Social Marketing Assignment 2 Example | Topics and Well Written Essays - 1000 words

Social Marketing 2 - Assignment Example There is need to sensitise the population about the need to seek professional medical services and also avail the services to the people (Lee & Kotler 2011). The campaign will be targeting various stakeholders who can be involved in delivering the communication and the services within the programme. The campaign will be seeking to sensitise the aboriginals on the need for seeking professional medical assistance when faced with health complications (Neiger et al. 2003). This campaign’s objective will be achieved through ensuring the active participation of the various groups of people being targeted by the campaign. The targets will include the following The fundamental focus of the campaign will be on the change of behaviour among the aboriginals to begin using healthcare facilities rather than relying on their traditional medicine in the treatment of various ailments. A change in the behaviour will be initiated by the campaigns which will be sensitising the people on the importance of visiting healthcare facilities (Lefebvre 2011). The campaign will be aimed at educating the people on the importance of depending on the professional healthcare services offered at institutions. The target groups will be informed through the media and direct communication delivered through social organisations providing other services to the community. The application of these methods will ensure that the target populations are reached by the campaign message in order to achieve the objectives of the campaign. Freedom from diseases will be the name of the campaign which will be undertaken in seeking to achieve the objectives that have been defined within the plan. This name of the campaign will be communicating the target for the whole campaign as well as the benefits which people will be getting from the product. Active involvement will be leading people

Lessons In Life Essay Example for Free

Lessons In Life Essay When comparing Mother To Son with Mending Wall the message given is that with hard work, either manual or emotional life gives rewards. In Mother To Son the mother wants to pass her knowledge of life to him, that nothing is free and with hard work you will receive the feeling of accomplishments. The mother speaks of her hardships in life, but even with those she has always had hope. Even during the darkest times in her life she never gave up. What greater gift can a mother pass on to her child? The gifts than come from the heart are the greatest. She is trying to let him know that even though she has been climbing all her life she will not give up. Even though the story of Mending Wall focusing on the hard labor that comes once a year to neighbors repairing a common wall between their properties they also share good times together. Good fences make good neighbors. (page 1881) The neighbors speak of hunters that have passed during the year. Their walk of the wall gives each neighbor a time to share and reflect on the past years events with each other. Both stories differ in their style, Mother To Son gives a hidden approach to life. She is trying to give him subtle hits of what the road of life offers. Mending Wall gives a direct approach, its a conversation between neighbors that happens once a year, once it happens they go back to the way they were. Langston Hughes was born in Joplin, Missouri, James Langston Hughes was a member of an abolitionist family. His first published poem was also one of his most famous, The Negro Speaks of Rivers, and it appeared in Brownies Book. Later, his poems, short plays, essays and short stories appeared in the NAACP publication Crisis Magazine and in Opportunity Magazine and other  publications.( http://www.redhotjazz.com/hughes.html) Robert Lee Frost was one of Americas leading 20th-century poets and a four-time winner of the Pulitzer Prize. An essentially pastoral poet often associated with rural New England, Frost wrote poems whose philosophical dimensions transcend any region. Although his verse forms are traditionalhe often said, in a dig at archrival Carl Sandburg, that he would as soon play tennis without a net as write free versehe was a pioneer in the interplay of rhythm and meter and in the poetic use of the vocabulary and inflections of everyday speech. His poetry is thus both traditional and experimental, regional and universal. (http://www.robertfrost.org/indexgood.html) Works Cited Baym, Nina. The Norton Anthology of American Literature. 2003 http://www.redhotjazz.com/hughes.html http://www.robertfrost.org/indexgood.html

EMail Privacy Rights In Business Essay -- BTEC Business Marketing GCSE

E-mail Privacy Rights In Business I. Abstract How far we have come in such a small time. When you think that the personal computer was invented in the early 1980's and by the end of the millennium, several households have two PC's, it is an astonishing growth rate. And, when you consider business, I can look around the office and see that a lot of the cubicles contain more than one PC. It is astonishing to me that such an item has taken control over the information technology arena like personal computers. Consider, however, the items that go along with personal computers: printers; modems; telephone lines for your modem; scanners; the software; online access; and lets not forget, e-mail addresses. E-mail, or electronic messaging, has taken over the communications world as the preferred method of exchanging information. From the simple, "let's do lunch" messages, to the ability to send a business associate anywhere in the world an e-mail with an attached document that contains 150 megabytes of information, e-mail is quickly replacing the telephone, the U.S. post-office, and even overnight delivery services as primary method of exchanging important data. With the ability to create and send this instant information, the technology has far outpaced the education of how to use this phenomena, the affects of this technology on society, and how to prevent this method of communication from growing itself out of existence. Consider the following numbers:  · There were about 23 million e-mail users in 1994  · There will be approximately 74 millions e-mail users in the year 2000  · Employees sent approximately 263 billion e-mail messages in 1994  · Employees will send approximately 4 trillion e-mail message in the year 2000  · A 1993 study by MacWorld magazine found that 22% of employers have engaged in searches of employer computer files, voice mail, electronic mail, or other network communications  · The number of people subject to electronic surveillance at work has increased from approximately 8 million in 1990 to more than 20 million in 1996.  · Nearly 60% of companies that monitor e-mail or other employee communications conceal doing so.  · Less than 20% of companies have a written policy on electronic monitoring. One of the major areas affected by this new technology is corporate America. Not onl... ...esley, Reading , MA. Bacard, A. E-Mail Privacy FAQ. [On-Line]. Available: http://www.andrebacard.com/ema Casser, K. (1996). Employers, Employees, E-mail and The Internet. [On-Line]. Available: http://cla.org/RuhBook/chp6.htm Cavanaugh, M. Workplace Privacy in an Era of New Technologies. [On-Line]. Available: http://www.ema.org/html/pubs/mmv2n3/workpriv.htm Electronic Communications Privacy Act (1986). [On-Line]. Available: http://www.tscm.com/ecpa.htm#s2511 Entwisle, S.M. E-mail and Privacy in the Workplace. [On-Line] Available: http://www.acs.ucalgary.ca/~smenwis/privacy.html Freibrun, E. (1994). E-mail Privacy in the Workplace - To What Extent?. [On-Line]. Available: http://www.cl.ais.net/lawmsf/articl9.htm Gan, M. (1996). Employee Rights & Email. [On-Line]. Available: http://www.newsguild.org/d6t.htm Lee, L. Watch Your E-Mail! Employee E-Mail Monitoring and Privacy Law in the Age of the "Electronic Sweatshop. Morris, F. E-Mail Communications: The Next Employment Law Nightmare. HR Advisor (July-August 1995). Oppedahl, C. (July 3, 1995). Security, Privacy, Discovery Issues Stem From E-Mail Communications. [On-Line].

Being prepared for the new school year

As a proactive teacher new to the classroom I would want to be completely prepared for the entourage of first day students starting a new school year. I realize that in order to be totally prepared and ready for any problems that may arise I need to consider how to divert those problems before they manifest; by preparing myself and my classroom, and ensuring that both foster a conducive, positive learning environment I will be ahead of the game. The list of preparation tasks that I would undertake are as follows:  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Make sure I have a full grasp of the curriculum and prepare as many materials and lessons as I can – for the first month at least, being sure to take all learning styles and strategies into account.  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Make sure I know relevant personnel in the school, where they are located and how I get in contact with them.  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Obtain a list of school regulations and procedures.  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Make sure I know where supplies and resources are located and how they are obtained, including the library and computer facilities.  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Make sure I know where and how everyday activities occur, such as where assignments are submitted, where the toilets are located and where to send students if they are ill.  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Develop a plan or list of strategies on how I will deal with the little problems or concerns that may arise, such as late students, misuse of resources, special needs students and timetabling conflicts.  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Determine a set of class rules – not too many – so that students understand what is acceptable behaviour in the classroom and what I expect of them. Display these rules in an easily accessible spot for students to see and for me to refer to at any given time.  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Obtain class list and write name tags on desks ensuring a mix of student backgrounds and gender are integrated as much as possible, in an attempt to avert small cliques or groups developing.  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Arrange desks so that students can work individually, in small groups or as a class, ensuring that all students can see me and the board easily.  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Arrange all furniture and classroom resources so that they are easily obtainable by students without them having to climb over each other, furniture or other resources.  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Locate, obtain and post pictures, posters and   any other materials relevant to the year’s curriculum, around the room.  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Ensure all facilities such as fans, lights etc. are in working order, if not ensure they are fixed before school commences. Finally while resting during the summer holidays I will endeavor to read up-to-date literature on classroom management and any other areas of interest or concern for my teaching year.

Dbq Ratifying the Constitution

D. B. Q. 4: Ratifying the Constitution The Constitution of the United States was written in 1787, yet there was a struggle for its ratification that went on until 1790. Members of Congress believed that the Articles of Confederation, the first government of the United States, needed to be altered while others did not want change. After the Revolutionary War, the people did not want a strong central government, because it reminded them too much of what they were trying to escape. Under the Articles, each state had their own laws, and the need for a new Constitution was desired by many.This desired Constitution created a huge dispute and an argument between people who wanted things to stay the way they were and people who urged to change the Articles. The people who desired change in government were called Federalists. James Madison, Alexander Hamilton, John Jay, and Ben Franklin were all a part of the Federalists. The Federalists believed that the economy was in turmoil because of the Articles (Doc 1). Under the Articles each state had its own currency which created a problem for interstate trade. Another issue that the Federalists had was that the rich were not making money.On August 1, 1786, George Washington wrote a letter addressed to John Jay stating that they â€Å"have errors to correct†. In saying this Washington agrees in the fact that the Articles needed to be revised. The Federalists believed that the government trusted the people with too many rights. The states were allowed to refuse the Federal government whenever they chose. The new country that was trying to establish themselves, weren’t united, but instead â€Å"thirteen sovereign, independent, disunited States† (Doc 3). The central government didn’t have enough power under the Articles.The Federalists believed that even though they didn’t want to be ruled again like they were under England’s rule, that it was necessary to have a strong central governmen t. Anti-federalists were the people who believed that the Articles were working perfectly fine and it would be unnecessary to change them. Two of the major leaders of this group were Patrick Henry and Thomas Jefferson, who was overseas during this time. The Anti-Federalists thought that under the Articles people had the rights that they rightfully deserved. Under the Articles, the poor people benefitted greatly.During the process of trying to get the new Constitution ratified the Anti-Federalists felt that under this new government the rich had all of the power instead of the people (Doc 5). Under the Articles the states had the power to make laws and do whatever they pleased, and to some of the states the idea of changing to a government that the central government had all the power was absolutely absurd. Other people felt as if the new Constitution had no separation of powers. They felt as if the branches had too much power and there was nothing keeping one branch from becoming to o powerful (Doc 2).The Anti-Federalists did not want to be in the same kind of government they fought so hard to get away from. The Anti-Federalists were also frustrated with the fact that the new Constitution laid out all the rules, but did not list any rights the people had. So Federalists came up with the Bill of Rights as a way to get the Constitution ratified. The Bill Of Rights lead the Anti-Federalists to be less fearful of the new Constitution (Doc 6). This guaranteed that the people would still remain to have rights, but the strong central government that the country needed would be approved and put into motion.The arguments over the ratification of the Constitution ultimately came to an agreement. The Federalists and Anti-Federalists came to many compromises during the process of getting the Constitution approved. The Federalists thought that the country needed a strong central government while the Anti-Federalist believed that the Articles were working okay. Eventually, b oth sides came to an agreement and ratified what the United States now knows as the Constitution, and over two-hundred years later the Constitution is still in effect.

