Climate change Essay Example for Free

Environmental change Essay There is nothing that we as people can do to forestall environmental change Nowadays environmental change is a developing danger not exclusively to certain nations yet to the entire world condition. We need to get mindful of this issue and plan something for maintain a strategic distance from it from deteriorating. Actually I can't help contradicting this title since I feel that in truth there are a ton of things that we as people can do to forestall environmental change. Right off the bat, all that we do in our normal lives emanates carbon dioxide into the air. That implies that in any event, rolling out little improvements in what we do, can have a positive effect in the counteraction of environmental change. Along these lines, as an initial step, we ought to supplant the utilization of vehicles by open vehicle which is significantly less contaminating. Also, we should kill apparatuses, machines and lights off when weve completed the process of utilizing them, it is exceptionally useful to spare vitality and it costs nothing. Likewise, another straightforward method to spare vitality and water is to wash up. In this way, as you will utilize less high temp water, the water warmer will spare a major measure of vitality. At last, as I would like to think, we have to cooperate as a network to make progress; in any case the exertion that a few people could make would be demolished by the ones who continue contaminating the air. Along these lines, it is essential to run crusades to make everybody know how we are imperiling our planet and that there are numerous extremely straightforward things that we can do to secure it. Taking everything into account, I accept that there is a ton that we as people can do to forestall environmental change, presently we need to place it practically speaking.

Pirates, Privateers, Buccaneers, and Corsairs

Privateers, Privateers, Buccaneers, and Corsairs Privateer, privateer, corsair, pirate: All of these words can allude to an individual who takes part in high-oceans burglary, however whats the distinction? Heres a convenient reference manual for clear things up. Privateers Privateers are people who assault ships or beach front towns trying to burglarize them or catch detainees for emancipate. Basically, they are hoodlums with a pontoon. Privateers don't separate with regards to their casualties. Any nationality is reasonable game. They don't have the (obvious) backing of any real country and by and large are bans any place they go. In light of the idea of their exchange, privateers will in general use brutality and terrorizing more than customary cheats. Disregard the sentimental privateers of the films: privateers were (and are) merciless people headed to robbery by need. Well known recorded privateers incorporate Blackbeard, Black Bart Roberts, Anne Bonny, and Mary Read. Privateers Privateers were men and ships in the semi-utilize of a country which was at war. Privateers were private boats urged to assault adversary ships, ports and interests. They had the official authorization and insurance of the supporting country and needed to share a segment of the loot. One of the most popular privateers was Captain Henry Morgan, who battled for England against Spain during the 1660s and 1670s. With a privateering commission, Morgan sacked a few Spanish towns, including Portobello and Panama City. He imparted his loot to England and experienced his days in respect in Port Royal. A privateer like Morgan could never have assaulted ships or ports having a place with another country other than the one on his bonus and could never have assaulted any English interests under any conditions. This is essentially what separates privateers from privateers. Pirates The Buccaneers were a particular gathering of privateers and privateers who were dynamic in the late 1600s. The word originates from the French boucan, which was smoked meat made by trackers on Hispaniola out of the wild pigs and cows there. These men set up a business of offering their smoked meat to passing shipsâ but before long understood that there was more cash to be made in robbery. They were rough, extreme men who could endure hard conditions and fire well with their rifles, and they before long got skilled at waylaying passing boats. They turned out to be incredibly sought after for French and English privateer ships, at that point battling the Spanish. Marauders for the most part assaulted towns from the ocean and once in a while occupied with untamed water theft. Huge numbers of the men who battled nearby Captain Henry Morgan were marauders. By 1700 or so their lifestyle was ceasing to exist and after a short time they were gone as a socio-ethnic gathering. Corsairs Corsair is a word in English applied to remote privateers, for the most part either Muslim or French. The Barbary privateers, Muslims who threatened the Mediterranean from the fourteenth until the nineteenth hundreds of years, were regularly alluded to as corsairs since they didn't assault Muslim boats and frequently sold detainees into subjugation. During the Golden Age of Piracy, French privateers were alluded to as corsairs. It was a negative term in English at that point. In 1668, Henry Morgan was profoundly insulted when a Spanish authority considered him a corsair (obviously, he had recently sacked the city of Portobello and was requesting a payoff for not setting it ablaze, so perhaps the Spanish were affronted, as well). Sources: Cawthorne, Nigel. A History of Pirates: Blood and Thunder on the High Seas. Edison: Chartwell Books, 2005.Cordingly, David. New York: Random House Trade Paperbacks, 1996Defoe, Daniel. (Chief Charles Johnson) A General History of the Pyrates. Altered by Manuel Schonhorn. Mineola: Dover Publications, 1972/1999.Earle, Peter. New York: St. Martins Press, 1981.Konstam, Angus. The World Atlas of Pirates. Guilford: the Lyons Press, 2009

