Issues in Human Resource Strategies That Improve Organizational Performance free essay sample

A rapidly changing economic environment, characterized by such phenomena as the globalization, and deregulation of markets, changing customer and investor demands, and ever increasing product market competition, has become the norm for most organization. To compete, they must continually improve their performance by reducing costs; innovating products and processes; improving quality, productivity, and speed to market; and more importantly by improving their individual performance within the organization. In order to do this, a set of distinctive human resource strategies, defined as internally consistent bundles of human resource practices (Dyer Reeves, 1995), is clearly essential. Sparrow and Marchington (1998) suggested that HR practices are the most advanced, the most sophisticated, and the most efficient basis for organizing and for obtaining high performance from employees since it seeks to strategically integrate the interests of an organization and its employees. In addition, a number of studies have also indicated that there is a positive relationship between effective HR strategies and organizational performance. We will write a custom essay sample on Issues in Human Resource Strategies That Improve Organizational Performance or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Specifically, it is suggested that HR practices can improve organizational and operational performance when matched with quality manufacturing strategies (Stone, 2002). Nevertheless, despite the positive relationship found between HR practices and firm performance, there are a number of issues and questions surrounding them. One problem in relating HRM and performance is the lack of theoretical background; resulting in both terms remain ambiguous concepts. Other questions arise in relation with the link between HR strategies and performance are the inconsistent findings in regards to what constitutes a high performance HR strategy (Becker Gerhart, 1996; Cooke, 2001) and the problems with HRM and performance measurements (Guest et al. , 2003). The aim of this essay is to outline and explain the issues in developing human resource strategies that improve organizational performance. Specifically, the essay shall begin with presenting the issue of theoretical background of the concept of HRM and organizational performance. Subsequently, it shall discuss the issue about diversified strategies used to improve performance, and the problems in measuring HRM and performance. ?HRM and Organizational Performance: The Lack of Theoretical Background Guest (1997) pointed out that to improve our understanding of the impact of HRM on performance; we need a theory about HRM, a theory about performance, and a theory about how they are linked. Unfortunately, there has been a great deal of debates amongst leading researchers and practitioners about the concept and contributions of HRM practice in managing employees in overall organizational objectives (Loosemore, Dainty Lingard, 2003; Analoui, 1998; Sparrow Marchington, 1998). McCarthy and Stone (1986) argued that the concept of HRM is ambiguous and that its contribution to organizational performance remains unclear and is not well understood. In addition, Sparrow and Marchington (1998) pointed out that rather than adding value to the business through its strategic integration with managerial objectives, HRM can remain a disappointingly mechanistic function. Similarly, there is no universal theory about performance (Guest, 1997). It was proposed that the meaning of performance involves two dimensions; the types of criteria and the weight of each. Organizations have different interpretations of performance according to the sector of their industries. Service providers, for example, might consider customer satisfaction as their top performance indicator, while manufacturers might view inventory level as an important criterion to measure their performance level. In addition, some organizations put financial results on top of their performance indicator list and employee’s job satisfaction at the bottom, but others may view this in the opposite position. As a result, it is hard, if not impossible, to define the concept of performance that applicable for all organizations. The impact of HR practices on firm performance is without a doubt an important topic in the fields of human resource management, industrial relations, and industrial and organizational psychology (Huselid, 1995; Jones Wright, 1992). This literature, although largely conceptual, concludes that HR practices can help to create a source of sustained competitive advantage, especially when they are aligned with a firm’s competitive strategy (Jackson Schuler, 1995; Wright McMahan, 1992, both as cited in Huselid, 1995). Specifically, a large majority of published studies found an association between HR practices and firm performance, regardless of whether they are cross-sectional or longitudinal, whether conducted at establishment or company level, whether based on strong performance data or subjective estimates, whatever sector they are based on, whatever operational definition of HRM is used, and wherever they are conducted (Guest et al. , 2003). Nevertheless, despite the positive thrust of most empirical findings, Wood and de Menezes (1998, as cited in Guest et al. 2003) failed to find consistent associations between HRM and performance. Furthermore, Wood (1999) has also argued that the relationship between HRM and performance is relatively weak. One possible explanation lies in the various contingency factors, other than HR activities, that might contribute to organizational performance such as organizational culture (Kotter Heskett, 1992; Van der Post et al. , 1998), business strategy (Richard Brown Johnson, 1999), and political considerations (Ferris et al. 1998). ?Improvement Strategies: Is There One Best Way? Much of the research on the link between HRM and firm performance has looked at single HR practice such as compensation or selection, while others attempted to look on the impact of combining different HR practices to improve firm performance (Becker Gerhart, 1996). Pfeffer (1998, as cited in Tyson, 1997), for instance, put forward a seven-principle best practice which he believed is universally applicable. The seven best practice HRM elements include; employment security, selective hiring, self managed teams, high compensation contingent on organizational performance, extensive training, reduction of status difference, and information sharing. Theoretically, bundling several HR practices should produce greater performance effects than any of the individual human practices (Dyer Reeves, 1995). However, in reality, there is no single standardized bundle of HR strategies that is universally applicable for all organizations. Each firm might require different bundles of HR strategies to improve its organizational performance.

