Manager Leadership Skills Subordinate Performance Organizational productivity

Manager Leadership Skills Subordinate Performance Organizational productivity The study investigated about the impact of manager leadership skills. The purpose of the research is to highlight the leadership augmentation process for the companies to generate results-oriented, people-focused leaders instead of purely mangers, which they help in improving the subordinates performance, raise retention and morale of the employees, and bring bottom-line results for the organizations. The research linkages between manager skills and leadership skills that help Managers to be aware of their personality traits as a leader, that further assist managers in evaluating the subordinates performance and organization effectiveness. The research rationale is all about Managers leadership skills in reality have any influence or not to enhance the subordinate performance and organizational productivity. For the study, Judgmental Sampling has been used; deliberately handpicked individuals from the population based on our knowledge and judgment and conducted both Focus- Group and Questionnaire tool as our primary source of data. We arranged a focus group in IXLMS organization and questionnaire survey tool in SOFSOL organization. Total of 54 respondents participated which comprises of both managers subordinates from different departments. In-depth questions were asked and the responses were recorded. The data that was gathered is analyzed by the use of mathematical tools such as tables, percentages and pie charts. This allows us to obtain quantitative data that can help in the analysis of our hypothesis. T-Testing of hypothesis was conducted which resulted that there is an impact of Managers leadership skills to enhance the subordinate performance and organizational productivity. To increase subordinates satisfaction, performance, and organization productivity, in this research Managers are suggested to give prominence efforts on their leadership skills instead only rely on manager skills and companies should also work on this as employees are the leading key factors of any organization, they, therefore, have to come up with the strategies of encouraging their employees and make them willing to grant as much time in leadership skills as they do in management skills. TABLE OF CONTENTS CHAPTER ONE Background of the Topic and Statement of the Problem INTRODUCTION Organizations must be certain that every employee carry out to the best of their ability and delivers significant value to the business but in todays economy its critical to get the most efficiency from every employee.  Ã‚   One main issue that almost every business resist with is the challenge of dealing with employees performance. Great organizations know that measuring their accomplishment with people both customers and employees is just as important as measuring the achievement of their financial bottom line. Great organizations focus on two bottom lines instead of just one. In these organizations, developing loyal customers and engaged employees are considered equal to good financial performance. Upper Management at these organizations know that in order to succeed they must create a encouraging environment for employees, which results in better customer service, which leads to higher income. There are many elements that go into creating a victorious organization like customer focus, different marketing strategy, and passionate employees etc are the factors that come to mind but the one place that organizations should focus on first is leadership skills of the mangers. Thats because leadership is the succession that drives the other factors. Developing impressive leaders is the key to organizational success. One of the mainly common sources of low productivity in any organization and deprived work ethic is the lack of leadership skills in their managers. When the managers of the companies keep going with the appropriate coaching of leadership skills, they are able to quickly reach the levels of confidence and competence needed to increase productivity to meet requirement. With suitable leadership style, managers develop new skills more rapidly and begin to donate sooner to the bottom line.   Leaders help subordinates to achieve astonishing results. They lend a hand others to develop eagerness and passion for their work as well as higher self-esteem and more self-confidence. When given the leadership skills to give work direction, goal setting, coaching, performance evaluation, active listening, feedback, and practical problem solving employees experience fewer disturbances and more success. Mentoring high-potential ability and giving employees the resources to grow into competent and confident, leaders creates a conduit for organizational growth. Over a period of time by receiving the appropriate leadership skills, mangers can reach the levels of self-reliance and competence that enable them to increase their productivity and success of the organization. Without the proper leadership skills, most mangers end up achieving only a temperate level of performance on key tasks instead of pushing through to the highest level possible. The question then is for organizations to develop their mangers to reach higher levels as quickly and proficiently as possible, thus improving productivity and overall business performance. STATEMENT OF PROBLEM The research rationale is that leadership of the manager is the key factor in influencing employee performance and organizational success. This study is to highlight the leadership development process for organizations to create results-oriented, people-focused leaders instead of simply mangers, that they improve subordinates performance, increase retention and morale, and deliver bottom-line results. The objective of the research is to find that: Do employees know there is a difference in a leader and a manager? Do really manager have any leadership skills in them or not? What managers think about leadership? Do mangers believe in developing team members into individual who can complete pre determined goals? How leadership skills effect the overall organization productivity? Managers leadership skills in reality have any impact to enhance the subordinate performance and organizational productivity or not? The research questionnaires also highlight the ways that managers can improve his/her leadership skills and motivate the employees to perform their best that boost the organization productivity. SIGNIFICANCE OF THE STUDY The research will foster managers to develop their skills as a leader. If one relies only on being a manager, hell never instigate subordinate to give their very best and increase organizational productivity so good managers should think like leaders within their orb of influence. Leadership skills are vital in an organization. It enhances organization