Riot Recommendation Novels About Hollywood

Riot Recommendation Novels About Hollywood This round of the  Riot Recommendation is sponsored by Actors Anonymous by James Franco. The actors in James Francos brilliant debut novel include a McDonalds drive-thru operator who spends his shift trying on accents; an ex-child star recalling a massive beachside bacchanal; hospital volunteers and Midwestern transplants; a vampire flick starlet who discovers a cryptic book written by a famous actor gone AWOL; and the ghost of River Phoenix. Then theres Franco himself, who prowls backstage, peering out between the lines-before taking the stage with fascinating meditations on his art, along with nightmarish tales of excess. Hollywood has always been a private club, he writes. I open the gates. I say welcome. I say,  Look inside. Told in a dizzying array of styles-from lyric essays and disarming testimonials to hilariously rambling text messages and ghostly footnotes-and loosely modeled on Alcoholics Anonymouss Twelve  Steps and Twelve Traditions, Actors Anonymous  is an intense, wild ride into the dark heart of celebrity. _________________________ Readers have been fascinated by celebrity since long before TMZ was a glimmer in Harvey Levins eye. Hollywoodthe glamor, the scandals, the scads of beautiful peoplecaptures the imagination and just begs to be the backdrop for all kinds of stories. In this Riot Rec, we want to know: what are your  favorite novels about Hollywood and celebrity? _________________________ Sign up for our newsletter to have the best of Book Riot delivered straight to your inbox every two weeks. No spam. We promise. To keep up with Book Riot on a daily basis, follow us on Twitter, like us on Facebook, , and subscribe to the Book Riot podcast in iTunes or via RSS. So much bookish goodnessall day, every day.

We Are All Volunteers, With A Wide Range Of Experiences...

We have 50 minutes today and we would like to allow some time at the end for QA. If you have questions during our presentation, please jot them down and save them for the QA. I you have information to add to the presentation, please feel free to speak up. If at following the conclusion of our time today you have questions or if there is an issue that you would like to ask us about, please feel free to email us. Our contact information will be on the handout that we will give you as you leave. JULIA: 10 MIN We are all volunteers, with a wide range of experiences and perspectives. There will be differences. It is how we manage those differences that will determine whether they will get in the way of our ability to act collectively as a†¦show more content†¦Conflict is normal†¦Resolution is not suppression or elimination, it is a process that can channel energy constructively, may define the future, can be negotiated jointly, build better relations/strengthen teams, expand opportunities where there is benefit to all involved. CONFLICT SETTLEMENT is the solution or compromise imposed by mediation or arbitration. The job of the president or team leader is to manage, resolve and settle conflicts so that they don’t interfere with the work of the board and undermine the ability of the organization to fulfill its mission and strategic goals. Who can tell us what kinds of things produce friction, conflicts or controversy in a volunteer organization? Conflict/controversy occurs when†¦ †¢ Unhelpful â€Å"behavior† in terms of interpersonal communication eg that is the â€Å"way we’ve always done things†, eg biased, unclear or limited communication; †¢ Lack of information or transparency, rumor vs facts; †¢ Different views of what information is important; †¢ Varying interpretations of available information; †¢ Different needs or interests and the perception that all the choices facing the organization are in competition with one another; †¢ Struggle over power or authority; †¢ Differences in values eg different ways of understanding the world or different ideals in the broadest sense (this is one of the most difficult types of conflict to resolve); †¢ Leadership changes, status changes or other

Creating a Social Program Essay - 2125 Words

Creating a Creating a Social Program Axia College HSM 240 It takes the collaboration of many different agencies and organizations to ensure that all U.S. citizens enjoy healthy and fruitful lives. Through these planned, ongoing collaborative efforts, available resources can be maximized to provide the greatest benefit and support for all of our communities. Disaster programs are particularly important in bringing stability back to families and allowing the affected communities to continue to thrive after the chaos of the initial trauma. The phrase ‘it takes a community to raise a child’ has been used to indicate that we all have to work together to raise productive, healthy children. The same proves true for our country†¦show more content†¦The responders put themselves at risk by coming to the aid of others. Their commitment to the situation is part of their reward. Our mission in this new organization is to provide services to assist families who suffer the effects of natural disasters. These services wil l include medical services, temporary shelter, water, food and counseling to all families in need. We will work with other responding agencies to provide clean up and expect to remain on site until such time as the area becomes self- sustaining. We will bring in food kitchens and provide prepared meals both at these stations and in a meals-on-wheels service. We will also