‘Chuck Mackinnon’s Leadership Effectiveness Who’s Problems’ Essay Example

‘Chuck Mackinnon’s Leadership Effectiveness Who’s Problems’ Essay This explanation shows that there are many problems with his management style which has led to unsatisfied work performances. The objective of this report is to provide an analysis and evaluation of the case study focusing on Chuck leadership effectiveness. The case study analysis shows that Chuck had failed to recognize or control emotions of his staffs and did not succeed to build effective teamwork and could not eliminate conflict within team. Theories include motivation, emotional intelligence (EI), team and conflict theory as well as leadership theories were applied within this case study. The report evaluates that Chuck leadership style is ineffective and inefficient as he lacks sufficient managerial and leadership skills. In addition, this report also provides possible recommendations for Chuck on how to be an effective leader. The recommendations are based on theories which were used to evaluate managerial skills and leadership skills. After taking all aspects into consideration, it is recommended that Chuck as an managing director might apply concept of expectancy and MBO theories by using rewards or goal setting methods to motivate his subordinates. In addition, Chuck should improve his emotion intelligence, in particular on empathy and handling relationship aspects. Furthermore, in the case of building effective team and coping with conflict, Chuck could be aware of step of building high performance team as well as select the most suitable strategy to cope with conflict. Views and applications of effective leadership approach in order to improve leadership skills are strongly recommended for most organizations. Introduction The purpose of this report is to analyze the case â€Å"Chuck Mackinnon’s Leadership Effectiveness: Whose problems†. We will write a custom essay sample on ‘Chuck Mackinnon’s Leadership Effectiveness Who’s Problems’ specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on ‘Chuck Mackinnon’s Leadership Effectiveness Who’s Problems’ specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on ‘Chuck Mackinnon’s Leadership Effectiveness Who’s Problems’ specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The concepts of managerial theories are used to support analysis. After analyzing the case study, the possible solutions are provided to direct on how Chuck should do to cope with his particular problems. This report focus on what the main issues occurred from a perspective of leadership, Chuck’s perspective. Chuck Mackinnon’s position and behavior is analyzed in order to define the problems. According to the case, it seems Chuck had the serious challenge in managing people. The main issues came from Chuck’s new position as Managing Director, Financial Institutions, with MBC in New York. Chuck suggested that the traditional business strategy was out of date and a new strategy should be provided. After Chuck proposed the new strategy, issues occurred such as no enough support from top to down, resistance changes from some employees and conflicts between Chuck and his subordinates. Inappropriate behavior such as drinking problems, poor English communication skills still exist which affect the productivity of the organization. Therefore, the objectives of this report are using five managerial theories: Emotional Intelligence EI), Motivation, Team, Leadership and Conflict theories to analyze Chuck’s leadership effectiveness and apply those theories into issues to solve problems. Case Study Analysis Based on Managerial Theories Motivation Theory Motivation is the process of inspiring and sustaining goal-directed behavior (Nelson Quick 2006). According to Katsva Condrey (2005), organization will achieve higher performance ratio depend on the level of effort from e mployees. Employee will provide greater effort if they are highly motivated. The main purpose of motivation in organization is to encourage employee to achieve its goals with high level of performance. Generally, there are many motivation theories which attempt to explain more understandable human behaviors and suggest managerial practice for improving motivation (Katsva Condrey, 2005). The motivation theory can be classified into three main concepts which are internal, process and external theories (Nelson Quick, 2006). Firstly, the Internal Theories are focusing on internal needs to energize individual behaviors. Internal Theories attempt to define how processes and structures in workforce can be designed to satisfy those needs. Examples of Internal Theories are Maslow’s Need Hierarchy Theory, McClelland’s Need Theory and Herzberg’s Two-Factor Theory. Secondly, the Process Theories are mainly focus on the interaction between individual and environment (Nelson Quick, 2006). On the other hand, the External theories are central concern on environmental elements as well as using consequences of behaviors as the common factors in order to understand and explain human behavior in workplace. The Expectancy Theory, Goal-Setting Theory and Management By Objective (MBO) methods are some examples of process and external theories. Expectancy theory of motivation is highlight on people belief on performance process. This theory relies on people belief in relationship between the effort, performance and reward as a motivator. For example, it might consider that putting high effort can affect on high performance and high performance which would lead to reward. However, motivators should take into consideration that different individuals have different expectations on reward, such as promotion, good wages, challenge work, help in personal problems, fair discipline, respect and feel as part of business. Similarity, Gold-setting theory is using priorities, purpose and