How to Get Into Yale 4 Expert Admissions Tips

How to Get Into Yale 4 Expert Admissions Tips SAT / ACT Prep Online Guides and Tips Yale is one of the most competitive schools on the planet to get into. If you’re wondering how to make your application stand out from the crowd, you’re in the right place. In this article, we’ll go over everything you need to know about how to get into Yale, including how hard it really is to get into Yale, what Yale is looking for in its students, what test scores and grades you need, and how to ace your Yale application essays. How Hard Is It to Get Into Yale? Yale is extremely selective - it accepts less than 7% of applicants every year. That means that only seven out of every 100 students get into Yale. In order to be competitive as an applicant, you’ll need to have near perfect grades, excellent test scores, and standout essays. What Is Yale Looking for in Its Students? Yale wrote an entire essay on what it looks for in its students. While the post doesn’t go into many specifics, it does offer some helpful nuggets of wisdom about what the admissions committee considers when evaluating applications: Academic ability: Yale wants its students to be top-of-the-line academically. Yale puts a lot of weight into your high school transcript, so you’ll need to achieve great grades consistently. Your high school teachers will also speak to your academic ability - your letters of recommendation should show that you’re hardworking and academically curious. Who you are outside of school: You’re required to write many different essays for Yale. Use your essays as an opportunity to paint a vivid portrait of yourself, one that goes beyond your academic performance. Highlight your interests and make yourself seem like a real person, not just a collection of numbers. What you’ll do with Yale’s resources: Yale wants students who will take advantage of its many resources. Your application should demonstrate that you’re ready to take on challenges and that you take grab opportunities when you see them. Yale isn’t looking for complacency - it’s looking for students who will take advantage of every moment on their campus. Amazing recommendations: While your transcripts give quantitative information about your academic ability, your recommendations give qualitative insight. Yale will rely on your teachers’ letters to really highlight who you are as a student. Teachers often write about things that a simple â€Å"A† on a line can’t convey - like your wit or sense of humor when responding to different challenges. Can You Apply to Yale Early? Yale offers both regular application and early action deadlines. The early action deadline is November 1 and you’ll hear about your acceptance on December 15. Yale’s early action program is a single choice early action program, which means that you can only apply to one school (Yale) but your acceptance isn’t binding. Statistically, you do have a slightly higher chance of getting into Yale early action than at the regular decision deadline, but the difference is not that significant. If Yale isn’t your first choice, we wouldn’t recommend applying there early, since you won’t be able to apply early anywhere else. Yale Application Deadlines and Requirements You can apply to Yale using either the Common or Coalition application. You’ll need to take write at least two essays, plus the short answer questions, regardless of which application you apply with. The number of essays you write depends on whether you’re applying with the Common Application or the Coalition Application. You’ll also need to submit three letters of recommendation. Yale requires that you send either SAT or ACT scores, with the writing component. You do not have to have completed any specific coursework in high school in order to apply. Here’s a full list of requirements: EITHER, the Coalition Application with Yale-Specific Questions, OR The Common Application with Yale-Specific Questions, OR The QuestBridge National College Match Application $80 Application Fee or Fee Waiver Two Teacher Recommendations One Counselor Recommendation School Report (including Transcript) Standardized Test Results Mid-Year Report (due when first semester/term senior grades are available at your school) Early action applications are due on November 1, regular admissions on January 1. What GPA Do I Need to Get Into Yale? You need to be at the top of your class, GPA-wise, to be accepted into Yale. The average GPA of admitted applicants to Yale is 4.19. That means you need basically straight A’s in order to even be competitive with other applicants. You’ll need to take AP or IB classes as well, both to boost your GPA and to show that you’re capable of handling college-level coursework with ease. What Test Scores Do I Need to Get Into Yale? It should come as no surprise, but you need extremely high test scores to be considered seriously as a Yale applicant. The average SAT composite score of admitted applicants at Yale is 1540. That breaks down to a 770 on the math section and 770 for the reading/writing score. In other words, you’ll need a basically perfect score to be considered. Yale requires you to send in all of your SAT scores, but the committee is able to look at a student's highest officially reported score on each section of the SAT. If you don’t have a 1540+ on the SAT yet, you need to seriously reconsider taking the test to get as close to that score as possible. Make a