provide potable water and emergency contact services. Management of donations both at the collections and distribution levels will have to be a part of the organizations services. This management includes supplies for medical care and clean up and will involve securing a warehouse site in conjunction with other providers. Blood drives will have to be arranged. Financial assistance for those left destitute will also be required. Shelter, baby supplies and free day care are essential components of service provision so that parents can return to gainful employment as soon as possible. With regards to organiz ation budgeting, staff will be comprised of both paid staff and volunteers. Both groups will require adequate and appropriate training. Funding forShow MoreRelatedCreating a Social Program2493 Words   |  10 PagesCreating Social Program HSM240 Week Nine 10/14/2012 | Introduction Human services is more than just helping people, it is a network of values, structure, leadership, and planning. Beyond is an organization that will provide support services to adults with disabilities. This organization will establish itself as a leading resource to better help aid disabled Americans. 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Northumberland Community Gardens To Whom It May Concern, this program proposal is design by the administration of the Northumberland Community Gardens, and has been developed toRead MoreFinal Project Creating a Social Program Essay1997 Words   |  8 PagesThe name of the Social program that I have created is a shelter for teenage mothers and abused and battered women, it like a home away from home. The name of the shelter is called Women of Worth. At this shelter we want to make every woman feel and know that they are special and someone is interested in them and want to make sure they don’t stay in the condition that they are in but want them to know there is a way out for them and they can rise again and be the strong independent woman of worthRead MoreThe Sense of Hope Instilled by Franklin Delano Roosevelts New Deals988 Words   |  4 PagesHope is a feeling of trust, a feeling of expectation and desire for a certain thing to happen (dictionary.com). Franklin Delano Roosevelt instilled the feeling of hope in the American society by creating the New Deal, a series of federal programs enacted in the United States between 1933 and 1938 in response to the calamity of the Great Depression (Schlesinger 25), in the 1930s during the Great Depression. He proclaimed, â€Å"Great power involves great responsibility† (Brainy quote). â€Å"The Great DepressionRead MoreThe Government Has Changed Society943 Words   |  4 Pages From creating the Constitution and abolishing slavery, the government has started to create programs to help certain people and families overcome other rising issues. The government has been successful in creating these programs that support the needs of the citizens who require them. People would suggest that the government has affected society in a negative way but, different credibilities would beg to differ. The government has influenced society in a positive way by creating programs such asRead MoreThe South Africa s Transition Into Democracy Essay1453 Words   |  6 Pagesfinancial support† for Kagiso Trust programs[2]. In 2011, Kagiso Tiso Holdings (KTH) was formed through a merger of KTI and Tiso Group. At the time, Tiso Group was â€Å"one of South Africa’s leading black-controlled and managed investment firms† with successful shareholder relationships with major financial institutions in South Africa [2]. Through it, the Tiso Foundation was committed to the development of historically disadvantaged youth through various education programs[3]. The merger of these two investmentRead MoreWhat Makes A Successful School Base Mentor Program?897 Words   |  4 Pagesschool-base mentor program? First, it must take into consideration the need for a leadership, encouraged program. A school-based mentoring program must have a logical model theory that states, and encourages positive actions and outcomes. A clear mission, with goals, and an exit plan is needed. Internal and external factors will influence the program’s effectiveness and they need to be taken into consideration when building a model program. The end goal for a school-based mentoring program is to achieveRead MoreFinance : A Successful Entrepreneur1286 Words   |  6 Pageslives. Despite its immense success, Silicon Valley has an issue regarding the welfare of its poorer communities. From the perspective of a finance major, one way to derive a solution for Silicon Valley’s major issues is by becoming a social entrepreneur and either creating a plat form for resource integration or by participating in that platform. For the purposes of this paper, San Jose’s Washington neighborhood will be used as a focus. The community provides an intriguing illustration of one of the

Understand How Groups Develop and Function Free Essays