Bad Temper

Bad Temper Bad Temper it is sometimes right even necessary to be angry.one is said to be a coward and a mean selfish person,who is not angry when he sees a wrong done to an innocent man,or a little child beaten and starved by cruel parents or a dumb animal tortured by cruel men.Anger is sometimes right and holy.But we cannot find even one good word to say for bad temper.that is always wrong and generally foolish.Bad temper is always selfish.a bad tempered person is very nice if u always let him have his own way.But if u cross the person in the smallest thing ,he/she flies into a rage.And then he/she will act like a mad person and do all kinds of unjust and unkind things even to his best friends.Bad temper is mainly due to lack of self control. Even the best persons have felt voxed and cross sometimes but they have learnt to ctrl.English: Angry cat

Chocolate and Confectionery Industry Pakistan

Chocolate and Confectionery Industry Pakistan Free Online Research Papers Confectionery and Chocolate industry of Pakistan in 2009 is an analysis of branded (domestically produced) confectionery and chocolate market of Pakistan. The article reveals close estimates of sales turn over of major active players in the industry. It also examines contemporary trends in the local confectionery and chocolate market, with an emphasis on providing some useful information about the structure, norms, challenges and competitive landscape of the industry. Before proceeding to our core topic, it would not be unwise to have a look at the snapshot of country’s socio-economic indicators. Pakistan- Snapshot: The Islamic Republic of Pakistan is a medium size, densely populated country with over 170 million people living in 796,095 square kilometres. With respect to population and area, Pakistan stands at no. 7 and no.43 respectively among the nations of the world. It is located at Southern Asia, bordering the Arabian Sea, between India on the east and Iran and Afghanistan on the west and China in the north. Pakistan, an impoverished and underdeveloped country, has suffered from decades of internal political disputes, low levels of foreign investment, and declining exports of manufactures. Faced with untenable budgetary deficits, high inflation, and haemorrhaging foreign exchange reserves. During 2004-07 GDP growth has been within the range of 6-8%. Inflation remains the top concern among the public, jumping from 7.7% in 2007 to 20.8% in 2008, primarily because of rising world fuel and commodity prices. In addition, the Pakistani rupee has depreciated significantly as a result of political and economic instability. Confectionery and Chocolate Industry – An overview: Despite Pakistan’s confectionery and chocolate industry has enjoyed an emerging and growing trend in the recent past yet its size and growth pattern has been far inconsequential compared to other countries of Asia-pacific region. The industry has grown with an average annual rate of 6.5 to 7.5 % during 2002-2008. Domestic brands dominate the market accounting for more than 85% of total value sales of the industry. The industry as a whole can be divided between two broader sectors namely organized sector (branded segment) and un-organized sectors (generic segment). The branded segment is more of monopolistic in nature where there are nine prominent, active players in the competitive landscape of this sector. However 80% of the industry’s share is being enjoyed by the five companies listed below. A brief overview of major companies’ estimated annual sales in PKR (1 US$= 83 PKR) is as follows: Company name, Major Product lines, Major brands Estimated annual turn-over PKR.(1US$=83PKR), Share % Hilal Candy, Bubble, Jellies, Chocolates, Beans, powder Drinks, Supari Ding Dong Bubble, Fresh up bubble, Tulsi, AamRus, Kopra candy Limopani 3.5 billion 26% Share Ismail Industries Ltd.(Candyland) Jellies, candies, lollypops, Chocolates, Biscuits, Snacks etc. Chillimili, Fanty candy, Now, Bisconi Chocolito, Cocomo, Snack city, Sonnet 2.8 billion 21% Share B.P sweets Jellies, candies, lollypops, Chocolates, Biscuits, Bread, Snacks etc. Spacer, Dolphin Jellies, B.P Lollies, Dream Chocolates etc. 1.7 billion 13% Share Cadbury’s Chocolates(Countlines and Moulded) Toffees, Chewable mint candies Dairy Milk Chocolate, Éclairs, Softmint, Velvet 1.5 billion 11% Share Kidco Bubbles candies, lollypops, Chocolates etc. 4ever, Centro-bubble, Lollies, Punch candy, Chox 1.20 billion 9% Share Mayfair Candies, Toffees, Creamers, Amrood candy, Éclair, Cafe biscuit 0.8 billion 6% Share Mitchell’s(only Confectionery Chocolates) Groceries ( Squashes, Jams, sauces, Chocolates- Moulded and Countlines , Toffees and candies Milk Toffee, Fruit BonBon, Butter Scotch, Jubilee, Golden Hearts 0.70 billion 5% Share DanPak Bubble Gum, Lolly Pops, Candies Chini mini, Fresh’ O bubble, Choco Bisco, Milko Sip 0.70 billion 5% Share Sweet Hills Candies, Toffees Dr. Milk, NutKut, Love candy , Cow 0.50 billion 4% Share TOTAL 13.4 Billion PKR Confectionery and Chocolate Market – An overview Characteristics: The branded confectionery and chocolate market is highly price elastic and growing with the bulk of sales concentrated in mid-price range products. Urban markets account for the major share and also for a higher penetration rate. Various retail price points exist within the mass market segment of chocolates between the range of PKR 3-25. In Sugar Confectionery major running confectionery items fall into the retail price segment of Rs. 0.50-1.00. The efforts made for the induction of Rs.2 Confectionery unit by industry giants have gone into vain so far. However Rs. 2 and 3 are popular price points for lolly pops and chocolates range. The industry has faced â€Å"coin-barrier† issue in sugar confectionery products at least three times during last three decades when all key players unanimously agreed to increase their products’ price due to escalating prices of raw materials (first from 25 paisa to 50 paisa- in mid 80’s, than 50 paisa to Rs. 1 – in mid 90â₠¬â„¢s and lastly from Rs.1 to Rs.2-in late 2008) whereby the active players of the industry were compelled to raise their prices not less than any thing but 100% because next jump to coin / price denomination was such that they had no way out. It would be interesting for the readers to learn that such moves however have always been proved to be a â€Å"bitter pill† for the industry as it brought immense resistance from consumers and trade. In some of the cases decline in sales as a reaction of price increase was so huge that it forced to leading brands to take their decision back yet they were not able to retrieve their original volumes again. Mitchell’s Milk Toffees and Kidco 4ever are classic examples. To avoid and defer this situation (up to last extend) pro-active companies in Pakistani confectionery industry adopt three kinds of strategies , without reducing or with slightly reducing trade margins. Namely reduce the no. of units per pack, unit size, and packaging ( in an endeavour to reduce cost) Compromising in product quality by reducing qty and/or quality of expensive raw material by using close substitute that is available relatively at cheaper price as a replacement of expensive raw materials. Distribution and Selling strategy: About (70-80) % sugar confectionery and chocolate sales generate through wholesale channel depending upon the nature of product and strategies of manufacturing companies. Almost all but precisely Hilal and B.P rely much on wholesale channel to generate bulk chunk of their total sales. To support their sales through this channel they advertise heavily on electronic media to create brand pull for their brands and subsequently it force retailers to buy these brands from whole sale. The underlying reason behind limited coverage in retail sector by these two companies is they do not have premium priced items that could yield sufficient revenues to make retail distribution viable for their distribution partners so they do a limited coverage in retail sector. Since these companies themselves do not emphasize on retail penetration so their distributors also take an escape route and adopt the way of easy selling through WS. However there are companies like C adbury, Candyland, Mitchell’s and Mayfair that are fully aware of the importance of retail penetration .Hence these companies pay due importance and attention to retail coverage and subsequently allocate resources for retail sector. As stated earlier the emphasis of Hilal and B.P has always been on building consumer pull through mass media advertising ( mostly through television) and pushing their brands through wide-spread network of distributors and wholesalers throughout the nation . This combination of â€Å"Push Pull â€Å" has proved to be a successful tool in their cases because the nature of their brands also support this strategy as they produce products of mass market with as low price as Rs.1 , 2 and beyond. Because of this pricing strategy their products are equally popular in rural and urban towns among middle and lower middle class. B.P and Hilal having this advantage enjoy the benefits of a wide-spread distribution network in 300+ towns and over 350 distri butors nation wide (as they have more than one distributors in some towns). They always try to adopt cost leadership strategy and generate revenues through high volumes of sales. Frequent launches, re-launches, re-introduction of old brands with slight modifications, withdrawals, adjustments in packaging, product designing and even recipe change are a common phenomenon in the brands of these two major companies. Contrary to this Cadbury’s , Candyland and Mitchell’s believe on establishing brands and brand equity and therefore protraction of quality up to last possible extend remains their top priority. Popular Brands , Price point and Trades’ margins: Popular Brands: In hard-boiled (candy) category: Price range 0.50 paisa-Re.1: Fanty (Candyland), AamRus (Hilal), Choran Chatni (Hilal), Kopra candy (Hilal), 4ever (Kidco), Butter Scotch (Candyland) and (Mitchell’s), Amrood (Mayfair), Creamers (Mayfair) and Fruit Bonbons (Mitchell’s) are famous brands. In soft-boiled (Toffees) category: Price range 0.50 paisa-Re.1: Spacer (B.P) – a brand of 450- 500 million PKR, Milk Toffee (Mitchell’s)- brand worth over 250 million PKR and Éclairs (Cadbury’s) can be ranked top three among others in this category. As of today (August 2010) there hardly exist any 50 paisa confectionery unit, those that were available, have been switched to Rs.1 price point. In Lolly Pops: Price range Re.2- Rs.3/- : twin-lolly (B.P), Paint n Pop (B.P), Kidco Pop (Kidco), Funny Bunny (Candyland) are popular among consumers. In Enrobed Chocolate category: Price range Re.1- Rs.5/- : Jubilee (Mitchell’s), 5 Star ( Cadbury) Perk (Cadbury’s), Now (Candyland), Dream (B.P), Choco Dip (B.P), Kat Kat (B.P) Unitee (Mitchell’s), Sonnet (Candyland), Luxuree (Mitchell’s), Chox (Kidco) and Paradise (Candyland) enjoy major share in the market. In Moulded Chocolate category: Price range Re.2- Rs.10/- :Dairy Milk (Cadbury’s), Cone (B.P), Mr. Bear (B.P) Twin Rabbit (B.P), Golden Hearts ( Mitchell’s), Velvet (Cadbury’s) are famous among other brands. In Bubble: Rs.1: Ding Dong (Hilal) in Rs. 1 and recently launched in Rs. 2 as well. The brand has worth about 1000 million PKR, Fresh Up (Hilal) – retail Rs.5/-, Tiger (Mayfair) and Kidco Bubble, Centro (Kidco) are leading brands. Though retailer’s margin varies from companies to companies and product to product but generally acceptable margin in local items for retail trade is between 15-25%. It is lower for fast-moving brands and higher in the case of slow-moving items. Drivers, Challenges and Key Trends: Drivers: Until mid 80’s chocolates was supposed to be the product of upper and upper middle class segment. In 1983 Mitchell’s Jubilee was launched first time in Pakistani market at Rs.3.50 per bar. Due to its attractive packaging, quality, affordable price and an intact media support the brand received un-matched reception and became a success story in Pakistani industry. The brand is still very popular among masses and available in three different price points at Rs.2, Rs.5 and Rs.10. In early 2000 Cadbury’s introduced quality products with affordable price. The launch of Dairy Milk (Rs.5/-), 5 Star (Rs.5/-), Velvet (Rs.5/-) and Perk (Rs.3) with attractive dispensing-chillers was the turning and revolutionary point for making chocolates the choice for every one. The role of Cadbury’s for expansion of chocolate market in Pakistan will always be written in golden words. Challenges: The most common challenges to this industry are soaring prices of raw material, high excise and import duties on raw material, high entry barrier because of strong monopolistic competition and influx of cheap imported brand through gray-Channels. Trends: Driven by marketing initiatives, consumer preferences are speedily changing in the favour of chocolates. Independent retailers and wholesalers are still the largest channel contributors however the role of International modern trade (Makro, Metro and HyperStar) is growing at the increasing rate. Foreign or imported brands are successfully targeting the Lucrative premium segments in urban population. Nestle has recently revamp their sales and distribution management system through appointment of one of the leading distribution house in Pakistan. Large retailers and wholesalers have already started private imports by paying less import duties through tax evasions. The largest bakery and confectionery chain of Lahore is also considering for launching their own chocolate brands in a bid to grow their private label sales. Keeping these positive signs in mind one could expect that future of Chocolate and Confectionery market of Pakistan is promising. Research Papers on Chocolate and Confectionery Industry PakistanDefinition of Export QuotasInfluences of Socio-Economic Status of Married MalesMarketing of Lifeboy Soap A Unilever ProductPETSTEL analysis of IndiaTwilight of the UAWAnalysis of Ebay Expanding into AsiaNever Been Kicked Out of a Place This NiceRiordan Manufacturing Production PlanOpen Architechture a white paper19 Century Society: A Deeply Divided Era