plan, commit to studying, and work hard. The average ACT score of admitted applicants at Yale is 33 - slightly less competitive than the average SAT scores. That being said, 33 is still high and if you have lower than a 31 on the ACT, you should consider retaking the exam. Yale Application Essays Yale requires all of its applicants to answer some combination of three specific essay questions. If you’re applying to the engineering school, you’ll have to answer an additional prompt. Let’s take a look at the three prompts. Then, we’ll talk about who needs to answer them. Think about an idea or topic that has been intellectually exciting for you. Why are you drawn to it? Reflect on your engagement with a community to which you belong. How do you feel you have contributed to this community? Yale students, faculty, and alumni engage issues of local, national, and international importance. Discuss an issue that is significant to you and how your college experience might help you address it. If you’re applying with the Common Application, you’ll choose two of those prompts and answer them in 250 words or fewer. If you’re applying with the Coalition Application, you’ll answer one prompt in 300 words or fewer. You’ll also include an audio, video, image, or document file that you have created that is meaningful to you and related in some way to your essay. You’ll write one sentence to show how this relates to your essay. Students applying to Yale’s engineering program must also submit the engineering essay as part of their application. Here’s the Yale engineering essay prompt: If you selected one of the engineering majors, please tell us more about what has led you to an interest in this field of study, what experiences (if any) you have had in engineering, and what it is about Yale’s engineering program that appeals to you. Please respond in 300 words or fewer. All applicants will complete six short answer questions regardless of which application you’re using. The six short answer questions for the Yale essays range in word limit from 35 words to 300 words. These essays are specific to the Yale application - you won’t find them on any other college or university’s application. Although they are short, the Yale supplement essays are just as important as the longer essays. If you want to learn more about how to answer the Yale essays and short answer questions, check out our in-depth article on the subject. Tips for Getting Into Yale It’s hard to get into Yale, but not impossible. You need to put serious work into your application to be considered. Here are some tips you can follow as you’re working on your Yale application. #1: Work Hard at Getting Great Grades You need great grades to be accepted at Yale. If you’re still in your freshman, sophomore, or junior year of high school, plan to take some advanced classes to up your GPA. You’ll need to be disciplined and work hard to compete with the other applicants. #2: Ace Your Standardized Tests You need high standardized test scores in order to be admitted to Yale. You should plan to take the SAT at least three or four times. Remember, you can take the SAT up to six times before the admissions committee starts to wonder why you keep taking the test. If you’re taking the Yale, you should study for and take the test as many times as necessary to meet (or beat) the average ACT score of Yale admitted applicants. #3: Write Standout Essays You have plenty of opportunities to flesh out your personality with your essays. You should put equal weight on all of the short answer questions, even the ones with a 35 word limit. If you're worried that one of your essays isn't strong enough, seek out a second opinion. #4: Secure Awesome Recommendations Yale puts a lot of emphasis on the recommendations you get from teachers - make sure you get good ones! Pick teachers who really know you - ones that you've worked with closely and have seen your best work. You want letters from teachers who can speak to your strengths beyond academic ability. Recap: How to Get Into Yale Getting into Yale is extremely difficult, but it's not impossible! Your application will need to be incredibly polished in order to stand a chance. Make sure your academic record is near perfect, your recommendations stellar, and your essays engaging, and you'll be competitive with the other applicants. What’s Next? Worried about how to write an amazing college essay?Readour step-by-step guide on how to write a college essayand take a look at our analysis of 100+ real college essaysto get a feel for what colleges want- and don't want- to read in an application. If you're getting ready to apply to college,it's time to learn what colleges expect from you. This article will help you better target your application to suit what each school you apply to is looking for. If you're planning to take the SAT or ACT as part of your application, try out some of our famous test prep guides, like"How to Get a Perfect Score on the SAT"and"15 Key ACT Test Day Tips." Want to get into Yale or your personal top choice college? We can help. PrepScholar Admissions is the world's best admissions consulting service. We combine world-class admissions counselors with our data-driven, proprietary admissions strategies. We've overseen thousands of students get into their top choice schools, from state colleges to the Ivy League. Learn more about PrepScholar Admissions to maximize your chance of getting in.