How groups develop and function This essay examines and explains how groups develop and function. Groups are a fundamental part of our lives from social to professional, from large to small, depending on their particular environment. Theories and models on group work practice There are different theories that help us understand how group works. We will write a custom essay sample on Understand How Groups Develop and Function or any similar topic only for you Order Now Tuckman’s theory Dr Bruce Tuckman published his Forming Storming Norming Performing model in 1965. He added a fifth stage, Adjourning, in the 1970s. Tuckman’s theory does work in new and small groups rather than big, as it is easier to follow, observe and evaluate individual members. The facilitator can easily identify the stages the group is at, and from here he/she can lead the group to the next stage. I would associate Tuckman’s theory more with the Co-operative style of leadership, because when the group comes together, everyone has the chance to share their ideas and responsibilities. Team members’ behaviour towards each other is more open and supportive and working practice more fully reflects true teamwork. Trust and motivation is built between team members. Everyone agrees on methods and plans which will lead to achieving the set goals. Team roles are been formed too. Douglas Theory Douglas McGregor is the creator of the theory X and theory Y. The two theories are opposite to each other. Theory X being the pessimistic as the employee does not like work and tries to escape it whenever possible and has little or no ambition of achieving the company goals. Employee needs a directive leader. Theory X leader is results-driven, intolerant, distant, poor listener, demands, etc. Companies with Theory X leadership will usually have poor results. Theory Y is described as the optimistic model because the employee is more relaxed and can use own initiative. He/she is committed and loyal to the company and can take on responsibilities. Theory Y gives the opportunity of more leaders to be created. On the other side, Theory Y might be difficult to be put in practice in big mass productions where more control is needed. From the both theories we can conclude that staff will contribute more to the organisation if they are treated as responsible and valued employees. Belbin Team Role Theory â€Å"A team is not a bunch of people with job titles, but a congregation of individuals, each of whom has a role which is understood by other members. Members of a team seek out certain roles and they perform most effectively in the ones that are most natural to them. † Dr. R. M. Belbin Belbin identifies nine team roles. Each team role is associated with typical behavioural and interpersonal strengths, allowable and non-allowable weaknesses that also accompany the team roles. The nine team roles are: plant, resource investigator, co-ordinator, shaper, monitor evaluator, team worker, implementer, complete finisher and specialist. Belbin’s Team Role Models are very useful in forming, maintaining and developing a group. For example we can use it to think about team balance before recruitment starts; we can use it to highlight and so manage interpersonal differences within an existing team; and we can use it to develop ourselves as a team players. Sometimes however, despite clear roles and responsibilities, a team can still fall short of its full potential. This is when Belbin’s Team Role Models come into use to develop the team’s strengths and manage its weaknesses. To maintain strong team it is important over period of time to observe individual members, and see how they behave and contribute within the team. Then for each person we write down the key strengths and observed weaknesses. Using Belbin’s descriptions of team roles, we note the one that most accurately describes the person. After we do it for each member of the team, we need to consider which team roles are we missing from the team and which strengths. Once we are clear about the outcome of our research, we then consider whether an existing team member could compensate by adopting different team role, or whether new skills need to be brought onto the team to cover weaknesses. Adair Team Theory â€Å"Leadership is the most studied subject in the world and the least understood† John Adair (2003) Adair has developed so called Action-Centred Leadership model which consist of three circles Task, Team and Individual, which overlap. The three circles overlap because: 1. To be completed the task needs a team, one person cannot achieve it. . If the team needs are not met, then the task won’t be completed and the individuals won’t be satisfied. 3. If the individuals are not satisfied, then the team will suffer and the task won’t be completed again. The conclusion is that for the team to be functioning to its high standard and to be able to achieve its goals it is important all the individuals to be satisfied, rewa rded and the team to be motivated to reach its full potentials. Forming and maintaining a cohesive and effective group Group cohesion is a phenomenon that determines how well a group holds together. When cohesion is strong, a group will remain stable and effective, but when it is weak, the group may fall apart. To build strong group cohesion is important for the leader to be able to get to know the group members individually so that he/she can tailor an appreciation message to each individual as needed. The next important attribute is for the leader to be sincere with his employees. He needs to praise his employees, one way or another – that could be done in private or in public, and not just once or twice, has to be consistent and more frequent. At the beginning of the forming of the group the leader has to set clear goals to his employees and to make sure that these goals don’t change somewhere half way through to the group work as it may derail the team. Once the goals are set, it is important to communicate with the team not through email or memos, but verbally where the leader can ask for feedback from the team members, exchange ideas in how to achieve the set goals. Here is the stage when the team roles are being set and clarified. For the team to continue its effectiveness, the employees will need the support from their leader. The leader needs to be approachable and supportive so the group members don’t feel alone. Providing a connection between the group goals and the company’s goal will make the group members accountable, they