productivity. The manager cannot get the job done on time by employees unless he/she has good leadership skills. Leadership is mostly about being one-self and preserving one personal legitimacy. Most mangers are not born with leadership skills so they can develop their leadership skills through this research as it highlighted the importance of personal progress, thinking innovatively, caring for people and also having the will to become a leader. Effective leadership skills among managers are not only avoid delays, misunderstandings, confusion or distortions of facts during uncertain situations but also establishes harmony in the organization environment. SCOPE DELIMITATION The research is designed to illuminate the impact of leadership skills of a manager on subordinates performance and organizational productivity. The study is conducted in the natural environment with the minimum interference of researcher with the normal flow of events. All the expenses and barriers will be kept in consideration while designing this research. As time was a major constrain in this exercise, so within this short time frame the focus group methods and online questionnaire survey helped us in getting fairly dependable data from two organizations i.e. IXLMS and Sofsol. Both companies are emerging business solution providers. DEFINITIONS Bottom line its an organization net earnings, net income or EPS (Earnings per share). Leadership a crucial management skill is the ability to encourage a group of people in the direction of a common goals. IXLMS Its a company name, an emerging business solution provider. Sofsol Its a company name. Non-Contrived If the research is completed in the natural environment where work carry on normally. Judgmental Sampling The sample based on the researcher thinking who they think would be suitable for the study. Questionnaire Tool A questionnaire is a research instrument consisting of a sequence of questions that help in collecting the information from respondents. Focus Group a research in which a group of people are asked about their observations, views, ideas and attitudes towards a concept. It is usually qualitative research. Null Hypothesis It is normally offer a general or default position, such as that there is no relationship between two measured facts, or that an imminent treatment has no effect or no impact. T-Test A t-test is a statistical hypothesis test in which the test statistics go after a students t distribution if the null hypothesis is carried. OJT OJT stands for On-the-Job Training which is a form of training received in a normal working work place. CHAPTER TWO Research Method and Procedure RESEARCH DESIGN METHODS The research is designed in a way that all aspects of interest as well as efficient data collection are kept under consideration. It is also to cover the entire important facet related to managers leadership skills that help in improving the employees performance and organization productivity. 2.1.1 Purpose of the Study The study is descriptive research in nature. The purpose is to discover the impact of the leadership skills of a manager thats helps in enhancing the employees performance and improving the organization structure in terms of its productivity. 2.1.2 Study Setting It is a field study as it examining the effect of leadership skills. The study setting is non-contrived in nature. 2.1.3 Unit of Analysis Unit of analysis are two organization IXLMS and SOFSOL. Both are business solution providers. RESPONDENTS OF THE STUDY The respondents can easily be identified. Our respondent includes Managers and Subordinates working in IXLMS and Sofsol organizations. To have a diverse sample, we choose individuals, belonging to different departments (like Finance, IT, Administration, sales and HR) having different functional responsibilities. We have categorized the target population into following two groups according to their role in an organization: Managers Subordinates 2.2.1 Sampling Frame The samples are selected from HR repository of each of above mentioned organizations. 2.2.2 Sampling Procedure For our study, we have used Judgmental Sampling we have purposely handpicked individuals from the population based on our knowledge and judgment. Also, we have obtained the information from a very specific group of people for which this method is most feasible. We have chosen limited number of people that have expertise in the area being studied. 2.2.3 Sample Size The sample size for this exercise estimated to be 54 respondents which include both managers and subordinates. RESEARCH INSTRUMENT The instruments include the primary and secondary sources of the data. Primary Sources We choose both Focus- Group and Questionnaire tool as our primary source of data. We have arranged a focus group in IXLMS organization and questionnaire survey tool in SOFSOL organization, where individuals from different departments participated. In-depth questions were asked and the responses were recorded. The reason being the Focus Group discussions on a specific topic at a particular location and at a specified time, it gives the opportunity to capture spontaneous responses. This focus group unstructured responses reflect the genuine opinions, ideas and feelings of the respondents about the topic under study. Whereas the questionnaire survey will be a useful step as to encapsulate the answers/responses in a pie chart and bar chart form. The online survey questionnaire is floated in SOFSOL organization for collecting data from managers and subordinates. The responses results are shared in chapter 4 and the survey can be viewed online by following the links: For Managers: http://tiny.cc/ManagersSurvey For Subordinates: http://tiny.cc/DirectsSurvey The questions were designed in such a way that it allows free flow of information from the minds of our target population. This allows us to attain quantitative data that can help in the analysis of our hypothesis. The questionnaire will help in investigating the related matters of the research, which includes all the related questions about the manager and subordinates that reveals the major aspects of the leadership skills. 