goals as significant sources to motivate people. It is often used for reducing stress and conflict at the workplace (Nelson Quick, 2006; Katsva Condrey, 2005). In addition, MBO concept is a part of goal-setting theory which focuses on employees and managers interaction and negotiation in goal-setting process. The major benefit from MBO program is to eliminate individual, behavior, attitude, gender and also culture differences. These differences are significant causes of barrier in motivation process (Nelson Quick, 2006; Katsva Condrey, 2005). Issues According to Case study, Chuck failed to motivate his subordinates who lazy for work and do not support his new strategy. There are two main issues in case that illustrates Chuck improper or ineffective motivation styles. He is poor in self- motivation and poor in motivate subordinates to perform proper work attitude. For example, Chuck failed to motivate Glenn (Associate) to provide higher effort on his work although Chuck knew his only need was to be promoted as a director. Furthermore, Chuck seems to overlook in order to motivate Dale, one of his directors, in improving his performance which Chuck let him slide on his work without any encouragement. Similar to Deitr’s case, another associate, Chuck does not provide sufficient attention in motivating Deitr to increase his work performance. The case study states that Chuck notices Deitr has spotty work performance, but he does not attempt to motivate him either offer rewards or promotion. What is worse, Chuck seems to use wrong strategy to motivate Deitr when improving his English skills by overlook in nationality respect issues. In addition, Chuck failed to motivate his boss, Eldon and Margaret to fully accept his new strategy. As conflicts between Chuck and his suborinates goes on, Margaret’s attitude toward Chuck changes as there is an increasing doubt by Margaret on Chuck’s management skills and motivation power. As a result, it leads to higher difficulties in implementing new strategy because of lacking professional support. Emotional Intelligence (EI) Theory Emotional intelligence (EI) is defined as the ability to manage and use self-emotion to deal with people in different situations appropriately and effectively. With high EI, people can read and understand feelings and emotions of others including detect the nuance of emotional reactions. In addition, EI can apply knowledge to persuade others through emotional regulation and control (Nguyen, 1999). For organization, EI can be considered as a critical component that can affect the performance of employees. Emotions should be managed properly because the competencies of leaders can be negative affected if they can not control their emotions when making decisions or motivate others which might affect employee effectiveness (Salovey and Mayer, 1990). Negative emotions cause the interpersonal conflict in the workplace and can result in the actions that break organization’s norms and threaten team members. According to Goleman’s hyper-popular EI model (1998), there are five domains in the Emotional Intelligence. †¢ Self-Awareness Observing yourself and recognizing and understanding your emotions and their effects. Knowing what your strengths and restrictions are. Realizing what abilities and skills you have. †¢ Self-Regulation Managing your feelings by hiding negative emotions and find out what the causes of feelings are. Try to discover the method to handle fears, anxieties, anger and sadness. †¢ Self-Motivation Knowing what your desired goal is and use your emotions to drive yourself into action in order to achieve the goal. †¢ Empathy Sensitivity what other’s feelings and their perspectives are, read and understand the dynamics of relationships and valuing the differences in how people feel about things. †¢ Social Skills Inducing or convincing others through communication, collaboration, building relationship and conflict management. Issues Chuck can manage his self-emotions properly which did not affect his works. But his lack of empathy and social skills can be seen as the cause of issues as he did not recognize and understand emotions of others and had poor relationships with some of his subordinates. Proposing the new strategy is an important and delicate event. However, there was no support from his boss, Eldon Frost and some employees. Lack of empathy was a cause that made Chuck had conflicts with some employees. For example, Neil Forsyth was in his mid-50s. It is possible that most old people prefer to work in the traditional way and afraid of change because it is more difficult for them to change work styles than young people. This is a reason why Neil did not support the new strategy. However, Chuck did not recognize and understand Neil’s situations which might cause Neil’s performance to fall. Lack of social skills was another cause of conflicts between Chuck and his subordinates. Good relationships will lead to trust and employees can work more effectively (Prati et al, 2003). Chuck had poor relationships with some employees and he did not attempt to build up good relationships with them. He only assign work and watch their performance. Therefore, relationships’ building was omitted and some subordinates did not support Chuck’s new strategy. Team Theory A team is a group generally selected like a working group, but often with sharply defined roles, either cooperative or collaborative. (Marxists Organization, 2006) There are four types of teams: Problem-solving team, Self-managed team, cross-functional team and virtual team. Self-managed work teams, which is groups of 10 to 15 people who take on responsibilities of their former supervisors, is most common in the organization. Chuck’s team is a self-managed work team. There are many factors lead to an effective team. Firstly, size of the team is an important factor to achieve effectiveness. Small team is more effective, but the team size should be large enough to comprise people who can perform the job, as well as those who can manage the product (Mackin, 1994). Belbin (1981) states the six people team was found to be a more stable and enduring group and a large numbers of their experiments were therefore conducted in teams of this size. Secondly, team member selection is another important factor for team building. Mackin’s (1994) team Member Selection Theory described that there are three main steps: 1. Orienting new members. One way to orient new members is to have them interview three of four people on the team for the particular information. 