will feel more appreciated and important in the bigger picture not only as group members, but as individuals too. All the above factors are in the core of forming and maintaining a cohesive and effective group. A team that feels comfortable working together can have an energy that creates a positive environment and work ethic that can lift a team, making it more effective. This positive environment can make team members work harder, more efficiently and more productively. The influence of the different facilitation styles At heart facilitation is about the process of helping people to explore, learn and change. Our role, when facilitating, and as facilitators, is to help groups to work together respectfully and truthfully and to help them to explore and respond to certain issues and questions. The leader’s success depends on many factors, including the kind  of person he/she is,  his/hers values of management, his/hers self-confidence and competence, his/hers trust in  the team and how he/she copes with  stress. The manager’s chosen facilitation style depends on such factors. Many managers feel they are  expected to make the decisions, others feel they must get their teams involved. Some have confidence in their team; others mistrust them. Particular style of facilitation will work effectively when dealing with some people rather than others. There are three styles of facilitation: directive, co-operative and autonomous. Directive Style When leaders tell people what to do through a series of directives, they are using a directive style of leadership. Directive leaders are focused on outcomes and productivity. They are task-oriented and driven by the need to get things done. Directive leaders are not as concerned with the feelings and emotions of their followers as they are about meeting deadlines, hitting quota and reaching goals. There is not great deal of relationship-building found with directive facilitation style. With the directive style present the employees will not feel motivated and appreciated. Employees will feel pressured and soon will lose enthusiasm. The group will not have strong cohesion and will be less effective. If we look at the Douglas’ X and Y theory, we’ll see that the directive style would be more suitable for the X employees, but it won’t be effective for Y employees as they won’t respond. The directive style does not develop future leaders. Co-operative style Here the facilitator shares responsibilities with the group: the leader guides the group to become more self-directing in the various forms of learning by conferring with them. The leader prompts and helps group members to make a decision, to give meaning to experiences, to do their own confrontation, and so on. In this process, the leader shares own view which, though influential, is not final but one among many. Outcomes are always negotiated. The leader collaborates with the members of the group in devising the learning process: facilitation is co-operative. When the leader/manager uses the co-operative style the employees will feel valued and appreciated. They will want to make suggestions because they know that they will be listened to by the manager, hence they will be very motivated to perform to a high standard. The type of groups with a co-operative style leader will have very strong cohesion and will be highly effective. Team roles will be very clear within such groups which will lead to achieving the set goals. Future leaders will grow in such groups. When the goals are achieved and the group is no longer needed, there will be sadness of breaking the group. Autonomous style Here the leader/manager respects the total autonomy of the group: they do not do things for them, or with them, but give them freedom to find their own way, exercising their own judgment without any intervention on the leader’s part. This does not mean the abdication of responsibility; the leader just gives the individuals a space to determine their own learning. Unfortunately, such groups will feel that they are being left and will lack direction. The autonomous style grows future leaders, but can also suffer if group members are unqualified. Why it is important to be clear about the purpose and desired outcomes for the group? When group is formed, it is important that the leader clarifies the purpose and desired outcomes for the group. The employees will know what is to be expected from them. Then the group can engage openly and effectively discussing how the goals will be achieved. It is also the stage when the team roles are being created. At the end of the meeting we should have clear accomplishment. Analyse the importance of participant engagement in achieving group outcomes The most important thing is what the participants in the meeting have to say. The leader has to focus on how the meeting is structured and run to make sure that everyone can participate. The leader needs to make sure that everyone feels comfortable in participating, to allow everyone to be heard, to make sure that the members feel good about their contribution, to support everyone’s ideas and not criticising. If the leader follows the steps above the group members will feel empowered about their own ideas and participation. They will stay loyal to the company and will take on responsibilities and ownership. Conclusion From this brief overview we can see the significance of groups and why it is important to continuously develop them –from one side, to strengthen their potential and from the other, to help the development of their individual members. They are a fundamental part of human experience and  play a crucial role both in shaping and influencing individual lives and society itself. We saw how an effective group brings