Where in the U.S. Can Nurses Find the Most Opportunities

Where in the U.S. Can Nurses Find the Most Opportunities Logistically, every state needs Nurses. But where are Nurses in higher demand? Where you work can ultimately shape your career path so it’s important that you choose the right location. Naturally, big cities like New York are a no brainer when it comes to Nursing opportunities. But if you’re someone who prefers a quieter city or town, then this list has plenty of options for you to consider.

Harvard Reflection Paper - Job Sculpting Essay Example | Topics and Well Written Essays - 500 words

Harvard Reflection Paper - Job Sculpting - Essay Example James Waldroop on the other hand, is a business school graduate with expertise in entrepreneurship and human resource management. The experience of the two authors was relevant to write on human resource management. From the publication, I learnt that every person has the power of having an employee expertise required by an organization. I learnt that like everyone else I have the urge of having the opportunity of serving in the top management of an organization. The difference is that some people have the required expertise while others lack the level of education required (Harvard Business School Press, 2008). However, this does not hinder people from having a dream. It is human nature that we want to be the chief commanding officer in any organization. Not just for the job description but for the rewards that come with it. Every human has the hope and faith that they will be successful in life. The human nature is fashioned in a manner that it is never satisfied with its current achievements. The urge of having more makes the world competitive and developing. According to Harvard Business Review (2011) all humans under an organization have the hop e that one day they will move a step from their current job description. Job sculpting revolves around human nature, and the will of individuals to succeed. The will of individuals to succeed creates the difference in the way employees are devoted to their work. When sourcing for employees, personal will to succeed should be considered as an added advantage. In an argument by Harvard Business School Press (2006) personal attributes should make the most of the requirement needed by employers. In terms of retaining employees, employers should satisfy the employee need for rewards and incentives. Rewards and incentives make employees more inclined to working and achieving an organizations goal. In any organizational setting, employees are required to be devoted to achieving the goals of the organization. It is

The Masters Skills Personal Development Plan Essay

The Masters Skills Personal Development Plan - Essay Example The aim of a personal development plan is to get a person to reflect in a well-thought-out way concerning her or his knowledge, abilities and skills, and to engage in a course of action of continuous self-improvement. Because of this, knowledge, abilities and skills are improved (Bossidy 2010). Personal headship development plan, conversely, can be regard as a record of core qualities, traits, and abilities on which a person intends to centre her or his personal development endeavours. My objective in designing a personal headship development strategy is to assess as well as explore my behaviours, traits, beliefs, values, as well as a feeling of personal determination, and their influence on individual as well as leadership efficiency. The personal headship development strategy will also aid me in delving into and developing affirmations of personal purpose as well as leadership vision. This endeavour will aid me in planning as well as writing a persuasive and unique action plan that builds on my headship strengths and enhances my personal as well as leadership efficiency (Bossidy 2010).   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     I will design a personal headship development strategy to assess my management skills and capabilities, and to generate a strategy for me to enhance them. Via the personal development strategy, I will prime a strategy to meet the preconditions for accomplishing my position as a manager and leader (Bossidy 2010). Leadership Objective My objective is to cultivate my leadership abilities and turn into a transformative manager. Learning new ideas and developing fresh abilities and skills are amongst my topmost precedence. I always aspire to obtain new skills, which can assist me in realizing my objectives. I constantly strive for prospects to utilize what I absorb and to develop further. Reflecting back upon my educational expertise, I could disclose that I have been able to employ the things, which I learnt in various scenarios and areas. In my educational experience, I studied the practical details of managing business. I managed to finish all the allocated tasks in addition to performing well within different undertakings. A good example is my research project on strategic management within organizations. The findings of the research were very informative. I was also able to employ the theories, skills and techniques, which I studied in different activities and scenarios. I learned ideas about the various management strategies and policies. I also learned the fundamentals of management, for instance, planning, leading, organizing, controlling and co-coordinating (Christensen 2009). Transformational leadership tries to transform attitudes, beliefs and feelings. Transformational leadership ensues when a person or more people engage with one another in such a manner that followers and leaders raise each other to higher ranks of morality and motivation. Transformational leadership results to the transmutation of the followers, the leader as well as the social structure they operate in (Christensen 2009). There exist different traits of a transformational manager. A transformational manager is Charismatic. Inbeing, captivating, transformational managers encourage change, collaboration, commitment, improvement and loyalty amongst personnel. The transformational manager functions like a role model to the employees. The transformati

Personal Investment in the UK is it Science of Matter of Good Fortune Essay

Personal Investment in the UK is it Science of Matter of Good Fortune - Essay Example More evidently the increase in the number of retirement people in the region has led to the fall in the demand for saving and investment in the region. Again the level of investment practices carried out by the people gains a larger relation to the insurance and pension related schemes where the people invest out of a precautionary motive. Different economic changes like crash in the housing market also tends to lower the practice of personal investment in the region (Banks and Tanner, 1999, p.6-9). Different Types of Investment in United Kingdom In United Kingdom people tend to invest or conduct their personal savings through the use of different tools like investing in mortgage funds, investing on pension or other insurance related funds, depositing money in banks or in securities issued by different financial institutions. Further people also tend to invest their money in many asset related or commercial funds apart from investing in agricultural and national savings deposits. The major part of the personal savings owes to funds related to pension and insurance other than mortgage or housing properties (Banks and Blundell, 1994, p.67). Types of Personal Investment in United Kingdom and Popularity of Use In United Kingdom the aspect of personal savings and investment gains attention in regards to categories like pension funds and other insurance related sectors. However other than the pension and insurance related funds the personal investment activities of the people also centre on deposits made in banks. Investment is again made by the people in funds created for the housing societies. Moreover other than the listed areas the people also tend to invest largely in sectors such as shares and dividend mainly equity based issued by registered companies operating in United Kingdom. In other types of personal investment practices the people also tend to invest largely in different types of asset funds bearing interest gains and in other savings fund issued by the national government. The six different areas into which the people residing in United Kingdom tend to invest their personal finances also contain of security deposits and other unit trust schemes (Banks and Blundell, 1994, p.69). Out of the six listed avenues available to the people in United Kingdom to conduct their personal savings it is found that the sector of pension funds and insurance schemes gains the highest amount of attraction. The main reason inferred for the growing attention of the people to invest along the pension and insurance related funds is to gain a large amount of tax benefits. The people avail the exemption advantages from tax charges in regards to their investment in pension and insurance funds. Moreover in regards to the insurance sector the people also avail benefits linked to the market where the insurance schemes chosen for investing by the people stand to be market linked. Thus the people through the

Dispute Resolution in Oil and Gas Contracting Essay

Dispute Resolution in Oil and Gas Contracting - Essay Example The tribunal authority comes from the parties’ agreement on overcoming their argument through mediation. Various statute and international conventions reinforce this approach making it to be a preferred method in determining cross-border viable disputes. This approach has many benefits associated to civil litigation because it is enforceable, malleable, unbiased, reserved, and personal and the involved parties select their preferred arbitrator. UK is the most conspicuous Centre, which applies arbitration in dispute resolution. Most of the UK parties involved in disputes agree on their disputes decided in accordance with the enacted law by the Arbitration Act 1996 6(p.159). This Act has been operational in UK since 31 January 1997. In disagreement resolution amid the oil and gas contracting, an arbitrator has permission to rule a substantive jurisdiction. According to the Arbitration Act 1996, all the parties involved in oil and gas dispute have a prospect to file all their cas es in order to avoid unnecessary delays and find resolution to their problems. The arbitrator has fundamental tools, jurisdiction and powers to accomplish his/her responsibilities efficiently. Purpose of arbitrator’s dominion is beneath either the Arbitration Act or the arbitration guidelines. According to the arbitration act 1996, the arbitration reports should succumb in a concluding writing article on the contract among the parties. The agreement offered before the arbitration is in writing in order for it to be confirmation before both parties and the arbitration. On confirmation that the contract is an applicable statute, all the jurisdiction authorities are of consideration to the arbitrator13 (p.682). The Arbitration Act underwent some changes thus providing the arbitrator with powers to rule according to his/her individual authority. This boosted the arbitrator’s supremacy because previously, parties challenged the arbitrator’s jurisdiction through forwa rding the case to the court, which restrained the arbitrator from proceeding with the ruling. This led to different unwanted expenses and delays in the proceedings until another rightful authority is in place to continue with the hearing. To resolve this, the experienced arbitrators welcomed the statutory approach, which significantly promoted the manner of conducting arbitration progression11 (p.33). According to the Act, the arbitrator may decide on substantive jurisdiction whether there is a lawful agreement or not, whether the hearing is appropriately established or not and whether the type of troubles acquiesced to arbitration is in agreement with the arbitration contract or not 11(p.33). Considering the above three, the situation where there lack lawful mediation contract, the Act states that such matters lack both the arbitrator and the arbitration so, whoever decided on the validity of the agreement was not the required arbitrator; therefore, that person who decided had no p ermission to make verdicts. Upcoming of such situations leads to the problem at hand be solved by the court and the ruling of the case derived from the statute and not arbitration agreement. Under section 30 (1) (a) of the Arbitration Act 1996, Arbitrator’s power to claim whether he/she has powers comes from the