2. Using member substitutions. A substitute is a person who sit in for a team member when he or she could not attend to team meeting or he or she cannot continue the team work, the team leader should use member substitution. 3. Removing a member form team. If find one member can not make any contribution to team or make adversely effect to team, team leader can remove the member. Belbin (1981) also mentioned that teams should choose intelligent people in order to build up an effective team. Furthermore, according to Hess (1987), there are eight criteria to build high performance team: 1. Participative leadership which create interdependency through empowering, and serving others 2. Shared responsibility which establish an environment in which all team members feel as responsible as the manager to apply for performance of the work unit 3. Aligned on purpose that is to build common purpose about why the team exists and what function it has. . High communication-creating a trust and open, honest communication 5. Future focused that is to see change as an opportunity for growth 6. Focused on task that is keeping meetings focused on results 7. Creative talents-applying individual talents and creativity 8. Rapid response that is identifying and acting on opportunities Issues In Case, Chuck known that team is important and tried to turn his disparate and geographica lly dispersed group into a team and he thought maybe skill-enhancing courses might helpful to apply this. He enrolled the entire group in courses to improve organizational and sale skills and try to build camaraderie and team spirit. However, Chuck still fails to build the team. According to Mackin (1994), there are three main causes of team failure. 1. It lacks visible support and commitment form top management. in the case Eldon-Senior Vice President-was driven by the concept of keeping everyone happy, he does not accept the new policy and does not support to team building; 2. The team has too many members and lacks the strong structure necessary to deal with a large team. Chuck tries to change all group members to a team, however, as Mackin (1994) illustrates the small team is more efficient than bigger one; 3. The team has experienced poor leadership within and /or outside the team. There has been resistance from first-line supervisors. Chuck has no sufficient experience of building up or managing a team Conflict Theory Conflicts are the effect of group living and if, it has no well organized it could be destructive the success of the team. However, according to the existing studies of conflict revealed that conflicts are useful, especially for the decision making (Jehn, 1995, 1997). Other studies showed that types of conflicts are able to be effected to the team result in the several ways (Lovelace, Shapiro, and Weingart, 2001). People attempt to advance the conflict to be more useful, when the perception of conflict is defined in the term of tasks rather than the relationships. For instance, the discussion between the positions in the contrasting way is useful. Furthermore, the existing research showed that the conflicts might be not separated between affirmative and unprofitable result (De Dreu and Weingart, 2003). Conflict management approaches According to the conflict types, the decision makers or managers should emphasis on the goals, understanding the performance of the people confronting with conflicts to see whether the conflicts are seem to be from personal relationship or from the tasks itself (Lovelace et al. , 2001). Deutsch (1980) stated that the suitable way to cope with the conflict is the cooperation. In the organization, people who confront with conflict and effort to achieve their goals by using their own’ experiences, meanwhile, others also move in order to attain their goals. The co-operation would be helped them to reach their goal without the conflict. The cooperative approaches provide the convertible achievement and solve the conflict problem through the conflict management. On the other hand, the competitive approaches is seem to be not related to the achievement of the conflict management goals due to the users who stuck in the competition, would oppress their success with the other’s. Issue Conflict occurs within Chuck’s team. For instance, some of his group members were not agreed his new strategy for improving team performance which made the conflict between chuck and his subordinate. Consequently, Neil Forsyth (Director in the Montreal) he believed that his performance was felling down due to the personalities conflict between him and chuck. On the other hand, the conflicting between both of Chuck bosses (Eldon and Margaret) might be the cause of problem which might not support the chuck team reach to the goal. Leadership Theory Krause (1997) defined leadership as the willingness to understanding and chart a course, a control power for job accomplishment by using skills and abilities of other people. Northouse (1997) further mentioned that Leadership is a way to improve how they present themselves to others. There is a wide variety theoretical approach to understand how leadership works. Northouse (1997) emphasizes