2.3.2 Secondary Sources The Secondary sources include the following: Newspapers, Books, articles, magazines Other Publications like company reviews. World Wide Web, Internet TREATMENT OF THE DATA The analysis will be done on the basis of the data gathered by visiting the organization IXLMS, SOFSOL and information that revealed by them. The data that is gathered will be analyzed by the use of mathematical tools such as tables, percentages and graphs. T-Testing of hypothesis will be conducted in order to know the impact of leadership skills on subordinate performance and organizational productivity. CHAPTER THREE Review of Related Literature Studies 3.1 LOCAL LITERATURE There are many duties predictable of a leader. Leadership is not only about being the face man. It is not only about bestowing orders. It is not even about grasp the blame. Good leadership is a challenging, all rounder role that want commitment, skill, intelligence and most important of all, leadership qualities and abilities. All managers want to have good quality subordinates. A lot has been on paper about this topic. It is not only about the power of the boss, but in many cases, it is about the gift to lead. Leadership is so very different from being dominant. Some bosses believe that good leadership means that they set a good example. If they put a good example, they are good leaders. I think that is a little too simplistic. If you desire good subordinates, you must first be a good leader. That leadership expands too many aspects of your interaction with and your management of the people. When you first begin working, you are skilled to toe the line, that your boss is always right; my way or the highway. Abruptly, if you want your people to imagine out of the box, the easiest technique to achieve this is, dont generate the box in the first place. You are inquired to think out of the box. For a moment this happens that you select someone as your leader. He is going to be your direct light and fetch you across the desert. You rejoice your new leader. Then the party is over and the journey begins. What happens? If this were a democratic system, then the leader sets a direction, say, south, and everyone votes on it. If it were Moses, he just ups and moves on and everyone follows. One is a leader, the other is a coordinator. Do you own a car that is red on the front and polka dotted pink behind? You would if you allowed your 3 year old girl to decide on half the colors. If you did not paint the back polka dotted pink, she will be unhappy. At some point, a leader has to take responsibility for his decisions. Everyone will have their own beliefs. A good leader understands and accepts that. To be firm that everyone shares exactly the same opinion and everyone to have the same decision, is not factual leadership. When we consider of leaders, we think of someone who has vision. He has the big depiction. He knows where he is going away. Leaders are not essential. This might appear as a surprise, but it is true. A good manager require not be a good leader in some situation. You would see this most often in large, technical organizations. Management is about competence and effectiveness. Leadership is about motivation and vision. Leaders deal with public. Managers deal with procedures. Which is why, to be a good leader, you need to have a good level of people handling skills. There are some foremost leaders who simply bull-doze their way through the team. In a disaster situation, that might work. But it can only be continued for a short while. Imagine yourself under the oppression of your supervisor, day in and day out; would you place for it? To be a good quality leader, you need to understand your people. But to be a great leader, you need to not only understand them, but to know how to bring out the best in them. Before you can encourage and motivate, you need to understand. However, if you stop at merely understanding them, but not knowing how to bring them to the next level, then you are a unlucky leader. Managers are power figures. They must be followed. They are in their positions through seniority, loyalty to the company or a million other reasons good and bad. Leaders, on the other hand, are people whom the group prefers to follow. They may have no organizational authority, but they motivate the group with their vision and obsession. Sometimes, when natural leaders appear, managers feel threatened, especially if its their group that is concerned. A good manager knows how to use and control the normal leaders. I would like to suggest that for anyone to be a good leader, there are certain basic competencies that are desirable. A lot of focus has always been put on the personality of a leader, the tasks and the roles f a leader. These are important or not important, depending on what theory you pledge to. However, I would suggest that there are some basics that any leader must have. This is despite of the leadership type, leadership style and so on. There are basic competencies that a leader should to have. I have tried to sort them out and have put them into five basic competencies: technical competence operational competence financial competence people competence strategic competence A manager basically directs resources to complete prearranged goals or projects. For example, a manager may connect in hiring, training, and scheduling employees in order to attaining the work in the most efficient and cost effective manner probable. A manager believes in a failure if he/she is not able to complete the project or goals with effectiveness or when the cost turns out to be too high. On the other hand, a leader within a company build up individuals in order to complete preset goals and projects. A leader build up relationships with his/her employees by building communication, inducing images of success, and by bring forth loyalty. 3.2 FOREIGN LITERATURE There are several definitions of leadership, and the term leadership could mean different things to different people (see Bass, 1990 and Rost, 1993). There was evidence that leadership is a function of knowing yourself, having a vision that is well communicated, building trust among colleagues, and taking effective action to realize your own leadership potential (Bennis, 2003; 1989). Moorhead and Griffin (1998) suggested that leadership could be defined in two terms of both process and property. As a process, leader is the use of non-coercive influence to direct and coordinated the activities of group members to meet a goal. As a property, leadership is the set of characteristics attributed those who are perceived to use such influence successfully. 