CONTEMPORARY CASES IN PUBLIC POLICY Essay Example | Topics and Well Written Essays - 1500 words - 1

CONTEMPORARY CASES IN PUBLIC POLICY - Essay Example One reason surrounding the democratic ability of basic income is, it would make available important prospects; to list but a few, the freedom not to acquire employment. Stakeholders tend to evade round the distinct implication, albeit I shall differ, it is vital to the democratizing possibility – provided the income can be pre-determined within most preferred level. Not even ideas of basic-income or capital funding utter anything regarding the level to be set. The level so proposed depends on the reasons behind this proposal. We shall assume that, for a basic-income to become significant for democratization, it ought to be adequate to make available what we call a humble but honest standard of living .This level is sufficient, as it allows individuals to have control over course of their lives. According to Ackerman et al. (2006, p 27), the disagreement among Ackerman, Alstott and Van Parijs in their essays is under the latter’s prevention on capitalization of basic-income into a units of payment. Van Parijs converges the differences between basic-income and capital grant, and explanation that disparity between them as collateral, for example; a mortgage on a house, and concentrate on prohibition against conversion of a basic income into a single lump sum. The question is whether this constitutes a significant limitation on individual freedom. As provided by Ackerman et al. (2006, p 16), Ackerman and Alstott argument is that, basic income is an obstacle to individual freedom. Young people find it hard to achieve their goal if they fail to choose to capitalize their basic-income at the same time as a capital grant. Ackerman and Alstott, consequently, see a basic- income as the constraint on change, they carve in to the Stakeholder Society, they are paying attention in opportunity and not outcome, and they present basic-income to mitigate failure, while as a stake is initiation path for success.† Nevertheless, this instigate

Dispute Resolution in Oil and Gas Contracting Essay

Dispute Resolution in Oil and Gas Contracting - Essay Example The tribunal authority comes from the parties’ agreement on overcoming their argument through mediation. Various statute and international conventions reinforce this approach making it to be a preferred method in determining cross-border viable disputes. This approach has many benefits associated to civil litigation because it is enforceable, malleable, unbiased, reserved, and personal and the involved parties select their preferred arbitrator. UK is the most conspicuous Centre, which applies arbitration in dispute resolution. Most of the UK parties involved in disputes agree on their disputes decided in accordance with the enacted law by the Arbitration Act 1996 6(p.159). This Act has been operational in UK since 31 January 1997. In disagreement resolution amid the oil and gas contracting, an arbitrator has permission to rule a substantive jurisdiction. According to the Arbitration Act 1996, all the parties involved in oil and gas dispute have a prospect to file all their cas es in order to avoid unnecessary delays and find resolution to their problems. The arbitrator has fundamental tools, jurisdiction and powers to accomplish his/her responsibilities efficiently. Purpose of arbitrator’s dominion is beneath either the Arbitration Act or the arbitration guidelines. According to the arbitration act 1996, the arbitration reports should succumb in a concluding writing article on the contract among the parties. The agreement offered before the arbitration is in writing in order for it to be confirmation before both parties and the arbitration. On confirmation that the contract is an applicable statute, all the jurisdiction authorities are of consideration to the arbitrator13 (p.682). The Arbitration Act underwent some changes thus providing the arbitrator with powers to rule according to his/her individual authority. This boosted the arbitrator’s supremacy because previously, parties challenged the arbitrator’s jurisdiction through forwa rding the case to the court, which restrained the arbitrator from proceeding with the ruling. This led to different unwanted expenses and delays in the proceedings until another rightful authority is in place to continue with the hearing. To resolve this, the experienced arbitrators welcomed the statutory approach, which significantly promoted the manner of conducting arbitration progression11 (p.33). According to the Act, the arbitrator may decide on substantive jurisdiction whether there is a lawful agreement or not, whether the hearing is appropriately established or not and whether the type of troubles acquiesced to arbitration is in agreement with the arbitration contract or not 11(p.33). Considering the above three, the situation where there lack lawful mediation contract, the Act states that such matters lack both the arbitrator and the arbitration so, whoever decided on the validity of the agreement was not the required arbitrator; therefore, that person who decided had no p ermission to make verdicts. Upcoming of such situations leads to the problem at hand be solved by the court and the ruling of the case derived from the statute and not arbitration agreement. Under section 30 (1) (a) of the Arbitration Act 1996, Arbitrator’s power to claim whether he/she has powers comes from the

Antigone by Sophocles and Ancient Greek Civilization Essay

Antigone by Sophocles and Ancient Greek Civilization - Essay Example Creon fails to acknowledge her plea and is condemned to death. Creon had presented the rule that the person who would bury Polyneices would be subjected to death. This is because he had termed him as an intruder and a murderer to his predecessor Eteocles in the battle for the throne (Sophocles 2) Creon had made the ruling that the body would be left to rot instead of a proper burial, a ruling that Antigone defied. Unlike his brother, Eteocles had been given a proper burial, and the angry Antigone sought to place her brother’s body to rest in peace. The actions of the woman to disobey his ruling angered the king and sentenced both Antigone and her sister Ismene to death (Sophocles 1). Consequently, Creon’s son Haemon pleaded with his father to overturn his ruling because he had been engaged to Antigone, and had not wished to lose his fiance. Creon failed to adhere to his so wishes, but releases Ismene banishing her from the land. Furthermore, the prophet Teiresias warned the king against defying the gods wishes to bury Polyneices and warning him of a tragedy. The events witnessed Theban citizens recite a chorus that reminded the king that the prophet had never been wrong and that, his ruling that he would lose his son would happen. He hurriedly changes his mind for fear of the misfortune and performs a proper burial ceremony to bury Polyneices body (Sophocles 9). On the attempt to free the imprisoned Antigone, he is too late to avoid tragedy and finds a dead prisoner bringing more sorrow in the death of his son who chose to stab himself. The heartbroken Creon returns to his palace to meet an added misfortune in the death of his queen Eurydice who, chose to kill herself on the news of her son’s death. The story teaches on poor leadership skills and the consequences of defying the wishes of the gods. Democracy in Athens The reek had been a barbaric tribe that had migrated from the European nation to Aegean in the quest for a new land. The inte raction led to the integration of their traditions and those of the natives that they had encountered in the region. After settlement within the region, the individuals became influenced by Crete establishing an organized civilization by 1600B.C. known as Mycenaean civilization (Lewis 46). The Greeks adopted the trend from the Babylonians and Hittites to incorporate found civilization and practices to their own creating a different civilization form. Greek civilization had been created to present an organized system that had not failed to achieve organization. The states had been minute consisting of contained towns built at the center of a higher ground with temples created to present a civilization that defined the state. The Greek created fortress and temples that presented significant importance to the Greeks and a center of unity. The example was presented in Athens that had been termed the city of Athena the goddess who had been charged with the town and offered protection to the members. Democracy stretched in Greek to accord participation of all the members developing a term, polites in their language to define the citizens. The Greeks had been organized in city-states lacking a universal empire and protected through an extended land and sea. With the lack of an organized government, the states did not possess the value to employ professional forces that would offer the needed protection. Brave men who had chosen

The purpose of this experiment is to determine if organization effects memory Essay Example for Free

The purpose of this experiment is to determine if organization effects memory Essay The Effect of Word Order on the Memory of Boyd Anderson IB Students Originally preformed by Maglennon Purpose: The purpose of this experiment is to determine if organization effects memory. Hypothesis: If word lists are organized in some meaningful way, Boyd Anderson IB students will recall better then from a jumbled list. Null Hypothesis: If Boyd Anderson IB students are given lists of words, then they will recall the same amount of words from the jumbled list as from the organized list. Operational Definition: For the purpose of this experiment the dependent variable of recollection is defined as the number of words recalled from the organized list and the jumbled list. The independent variable of a list is defined as a list of 15 human names. The organized list will be organized in a way that the names get longer and less common as the list goes on and the jumbled list will be randomized with the same names. Description of Research: The subjects that will be tested will be Boyd Anderson IB freshman. Half the class will be given the random list and the other half will be given the organized list. The organized list will be labeled A, the random list will be B and will be passed out without the subjects knowledge of which they have received. The purpose of randomizing that gets which form is to make sure no discrimination takes place and that an equal number of subjects get each form. The setting were the observations will be made will be in either Dr. Monroes History class or Mrs. Bills English class to insure that no subject is tested twice. The procedure is as follows. Upon entering the class I will give a brief disclaimer offering any subject the option of not partaking in the experiment if they so please. Then I will proceed to explain the purpose of the experiment and continue to pass out the separate forms at random. The subjects will be given a minute to look over the names on the sheet of paper. They will then be asked to turn that paper over and on the back write as many as they are able to remember. The subjects will have only one minute to recall the names. Then the materials will be collected and divided into the organized and random lists to be analyzed. The data that has been collected will consist of the list of words the subjects had written down. The data will be analyzed within their respectable classes as well as a whole. There are a few potential variables that could negatively affect the results. It is always a possibility that students will cheat by flipping back over their paper or looking on a classmates list. Subjects may not put an honest effort into memorizing or recalling the names. It is also possible that the time in which the test is given may affect the attentiveness of the students therefore affecting the results between classes.