Minimizing risks in Shipping Lines Research Proposal

Minimizing risks in Shipping Lines - Research Proposal Example Identify and formulate new strategies, techniques or methods to identify and address risks due to the various factors like operational costs, oil prices, interest and exchange rates, political and environmental changes, etc. which are either highly exorbitant, volatile, or detrimental to affect the smooth and safe functioning of the shipping industry. Plan to use both primary and secondary data for the purpose of research. Primary sources off data like interviews and questionnaire will be used. Secondary sources like books, journal publications, articles, official websites, newsrooms, etc. would be used along with the primary sources of information. The primary sources of data that would be taken into consideration would represent a small section of people and their views and feedback based on their experience and varied roles in the industry which would then be generalized for the whole industry which may pose problems when taken for formulating high impact strategies by the governmental or policy making bodies. This use of limited primary data can be compensated by using secondary data from books, articles, journals, websites, newsrooms and other reliable sources. As the interviews would be conducted at shipping d... Plan to use both primary and secondary data for the purpose of research. Primary sources off data like interviews and questionnaire will be used. Secondary sources like books, journal publications, articles, official websites, newsrooms, etc. would be used along with the primary sources of information. Your signature Date Name(s) of proposed Supervisor(s) for this Dissertation: Confirmation of approval of proposal and its ethics by the Programme Leader/External Examiner: Signed Date RESEARCH ETHICS CHECK FOR MA DISSERTATIONS INVOLVING HUMAN PARTICIPANTS This form should be submitted at the same time as the Dissertation Proposal Form Your Name: Your Degree Programme: Your Dissertation Supervisor's name: SECTION 1: DETAILS OF YOUR PROJECT 1. What is the title of your dissertation Minimizing risks in Shipping 2. What do you consider to be the main ethical issues or problems that may arise with the proposed study and what steps will be taken to address them The primary sources of data that would be taken into consideration would represent a small section of people and their views and feedback based on their experience and varied roles in the industry which would then be generalized for the whole industry which may pose problems when taken for formulating high impact strategies by the governmental or policy making bodies. This use of limited primary data can be compensated by using secondary data from books, articles, journals, websites, newsrooms and other reliable sources. 3. Where exactly will the interaction with participants be As the interviews would be conducted at shipping dock yards maritime control offices, etc. interaction would be with

Discuss the evolution of enamelled glass in medieval Egypt and Syria, Essay

Discuss the evolution of enamelled glass in medieval Egypt and Syria, focusing on Carboni's book Glass for the Sultans - Essay Example This includes changes in history, politics and culture during the time, all which allowed glasswork and artistic symbols to begin to alter and to show a different understanding of the social knowledge of the time. The glass making that occurred in Egypt and Seria during the medieval times was a result of newer concepts related to society. This time period was known for the ability to conquer several lands and areas, all which were beginning to build and develop politically and within the infrastructure. The Middle Eastern area, ranging from Greece to Spain and Egypt, all were moving through these main influences within politics. Many were focused on conquering neighboring countries, as well as expanding influences. More importantly, the Islamic world began to develop, with many associating the ideas of enameled glass with the religious and philosophical thought processes within the country. The glass making in this region was divided into two time periods. The first was known as the Abbasid Era, which had the time period from 750 – 868. During this time period, Alexandria and Syrian were known for developing the different enameled glass, specifically with a focus on creating intricate pieces for royalty. More importantly, the works that were created were defined by contrasts and colors that associated with religious beliefs and the idea of sacred works during the time. The second time period was linked to Egypt during the Tulunid Era, ranging from 868 – 905. This began to alter from enameled glass to stained glass surfaces, mostly seen in accessories such as lanterns and vessels. The glass used in both these eras were known not only for their ornamentation, but were also created for practical means. There was use of the stained and enameled glass for buildings and architecture while lighting different archways were the main focus of most of