3.2.1 Leadership Personality Qualities and Traits Researchers and scholars present a number of leadership personality traits (see Atwater and Yammarino, 1993; Kirkpatrick and Locke, 1991). In this study, however, seven leadership factors were chosen to measure the subordinates performance outcomes. Based mostly on Dubrin et al. (2006) work, the traits seem to be relevant to subordinates performance. Dubrin et al. (2006) indicated that it is important for the leader to be realistically self-confident. A leader must project his/her self-confidence to the group. Self-confidence is not only personality characteristic; it also refers to the personality trait a person exhibits in a number of situations. It is akin to being cool under pressure. A person is a self-confident leader when he or she retains composure during a crisis (Dubrin et al., 2006). Emotional stability refers to the ability to control emotions to the point that ones emotional responses are appropriate to the occasion (Dubrin et al., 2006). Emotional stability is an important leadership trait because group members expect and need consistency in the way they are treated. The effective leaders are generally calm, confident, and predictable during a crisis (Goleman, 1995). Initiative or being a self-starter refers to taking action without support and stimulation from others, and it also related to problem-finding ability (Dubrin et. al., 2006). As conceptualized by Kirkpatrick and Locke (1991), initiative refers to the proactive side of leadership. Rather than just reacting to events, effective leaders make choices and take action that leads to change. A leader is also someone who facilitates change it therefore follows that a leader must be flexible and adaptable enough to cope with change (Dubrin et al., 2006). Corporate leader must be able to adapt to changes. Flexibility, or able to adjust to different situations, has long been recognized as an important leadership characteristic. Almost for all followers, it is desirable for the leader to be enthusiastic (Dubrin et al., 2006). Group members tend to respond positively to enthusiasm, partly because enthusiasm may be perceived as a reward for constructive personality trait. Dubrin et al. (2006) also indicated that leaders displayed their sensitivity and empathy to influence others and to show that the leaders understand their group members. This type of sensitivity to others means understanding whom the group members and what their position on issues is, and how to best communicate with and influence them (Dubrin et al., 2006). Communication skill is another essential leadership requirement. However, managers spent at least 80 percent of every working day in direct communication with others people. In other words, 48 minutes of every hour in spent in meeting, on the telephone, or talking informally while waling around. The other 20 percent of typical managers time spent doing desk work. The communication is an important job of managers (Drft, 2000). 3.2.2 Subordinates Performance: Effectiveness and Productivity Manager can use motivation theory to help satisfy subordinates need and simultaneously encourage high work performance. Draft (1999) suggested that motivation refers to the forces either within or external to a person that arouse enthusiasm and persistence to pursue a certain course of action. There are many meanings of job satisfaction which are defined in many ways, and increasing subordinate satisfaction is important for organization. Yoder (1959) defined job satisfaction as the degree to which employees feeling that he or she like or dislike in work and working condition. Beer (1964) said that job satisfaction is the employees expectation that affection the job, organization, colleague, and working condition. Robbins (2003) suggested that job satisfaction is the degree to which employee feel positively or negatively about their job. It is an attitude that response to work itself, compensation, supervision, co-workers, job security, and advancement opportunity. Muenjohn and Armstrong (2001) found that leadership influences employee satisfaction. Employees are more satisfied when their managers are good leaders. This includes motivating employees to do a good job, striving for excellence or just taking action. Many people may be confused what the difference between effectiveness and efficiency is. Scholars defined effectiveness as the degree to which an organization realizes its goals, while efficiency is a more limited concept that pertains to the internal working of the organization and is defined as the amount of resources used to produce a unit of output (Moorhead and Griffin, 1998). It is leaders responsibility to ensure that their subordinates can achieve a high level of both effectiveness and efficiency. Managers or leaders have been aware it important that their firms maintain high levels of productivity. Productivity of an organization is a primary determinate of the firms level of profitability and, ultimately, its ability to survive (Griffin, 1996). Griffin (1996) said that in a general sense, productivity means an economic measure of efficiency that summarizes what is produced relative to the inputs used to produce them. 3.3 COMPANY LITERATURE People are 4 times more capable than we think, but only if they unleash their full potential of creativity, innovation, productivity, motivation commitment. Organizations are public systems where human resources are the most important factors for success and efficiency; they need efficient managers and employees to attain their goals. The victory or failure of an organization is decided by human beings, thus management is anxious with this human resources matter. In other words, a companys human resources can be the distinguishing factor between success and failure. It is for this reason that there is great importance on the leadership of managers. Good manager direct subordinates to work effectively in the direction of organizational goals and targets. Organizational success in obtaining its goals and objectives depends on managers leadership skills, traits and behavior. By using appropriate tactics managers can affect subordinates job satisfaction, commitment and productivity. Organizational values can be viewed as a series of managerial attitudes, behaviors, characteristics and skills based on individual, leadership interests and reliability of employees in different situations. The managers leadership ability to adjust him with changing environment internally or externally and lead a group of subordinates to work together in the workplace is the key to success. Employees at every level of their job make feel about whether they are appreciated and privileged from important way that come from their work environment, particularly those that come from the leaders in a straight line over them. The managers leadership skills and subordinate employees job satisfaction has for all time given high importance in the company. Job satisfaction is linked to the feeling of employees and can be partial by leadership factors of their supervisor or employer. 3.3.1 Competencies Are Growing From Leading Individuals to Organizations Leading in successively larger framework from individuals to groups to organization-wide efforts, need successively better sets of competencies. For example, core competencies are the least needed in leading others, whether other individuals, in groups or organization-wide efforts. To actually be effectual at leading other individuals, people should have the core competencies plus certain other competencies to lead individuals. 