that leadership involves influences which concerning about how leader affects others. Leadership occurs in groups where it takes place and leadership attention to goals where leader directs a group of members towards job accomplishments. According to Northouse (1997), there are many different approaches to leadership, such as Trait Approach, Style Approach, Situational Approach, Psychodynamic Approach, Trait Approach: Base on Northouse’s analysis, Trait Approach mainly focuses on the leaders which concern with their own traits and who has these traits. There are five major traits that summarized by Northouse: Intelligent, Self-Confidence, Determination, Integrity and Sociability. Table in Appendix C contains a variety of studies about leadership traits and chara cteristics. †¢ Style Approach/Behavior Approach: This approach focuses on behaviors of leaders which shift attention on leader’s characteristic to leader’s actions. The Ohio State Studies, The Michigan Studies and the studies by Blake and Mouton are the main representative of this approach (Northouse, 1997). Ohio State University states there are two types of behaviors: initiating structure and consideration. Both of them are distinct and independent. Michigna studies further found out two types of behaviors, employee orientation and production orientation. In addition, Blake and Mouton introduced a â€Å"Managerial (leadership) Grid† model which joining concern for production and people into one grid (Northouse, 1997). Situational Approach: Hersey and Blanchard (1969) developed the theory that different situations demand different kinds of leadership (Northouse, 1997). Leader need to evaluate employee to see how competent and committed employee can perform based on the assumption that employee’s skill and motivation changes all the time. This emphasizes the match between the leader’s style and specific situational variables (Northouse, 1997). †¢ Contingency Approach: Base on Fiedler’s model, contingency theory tires to match leaders to a suitable situation. There are three factors for situations: leader-member relations, task structure and position power (Northouse, 1997). Leader- member relations is important for enhance leadership. This factor refer to the degree of confidence, loyalty and attraction that follower feel about their leader and the group atmosphere. Task structure refers to the degree which the job assignment are processed and how it is structured and completed. If the task structure is clear it provides higher ability for leader to control and influence. Position power refers to the amount of control or authority that the leader decides to reward or punish followers. There are many different approaches to leadership. Hatakeyama (1985) suggests that there is an increasing need for effective management skills in today’s corporation. There are two aspects of managing, the occupational aspect and human aspect. Occupational aspect of managing is the basis of the maintenance and structural innovation, but human aspects mainly focus on people, a good leader or manager is who can win the trust of their people, motivate their staffs and the ability to educate and create pleasant working environment for employees. In addition, Eales-White (2003) defines effective leadership as the ability of the leader to display integrity in decision-making, confident enough to make mistakes, admit mistake and learn from mistakes, direct with coaching and delegate authority as well as responsibility. Especially one recommendation that pointed out by Harvard Business Review (2003) pointed out that quiet leaders often look for ways to buy time, this provide careful execution allow turbulent waters to clam. Issues According to case study, Chuck seemed to be as a problem in his leadership skill which is extremely vital for driven the team to achieve the goal. According to Fiedler’s model under Contingency’s theory, situation should tight closer to leader and analysis leader’s effectiveness (Northouse, 1997). Different situations lead to different decisions. An effective leader should evaluate the situation and apply integrity, confidences to reach satisfy decisions. Chuck lack of compatible leadership skills where there are conflicts within his team that he could not resolve. Some members of Chuck’s team have serious drinking problems and constantly absent to work and poor performance for the team tasks. Furthermore, there is no sufficient support from Chuck’s subordinates and boss to implement new strategy. This indicates a clear failure of Chuck’s leadership skills. After careful analysis for the cases and the evaluation of various theories, there is a serious need for Chuck to improve his own leadership skills in order to lead his team towards organizational goals. The following sections emphasis each perspectives and provides possible solution and recommendations for Chuck on how to be an effective leader. Recommendations Possible Solutions According to the case study analysis, it illustrates that Chuck can be classified ineffective leader because of lack in motivation staffs, low EI, fail to build high performance team as well as cannot eliminate the conflict. Therefore, this report recommends the possible solutions how to improve leadership and managerial skills. How to motivate staffs/employees? †¢ Expectancy Theory According to Bono Judge (2003), employees will be more motivated, more satisfied and perform better when there is a specific goal or desirable rewards. This can apply expectancy theory of motivation. For this case, Chuck should motivate Glenn, Dale and Deitr based on Expectancy Theory. Glenn desired to get promotion. Chuck might set the possibility reward for him as getting promoted if he can show much effort on his work as well as improving his performance during time period. Dale and Deitr seem to have