humans together and how an effective group gives birth to successful leaders. Humans always will be, as groups will be too. That makes the groups one of the most important factors of our lives. The more effective the group is, the more the quality of our lives will grow. How to cite Understand How Groups Develop and Function, Essay examples Understand How Groups Develop and Function Free Essays How groups develop and function This essay examines and explains how groups develop and function. Groups are a fundamental part of our lives from social to professional, from large to small, depending on their particular environment. Theories and models on group work practice There are different theories that help us understand how group works. We will write a custom essay sample on Understand How Groups Develop and Function or any similar topic only for you Order Now Tuckman’s theory Dr Bruce Tuckman published his Forming Storming Norming Performing model in 1965. He added a fifth stage, Adjourning, in the 1970s. Tuckman’s theory does work in new and small groups rather than big, as it is easier to follow, observe and evaluate individual members. The facilitator can easily identify the stages the group is at, and from here he/she can lead the group to the next stage. I would associate Tuckman’s theory more with the Co-operative style of leadership, because when the group comes together, everyone has the chance to share their ideas and responsibilities. Team members’ behaviour towards each other is more open and supportive and working practice more fully reflects true teamwork. Trust and motivation is built between team members. Everyone agrees on methods and plans which will lead to achieving the set goals. Team roles are been formed too. Douglas Theory Douglas McGregor is the creator of the theory X and theory Y. The two theories are opposite to each other. Theory X being the pessimistic as the employee does not like work and tries to escape it whenever possible and has little or no ambition of achieving the company goals. Employee needs a directive leader. Theory X leader is results-driven, intolerant, distant, poor listener, demands, etc. Companies with Theory X leadership will usually have poor results. Theory Y is described as the optimistic model because the employee is more relaxed and can use own initiative. He/she is committed and loyal to the company and can take on responsibilities. Theory Y gives the opportunity of more leaders to be created. On the other side, Theory Y might be difficult to be put in practice in big mass productions where more control is needed. From the both theories we can conclude that staff will contribute more to the organisation if they are treated as responsible and valued employees. Belbin Team Role Theory â€Å"A team is not a bunch of people with job titles, but a congregation of individuals, each of whom has a role which is understood by other members. Members of a team seek out certain roles and they perform most effectively in the ones that are most natural to them. † Dr. R. M. Belbin Belbin identifies nine team roles. Each team role is associated with typical behavioural and interpersonal strengths, allowable and non-allowable weaknesses that also accompany the team roles. The nine team roles are: plant, resource investigator, co-ordinator, shaper, monitor evaluator, team worker, implementer, complete finisher and specialist. Belbin’s Team Role Models are very useful in forming, maintaining and developing a group. For example we can use it to think about team balance before recruitment starts; we can use it to highlight and so manage interpersonal differences within an existing team; and we can use it to develop ourselves as a team players. Sometimes however, despite clear roles and responsibilities, a team can still fall short of its full potential. This is when Belbin’s Team Role Models come into use to develop the team’s strengths and manage its weaknesses. To maintain strong team it is important over period of time to observe individual members, and see how they behave and contribute within the team. Then for each person we write down the key strengths and observed weaknesses. Using Belbin’s descriptions of team roles, we note the one that most accurately describes the person. After we do it for each member of the team, we need to consider which team roles are we missing from the team and which strengths. Once we are clear about the outcome of our research, we then consider whether an existing team member could compensate by adopting different team role, or whether new skills need to be brought onto the team to cover weaknesses. Adair Team Theory â€Å"Leadership is the most studied subject in the world and the least understood† John Adair (2003) Adair has developed so called Action-Centred Leadership model which consist of three circles Task, Team and Individual, which overlap. The three circles overlap because: 1. To be completed the task needs a team, one person cannot achieve it. . If the team needs are not met, then the task won’t be completed and the individuals won’t be satisfied. 