3.3.2 Issues of Identifying Competencies Desired by Leaders The exact competencies i.e. knowledge, skills and abilities that a person desires in order to lead at a specific time in an organization depend on a variety of factors, including: if that person is leading one other individual, a group or a large organization, The degree of leadership skills that person already has, That persons fundamental nature and values, competencies should be selected that are in accord with that nature and those values, if the group or organization is for-benefit or non benefit, new or long-established, and large or small, The actual culture or values and associated behaviors of whoever is being guided. The above deliberation can make it very difficult when trying to decide what competencies someone should have in order to be a good leader. Maybe thats why leadership training programs in institutions typically claim a set of standard competencies. Leadership is a main issue or the challenge in the growth of groups, organizations and states. 3.4 SUMMARY OF THE LITERATURE REVIEW Employees plays significantly important role to drive in the organization achieve its goals and employees performance effects directly to the companys outputs. However, keep up a good performance and motivating workers are not the easy things to do and that the responsibilities of managers to lead control, guide, and monitor their followers or subordinate performances. Organizations may endeavor to satisfy employees by offering sufficient compensation program, safe and friendly work environment. But, the subordinate could not have the good and efficient performance without the good leader. If the company would like to achieve its goals and targets, it must have a good leader or effective leader because of the leader holds responsible for failure or the success of the whole organization and leaders hold the liability for the performance of the individual and group within the organization. It is also emphasis that the subordinates satisfaction, productivity, and effectiveness can be influenced by the leadership personality traits of the manager. Manager motivation or encouragement towards subordinates which is one of the leadership skills also has an effect on the productivity of the organization. 3.5 AREA FOR FURTHER STUDY Due to limited resources the research will be restricted in finding the impact of manager leadership skills on subordinate performance and organizational productivity in Karachi two organizations only; In order to broad the scope of the project one can discover the correlation between the leadership factors and subordinates outcomes as well. However to obtain the best available result further projective techniques such as time series analysis and regression will be used to project the findings of the study in different organization overall in Pakistan. CHAPTER FOUR Presentation Analysis 4.1 CRITERIA FOR THE ANALYSIS We employed two survey tools (Focus group and Questionnaire) for gathering data, and following are the Qualitative (used for Focus Group) and Quantitative matrixes (used for Questionnaire Survey tool) developed on that data. 4.2 QUALITATIVE ANALYSIS In order to quantify the qualitative data gathered through the focus group participants, as per the responses collected I have generalized the results in each of the following category as follows: 4.2.1. Personality Traits Personality traits defines how directs and managers analyze their personality with respect to leadership. The respondents response was 100%in this case. They all believed that their managers have the necessary traits to become a leader. 4.2.2. Practice leadership

Capital Expenditures Essay -- Finances Financial Corporations Essays

Capital Expenditures Capital expenditures have a significant impact on the financial performance of the firm; therefore, criteria for selecting projects must be evaluated with great care. Of the two corporations the firm is deciding to acquire, Corporation B is clearly the better investment as shown in Table 1 supported by the following data: net present value (NPV), internal rate of return (IRR), payback period, profitability index (PI), discounted payback period, and modified internal rate of return (MIRR) in addition to 5 year projections of income and cash flows. The 5 year projections of both Corporations A and B’s income statements and cash flows indicate that between the two corporations, Corporation B will maximize the firm’s value the most. This decision is further evidenced by the net present value obtained for both corporations. NPV is defined as the sum of the present values of the annual cash flows minus the initial investment. If the net present value (NPV) of all cash flows is positive, the project will be profitable. The NPVs for both corporations suggest that both projects are worthwhile, since each has a positive NPV, however, since the firm can only acquire one of the corporations, it must choose the acquisition of the corporation with a higher NPV – Corporation B. The Internal Rate of Return, IRR, is another business tool used for capital budgeting decision. IRR is the discount rate at which the present value of a series of investments is equal to the present value of the returns on those investments (NPV = 0). It is the compound return the firm will get from the project. IRR also takes into account the time value of money by considering the cash flows over the lifetime of a project. If IRR is greater than the discount rate, the firm may undertake the project in question. In this situation, acquisition of either corporation is worthwhile since each has an IRR greater than their respective discount rates, but since IRR gives the project’s compound rate of return, the project providing the higher compound rate of return should be selected which means that Corporation B is preferred to Corporation A. Both NPV and IRR analyses support the acquisition of Corporation B. In cases where a conflict exists between NPV and IRR as to which competing projects to choose, the project with the larger NPV should ... ..., the main concern should be on how the investment will affect the value of the firm’s stock more so than how long it takes to recover the investment that presupposes that the project does add value for stockholders. When using the payback period as a criterion for capital budgeting decision, it is better to use the discounted payback as it takes into account the time value of money although still inferior to NPV. In both projects, the initial cost is recovered even after discounting the cost of capital. In this situation, however, the difference in discounted payback period is negligible. In summary, after review of the 5 year projections of cash flows for both corporations and all other supporting data provided in this report, the firm should proceed with the acquisition of Corporation B. Had the firm have unequal projected years available to them for review, for instance, Corporation A had a 5 year projection of cash flows and Corporation B with a 7 year projection of cash flows, the decision outcome should be no different since analysis of NPV, IRR, MIRR, PI, payback period and discounted payback period will be carried out for the respective cash flows.