Assessment for Teacher Essay Example for Free

Assessment for Teacher Essay The primary purpose of assessment is for the learner to provide evidence of learning by demonstrating the understanding of content and achievement of learning outcomes. This gives an insight of their strengths and areas of development. Whereas for teacher, it provides a moment to review their assessment strategies in terms of effectiveness and facilitate progression by giving constructive feedback. It also informs the curriculum board, managers, and relevant staff to evaluate learning programmes for any improvements. Learners are assessed through various stages of learning journey by using variety of methods and strategies. They are usually assessed formatively before or during the course and summatively near or the end of it. Formative assessment provides a continuous source of information about students’ progress, improvement and problems encountered in the learning process. It could be an â€Å"Initial Assessment† to determine prior knowledge or â€Å"Diagnostic Assessment† to find areas of development and strengths. Feedback is an integral part of it. (NCFOT, 1999) said it â€Å"occurs when teachers feed information back to the students in ways that enable the student to learn better, or when students can engage in a similar, self-reflective process†(Principle 4). It has also been supported by several educationists such as Scales (2008 p. 179), Black and William (1998: 17) and Reece and Walker (2007 p. 325). Formative assessments are not graded which allows flexibility to modify and adjust the teaching practices and reflect the needs and progress of learners as well as motivating them. However, formative assessment in its purist form is seldom used (Brookhart, 1999). I feel that teachers should be given training to as â€Å"how† and â€Å"when† to employ it successfully. There are variety of methods by which students are assessed formatively such as Accreditation of prior learning (APL), Observation, Oral Questioning, Discussion, Role play, Case study, Essays, Projects, Assignments, MCQs etc. which when used in combination has proven effective in measuring a variety of complex learning outcomes (Reece and Walker, 2007, p. 326) It is useful for development of â€Å"Cognitive†, â€Å"Psychomotor† and â€Å"Affective Domains† of learning as explained in Bloom’s Taxonomy and could assess higher order skills of these domains. Some teachers are predominantly concerned with cognitive learning with some use of psychomotor skills but affective learning can be a useful tool in changing attitudes i. e. gender, culture etc. even if it’s not a requirement of a course. Summative Assessment happens at the end of the course, unit etc. and is for grading and decision purpose. It is used for informing employers, institutions etc. about learner’s overall performance. It does not however, give information about detailed abilities of learner and there is no feedback so it is debated for its complete reliability and validity. (Scales, 2008 and Rust, 2002). Learners are assessed summatively mostly by Examination, Assignments, Portfolios, and Essays. They develop the skill levels of ‘cognitive and psychomotor domains’ depending on how effectively they are set out and the type of course. ‘MCQs’ and ‘Viva’ for instance can provide better coverage of syllabus as well as assessment of deeper knowledge whereas essays does not serve the same purpose but assess higher levels of cognitive domain i. e. synthesis and evaluation. Feedback is an important element of assessment and is directly related to motivation. In order to accelerate learning process it has to be timely, positive and constructive. â€Å"Maslow’s hierarchy makes us think about the total experience.. From physiological factors. to relationships (do we give positive regard and development feedback? ) to self-esteem needs (‘I’m no good ’), his hierarchy provides a useful device to help us understand learning and motivation(Scales, 2008 p. 72). We need to keep records to track and monitor the progress of our learners. They are many different types of internal, external and formal and informal records. Internal records include mark books, matrix, learner progress sheets/ reviews and results of mock tests. In ESOL, we keep records of Initial interview, Initial assessment, spiky profile, ILPs, Diagnostic assessment, Formative assessment, observation reports, feedback reports, peer/self assessments and Summative assessments to assess the progress of learners and efficacy of programme and teaching. The external records include all the evidence in form of written work or internal verification to sent to external bodies i. e. exam board, auditing bodies, other educational organisations, support staff, etc.