relatively lower motivation at work. This might due to his long-standing position. However, they also have problem with uncertain quality of work. In this case, Chuck might reward them by appreciation on high quality work as well as promote them if they have stability high performance work. Goal-Setting Theory Management By Objective (MBO) Theory Goal-setting theory and MBO method are the significant approach in motivation theory (Meyer, Becker Vandenberghe, 2004). In case of having different attitude at work, Goal-Setting Theory and MBO method can be applied in order to motivate both top management (Eldon) and Chuck’s colleagues (Patrick and Neil). Problems for lacking agreement and interpersonal conflict between top management would be reduced after apply goal-setting and MBO method in workplace (Nelson Quick 2006). In addition, Ramlall (2004) states that employees will be influenced on strategy which designed to reach organization mission. Therefore, chuck will get an opportunity to explain his new strategy and its benefits to the team. Chuck should obtain other members’ opinion and suggestions and provide possible improvement for his new strategy. By increasing employee involvement, disagreement and conflicts might be reduced or possibly removed. How Chuck can improve his EI to be emotionally intelligent leader? According to Goleman, Boyatzis and Mckee (2002), Emotional Intelligence is a critical component of leadership effectiveness. Even though Chuck thought that the traditional strategy had to be replaced with the new strategy but changing immediately was not a suitable way. Before changing, Chuck should prevent the conflict that can occur with his employees by recognizing their emotions and perspectives. Building relationships with them should be done as well in order to build up trust. †¢ Showing his empathy toward the subordinates Before proposing the new strategy, Chuck should recognize the emotions and perspectives of his subordinates first. Chuck must give the opportunities for all employees to express their feelings and their perspectives about the new strategy and try to motivate them appropriately. Such as in Neil case, Chuck realized that Neil was not ready to work with the new strategy because he was afraid of changes. Chuck should provide more involvement in tasks of the new strategy in order to encourage Neil. This can reduce Neil’s disagreement and resistance and also show the respect to him. †¢ Building and handling relationships with the subordinates Building and handling relationships with subordinates are important for Chuck to enhance trust and support. With trust, it is easier to motivate and influence the employees to work with the new strategy. Friendly face-to-face meetings should be provided to build good relationships with them. In Patrick case, due to Patrick was demoted and his position was replaced by Chuck. It seems that the relationship between Chuck and Patrick is quite bad at the beginning. Chuck must consider that Patrick was a person who proposed the traditional strategy. Building good relationship with Patrick should begin with asking and discussion about the new strategy. This can show the respect to Patrick and it can lead to the good relationship. Using social skills effectively can reduce disagreements and also increase the team performance. How to design build up an effective team? †¢ Design set up a good team Firstly, In order to design a team, Chuck should know the following questions: What is the objectives this team? What features should the individual members of the task team possess? What should the composition of the task team be? What norms do you think the task team should adopt? What is the better size of the team? †¢ Building good team skills Secondly, Chuck should use Hess’s (1987) eight criteria to build team skill and application of the following teambuilding chart: †¢ Select the right team member that fits the organization In the case, Chuck can select appropriate team members to perform different tasks. Use Mackin’s (1994) Team Member Selection Theory to remove unsuitable member. For example, Neil Forsyth who is reluctant to change and have big conflict with Chuck, if there is no other better solution to change Neil’s attitude towards his tasks which Neil might continue damage the team performance, he should be removed from team list. Deitr Poehlmann who is weak in communication and spotty work performance might not suitable to build the high performance team. Although Patrick have drink problem, Chunk should maintain him as a team as he has greater ability in cash management business. As Eldon said, Patrick was great at everything he did. However, there still has conflict between Patrick and Chuck. Patrick did not satisfy that Chuck did not respect the traditional cash management business sufficiently. Using Hess’s (1987) concept where it stated that communicate more and building trust among members can assist to build high performance team. In addition, Chuck should also apply Belbin’s (1981) Team Selection Method by selecting intelligent and experiential high performer as his team member. Such as high achiever Salmon, Morris, Russell and Wilson that already exist in his team, who are highly beneficial to the company. How to reduce conflict between team members? †¢ Apply â€Å"The Bohm-Isaacs Model of Dialog† In order to deal with the conflict, Chuck should use the â€Å"The Bohm-Isaacs Model of Dialog† the get through the conflict. This model provides the strategies to improving the listening, finding the conclusion and differences, and also creating the system of thinking through the group member confronting with conflict. The example of the model (the divergence and dynamics of the conversational path) The Bohm-Isaacs Model of Dialog As it can be seen from the Model above, there are two ways to solve conflict during