subordinate s in the decision making process. A comparison and contrast of the results from each self-assessment Similarities The results from all the three assessment tools indicate that I possess effective critical thinking skills. Leadership self-assessment Personal Style Inventory, I am a thinker more than a perceiver. Equally, according to Leadership Assessment Team Leadership Styles Profile, always solve problems as they come. These shows that in have effective analytical skills to make informed decisions to steer my team towards success (Truss, Shantz, Soane, Alfes, Delbridge, 2013). Another similarity between the three tools is that I have characteristics of a collaborative leader. The tools shows that I am an extrovert, I interact with my team members and I engage them in the process of decision-making and in the teams activities to attain the set goals (Pandya, 2014).This is in accordance to the democratic theory of leadership, which advocates for the involvement of the subordinates in the process of decision making (Goodpasture, 2010). This is similar to the findings of Leadership self-assessment Personal Style Inventory which shows that I am an empowering frontline leader who embraces the involvement of others in organizational tasks. Similarly, the Credibility Assessment shows that I have a strong relationship with my team members. Differences The results of Leadership Self-assessment Personal Style Inventory shows that I highly embrace teamwork and collaboration and that I value working with others. This is similar to the results of Credibility Assessment provide contrary results a collaborative leader due to my practice of involving my subordinates in the decision-making process. On the other hand, the results of the Leadership Assessment Team Leadership Styles Profile, which shows that I score very low as a collaborative frontline leader. Therefore, I do not cooperate with my colleagues and these results contradicts the findings of the first two tools. Another difference between the results of the three tools is in my decision-making process. Accounting to Leadership Assessment Team Leadership Styles Profile, I often make instant decisions on my own. This can be understood through the situational/contingency theory of leadership, which advocates for taking contingency measures to address unexpected events within an organization (Peretomode, 2012). On the other hand, the results of Credibility Assessment and the Leadership Self-assessment Personal Style Inventory show that I only make decisions after consulting with my team; a characteristic of a collaborative leader (Coleman MacNicol, 2015). Leadership Styles Concise Analysis Transformational leadership refers a leadership style where the leader works in collaboration with the subordinates to identify the relevant changes, develop a vision and inspire the subordinates to achieve the set goals (Neider Schriesheim, 2011). On the other hand, trait-based leadership is where the leader utilizes his unique inborn character to provide leadership and inspire the subordinates to achieve the set goals and objectives (Yukl, 2010). This section is going to discuss the similarities and differences between these two styles of leadership. Similarities between trait based and transformational leadership With regards the roles, both leadership styles involves having a strong influence on the subordinates (Boerner, Eisenbeiss, Griesser, 2007). According to trait-based theory, a leader is born with certain particular individual features and capabilities that distinguish them from their subordinates. The leader utilizes these special characters to influence their subordinates. Equally, transformational leaders develop a strong vision to inspire their subordinate to work towards it. With regards to behavior, both leadership style entails collaboration and team. It is required that leaders should work together with subordinates and that the whole team should be engaged in the decision-making process and get involved in all organizational activities to ensure organizational success (Northouse, 2016,). With regards to preference, both transformational leaders prefer the development of a vision and inspiring their subordinates to success. Both leaders possess excellent visionary skills and able to formulate effective visions according to the needs of their subordinates. Differences With regards to type, transformational leaders embrace democracy in their leadership process because they need to work with subordinates to identify a change and work towards achieving the desired change (Winkler, 2010). Conversely, trait-based style of leadership tends to embrace autocracy due to their unique characters which command followership even without the will of the followers. Concerning the role of a leader, transformational leaders play the role of motivating their subordinates to towards the achievement of the main goal. Transformational organizational leaders use motivational theories such as Maslows hierarchy of needs to motivate their followers, for instance, they identify the needs of their followers and work towards fulfilling them (Norman, Avolio, Luthans, 2010). On the other hand, trait-based leaders give directions for others to follower without necessarily motivating them. Concerning capabilities, transformation leaders can arouse the emotions of the followers through effective communication skills to lead them towards the achievement of the set organizations goals. According to the transformational leadership theory, effective leadership entails the ability to motivate and inspire your subordinates or team members to attain the set goals according to the needs of the team (Riaz Haider, 2010). Conversely, the trait-based leaders rely on the use of punishment and rewards trigger motivation to their followers to work towards achieving the set goals. In conclusion, both transformational and trait-based leadership share a lot in common, for example, the use of collaboration and inspiring the subordinates. These skills enable them to lead their teams to success. However, they have some differences, for example, while transformational leaders embrace democracy, trait-based leaders tend to be more autocratic in the leadership process. References Coleman, S. MacNicol, D., 2015,Project Leadership, Gower Publishing, Ltd: Farnham, Surrey, UK Burlington, VT. Elder, L. Paul, R., 2009. The Aspiring Thinkers Guide to Critical Thinking. Foundation for Critical Thinking Press: 17, 20, and 44. [Online]. Available at: https://www.criticalthinking.org/ctmodel/logic-model1.htm French, E. Tracey, N., 2010, Critical Thinking and Organization Theory: Embedding a process to encourage graduate capabilities, E-Journal of Business Education Scholarship of Teaching, Vol. 4, no. 1, pp. 1-10. Goodpasture, J., 2010, Project Management the Agile Way: Making it Work in the Enterprise,J. Ross Publishing, Ft. Lauderdale, FL. Goodwin, V. L., Lee Whittington, J., Murray, B., Nichols, T., 2011, Moderator or mediator? Examining the role of trust in the transformational leadership paradigm, Journal of Managerial Issues, Vol. 23, no. 4, pp. 409. Neider, L. L., Schriesheim, C. A., 2011, The Authentic Leadership Inventory (ALI): Development and empirical tests, The Leadership Quarterly, Vol. 22, no. 6, pp. 1146-1164. Norman, S.M, Avolio, B.J., Luthans, F., 2010, The impact of positivity and transparency on trust in leaders and their perceived effectiveness. Leadership Quarterly, Vol. 21, pp. 350. Northouse,P. G., 2016, Leadership: Theory and practice, (7th Ed). SAGE Publications: Los Angeles, CA. Pandya, K. D., 2014, The Key Competencies of Project Leader beyond the Essential Technical Capabilities, IUP Journal of Knowledge Management, Vol. 12, no. 4, pp. 39-48. Peretomode, O., 2012, Situational and Contingency Theories of Leadership: Are They the Same?, IOSR Journal of Business and Management, Vol. 4, no. 3, pp. 13-17. Riaz, A. Haider, M. H., 2010, Role of transformational and transactional leadership on job satisfaction and career satisfaction, Business and Economic Horizons, Vol. 1, no. 1, pp. 29-38. Truss, C., Shantz, A., Soane, E., Alfes, K. Delbridge, R., 2013, Employee engagement, organisational performance and individual well-being: exploring the evidence, developing the theory, The International Journal of Human Resource Management, Vol. 24, no. 14, pp. 2657-2669. Turner, J. Mller, R., 2010,Project-Oriented Leadership.Gower Publishing, Ltd: Farnham, Surrey, UK Burlington, VT. Winkler, I., 2010,Contemporary Leadership Theories: Enhancing the Understanding of the Complexity, Subjectivity and Dynamic of Leadership, Physica-Verlag: Heidelberg. Yukl, G., 2010, Leadership in organizations. (7th Ed.). Prentice Hall: Upper Saddle River, NJ. Zaccaro, S., 2007, Trait-Based Perspectives of Leadership, American Psychologist, Vol. 62, no. 1, pp. 6-16.