We All Scream For Ice Cream Essay -- essays research papers fc

We All Scream For Ice Cream Who in their right mind could say no to the irresistible taste of ice cream? Being one of my most favorite snacks, I will admit that a carton of ice cream never stays in the fridge for more than a week. I can remember always having ice cream as a very special treat when I was younger, mostly chocolate and vanilla. Nowadays there are so many flavors of ice cream from simple chocolate to cola flavored. Ice cream may not be as popular as you think it is so here are some fun facts the show just how much us American’s love this simple dessert. Currently, ice cream is America’s second most favorite dessert according to a 1997 Nielsen survey. About 2.3 billion dollars of ice cream is sold in the America’s per year. Its competition, the cookie, holds 3.6 billion dollars in sales per year. The United States is currently the number one country in the world for consumption of ice cream. Its followers are New Zealand, Denmark, and Sweden, to name a few. I consume a large amount of ice cream, but to discover that each American consumes about 23.2 quarts of ice cream a year I was shocked! Keep in mind this is just an average because in the Northern Central States they consume over 41.7 quarts a year. For myself ice cream is best enjoyed a sunny day when you just cannot seem to escape the heat, this is why ice cream sales are the highest in the months July (National Ice Cre am Month) and August. I do not want any of my readers to try to tell me they do no... We All Scream For Ice Cream Essay -- essays research papers fc We All Scream For Ice Cream Who in their right mind could say no to the irresistible taste of ice cream? Being one of my most favorite snacks, I will admit that a carton of ice cream never stays in the fridge for more than a week. I can remember always having ice cream as a very special treat when I was younger, mostly chocolate and vanilla. Nowadays there are so many flavors of ice cream from simple chocolate to cola flavored. Ice cream may not be as popular as you think it is so here are some fun facts the show just how much us American’s love this simple dessert. Currently, ice cream is America’s second most favorite dessert according to a 1997 Nielsen survey. About 2.3 billion dollars of ice cream is sold in the America’s per year. Its competition, the cookie, holds 3.6 billion dollars in sales per year. The United States is currently the number one country in the world for consumption of ice cream. Its followers are New Zealand, Denmark, and Sweden, to name a few. I consume a large amount of ice cream, but to discover that each American consumes about 23.2 quarts of ice cream a year I was shocked! Keep in mind this is just an average because in the Northern Central States they consume over 41.7 quarts a year. For myself ice cream is best enjoyed a sunny day when you just cannot seem to escape the heat, this is why ice cream sales are the highest in the months July (National Ice Cre am Month) and August. I do not want any of my readers to try to tell me they do no...

Human Resources and Organizational Behavior for Health Care Leadership in Health Care Management Essay

There are people that need a strong leader in order to thrive in their job. There are also people that don’t need a strong leader because they have the drive to be successful but may need a push every now and then. When it comes to an organization and the dynamics of it, managers be charismatic because of dealing with so many different personalities in the group. Being a charismatic leader requires self-confidence and trust in his/her subordinates. Showing trust in huge as it instills confidence in that employee and tells them they don’t have to look over their shoulders. They can do their jobs freely which can lead to more production in the organization. Conflicts are a natural part of human interaction and it’s inevitable. Part of being a good leader is having effective conflict management skills. When conflicts arise, managers must know how to manage them so that bigger problems don’t grow. There are so many aspects of being a manager and leading. Employees in the organization depend on good leadership and if that need is not met, it can lead to workplace disfunction. Keywords: Charismatic, Conflict, Leadership, Dynamics, Management When the management job is talked about, leadership often comes to mind. It takes a strong minded, organized, and determined individual to do this job. Over seeing a number of different employees can at times not be the easiest job. Leaders must be willing to accept and meet challenges that come for the betterment of patient healthcare. Not everyone can lead a group of people in an organization. It takes the type of person that has people skills as well as the knowledge of his/her job to lead effectively. Leading Creatively Usually when healthcare leaders have a question they take a rational approach until the right or wrong answer has made it up the chain of command. This approach can be effective in some cases but in healthcare thing are always changing. A regular leader loves to avoid mistakes which all mistakes are not avoidable. Someone who is creative loves to learn from mistakes as it can give them more ideas to choose from. Today, the healthcare environment is even more complex as reform and market forces transform the way healthcare is delivered and managed. Belief systems, values and attitudes are shifting. Creative thinking and agile, adaptive leadership will be required to make hospitals, health systems and networks