The Secret Language of Leadership Steve Denning

The Secret Language of Leadership Steve Denning Selected in 2000 as one of the worlds ten most admired knowledge leader, Steve Denning is an award winner for the books  «The secret language of leadership » and  «the leaders guide to storytelling ». He studied law and psychology in Sydney University and then went to Oxford in the UK for a law postgraduate degree. He worked in organization in the US, Europe, Asia and Australia and was until 2000 the program director Knowledge Management at the World Bank. In the book the Secret Language of Leadership, the steps that have to be achieved to become a successful leader are to get the attention, to stimulate desire, to reinforce the reason and to continue the conversation. To reach those, a leader has to use six enablers that will be describing in our analysis of the language of Leadership: key enablers. Articulating a clear, inspiring goal Stephen Denning starts his explanation of the key enablers of the language of Leadership by a quote o George Bernard Shaw: This is the true joy in life, the being used for a purpose recognized by yourself as a mighty one; the being thoroughly worn out before you are thrown on the scrap heap; the being a force of Nature instead of a feverish selfish little clod of ailments and grievances complaining that the world will not devote itself to making you happy.† This quote shows us the importance we give on the recognition of the actions we can do or the goal we can reach. We will now analyze how important it is to articulate a clear, inspiring goal. Stephen Denning illustrate the chapter, Articulating a clear, inspiring goal, of his book; with the example of the company Apple. Steve Jobs the creator of Apple had created chaos in his company because even if he is a brilliant person he was not an inexperience chairman.   A new CEO took his place in 1983, John Sculley, who was a star manager of other big companies as Pepsi. Even if Sculley did a good job on stabilizing the corporation and rationnalized the products, the Apple staff was no supporting him. Sculley wanted to implement a shift in Apple life by producing low cost computers like Dell, but the staff was not interested in becoming just another computer company. They wanted to follow Steve Jobs goal of creating cool, innovative electronic products, a purpose that for themselves was worthwhile in itself. John Sculley was forced out in 1993, his instrumental goals were not embraced and he was not successful on inspiring Apple staff to pursue new goals energetically and enthusiastically. What the staff wanted was to pursue Apple original purpose, which was more seductive for them as they came into this company for those values. Michael Spindler, Sculleys successors met the same fate. Steve Jobs came back as the CEO of Apple, and he didnt try to change the company purpose, which he settled many years before. We now know the success of Apple, Steve Jobs became a great CEO and he spread the world with his initiate focus, which was designing cool, innovative electronic products. Apple is a success story and Steve Jobs is often associate to this success, even when he has medical trouble it has an important impact on Apple stock exchange. Steve Jobs is so link to Apple that every launching of his product and every keynote he does make a huge buzz. In my opinion and especially in the market of new technologies when a company his created with a new concept, a brand new idea, a new way to work and projection in the future; the people who mean to work for those values are so convince that it is what you have to reach that they wont consider any other proposition.   Sculley and Spindler did not take into consideration what was Apple staff considerations and first goals; it is why we ask them to quit the company. It is complicated to change the main purpose of a business and the common goals and ideas of a whole staff when there are extremely committed to it. Before making changes in a company you have to define a clear vision and history of what people working in are sensitive and committed to. 1. Articulating a Worthwhile purpose In this part, Stephen Denning set up the problematic of the importance of enduring enthusiasm. He is wondering why Steve Jobs could generate enduring enthusiasm while John Sculley couldnt. Stephen Denning take the example of two kids playing piano, one child loves it, its a joy for her to play, it fills her life with meaning and she wins prizes. Her joy of playing is even more important that the prizes or recognition she could get. An other child is forced by her parents to play, she has a natural aptitude for music but do not enjoy it so much. Those two girls have a different view on this activity, the first one feels energized and enthusiastic and the second one is bored. Stephen Denning link this example with the practice of sharing knowledge in the organization, which is called knowledge management. Some people within the organization commit their working lives to making the best knowledge available to those who need it. They are honest and open to others. The source of their own personal growth is from the knowledge they spread within the organization, the benefits for them is the inherent value of sharing knowledge itself. Some people are practicing knowledge management on their own, it is to bring more money into the company, but for those who want to share their knowledge, they will find reward in the essential fact that the knowledge will be share. Stephen Denning says: A principal difference between these two different ways of viewing an activity is that when the activity generates sustained enthusiasm, the activity is being pursued for its own sake, not merely to achieve some instrumental or external good such as money, status, prestige, power, or winning. The perceived inherent worth of the activity being undertaken is foundational.† For Stephen Denning the enthusiasm toward an activity is important, because if you are enthusiastic for an activity, you will be for the own sake of this activity and not for some other instrumental goals. I totally agree with this vision, as I consider than even if you can be successful for an activity you dont really like, you wont have the same interest and implication to that activity that if youre really enthusiastic about it. When you are a leader your are face to certain situation that if you are not enthusiastic about what you are doing it will be difficult for you to find solutions or it will take you more time to do it, or you will not act you should do. The enthusiasm you could have for an activity can have influence on the people you are working with. The have feelings and can perceive if you are running for instrumental goals or if you find happiness on the own sake of an activity. It is an element to recognize basic leaders to outstanding ones. In some situation, Stephen Denning   take the example of prisoners in a concentration camps, people can find psychic energy to create meaning for their lives.   The people who are able to find inherent value in whatever they are doing are sometimes called â€Å"autotelic personalities†: they have the capacity to be intrinsically motivated by almost any activity. It is a great advantage of being able to find value in what you are doing and to be motivated in whatever you do, but I am sceptical on the degree of enthusiasm of those people. I agree in the fact that you can motivate yourself for some activities that you are not really into it, but I think their might be a difference in the level of implication and enthusiasm for activities that really fit to you and you personality and vision that the one which are not. Stephen Denning define the characteristics of activities that can generate sustained enthusiasm: The participants in the activity can see themselves making progress toward something that is good for its own sake, additional effort is a joy and not a burden. The participants experience their own personal growth and development as part of the activity. A balance between ability level and challenge—the activity is neither too easy nor too difficult—is also conducive to enthusiasm. The participants see themselves as contributing to, raising the sights of, and enhancing the efforts of other people pursuing the same activity. Ideally, the activity should bring some positive instrumental benefits: income, status, prestige. But even without that, it should at least be without negative instrumental effects. If those four elements are in place, there are chances that enthusiasm can be sustained. We can also notice that the primacy of goals pursued for their own sake in transformational leadership does not mean that instrumental benefits are unimportant. In practice, instrumental benefits reinforce the pursuit of goals for their own sake. Instrumental goals are complementary to enthusiasm and the pursued of goals by their own sake. But you have to remember that even if instrumental benefits are important, if you placed them first, enthusiasm is likely to die. You always have to consider the inherent value of the activity. For Stephen Denning: â€Å"One central aspect of the language of transformational leadership is therefore to articulate goals and activities in terms that can be viewed by participants as worthwhile in themselves, not merely pursued because they lead to instrumental benefits.† This is a fundamental quote that resume the importance of articulating a clear, inspiring goal. Those facts are true for leaders, but it is also true for corporations, they are most inspiring when they pursue large goals that are worthwhile in themselves. In this book, we find the example of Toyota, their goal is to: â€Å"to enrich society through the building of cars and trucks.† Also the example of Johnson Johnson who defines the companys responsibilities as first, to the consumers and medical professionals using its products, second, to employees and managers, third to the communities where its people work and live, and fourth and last, to its stockholders. Or Costco, their goal is to provide its members quality goods at low markups. Transformational leaders present their goals as larger than any particular task or organization or time-bound objective.   Stephen Denning take the example in politics: â€Å"Thus Abraham Lincoln can be assassinated, but his vision of a nation pursuing a new birth of freedom lives on. John F. Kennedy can be shot, but his vision of changing race relations in the United States is implemented by his successor. Martin Luther King Jr. can be murdered, but a whole nation continues the work that he started.† It is true that Goals that are articulated as worthwhile in themselves enhance the possibility of sustained enthusiasm, and hence the possibility of transformational leadership. But, articulating the goal as worthwhile in itself doesnt mean that listeners will necessarily see it in this way. Enthusiasm and finding reward in the activity your are pursuing is important, you find more energy and capabilities of reaching your goals and you know that when an activity is pursued for its own sake, the activity never ends. You are so convinced of the meaning and the importance of the activity that you want to reach a level of excellence, the activity will have no limits. It is what give us excitement when we are doing something we are convinced to do. In my opinion to be a good leader you should look for those feelings and excitement in an activity that will fulfill you needs. Or if you want to become a good leader it is the way you have to perceive an activity, you have to tend to those attempt. We are now going to see the importance of setting priorities among goals. 2. Setting Priorities Among Goals Leader fails a lot because they dont have a clear and inspiring goal or have too many of them. Leadership is such a demanding activity that any one individual can probably pursue no more than a couple of significant change ideas at any one time. It is essential to set priorities. Selecting a goal, or at most several goals, and then persevering is a requirement for success as a transformational leader. Stephen Denning take the example of Ronal Reagan, who was a single mindedness leader and politician.   He success was mainly based on a relatively small number of goals : defeating the Soviet Union and reducing taxes and the size of government. What I learn for the chapter tow of the part two of   The secret language of Leadership, is the importance of commitment and enthusiasm toward an activity in order to embrace inspiring goals that will be define clearly and focus on some   domains, in order to make the activity a success. The leaders own story Committing to the goal Stephen Denning starts this third chapter by pointing out the fact that Abraham Lincoln did not begin his presidency as a transformational leader. By definition, transformational leadership is a process that changes and transforms individuals. It is often associated with ethics and involves long-term goals. Transformational leadership focuses on the process by which the leader engages with followers, and together create a connection that raises each of them to higher levels of motivation and morality. A transformational leader must be attentive to follower needs and motivation, and tries to help followers reach their full potential. It requires long term strategic planning, clear objectives, a clear vision, the efficiency of systems and processes According to B.M. Bass, one of the leading theorists on transformational leadership, the leader transforms and motivates followers by: making them more aware of the importance of task outcomes, inducing them to transcend their own self-interest for the sake of the organization or team, and activating their higher order needs. Transformational leadership is concerned both with the performance of followers as well as developing them to their full potential. What make Stephen Denning says that Abraham Lincoln did not begin his presidency as a transformational leader is that he was explicit in declaring that he had no intent to abolish slavery to his earlier speeches. Its explicit goal was to preserve the Union at that time, which mad sense as there was no consensus for abolishing slavery. But soon, in 1862, nearly 2 years after the beginning of his presidency, he came to the view that the Union could not be preserved without abolishing slavery. Stephen Denning says: â€Å"Privately, he continued to argue that his goal remained the pragmatic one of preserving the Union. But publicly, Lincoln became a leader in a moral cause.† In December 1862 Abraham Lincoln made a speech to the Congress: We say we are for the Union. The world will not forget that we say this. We know how to save the Union. The world knows we do know how to save it. We—even we here—hold the power, and bear the responsibility. In giving freedom to the slave, we assure freedom to the free—honorable alike in what we give, and what we preserve. We shall nobly save, or meanly lose, the last best hope of earth. Other means may succeed; this could not fail. The way is plain, peaceful, generous, just—a way which, if followed, the world will forever applaud, and God must forever bless.