3. If the individuals are not satisfied, then the team will suffer and the task won’t be completed again. The conclusion is that for the team to be functioning to its high standard and to be able to achieve its goals it is important all the individuals to be satisfied, rewa rded and the team to be motivated to reach its full potentials. Forming and maintaining a cohesive and effective group Group cohesion is a phenomenon that determines how well a group holds together. When cohesion is strong, a group will remain stable and effective, but when it is weak, the group may fall apart. To build strong group cohesion is important for the leader to be able to get to know the group members individually so that he/she can tailor an appreciation message to each individual as needed. The next important attribute is for the leader to be sincere with his employees. He needs to praise his employees, one way or another – that could be done in private or in public, and not just once or twice, has to be consistent and more frequent. At the beginning of the forming of the group the leader has to set clear goals to his employees and to make sure that these goals don’t change somewhere half way through to the group work as it may derail the team. Once the goals are set, it is important to communicate with the team not through email or memos, but verbally where the leader can ask for feedback from the team members, exchange ideas in how to achieve the set goals. Here is the stage when the team roles are being set and clarified. For the team to continue its effectiveness, the employees will need the support from their leader. The leader needs to be approachable and supportive so the group members don’t feel alone. Providing a connection between the group goals and the company’s goal will make the group members accountable, they will feel more appreciated and important in the bigger picture not only as group members, but as individuals too. All the above factors are in the core of forming and maintaining a cohesive and effective group. A team that feels comfortable working together can have an energy that creates a positive environment and work ethic that can lift a team, making it more effective. This positive environment can make team members work harder, more efficiently and more productively. The influence of the different facilitation styles At heart facilitation is about the process of helping people to explore, learn and change. Our role, when facilitating, and as facilitators, is to help groups to work together respectfully and truthfully and to help them to explore and respond to certain issues and questions. The leader’s success depends on many factors, including the kind  of person he/she is,  his/hers values of management, his/hers self-confidence and competence, his/hers trust in  the team and how he/she copes with  stress. The manager’s chosen facilitation style depends on such factors. Many managers feel they are  expected to make the decisions, others feel they must get their teams involved. Some have confidence in their team; others mistrust them. Particular style of facilitation will work effectively when dealing with some people rather than others. There are three styles of facilitation: directive, co-operative and autonomous. Directive Style When leaders tell people what to do through a series of directives, they are using a directive style of leadership. Directive leaders are focused on outcomes and productivity. They are task-oriented and driven by the need to get things done. Directive leaders are not as concerned with the feelings and emotions of their followers as they are about meeting deadlines, hitting quota and reaching goals. There is not great deal of relationship-building found with directive facilitation style. With the directive style present the employees will not feel motivated and appreciated. Employees will feel pressured and soon will lose enthusiasm. The group will not have strong cohesion and will be less effective. If we look at the Douglas’ X and Y theory, we’ll see that the directive style would be more suitable for the X employees, but it won’t be effective for Y employees as they won’t respond. The directive style does not develop future leaders. Co-operative style Here the facilitator shares responsibilities with the group: the leader guides the group to become more self-directing in the various forms of learning by conferring with them. The leader prompts and helps group members to make a decision, to give meaning to experiences, to do their own confrontation, and so on. In this process, the leader shares own view which, though influential, is not final but one among many. Outcomes are always negotiated. The leader collaborates with the members of the group in devising the learning process: facilitation is co-operative. When the leader/manager uses the co-operative style the employees will feel valued and appreciated. They will want to make suggestions because they know that they will be listened to by the manager, hence they will be very motivated to perform to a high standard. The type of groups with a co-operative style leader will have very strong cohesion and will be highly effective. Team roles will be very clear within such groups which will lead to achieving the set goals. Future leaders will grow in such groups. When the goals are achieved and the group is no longer needed, there will be sadness of breaking the group. Autonomous style Here the leader/manager respects the total autonomy of the group: they do not do things for them, or with them, but give them freedom to find their own way, exercising their own judgment without any intervention on the leader’s part. This does not mean the abdication of responsibility; the leader just gives the individuals a space to determine their own learning. Unfortunately, such groups will feel that they are being left and will lack direction. The autonomous style grows future leaders, but can also suffer if group members are unqualified. Why it is important to be clear about the purpose and desired outcomes for the group? When group is formed, it is important that the leader clarifies the purpose and desired outcomes for the group. The employees will know what is to be expected from them. Then the group can engage openly and effectively discussing how the goals will be achieved. It is also the stage when the team roles are being created. At