Math Coursework - The Fencing Problem :: Math Coursework Mathematics

The Fencing Problem Introduction A farmer has exactly 1000 metres of fencing and wants to use it to fence a plot of level land. The farmer was not interested in any specific shape of fencing but demanded that the understated two criteria must be met:  · The perimeter remains fixed at 1000 metres  · It must fence the maximum area of land Different shapes of fence with the same perimeter can cover different areas. The difficulty is finding out which shape would cover the maximum area of land using the fencing with a fixed perimeter. Aim The aim of the investigation is to find out which shape or shapes of fencing will cover the maximum area of land using exactly 1000 metres of fencing material. Prediction I am predicting that the maximum area of land covered will be achieved by using the fencing shapes with the greatest number of sides. Method I made a list of possible different shapes to be investigated and assigned measurements to the sides of the shapes making sure that they fit in within the perimeter of 1000 metres of fencing. I then worked out the areas of each shape using known mathematical formulae and techniques such as Pythagoras' theorem to calculate the sides of right angled triangles; using trigonometrical functions (sine, tangent and cosine) to calculate either angles or sides of triangles constructed. Sometimes there are no known exact formulae for working out the area of certain shapes such as octagon and more complex polygons. In such cases, given shapes are split into shapes that have known formulae for areas and the worked out the areas are added together. Areas of the following shapes were investigated: square, rectangle, kite, parallelogram, equilateral triangle, scalene triangle, isosceles triangle, right-angled triangle, rhombus, pentagon, hexagon, heptagon and octagon. Results The results of the analysis are shown in Table 1 and Fig 1. Table 1 showing the areas for the different shapes formed by using the

Pill Bug Behaviors Lab

Pill Bug Behaviors Patricia Full Tiana Crosby P. D. 4-5 9/20/2012 Introduction The pill bug is the only crustaceans that can spend its entire life on land. Their shells look like armor and they are known for their ability to roll into a ball. Sometimes children call them roly-polies. Most pill bugs live for up to two years. They are most active at night. Pill bugs do not bite, sting or transmit diseases. They are perfectly safe to handle and are the perfect specimens for this experiment. This experiment is to test the reactions and behaviors of pill bugs when put in different environments and environmental situations.In the test it was tested how they reacted when 2 different sources of food that were put into the environment which was the choice chambers. The 2 foods we used were an apple and a piece of celery. I concluded by previous observations that the pill bugs would prefer the apple which is sweet over the bitter celery. Materials and procedure * 10-20 potato bugs * 1 choice c hamber * 1 petri dish * 1 apple * 1 stick of celery * Stop watch 1. Get a choice chamber and collect the bugs 2. Cut up the apple and celery and set them in the opposite sides of the chambers 3. Put 5 potato bugs in one chamber 5 in another 4.Observe noting the data for 10 minutes recording every half a minute(30 seconds) Conclusion In this experiment we studied the behavior of pill bugs in different situations. In the situation we put 2 different food sources in the choice chamber and let the bugs decide. The data supported my hypothesis that the bugs would prefer the sweet apple over the bitter celery. At the beginning we put 5 in each chamber and let them decide which they wanted. It showed that by the end of the test all or most of the bugs were in the apple chamber eating the apple. It proves my hypothesis as valid. ( For questions see attachment)

Medical Marijuana Essay Essay

The issue on legalizing marijuana is a very controversial topic in the U.S. and all around the world. This is an issue for the fact that some people are being denied medical treatments just because marijuana has been illegal and misunderstood for so long. For as long as anyone can remember medical and legal marijuana has been seen in the negative side of the news and bad opinions by the general population. In recent years people, local governments, and state governments in the United States have been speaking out and is changing the way many people are viewing marijuana in this paper we will discuss the financial, medical, negative and positive effects of marijuana. Ways that you can fix this issue are contacting your local and state governments and expressing your opinions on this issue. First, look at the way America is viewing the legalization of marijuana. Marijuana now being fully legalized in Colorado and Washington, also with 23 states making it legal for medical purposes and 6 others decriminalizing the drug is now on a different path with legalization. â€Å"Owners of the 37 new dispensaries around the state reported first week retail sales to The Huffington Post that, when added together, were roughly $5 million.† (Frener, 2014). As you can see the financial revenue from just one state in its first week of opening is huge. All of this money can go back into school programs, equipment for classrooms, and other community related budgets. Colorado and Washington are hopeful that they will make up to 2.1 billion in revenue for the states. Uses for medical marijuana have been looked down upon until recent years. Many people follow what their parents think of the drug and that it is bad or they follow what their friends think. Scientists have been researching the positive medical effects of marijuana from tests and studies. â€Å"Medical marijuana has shown positive results for epilepsy treatment, especially for patients who have physical resistance, to traditional medications. A special strain cultivated for pediatric epileptic treatment, called ‘Charlotte’s Web’ has become widely popular, with parents flocking to Colorado to get a supply for their children.