† This speech symbolize the moment when Lincoln became a transformational leader, he justified his action on instrumental and legal grounds. This new vision, based on moral grounds, Lincoln showed that it was something worthwhile in itself. With this changes Lincoln is proclaiming a new Union who want to restrain slavery, who will fulfill the promise of liberty. We can say that Lincoln is a transformational leader after this participation in the Congress in December 1862 because he stimulates people to want to do something different, inspiring them to higher levels of aspiration. Abraham Lincoln gives a new vision of what the United States should sand for: â€Å"government of the people, by the people, for the people† Stephen Denning came to the point of studying politicians as leaders. 1. Politicians as Leaders We often think of our politicians as leaders. But they are more oriented on the acquisition and retention of political office rather than being worried about people moral values and inspiring them to change. But if they do care, they usually survive in the world of politics. A successful politicians is one who is willing to fight, to attack the establish order, who is flexible. And who is able to preserve a public image of being honest, compassionate, moral and devout. Stephen Denning notice that: â€Å" Retaining power is principally about listening to the electorate. â€Å"If you want to get elected, learn to speak,† said Tom Daschle, former Democratic leader in the U.S. Senate. â€Å"If you want to stay elected, learn to listen.† It is difficult to understand the commitment to change of politicians and also ambiguous, because you are not 100% sure of what drive them to the commitment of their goals. Stephen Denning says that we should not be surprised of the lack of leadership in politics because nothing in the terminology of politics suggests that the people are electing â€Å"leaders†. Also that politicians have qualities like containing conflicts, guiding forces of change by giving direction, value and purpose but that it is not necessarily the qualities of a transformational leader. I agree with the fact that politicians have qualities and that it is not the sign of a transformational leader. But when you choose to elect a politician, you would like him to manage your country and maybe to make yourself more aware of the importance of task outcomes, for your own self-interest, you might want his politician to be concern of developing the population to its full potential. But it is that in reality that does not happen that much, or will we know it and we would live in a perfect world or close to the excellence ! 2. CEOs as Leaders Stephen Denning takes the example of Alan Klapmeier in Cirrus Design, a manufacturer of private aircraft. Alan wanted to introduce a new innovation that would change the industry, but its board of directors stopped him because they just completes a market research highlighting that this product elicited the least interest. Later Klapmeier convinced his board of directors, the innovation was introduced and it became a success. The decisive issue for the board of directors was not if the innovation was worthwhile but it was the institutional preoccupation. Stephen Denning says: â€Å" If a firm can focus its efforts on activities valuable in themselves where it has, or can develop, an edge over its competitors, social responsibility can become not a drag on the firms profitability but rather a strategic business opportunity. Companies can do well while doing good.† He also highlight the fact that is easier to pursue an inherently worthwhile purpose in a privately held corporation rather than in a publicly held corporation as their business tend to be faire-weather corporate citizens, they are under continuing pressure to grow and do whatever is profitable. Furthermore, pursuing goals that are both worthwhile and profitable doesnt remove the inherent tensions between the pursuit of worthwhile activities and the goal of enhancing the bottom line. We can see that it is not easy for a CEO to be a leader, it depends of the environment, the context; it is why a leader as to be flexible and can adapt easily to the environment. We can also say that in publicly own companies they have the same tools as private own companies so they can try harder to pursue an inherently worthwhile purpose by develop a challenging and attractive vision, together with the employees and translate it to actions, express confidence, decisiveness and optimism about the vision and its implementation, realize the vision through small planned steps for its full implementation. But we also have to balances with the fact that objectives are not the same in private and publicly own companies. Speaking to the CEO (NB: people of power will be called CEO) Leadership is here approached through change. The main question rose by the author is â€Å"How to communicate disruptive new ideas to people with great power†. This implies the question of the HOW of course, which is one of the Management science and research main concerns but there is also here a dimension not that often developed, its the communication with people having power. We often hear how to be a leader and get your team and â€Å"N-1† to do things but it is not that often that the target of power people (CEO) is approached. The key idea expressed here is â€Å"understanding†. The author emphasis on the human part of every individual and on the importance of the context. He thinks the person as an individual but part of a global scheme. To lead correctly you have to explore deeper and learn about personal individual. What are their preferences, hopes, manners, fears The idea here is to understand how people work inside, what trigger them. Because if you can understand the deeper needs of an individual you cant then easily figure out the proper way to communicate with him. You have then greater chances for him to listen to you and then to believe you. 1. Garry Williams and Robert Miller theory The author then develops a theory by Gary Williams and Robert Miller. They have agreed on 3 main leaders categories (80%): the charismatic, the skeptics and the followers, and they. then talk about thinkers and controllers (20%) Leaders needs: For charismatic: the boldness of idea should be featured For skeptical: need to hear the message from a person he trusts For risk averse follower: need to be reassured other people do it do Controller and thinkers: need details Trust Issue: The question of trust is developed. They distinguish here in the game of trust two different parties: the people in the inner circle of trust of the leader and the others. Inner Circle Not yet †trusted† Has the CEOs attention Sponsors the interaction Can be perceived as an opponent Can be perceived as irrelevant If so wont be listened to When aware of that, the challenges are easier to identify. The problem is here to focus on the CEOs interests and to make him believe in the idea you want to present to him by making it a part of himself. Committing to change The author uses here a powerful expression â€Å"Commitment mind, body and soul†. He explains here that to him the only way for a leader to succeed is to commit fully to an objective. The leader is here expected to â€Å"see intensively even obsessively, to feel it†. Being committed 100% is crucial for the leaders effectiveness, but the real problem is not to get him to convince the other but to get him passionate about the goal and get it to become a part of him. Because if strongly and intimately convinced he will be able to take the goal/company or team to a higher level. The leaders feelings stressed out? Feelings are often considered in Leadership theories, how to connect with people to make them do what is needed for the common goal (often the company)? But what I think is extremely interesting here is the consideration made to the leaders feelings. The question is not how to deal with the teams feelings but to analyze what thrive the leaders and how they handle their emotions. The Author here develops a little paragraph on how stressful it can be for a leader to become a leader. The two mains reasons to this stress would be : Steve Denning then points out the famous and classical world Leaders such as Gandhi, Martin Luther King Jr. and Kennedy who so intimately convinced had to pay the price of their life for their causes. To conclude this discussion I found important to highlight the phrase p79 telling that â€Å"its an opportunity to lift their game to a new level† because to me it sums up very well the basic structure of leadership that is to say the dimension of a vision. 2. Howell Raines leadership tale Steve Denning choose to introduce this chapter with a story: â€Å"The Howell Rainess leadership tale†. He tells us more about Howell Raines, former executive editor of the New York Times and the kind of leader he is and how he lived and tried to implement is change strategy. To sum up, Raines wanted the times to be the first on the news, with bigger and more original stories covered by what he called â€Å"overwhelming force†. He was familiar with the firm and the staff and had strong backing from his boss. One of the first thing is did was to use his right of fire and hire to create the dream team he had in mind. He did implemented change and got the Times to win a Pulitzer but after 19 months he was dismissed because of one of his reporter accused of plagiarism. The underlying reason was a bit different though, he was told to have â€Å"lost the newsroom†. What happened here is that despite his vision and that he strongly believed in what he intended to implement, he had failed to win â€Å"the hearts and minds â€Å"of his staff. He did not listened to his people enough and was perceived as very intimidating and aggressive. He did not succeed in taking other with him in his change strategy mainly because he underestimated his change strategy and its interaction with the staff. New audience: The author here develops the concept of audience evolution. Communication and management as we know it now is pretty recent in human history. â€Å"Once upon a time† people were not considering work like they are now. They had no specific expectations except earning money and would not even think work as a way of making them feel better, important and individually considered. There are 3 notions I will highlight that I think are crucial to understand this change of audience expectations: Quest for happiness: Nowadays we are in what I call the endless happiness quest, everyone wants and have to be happy by any means, and it of course includes work. People have more skills, are more educated and therefore expect more. They want something in return. New relation to authority figures: Another important thing that changes a lot the way the audience is acting is that we nowadays have a new relation towards authority, in private spheres (Family with your parents) and public spheres (at work with your boss). This is very important to keep in mind to understand why the audience acts in a certain way and what it expects. Expansion of diversity: We are dealing with more and more differences between people: â€Å"gender, ethnicity, nationality, religion, life style, age group and geographical location† Understand that new audience: The problem is that dealing with different people means that you wont reach them with the same tools. What is the common point to every single individual? We are humans. And what is common to every human being? Emotions. Whatever we do, wherever we come from we are driven by emotions, whether we try to hide them or we work with them we are all emotional. This is what the leader has to use: Emotions. He has to keep in mind that we are all different, have different goals, ambitions, perspectives and needs but a way to get us to understand the other and get involve in change or in a project is to use our emotions, the one that thrives us to go to â€Å"another level†. The author emphasis a 2 dimensions individual with a surface and a deeper world. To make something of someone you have to go to the deeper world, and for this you have first to get to know the individual personal story. They question. They explore. They intuit. They wander. They mingle. They live in it. They listen. They watch.† Its a matter of imaginatively reaching out and getting inside the subjective world of the people who need to change and getting a sense of what it is like living in that world, so that the leaders feel its logic and power and order and compelling harmony† Finding and encouraging New leaders Steve Denning develops an idea that I find particularly interesting it is that leaders cant work alone. No matter how charismatic and how committed he is to his vision an idea he will need the others to make change happen. He speaks about middle hierarchy and calls them â€Å"evangelizers†. He then makes a parallel with Raines story and how he failed involving his staff in his change strategy. He ends that chapter with the concept of Narrative intelligence required for understanding the story of the change idea and the audiences story†. 3.Steve Denning vision of leadership Why Do People Change Their Minds? Stephen Denning explains us that there are 3 ways for people to change their mind: by actual experience, by observed experience, and by symbolic learning. Actual Experience: The way we are living and experiencing things around us can change the way we think about them, mostly because of the feelings we have when experiencing those things. When you feel a strong emotion doing something, you trend to pay attention to it and to remember it more easily and longer than when you dont feel anything. Observed Experience: Actual experience is not the only way to learn from experiences, observing events can have the same emotional effect as real-life experiencing. In the public arena, 9/11 changed the way many people viewed terrorism. Symbolic Learning: Most of the time the learning of an idea communicated symbolically is not as powerful as an experience but it can have similar physiological reactions. In the author case, the combination of direct experience, observed experience, and symbolic learning led to his spending a large part of his life devoted to international development. 