conversations. If conflict can be reduce, then use skillful conversation analysis, otherwise, has to use â€Å"discussion control† strategy to solve and later debate the problem in order to reach agreement. By using this methodology the conflict might be reduced. And the situation between Chuck and his team members should be better. How to achieve effective leadership? Rupert Eales-White (2003) summaries views of effective leaders as: 1. awareness and self-belief of leadership role 2. focus on – listen, support, provide feedback and coach 3. integrity in decision making 4. share information 5. confident to make mistakes and learn from mistakes 6. direct with coaching 7. delegate authority as well as responsibility As it can be seen from the case, Chuck should apply above criteria in order to be an effective leader. Rupert Eales-White (2003) provides suggestions on how to be an effective leader to build an effective team. Rupert stated that a team leader should: †¢ Trust and believe team-members †¢ Identify the key strengths to do the job and select the person match the company needs †¢ Should have regular meetings to increase communication and staff support †¢ Set up the goal for the team and possible steps to achieve tasks †¢ Develop vision and values and behaviors for employees which will lead to success for the team †¢ Promote feedback Remember the role as a leader According to this case, it is very important for Chuck to develop vision, values and behaviors for his team members to develop the concept on how to success. For example, Chuck can ask all the team members to list all aspects of working in groups that they have dislike and the reasons. Chuck should develop the collective view and causes by discussing with his team members in order to agree on a vision statement, values and behaviors that might improve the team effectives and overcome problems. As it can be seen for the case that, most of the conflicts are arise from the emotions and inappropriate behaviors of the team members. Chuck as a managing director should focus on how to motivate unproductive staff, provide support and improve communication with subordinates in order to build up an effective team and develop his leadership skills. Conclusion Chuck MacKinnon recruited as the Managing Director in Merchant Bank of Canada who facing various problems when starting his positions. Chuck tried to implement a new strategy to increase efficiency but could not obtain sufficient support from his boss and subordinates. This report emphasis that there are various problems occurred within the organization which reflects that Chuck is lack of leadership skills on how to lead his team members to improve performance and achieve organizational goals. Chuck failed to motivate his subordinates and failed to improve his team members’ emotional intelligence to avoid conflicts. This report further analysis various related theories and apply to the case situation, such as effective team building theories, emotional intelligence theories, leadership theories and conflict theories. The report suggested that in order to be an effective leader, he should apply those theories into practices in order to obtain sufficient support from his boss and subordinates for his new strategy. Such as by applying Expectancy Theory and taking employee’s own expectation into account to motivate his subordinates. In addition, Chuck should also apply leadership theories in order to improve his own leadership skills. References A Harvard business review paperback. 2003, Harvard Business Review on leading in turbulent times, Harvard Business School Publishing Corporation, United States of America. Bono, J. E. Judge, T. A. 2003, Self-concordance at work: Toward un

Madison is in US News World Report’s Top 10 Best Places to Launch a Second Career

Madison is in US News World Report’s Top 10 Best Places to Launch a Second Career On September 16, 2010, the US News and World Report published a list of the Top 10 Best Places to Launch a Second Career.   I was thrilled to see Madison on the list, as  it has been my experience that this city is indeed a great place to start over. I came to Madison in October 2008 knowing one person and having only a part time job (law school admissions consultant for Kaplan Test Prep Admissions) to keep me afloat.   I obtained some additional part time jobs along the way, and two years later, I have what is starting to be a thriving business.   I have met an incredible community of business owners here at regular and diverse networking events.   I have made friends both through social circles and business circles.   I even worked part time for over a year at the University of Wisconsin Law School, where I  got a job in the midst of a hiring freeze. Plus this city is beautiful.   Where else could I walk down the street for any of the following:   a swim in the lake, a yoga class, a Thai dinner, a household item from the hardware store, and fresh local produce from the food coop or farmers market? I agree wholeheartedly that Madison Wisconsin is a great place to launch a career.   