the end of the meeting we should have clear accomplishment. Analyse the importance of participant engagement in achieving group outcomes The most important thing is what the participants in the meeting have to say. The leader has to focus on how the meeting is structured and run to make sure that everyone can participate. The leader needs to make sure that everyone feels comfortable in participating, to allow everyone to be heard, to make sure that the members feel good about their contribution, to support everyone’s ideas and not criticising. If the leader follows the steps above the group members will feel empowered about their own ideas and participation. They will stay loyal to the company and will take on responsibilities and ownership. Conclusion From this brief overview we can see the significance of groups and why it is important to continuously develop them –from one side, to strengthen their potential and from the other, to help the development of their individual members. They are a fundamental part of human experience and  play a crucial role both in shaping and influencing individual lives and society itself. We saw how an effective group brings humans together and how an effective group gives birth to successful leaders. Humans always will be, as groups will be too. That makes the groups one of the most important factors of our lives. The more effective the group is, the more the quality of our lives will grow. How to cite Understand How Groups Develop and Function, Papers

Pepsi Cola Essays - Patent Medicines, Pepsi, Cola, PepsiCo

Pepsi Cola Pepsi Cola Pepsi Cola beverage business was founded at turn of the century by Caleb Bradham a New Bern N.C druggist who formulated Pepsi Cola. Pepsi Cola Company now produces and markets nearly 200 refreshment beverages to retail, restaurants and food service customers in more then 190 countries and territories around the world and generates revenue of over 18 billion dollars. Although Pepsi holdings over the years have become diverse in such fields as the snack industry and restaurants industry this portfolio will discuss its core business and its highly successful business of beverages. The soft drink industry customer base is probably the widest and deepest base in a world that is flooded with some many categories. According to Beverage Digest the customer base for soft drinks is a whopping 95% of regular users in the United States. This represents a large field of potential customers for Pepsi Cola. Yet although Pepsi could just use the majority fallacy to market there product, Pepsi prefers to segment itself as the beverage choice of the ? New Generation?, Generation Next, or just as the ?Pepsi Generation?. These terms adopted in Pepsi's advertising campaigns are referring to the markets that marketers refer to as Generation X. The Generation X consumer is profiled to be between the ages of 18 to 29. They have high expectations in life and are very mobile and active. They adopt a lifestyle of living for today and not worrying about long term goals. Those Pepsi's main emphasis on this segment they also have a focus on the 12 to 18 year old market. Pepsi believes i f they can get this market to adopt their product then they could establish a loyal customer for life. Pepsi Cola is situated in an industry that is dominated by two competitors, Coca-Cola and of course themselves. Although Pepsi and Coke basically go after all consumers who purchase soft drink beverages Coca-Cola targets its products at the head of household. This is evident in many of the ad campaigns such as ?Always Coca - Cola? which refers to the traditional beverage heritige of its product. They also reinforce this in the name ?Coca-Cola Classic? which is inferring to the older consumer. This name reflects an image of value, reliabilty, and old time values. Pepsi Cola throughout its 100 years of existence has developed many strengths. One of the strengths that has developed Pepsi into such a large corporation is a strong franchise system. The strong franchise system was the backbone of success along with a great entraupeur spirit. Pepsi's franchise system and distributors is credited for bring Pepsi from a 7,968 gallons of soda sold in 1903 to nearly 5 billion gallons in the year of 1997. Pepsi also has the luxury to spend 225 million dollars in advertising a year. This enormous ad budget allows Pepsi to reinforce their products with reminder advertising and promotions. This large budget also allows Pepsi to introduce new products and very quickly make the consumer become aware of their new products. Pepsi also has had the good fortune of making very wise investments. Some of the best investments have been in their acquiring several large fast food restaurants. They have also made wise investments in snack food companies like Frito Lay, which at present time is the largest snack company in the world. Probably high on the list of strengths is Pepsi's beverage line up. Pepsi has four soft drinks in the top ten beverages in the world. These brands are Pepsi, Mountain Dew, Diet Pepsi, and Caffeine Free Diet Pepsi. Pepsi also has the #1 tea in the United States, Lipton Tea. Some other strong brands are All Sport, Slice, Tropicana, Starbucks, Aquafina and a license agreement with Ocean Spray juices. Pepsi Cola like any company has weaknesses. Ironically, the one strength that has been credited for most of its success in the past has now become a weakness for Pepsi. This former strength is the franchise system. The franchise system in Pepsi Corporate view has become a liability. Pepsi in today's market must be able to act as one instead of several separate units. The franchise system has become a hurdle to Pepsi because many of these franchises have