1. Changing minds through direct or observed learning: The more immediately people are involved in an actual or observed experience, the more meaningful the learning will be, and the more impact they will have. Direct or observed learning in a business environment can be: acting, conversations, visits, role-playing, simulations, prototyping, training, Advantages of experiential learning (direct or observed): Emotions are involved Participants make up their own opinion (durability of the change) Experiential learning is more effective than passive learning Limits of experiential learning: Leaders dont always have the power to change peoples actual experiences Most of the leaders falls on the use of language as a way to change peoples mind 2. Persuading people to change through language Methods of persuading people change their minds Abstract Narrative Direct and explicit Appeal to reason through detailed evidence and arguments Narratives in which the object is to have the listener live the story as fully and movingly as possible Indirect and implicit Appeals to intuition, through cues, signs, heuristics and manipul The Secret Language of Leadership Steve Denning The Secret Language of Leadership Steve Denning Selected in 2000 as one of the worlds ten most admired knowledge leader, Steve Denning is an award winner for the books  «The secret language of leadership » and  «the leaders guide to storytelling ». He studied law and psychology in Sydney University and then went to Oxford in the UK for a law postgraduate degree. He worked in organization in the US, Europe, Asia and Australia and was until 2000 the program director Knowledge Management at the World Bank. In the book the Secret Language of Leadership, the steps that have to be achieved to become a successful leader are to get the attention, to stimulate desire, to reinforce the reason and to continue the conversation. To reach those, a leader has to use six enablers that will be describing in our analysis of the language of Leadership: key enablers. Articulating a clear, inspiring goal Stephen Denning starts his explanation of the key enablers of the language of Leadership by a quote o George Bernard Shaw: This is the true joy in life, the being used for a purpose recognized by yourself as a mighty one; the being thoroughly worn out before you are thrown on the scrap heap; the being a force of Nature instead of a feverish selfish little clod of ailments and grievances complaining that the world will not devote itself to making you happy.† This quote shows us the importance we give on the recognition of the actions we can do or the goal we can reach. We will now analyze how important it is to articulate a clear, inspiring goal. Stephen Denning illustrate the chapter, Articulating a clear, inspiring goal, of his book; with the example of the company Apple. Steve Jobs the creator of Apple had created chaos in his company because even if he is a brilliant person he was not an inexperience chairman.   A new CEO took his place in 1983, John Sculley, who was a star manager of other big companies as Pepsi. Even if Sculley did a good job on stabilizing the corporation and rationnalized the products, the Apple staff was no supporting him. Sculley wanted to implement a shift in Apple life by producing low cost computers like Dell, but the staff was not interested in becoming just another computer company. They wanted to follow Steve Jobs goal of creating cool, innovative electronic products, a purpose that for themselves was worthwhile in itself. John Sculley was forced out in 1993, his instrumental goals were not embraced and he was not successful on inspiring Apple staff to pursue new goals energetically and enthusiastically. What the staff wanted was to pursue Apple original purpose, which was more seductive for them as they came into this company for those values. Michael Spindler, Sculleys successors met the same fate. Steve Jobs came back as the CEO of Apple, and he didnt try to change the company purpose, which he settled many years before. We now know the success of Apple, Steve Jobs became a great CEO and he spread the world with his initiate focus, which was designing cool, innovative electronic products. Apple is a success story and Steve Jobs is often associate to this success, even when he has medical trouble it has an important impact on Apple stock exchange. Steve Jobs is so link to Apple that every launching of his product and every keynote he does make a huge buzz. In my opinion and especially in the market of new technologies when a company his created with a new concept, a brand new idea, a new way to work and projection in the future; the people who mean to work for those values are so convince that it is what you have to reach that they wont consider any other proposition.   Sculley and Spindler did not take into consideration what was Apple staff considerations and first goals; it is why we ask them to quit the company. It is complicated to change the main purpose of a business and the common goals and ideas of a whole staff when there are extremely committed to it. Before making changes in a company you have to define a clear vision and history of what people working in are sensitive and committed to. 1. Articulating a Worthwhile purpose In this part, Stephen Denning set up the problematic of the importance of enduring enthusiasm. He is wondering why Steve Jobs could generate enduring enthusiasm while John Sculley couldnt. Stephen Denning take the example of two kids playing piano, one child loves it, its a joy for her to play, it fills her life with meaning and she wins prizes. Her joy of playing is even more important that the prizes or recognition she could get. An other child is forced by her parents to play, she has a natural aptitude for music but do not enjoy it so much. Those two girls have a different view on this activity, the first one feels energized and enthusiastic and the second one is bored. Stephen Denning link this example with the practice of sharing knowledge in the organization, which is called knowledge management. Some people within the organization commit their working lives to making the best knowledge available to those who need it. They are honest and open to others. The source of their own personal growth is from the knowledge they spread within the organization, the benefits for them is the inherent value of sharing knowledge itself. Some people are practicing knowledge management on their own, it is to bring more money into the company, but for those who want to share their knowledge, they will find reward in the essential fact that the knowledge will be share. Stephen Denning says: A principal difference between these two different ways of viewing an activity is that when the activity generates sustained enthusiasm, the activity is being pursued for its own sake, not merely to achieve some instrumental or external good such as money, status, prestige, power, or winning. The perceived inherent worth of the activity being undertaken is foundational.† For Stephen Denning the enthusiasm toward an activity is important, because if you are enthusiastic for an activity, you will be for the own sake of this activity and not for some other instrumental goals. I totally agree with this vision, as I consider than even if you can be successful for an activity you dont really like, you wont have the same interest and implication to that activity that if youre really enthusiastic about it. When you are a leader your are face to certain situation that if you are not enthusiastic about what you are doing it will be difficult for you to find solutions or it will take you more time to do it, or you will not act you should do. The enthusiasm you could have for an activity can have influence on the people you are working with. The have feelings and can perceive if you are running for instrumental goals or if you find happiness on the own sake of an activity. It is an element to recognize basic leaders to outstanding ones. In some situation, Stephen Denning   take the example of prisoners in a concentration camps, people can find psychic energy to create meaning for their lives.   The people who are able to find inherent value in whatever they are doing are sometimes called â€Å"autotelic personalities†: they have the capacity to be intrinsically motivated by almost any activity. It is a great advantage of being able to find value in what you are doing and to be motivated in whatever you do, but I am sceptical on the degree of enthusiasm of those people. I agree in the fact that you can motivate yourself for some activities that you are not really into it, but I think their might be a difference in the level of implication and enthusiasm for activities that really fit to you and you personality and vision that the one which are not. Stephen Denning define the characteristics of activities that can generate sustained enthusiasm: The participants in the activity can see themselves making progress toward something that is good for its own sake, additional effort is a joy and not a burden. The participants experience their own personal growth and development as part of the activity. A balance between ability level and challenge—the activity is neither too easy nor too difficult—is also conducive to enthusiasm. The participants see themselves as contributing to, raising the sights of, and enhancing the efforts of other people pursuing the same activity. Ideally, the activity should bring some positive instrumental benefits: income, status, prestige. But even without that, it should at least be without negative instrumental effects. If those four elements are in place, there are chances that enthusiasm can be sustained. We can also notice that the primacy of goals pursued for their own sake in transformational leadership does not mean that instrumental benefits are unimportant. In practice, instrumental benefits reinforce the pursuit of goals for their own sake. Instrumental goals are complementary to enthusiasm and the pursued of goals by their own sake. But you have to remember that even if instrumental benefits are important, if you placed them first, enthusiasm is likely to die. You always have to consider the inherent value of the activity. For Stephen Denning: â€Å"One central aspect of the language of transformational leadership is therefore to articulate goals and activities in terms that can be viewed by participants as worthwhile in themselves, not merely pursued because they lead to instrumental benefits.† This is a fundamental quote that resume the importance of articulating a clear, inspiring goal. Those facts are true for leaders, but it is also true for corporations, they are most inspiring when they pursue large goals that are worthwhile in themselves. In this book, we find the example of Toyota, their goal is to: â€Å"to enrich society through the building of cars and trucks.† Also the example of Johnson Johnson who defines the companys responsibilities as first, to the consumers and medical professionals using its products, second, to employees and managers, third to the communities where its people work and live, and fourth and last, to its stockholders. Or Costco, their goal is to provide its members quality goods at low markups. Transformational leaders present their goals as larger than any particular task or organization or time-bound objective.   Stephen Denning take the example in politics: â€Å"Thus Abraham Lincoln can be assassinated, but his vision of a nation pursuing a new birth of freedom lives on. John F. Kennedy can be shot, but his vision of changing race relations in the United States is implemented by his successor. Martin Luther King Jr. can be murdered, but a whole nation continues the work that he started.† It is true that Goals that are articulated as worthwhile in themselves enhance the possibility of sustained enthusiasm, and hence the possibility of transformational leadership. But, articulating the goal as worthwhile in itself doesnt mean that listeners will necessarily see it in this way. Enthusiasm and finding reward in the activity your are pursuing is important, you find more energy and capabilities of reaching your goals and you know that when an activity is pursued for its own sake, the activity never ends. You are so convinced of the meaning and the importance of the activity that you want to reach a level of excellence, the activity will have no limits. It is what give us excitement when we are doing something we are convinced to do. In my opinion to be a good leader you should look for those feelings and excitement in an activity that will fulfill you needs. Or if you want to become a good leader it is the way you have to perceive an activity, you have to tend to those attempt. We are now going to see the importance of setting priorities among goals. 2. Setting Priorities Among Goals Leader fails a lot because they dont have a clear and inspiring goal or have too many of them. Leadership is such a demanding activity that any one individual can probably pursue no more than a couple of significant change ideas at any one time. It is essential to set priorities. Selecting a goal, or at most several goals, and then persevering is a requirement for success as a transformational leader. Stephen Denning take the example of Ronal Reagan, who was a single mindedness leader and politician.   He success was mainly based on a relatively small number of goals : defeating the Soviet Union and reducing taxes and the size of government. What I learn for the chapter tow of the part two of   The secret language of Leadership, is the importance of commitment and enthusiasm toward an activity in order to embrace inspiring goals that will be define clearly and focus on some   domains, in order to make the activity a success. The leaders own story Committing to the goal Stephen Denning starts this third chapter by pointing out the fact that Abraham Lincoln did not begin his presidency as a transformational leader. By definition, transformational leadership is a process that changes and transforms individuals. It is often associated with ethics and involves long-term goals. Transformational leadership focuses on the process by which the leader engages with followers, and together create a connection that raises each of them to higher levels of motivation and morality. A transformational leader must be attentive to follower needs and motivation, and tries to help followers reach their full potential. It requires long term strategic planning, clear objectives, a clear vision, the efficiency of systems and processes According to B.M. Bass, one of the leading theorists on transformational leadership, the leader transforms and motivates followers by: making them more aware of the importance of task outcomes, inducing them to transcend their own self-interest for the sake of the organization or team, and activating their higher order needs. Transformational leadership is concerned both with the performance of followers as well as developing them to their full potential. What make Stephen Denning says that Abraham Lincoln did not begin his presidency as a transformational leader is that he was explicit in declaring that he had no intent to abolish slavery to his earlier speeches. Its explicit goal was to preserve the Union at that time, which mad sense as there was no consensus for abolishing slavery. But soon, in 1862, nearly 2 years after the beginning of his presidency, he came to the view that the Union could not be preserved without abolishing slavery. Stephen Denning says: â€Å"Privately, he continued to argue that his goal remained the pragmatic one of preserving the Union. But publicly, Lincoln became a leader in a moral cause.† In December 1862 Abraham Lincoln made a speech to the Congress: We say we are for the Union. The world will not forget that we say this. We know how to save the Union. The world knows we do know how to save it. We—even we here—hold the power, and bear the responsibility. In giving freedom to the slave, we assure freedom to the free—honorable alike in what we give, and what we preserve. We shall nobly save, or meanly lose, the last best hope of earth. Other means may succeed; this could not fail. The way is plain, peaceful, generous, just—a way which, if followed, the world will forever applaud, and God must forever bless.