I can see why people dont want to leave I plan to stay put for a long time! Category:UncategorizedBy Brenda BernsteinSeptember 30, 2010 6 Comments Diane Kern says: October 1, 2010 at 2:36 am I love Mad Town. I spent many summers there at music camp. Feeling its time for a visit after reading this. Thanks Log in to Reply The Essay Expert says: October 1, 2010 at 10:06 pm Do come and visit Diane! Log in to Reply Michael says: October 3, 2010 at 3:14 pm I remember visiting Madison many times in the mid-80s when I was dating someone long distance. What a beautiful city it was and I am sure it is even more so now. Loved all the diversity and the accepting feeling there too! The people were really nice and the whole city had a great charm about it, yet was very metropolitan. Just saw that the unemployment is in the 5s, so even better!! Thanks for sharing! Michael Log in to Reply Laine D says: October 3, 2010 at 5:22 pm Sounds like a place I need to put on my list, definitely has more seasons than Arizona. Can you recommend the best time of year to visit. Laine D. https://www.ThoughtsfromABroad.net Log in to Reply The Essay Expert says: October 3, 2010 at 6:02 pm Hi Laine, yes we have a lot more variety season-wise than Arizona! I personally love the fall with all the colors and the crisp air. Summertime is probably the most popular time since we have lakes and bike paths and hiking trails (with attendant mosquitoes unfortunately). There are also many music festivals in town throughout the summer. Springtime brings blooming trees, and of course if you like the cold and snow or are a skiier maybe youd like the winter! What are your favorite things to do? The best time to visit would be determined by that! Log in to Reply Paul Novak says: October 7, 2010 at 3:33 am Congratulations on having made a good hometown choice for yourself. Ive lived all up and down the East Coast and as yet have not been happy with my location. Im currently living in Fla and cannot wait to pack up and head out. This time however I have done some research and visiting first and have settled on N.C. I can only hope I end up as happy with my choice. Log in to Reply

Health Care Policy Essay Example | Topics and Well Written Essays - 2250 words

Health Care Policy - Essay Example Strategies focused on working conditions and retention should occupy a central position in any nursing workforce revitalization plan"(Sochalski J, 2005). In connection to this, different national professional nursing organizations have chosen to play an active role in assisting legislators with not only insights but overview of this issue. The main focus of most organizations now is to increase the supply of nurses in different health institutions and act as bargaining arm in behalf of the nurses' concern. Some organizations would rather focus on long term solutions such as increasing the number of students enrolled in nursing courses, giving incentives, salary increase to existing nurses to give them more reasons to stay. Whereas, other legislators would opt for more short term solutions such as opening more opportunities for nursing to foreign workers. Needless to say, the demand for more nursing professionals compels not only the health care industry, but also the government to act fast in this continuous problem. In this writer's opinion, high tech facilities, modern equipments can only be as good as top of the line services prov ided by hospitals. Without the latter, nothing much can be expected. Looking at the abundance of legislative ... Increasing supply via education- scholarships, forgivable loans in return of service to underserved areas; funding for increased school capacity and faculty; incentives such as scholarships, tutoring, transportation and child care to attract minority students. Such policy can be well directed to education institutions, or colleges that only offer nursing courses. And probably, the government may also look at trying to recruit more males in this industry to balance out the depreciation of nurses leaving because of pregnancy, child rearing duties. Increasing supply via immigration- Expand the H1-C category for visas, which aims to bring foreign-trained and licensed nurses t the United States to provide service to underserved areas. This is a very good strategy considering that migrant workers will come to the US as full time nurses and will have their full attention to their jobs. Given that they are away from their families, they will have more focus on what they are ought to do. The government however, must make sure that qualifying exams are really at par with the quality standards of our healthcare industry. Data and Planning- establish commissions, studies, task forces and committees to analyze or monitor the nursing workforce, expand duties of nursing licensure boards to collect, monitor and utilize nursing workforce data. Probably this is the same with organizing our very own think tank, or an organization that focuses on research communications to be the main source of data related to this field. Work Environment- limit overtime, impose mandatory overtime, post staffing ratios in hospitals to inform the public, define associated disciplinary actions. Licensure Compacts- interstate recognition of nursing licenses; promote mobility.

Development of Health Care Essay Example | Topics and Well Written Essays - 1000 words

Development of Health Care - Essay Example In Elizabethan times, parishes had to bear with the responsibility of taking care of the poor living in the community (Liverpool Echo 2009). The poor in those days could benefit from "outdoor relief" in the form of food, clothing and fuel. However, with an unwieldy appreciation in the poor population, the parishes decided to withdraw this already insufficient outdoor relief and started resorting to "indoor relief" in the guise of hell like workhouses that required the less miserable amongst the poor lot of Britain to bear with inhuman work conditions in lieu of a pitiable yet indispensable sustenance (Liverpool Echo 2009). However, the things got worst at the start of the 19th century, which led to the introduction of Poor Law Amendment Act of 1834. Zillions of workhouses came up all across the UK. Poor Relief reduced to a shameful pittance accessible only to those who were willing to opt for exploitative workhouses instead of a hapless existence. The life in such workhouses was far from being bearable and homely. Comfort was an elusive pie in the sky that was far beyond the reach of even the relatively well to do poor. In fact, the possibility of affiliating to some workhouse was a perpetual