† (Shim, 2014). This just shows how important cannabis can be for people and their kids in Utah. The main chemical that affects the way we feel and the main medical ingredient tetrahydrocannabinol is effective in treating chronic pain, vomiting, nausea, anorexia, and other social psychological disorders. With all of this research being found over the years we can only assume that if  legalized who knows what we can find from continued research. There is also the more serious side of medical marijuana and that is the help it has towards serious illness and diseases that cannabis has already been known to help cure. All of this knowledge has been discovered has had with major diseases such as Parkinson’s disease, major depression, HIV/AIDS, hepatitis C, and many forms of cancer. Next, many studies have been done on how much worse cigarettes are for you then marijuana. Research has been shown that cigarettes have been proven to be a lot worse for your lungs then weed. You can benefit from mari juana in many ways smoking it is the worst but quickest way to get the effect. Some people use vaporizers so it won’t be as harmful on their throat and lungs. The healthiest ways to take in the medicine is in an edible or pill form. Another thing that makes smoking cigarettes a lot worse than smoking marijuana is the addictive effects of nicotine that marijuana doesn’t have. In the year 2012, someone was arrested for marijuana related crimes every 42 seconds. If you really think about it that’s almost one person a minute, or 60 people every hour and so on. Now look to the next year and our current year. Crime rates have plummeted in Colorado in late 2013 and in 2014 basically are non-existent. â€Å"While marijuana prosecutions against people over 21 declined, so did prosecutions against people under 21, for whom all marijuana possession remains illegal except for medical marijuana patients. Colorado Attorney General John Suthers said he thinks the drop in cases may be due to police not wanting to parse the complexities of the state’s marijuana law.† (Ingold, 2014) People in the United States pay around 8% tax revenue to keep prisoners in custody. Many of these people are only there f or a minor crime of selling or in possession of marijuana. If marijuana were to become legal, many of these people would have a better time finding a job, save America millions of dollars, and these peoples’ lives wouldn’t be ruined over a harmless drug. Medical Marijuana could be one of the main factors to get us out of this deep recession. The United States could make so much more money by legalizing marijuana, and applying higher taxes on the marijuana they sell. One thing you might see the government doing this with is cigarettes. You may not notice the inflation of how much the tax on cigarettes go up depending on how much of a dense population will have higher tax on cigarettes. This is mainly for profits to go back into the government. If  you do the research a pack of cigarettes costs about 40 cents to make that is two cents a cigarette, but if that is the case then why are cigarettes 5-12 dollars, because depending on where you are the taxes will go up. If you are somewhere like Virginia, where cigarettes are made, y ou can get a pack for five dollars. Then there are places like New York where it can be 10-15 dollars a pack. If The United States did the same thing with marijuana who knows how much this could raise revenue. But how would they package and sell marijuana? One way the government could sell this product would be to have pre rolled joints (rolled up marijuana cigarettes) in a pack, maybe not in a pack of 20 but something smaller. So it could be sold in a dispensary but also in smoke shops and gas stations in states where it is legal that is. One of the government’s main concerns for not legalizing is the how America will view the change in laws. Something we can see is the rise in support of this drug and how it is affecting the lives of many people in The United States and around the world. People will buy marijuana even if the taxes are ridiculous as long as it’s legal I don’t think people are going to have a problem with purchasing legal marijuana. Now for the negatives, many people that are for t he legalization of marijuana might also have the mindset that marijuana doesn’t have negative effects on the brain and body. THC (tetrahydrocannabinol) is activated in the brain using cannabinoid receptors, once the THC enters your brain it hits these receptors creating your â€Å"high†. The cannabinoid receptors affect the parts of the body that have to do with memory, pleasure, organized thought, senses, and time perception. Marijuana causes health risks in the heart and lungs depending on how you choose to consume the drug. â€Å"THC messes with brain areas called the cerebellum and basal ganglia, which regulate balance, posture, coordination, and reaction time. When these brain areas are disturbed, the user has a harder time walking and talking correctly, becoming quite clumsy. It also impacts their ability to drive† (Welsh,Spector, 2013). . The lungs also experience burning and stinging in the mouth and lungs when marijuana is smoked. Studies have also been done to see the effects of sleep, and they say that if you go to sleep high it can interrupt one of the 5 stages of sleep and make i t so you don’t get as much sleep. One thing that the government is worried about when legalizing marijuana is it can put a damper on the financial benefits of legalization of at home growing. If the drug is legalized what is to stop people from growing their own? Laziness, what percent of Americans grow and raise their own food so what makes them think they will grow their own weed? On the other hand growing this plant is not very hard. This will always raise more questions for the people. Will there be laws against growing your own? How will they regulate that? The government will always find a way to benefit from your happiness. In conclusion, marijuana is slowly creeping its way into our lives one way or another. If it is legalized for the financial benefits to help The United States get out of its recession, to financially help out communities by putting the revenue into our schools, parks, or general community improvement. Even if it is only legalized for one of its countless medical benefits from cancer, depression, anxiety, HIV/AIDS treatment, or to help someone get over an eating disorder. Now there is always the possibility that America won’t legalize for negative health reasons, or social shaming from other Americans. The amount of states getting bills, setting boundaries, making laws, and opening up, are phenomenal. Get ready, legalization could be closer than you think. References Armentano, P. (2014, January 7). Recent Research on Medical Marijuana. Retrieved March 18, 2014, from norml.org/component/zoo/category/recent-research-on-medical-marijuana Ferner , M. (2014, January 8). Colorado Recreational Marijuana Sales Exceed $5 Million In First Week. Retrieved March 24, 2014, from http://www.huffingtonpost.com/2014/01/08/marijuana-sales-colorado_n_4552371.html Ingold, J. (2014, 12). Marijuana case filings plummet in Colorado following legalization. Retrieved March 19, 2014, from http://www.denverpost.com/marijuana/ci_24894248/marijuana-case-filings-plumme t-colorado-following-legalization Nelson, S. (2013, September 16). Police Made One Marijuana Arrest Every 42 Seconds in 2012 – US News. Retrieved March 18, 2014, from http://www.usnews.com/news/articles/2013/09/16/police-made-one-marijuana-arrest-every-42-seconds-in-2012 Shim, E. (2014, March 14). A 22nd State Is About to Legalize Medical Marijuana – PolicyMic. Retrieved March 18, 2014, from http://www.policymic.com/articles/85291/a-22nd-state-is-about-to-legalize-medical-marijuana Welsh, J., & Spector, D. (2013, April 20). Physical And Mental Effects Of Marijuana – Business Insider. Retrieved March 19, 2014, from http://www.businessinsider.com/physical-and-mental-effects-of-marijuana-2013-4?op=1