† This speech symbolize the moment when Lincoln became a transformational leader, he justified his action on instrumental and legal grounds. This new vision, based on moral grounds, Lincoln showed that it was something worthwhile in itself. With this changes Lincoln is proclaiming a new Union who want to restrain slavery, who will fulfill the promise of liberty. We can say that Lincoln is a transformational leader after this participation in the Congress in December 1862 because he stimulates people to want to do something different, inspiring them to higher levels of aspiration. Abraham Lincoln gives a new vision of what the United States should sand for: â€Å"government of the people, by the people, for the people† Stephen Denning came to the point of studying politicians as leaders. 1. Politicians as Leaders We often think of our politicians as leaders. But they are more oriented on the acquisition and retention of political office rather than being worried about people moral values and inspiring them to change. But if they do care, they usually survive in the world of politics. A successful politicians is one who is willing to fight, to attack the establish order, who is flexible. And who is able to preserve a public image of being honest, compassionate, moral and devout. Stephen Denning notice that: â€Å" Retaining power is principally about listening to the electorate. â€Å"If you want to get elected, learn to speak,† said Tom Daschle, former Democratic leader in the U.S. Senate. â€Å"If you want to stay elected, learn to listen.† It is difficult to understand the commitment to change of politicians and also ambiguous, because you are not 100% sure of what drive them to the commitment of their goals. Stephen Denning says that we should not be surprised of the lack of leadership in politics because nothing in the terminology of politics suggests that the people are electing â€Å"leaders†. Also that politicians have qualities like containing conflicts, guiding forces of change by giving direction, value and purpose but that it is not necessarily the qualities of a transformational leader. I agree with the fact that politicians have qualities and that it is not the sign of a transformational leader. But when you choose to elect a politician, you would like him to manage your country and maybe to make yourself more aware of the importance of task outcomes, for your own self-interest, you might want his politician to be concern of developing the population to its full potential. But it is that in reality that does not happen that much, or will we know it and we would live in a perfect world or close to the excellence ! 2. CEOs as Leaders Stephen Denning takes the example of Alan Klapmeier in Cirrus Design, a manufacturer of private aircraft. Alan wanted to introduce a new innovation that would change the industry, but its board of directors stopped him because they just completes a market research highlighting that this product elicited the least interest. Later Klapmeier convinced his board of directors, the innovation was introduced and it became a success. The decisive issue for the board of directors was not if the innovation was worthwhile but it was the institutional preoccupation. Stephen Denning says: â€Å" If a firm can focus its efforts on activities valuable in themselves where it has, or can develop, an edge over its competitors, social responsibility can become not a drag on the firms profitability but rather a strategic business opportunity. Companies can do well while doing good.† He also highlight the fact that is easier to pursue an inherently worthwhile purpose in a privately held corporation rather than in a publicly held corporation as their business tend to be faire-weather corporate citizens, they are under continuing pressure to grow and do whatever is profitable. Furthermore, pursuing goals that are both worthwhile and profitable doesnt remove the inherent tensions between the pursuit of worthwhile activities and the goal of enhancing the bottom line. We can see that it is not easy for a CEO to be a leader, it depends of the environment, the context; it is why a leader as to be flexible and can adapt easily to the environment. We can also say that in publicly own companies they have the same tools as private own companies so they can try harder to pursue an inherently worthwhile purpose by develop a challenging and attractive vision, together with the employees and translate it to actions, express confidence, decisiveness and optimism about the vision and its implementation, realize the vision through small planned steps for its full implementation. But we also have to balances with the fact that objectives are not the same in private and publicly own companies. Speaking to the CEO (NB: people of power will be called CEO) Leadership is here approached through change. The main question rose by the author is â€Å"How to communicate disruptive new ideas to people with great power†. This implies the question of the HOW of course, which is one of the Management science and research main concerns but there is also here a dimension not that often developed, its the communication with people having power. We often hear how to be a leader and get your team and â€Å"N-1† to do things but it is not that often that the target of power people (CEO) is approached. The key idea expressed here is â€Å"understanding†. The author emphasis on the human part of every individual and on the importance of the context. He thinks the person as an individual but part of a global scheme. To lead correctly you have to explore deeper and learn about personal individual. What are their preferences, hopes, manners, fears The idea here is to understand how people work inside, what trigger them. Because if you can understand the deeper needs of an individual you cant then easily figure out the proper way to communicate with him. You have then greater chances for him to listen to you and then to believe you. 1. Garry Williams and Robert Miller theory The author then develops a theory by Gary Williams and Robert Miller. They have agreed on 3 main leaders categories (80%): the charismatic, the skeptics and the followers, and they. then talk about thinkers and controllers (20%) Leaders needs: For charismatic: the boldness of idea should be featured For skeptical: need to hear the message from a person he trusts For risk averse follower: need to be reassured other people do it do Controller and thinkers: need details Trust Issue: The question of trust is developed. They distinguish here in the game of trust two different parties: the people in the inner circle of trust of the leader and the others. Inner Circle Not yet †trusted† Has the CEOs attention Sponsors the interaction Can be perceived as an opponent Can be perceived as irrelevant If so wont be listened to When aware of that, the challenges are easier to identify. The problem is here to focus on the CEOs interests and to make him believe in the idea you want to present to him by making it a part of himself. Committing to change The author uses here a powerful expression â€Å"Commitment mind, body and soul†. He explains here that to him the only way for a leader to succeed is to commit fully to an objective. The leader is here expected to â€Å"see intensively even obsessively, to feel it†. Being committed 100% is crucial for the leaders effectiveness, but the real problem is not to get him to convince the other but to get him passionate about the goal and get it to become a part of him. Because if strongly and intimately convinced he will be able to take the goal/company or team to a higher level. The leaders feelings stressed out? Feelings are often considered in Leadership theories, how to connect with people to make them do what is needed for the common goal (often the company)? But what I think is extremely interesting here is the consideration made to the leaders feelings. The question is not how to deal with the teams feelings but to analyze what thrive the leaders and how they handle their emotions. The Author here develops a little paragraph on how stressful it can be for a leader to become a leader. The two mains reasons to this stress would be : Steve Denning then points out the famous and classical world Leaders such as Gandhi, Martin Luther King Jr. and Kennedy who so intimately convinced had to pay the price of their life for their causes. To conclude this discussion I found important to highlight the phrase p79 telling that â€Å"its an opportunity to lift their game to a new level† because to me it sums up very well the basic structure of leadership that is to say the dimension of a vision. 2. Howell Raines leadership tale Steve Denning choose to introduce this chapter with a story: â€Å"The Howell Rainess leadership tale†. He tells us more about Howell Raines, former executive editor of the New York Times and the kind of leader he is and how he lived and tried to implement is change strategy. To sum up, Raines wanted the times to be the first on the news, with bigger and more original stories covered by what he called â€Å"overwhelming force†. He was familiar with the firm and the staff and had strong backing from his boss. One of the first thing is did was to use his right of fire and hire to create the dream team he had in mind. He did implemented change and got the Times to win a Pulitzer but after 19 months he was dismissed because of one of his reporter accused of plagiarism. The underlying reason was a bit different though, he was told to have â€Å"lost the newsroom†. What happened here is that despite his vision and that he strongly believed in what he intended to implement, he had failed to win â€Å"the hearts and minds â€Å"of his staff. He did not listened to his people enough and was perceived as very intimidating and aggressive. He did not succeed in taking other with him in his change strategy mainly because he underestimated his change strategy and its interaction with the staff. New audience: The author here develops the concept of audience evolution. Communication and management as we know it now is pretty recent in human history. â€Å"Once upon a time† people were not considering work like they are now. They had no specific expectations except earning money and would not even think work as a way of making them feel better, important and individually considered. There are 3 notions I will highlight that I think are crucial to understand this change of audience expectations: Quest for happiness: Nowadays we are in what I call the endless happiness quest, everyone wants and have to be happy by any means, and it of course includes work. People have more skills, are more educated and therefore expect more. They want something in return. New relation to authority figures: Another important thing that changes a lot the way the audience is acting is that we nowadays have a new relation towards authority, in private spheres (Family with your parents) and public spheres (at work with your boss). This is very important to keep in mind to understand why the audience acts in a certain way and what it expects. Expansion of diversity: We are dealing with more and more differences between people: â€Å"gender, ethnicity, nationality, religion, life style, age group and geographical location† Understand that new audience: The problem is that dealing with different people means that you wont reach them with the same tools. What is the common point to every single individual? We are humans. And what is common to every human being? Emotions. Whatever we do, wherever we come from we are driven by emotions, whether we try to hide them or we work with them we are all emotional. This is what the leader has to use: Emotions. He has to keep in mind that we are all different, have different goals, ambitions, perspectives and needs but a way to get us to understand the other and get involve in change or in a project is to use our emotions, the one that thrives us to go to â€Å"another level†. The author emphasis a 2 dimensions individual with a surface and a deeper world. To make something of someone you have to go to the deeper world, and for this you have first to get to know the individual personal story. They question. They explore. They intuit. They wander. They mingle. They live in it. They listen. They watch.† Its a matter of imaginatively reaching out and getting inside the subjective world of the people who need to change and getting a sense of what it is like living in that world, so that the leaders feel its logic and power and order and compelling harmony† Finding and encouraging New leaders Steve Denning develops an idea that I find particularly interesting it is that leaders cant work alone. No matter how charismatic and how committed he is to his vision an idea he will need the others to make change happen. He speaks about middle hierarchy and calls them â€Å"evangelizers†. He then makes a parallel with Raines story and how he failed involving his staff in his change strategy. He ends that chapter with the concept of Narrative intelligence required for understanding the story of the change idea and the audiences story†. 3.Steve Denning vision of leadership Why Do People Change Their Minds? Stephen Denning explains us that there are 3 ways for people to change their mind: by actual experience, by observed experience, and by symbolic learning. Actual Experience: The way we are living and experiencing things around us can change the way we think about them, mostly because of the feelings we have when experiencing those things. When you feel a strong emotion doing something, you trend to pay attention to it and to remember it more easily and longer than when you dont feel anything. Observed Experience: Actual experience is not the only way to learn from experiences, observing events can have the same emotional effect as real-life experiencing. In the public arena, 9/11 changed the way many people viewed terrorism. Symbolic Learning: Most of the time the learning of an idea communicated symbolically is not as powerful as an experience but it can have similar physiological reactions. In the author case, the combination of direct experience, observed experience, and symbolic learning led to his spending a large part of his life devoted to international development. 1. Changing minds through direct or observed learning: The more immediately people are involved in an actual or observed experience, the more meaningful the learning will be, and the more impact they will have. Direct or observed learning in a business environment can be: acting, conversations, visits, role-playing, simulations, prototyping, training, Advantages of experiential learning (direct or observed): Emotions are involved Participants make up their own opinion (durability of the change) Experiential learning is more effective than passive learning Limits of experiential learning: Leaders dont always have the power to change peoples actual experiences Most of the leaders falls on the use of language as a way to change peoples mind 2. Persuading people to change through language Methods of persuading people change their minds Abstract Narrative Direct and explicit Appeal to reason through detailed evidence and arguments Narratives in which the object is to have the listener live the story as fully and movingly as possible Indirect and implicit Appeals to intuition, through cues, signs, heuristics and manipul