sustainable as the healthcare delivery landscape transforms (http://www. ccl. org/leadership/landing/healthcare/index. aspx). As a leader in healthcare, managers must show their employees that they are willing to be innovative and let their ego go as group collaboration becomes the norm. By modeling this, the employees will be more willing to work together for the good of the organization and the patients. The Center for Creative Leadership (CCL) has developed a model that health systems can use to adapt and thrive in uncertain times by creating direction, alignment and commitment. There are six essential organizational capabilities that are a prerequisite for success: Collaborative Patient Care Teams- The team will extend to include clinicians outside the hospital environment which will place a much greater emphasis on higher-order collaboration skills. Resource Stewardship- Requires individual ownership and accountability for the decisions that will ultimately allow the system to thrive and manage its resources judiciously. Talent Transformation- Leaders will need to hire and develop talented individuals who can see the next wave of plausible solutions and innovations and lead transformational change. Boundary Spanning- Leaders draw on networks and relationships as they work systemwide to meet the mission of healthcare. Capacity for Complexity, Innovation and Change- Effective leaders move populations from old established processes to new models of effectiveness and understand the underlying emotional impact of change and how it varies by individual. Employee Engagement and Well-being- Employees are most productive and committed to their organization when they are engaged emotionally, mentally and physically. (http://www. ccl. org/leadership/landing/healthcare/index. aspx). These organizational methods are the essential keys for managers to not only lead their workplace to the way of the future but also helping to lead other organizations. The collaboration aspect is key as it will require everyone to be cohesive and understanding. Power and Influence Power is a defined as having behavioral or fate control over the behavior of another. It exists only when there is an unequal relationship between two people and where one of the two is dependent upon the other (Borkowski, 2011). Power can be a trap for some managers which can lead to abusing it. When employees see and experience this happening they pull away and lose respect for that manager. This can be the downfall of an organization as it can cause employees to lose motivation, commitment, and creativity. There are five bases of social power: reward power, coercive power, legitimate power, referent power, and expert power. An individual is not limited to just one source of power. Reward power is the ability to give rewards, something that holds value to another individual. Coercive power is the ability to punish either by administering a punishment or by withholding something that an individual needs or wants. Legitimate power is given to an individual on the basis of a given role or position. Referent power stems from P’s affective regard for, or identification with, O. The greater the attraction, the greater the identification. Expert power exists when P awards power to O on the basis of P’s perception of O’s knowledge within a given area (Borkowski, 2011). In class discussion the general consensus was managers that had the trust and respect of their employees, had the most power. A manager is an expert of the knowledge he/she has over a subordinate. When managers use that expert power in the right way, which is to teach his/her subordinates, they will feel that the manager is wanting them to expand their knowledge for their success as well as the organization. This in turn continues to build trust and deep respect for the manager. As an educator, this is modeled for us by our administration. Our superintendent and principal have both been teachers in the classroom but have since moved into the roles that they have now so they are the experts when it comes to some of the issues that come up. They attend countless meetings of changes that may happen either with our district or state so that then they can inform us. Once we have a good grasp of what is going to take place we can then inform our students. The expert power that our administration had has been passed to the teaching staff so that then we can pass that knowledge to the students. Decision Making Decision making is an everyday part of our lives whether we realize what type of decision we make or not. Sometimes we make decisions rationally and sometimes intuitively. The fact is, we want to make the right decision but that is not always going to be the case because we can never see what the outcome of that decision will be and we have to live with that. As in any decision model we use, there are pros and cons of each. In the rational decision making model it brings logic and order to decision making. This approach also can help ensure discipline and consistency. Here are the sequence of steps used to rationally develop a solution: Identifying a problem or opportunity, gathering information, analyzing the situation, developing options, evaluating options, selecting a preferred alternative, and acting on the decision. A strength of this model is that it provides structure and discipline to the decision making process. A weakness of this model is the time that is needed to go through this process (http://www. the-happy-manager. com/articles/rational-decision-making-model/). Another decision making model that is used