Criminal Justices Ethics Essay

A few months ago, a woman was brutally raped, beaten and left for dead. Since the attack she remains in a coma. This case has risen to national prominence as an example of how today’s youth no longer respects fundamental social values, television and video game violence has desensitized young men to the consequences of crimes such as assault and rape, and as a demonstration of the inability of the police to keep the streets safe for law-abiding citizens. My partner and I work in the criminal justice system as police officers and handle most of the homicide cases in our area. The publicity from this crime has placed our police department under pressure to send someone to trial for this crime immediately. A gang of young men were spotted in the areas where the victim was found assaulting and threatening people that were passing by. Two members of the gang were arrested. The two members are both male and 14 years of age that both have previous records of robbery and assault. Our obligation as police officers is to follow the policy and ethical standards of our police department and the law, which states, minors must be informed of their legal right to have their parents present during the interrogation and to use videotape during important interviews. However, my partner has pushed his ethical obligation aside and interviews both of the minors while deciding not to contact their parents or tape the interrogation. When I confront him about the policy’s that did not take place he tells me not to worry about it that both minors are guilty as sin and we can close the case. His actions are unethical and don’t not follow the policy of prosecuting the guilty, respecting the rights of the accused, and creating a safe community. Ethics is crucial in decisions involving discretion, force, and due process, because criminal justice professionals can be tempted to abuse their powers (Felkins, 1987). I report this to my supervisor only for him to tell me to trust my partner and go to trial. Both suspects are arrested and bound for trial. Bail is denied. I do not feel good about proceeding with this. The organizational culture represented by my supervisor gives the answer to my partners’ behavior. The supervisor plays a large role in defining organizational culture by his actions and leadership. Both my supervisor and my partner have decided to use â€Å"moral relativism† which is the ethical premise â€Å"that decisions about right and wrong are purely personal and subjective and according to it, whatever anyone claims to be morally acceptable is morally acceptable, at least for that person. They have not thought about the consequences of their actions and how they may be beneficial or harmful from the result. In order to do so one must analyze the issues and make judgments by studying the details of the case, identifying the relevant criteria, determining possible course of action, and deciding which action is most ethical. I will choose to detach myself from the case. I cannot afford to lose my job by not following the legal or ethical standards. Laws have penalties when cases are violated and these penalties can be very severe if you violate legal norms. I believe that both my partner and supervisor have violated legal norms as well as ethical standards. References Felkenes, G. (1987). â€Å"Ethics in the Graduate Criminal Justice Curriculum.† Teaching Philosophy 10(1): 23–26. Ruggiero, V. R. (2008). Thinking Critically About Ethical Issues (Seventh ed.). New York, NY, USA: McGraw-Hill.

Anxiety Self Esteem And Alienation Psychology Essay

Anxiety Self Esteem And Alienation Psychology Essay Adolescence is a phase of physical, emotional, social variations, adjustment and development. Anxiety can impact self-esteem, interpersonal relationships and may lead to alienation. The study investigated the interrelationships among these variables on undergraduate girls and boys (40 each) between the ages of 18 and 23 years. Sinha’s Comprehensive Anxiety Scale (1971), Coopersmith Self-Esteem Inventory (1967) and Sharma’s Alienation scale (1988) were used to test the variables. Significant differences were found among female college students reporting higher anxiety, self-esteem and alienation than male college students. Self esteem and anxiety were highly correlated among males and valid relation was found between alienation and anxiety. However, gender differences were found towards core coon all the constructs. Further, the study contributes to examine the social problems that are prevalent among the adolescents so that maximum can be benefited to the societal inst itutions and the families by providing the understanding. Key Words: Adolescents, Anxiety, Alienation, Self-Esteem *Research Scholar, s.ali.shah14@gmail.com , 09891927834 **Assistant Professor, korsidk@gmail.com , Department of Psychology, Jamia Millia Islamia, New Delhi- 110025 Introduction: Increased media attentions, prevalence of university counseling centers and enhanced awareness of the mental health needs of college going students, (Benton, Robertson, Tseng, Newton, Rudd, 2004) marked the need to study severity of the problems which might affect the individual as he/she is at odd at self. The present study investigates the relationship between anxiety, self-esteem and alienation among male and female college students. Anxiety: Anxiety is an essential and natural emotional experience. The concept of anxiety is as old as human existence. Anxiety is associated with substantial negative effects on children’s social, emotional and academic success (Essau, Conradt Brown, Higgins, Hawkins et al., 2000; Suh Smith, 2000; Smyth, 2009).