often is intuition. Intuition can make you a much more effective decision maker, especially when you deal with non-standard situations or in expedient decision making. However there are points that need to be considered for instance, when you need to use intuition, can it be effective, and how this decision model ranks versus rational analysis (http://www. time-management-guide. com/intuition-decision-making. html). In class discussion, classmates used a few different models most notably the two mentioned above. There were a few that used both or weighed heavily on just one. I was one that used both rational and intuitive. There are times in coaching when I use the rational approach to make a decision concerning practice. For example, if I need to set up teams that are equal in talent as opposed to starting five and bench, I have to think about who matches up better with who, or what drills are going to be the most beneficial and productive on a given day. My intuitive approach is used during game situations. For example, when to utilize timeouts, when to substitute players, what play to run, or when to switch defenses. Either way, decisions ometimes don’t work out the way you envision but you learn to live with it and move on. Conflict-Conflict Management Another aspect of being a leader in management is conflict and conflict management. Some situations are easier to handle than others but a manager that has effective conflict management skills can diffuse a bad situation before it gets worse. Interpersonal conflict is a natural outcome of human interaction that involves two or more individuals who believe that their attitudes, behaviors, or preferred goals are in opposition (Borkowski, 2011). This type of conflict is probably one the most common in the workplace simply because there are personal characteristics and issues, interactional difficulties and perspective and perceptive differences. As a result of the diversity of today’s workplace, an extensive range of differences exists between personal and cultures. When dealing with groups of people, many interpersonal conflicts involve role confusion. If a person doesn’t understand their expectations it can intensify the conflict leading to unhealthy relationships. As a result, reactions such as aggression and hostility can take place. There are many strategies we can use in conflict situations whether we use some more often than others or not. It’s important that the strategy we do use is appropriate for that particular situation even if it’s not the strategy we habitually use (Williams, n. d. ). Some strategies we can use for conflict management are; Forcing, Accommodating, Avoiding, Compromising, and Collaborating. When forcing, the manager is using formal authority or other power that he/she possesses to satisfy their concerns without regard to the concerns of the party they are in conflict with. Accommodating is allowing the other party to satisfy their concerns while neglecting your own. Avoiding is not paying attention to the conflict and not taking any action to resolve it. Compromising or attempting to resolve a conflict by identifying a solution that is partially satisfactory to both parties, but completely satisfactory to neither. Lastly, there is collaborating or cooperating with the other party to understand their concerns and expressing your own concerns in an effort to find a mutually and completely satisfactory solution (Williams, n. . ). When leading an organization, understanding how conflict arises is helpful for anticipating situations that may become conflictual. This was something that was talked about in our class discussion. Another idea that was mentioned was that seeing all sides of a situation makes a good manager because it helps the employees develop trust. A situation that stands out to me is looking up from speaking with another student and witnessi ng a student get hit with a ball by another student. We will call the student that got hit (A) and the student that threw the ball (B). Obviously student (A) was not happy about getting hit so the first thing he does is run to confront student (B). Some pushing was done by both and then I intervened. Not seeing student (B) throw the ball just the outcome, I calmed them both down and I asked student (B) why he hit student (A) with the ball. He said he was trying to throw it to someone else but that student (A) stepped in at the wrong time and got hit so it was a just an accident. After student (A) heard the story he understood and apologized for pushing student (B) and student (B) also apologized. The strategy I used was collaborating as we all came to an understanding to what happened. Conclusion Not everyone can lead a group of people in an organization. It takes the type of person that has people skills as well as the knowledge of his/her job to lead effectively. Managers are pulled in so many different directions and they must be able to adapt. Being a leader in an organization is not easy, however being a leader period is not easy. A manager must be aware of what is happening in their organization to lead effectively. Not everyone has the same expectations but part of being a charismatic leader is showing that trust and confidence in his/her employees shows them that even though you are the manager, you trust what they are bringing something positive to the organization. Managers relationship with his/her employees is important as the day to day operations depend on the behaviors of everyone. The relationship connectedness between subordinates and managers is key to productivity in the workplace.