fear that haunted the deprived families huddled in the slums to bear with their hopeless existence. Workhouse records and Census returns do elaborately testify to the miserable lot of the poor in the 19th century. Workhouses were a dreaded place divested of all hope and future. The moving spirit behind these workhouses was to keep the living standards of the inmates much below that of the lowest paid labourer. The poor had to bear with subhuman rules and norms, which made their lives frustratingly monotonous (Hull Daily Mail 2007). They ha d to carry their pitiable status with them in the guise of grey tweed suits and blue and white striped dresses (Hull Daily Mail 2007). A harsh policy of gender segregation went to the extent of separating even married couples and siblings.Homelessness and abject poverty appropriated within their scope a plethora of health problems. The life expectancy amongst the workhouse residents was very low and they exhibited some of the highest death rates in the UK. The poor huddled in the workhouses were four times more prone to accidents and thirty five times more likely to commit suicide (Herald Express 2008). Chest and skin infections, gastrointestinal troubles, poor circulation, compromised dental hygiene, anaemia, and visual and nutritional problems perpetually defined the life at a workhouse (Herald Express 2008).Yet, the biggest eliminator tended to be the extreme mental and emotional turmoil that the poor in Britain had to cope up with in these workhouses. The senseless and absurd pr actice of classifying the poor by the criteria of 'deserving poor' and the 'undeserving poor' added insult to injury. The 'deserving' being those who were too old or infirm to work while the 'undeserving' being wandering beggars and destitute. The principle of less eligibility smacked of a festering annoyance and intolerability in the society and the state that intended to keep the unemployed deliberately poor; and vulnerable to or rather forced to taking jobs for which they were essentially unqualified or averse to (Baggot 2004). Of course, such

DNA Tranlession Polymerase in Prokaryotic Cells

DNA Tranlession Polymerase in Prokaryotic Cells DNA Tranlession Polymerase in prokaryotic cells: History, structures and function Soheil Malekpour DNA is one of the most important part of the cell that gives cell integrity and character. This part of the cell can be exposed to different kinds of damages that may put the cells integrity in jeopardy. The only part of the cell that has this ability to be repaired is DNA. Basically repairing should be done due to a reasonable reason. Repairing the other macromolecules are not profitable. For example, if a defective protein forms, the protein can be simply be replaced by another one. But defects in DNA can cause problem in the whole cell organisms and the character of cell [1]. Usually the whole repairing process is happening fast, although there are defects that persist against this process. The repairing process is done by special polymerases and the whole process of DNA repair is called translesion DNA synthesis (TLS) [2]. DNA can be damaged due to different reasons, such as base modification, elimination or addition of nucleotides, crosslinking of DNA strands and breakage of phosphodiester backbone [1]. These reasons can be due to some environmental conditions such as radiation or insertion of certain chemicals in to the body or due to malfunction of polymerases and enzymes in cellular process, such as putting wrong nucleotide in the DNA strand chain [1]. Up to now, it is known that there are three translesion DNA polymerases (TLS polymerases) in E. coli and about fifteen polymerases in eukaryotes that can run this process [2]. History For the first time it was in the early 1940s, that it was found agents causing mutational changes such as ionizing and radiation of UV, interact with cells and can damage their genome [3]. Also it was found that these cells can survive and recover from theses damages [4] and the term DNA repair was found. DNA repair is a biochemical term that defines biological processes during which alterations in the chemistry of DNA (DNA damage) are removed and the integrity of the genome is restored [3]. The first DNA repair mechanism to be discovered was enzymatic photo reactivation (EPR) [3]. This process is referred to the elimination of cyclobutane pyrimidine, which are generated by UV radiation and can block both DNA replication and transcription, from the genome [4]. This reaction can be catalyzed by photoreactivating enzyme in a reaction that needs a visible range light. The second mechanism found was excision repair [3]. This mechanism is referred to DNA damages cut out from genome that leaves some gaps in DNA duplex. These gaps are repaired by a non-semiconservative mode of DNA synthesis called repair synthesis [5]. By the end of the 1970s, it was known that cells are using various mechanisms for DNA repair process that focus around two basic principles: the excision of base damage or its direct reversal such as EPR [3]. In the mid1970s Miroslav Radman proposed a new hypothesis called SOS hypothesis [5, 6]. TheSOS hypothesis proposes an overall response to DNA damage in which thecell cycleis stopped andDNA repairis induced. Genetics experiments demonstrated that main players involved in damage-induced mutagenesis are lexA, recA along with umuD and umuC [2]. LexA cleavage from recA* and also umuD cleavage that form umuD use the same mechanism and is an absolute requirement for SOS mutagenesis. For showing that, E. coli because of its simple structure was used as a model for translesion DNA synthesis and mutagenesis. Later Harrison Echols proposed another model and suggested that in order to help the replication process against the lesions it is possible to reduce the fidelity of proteins so when DNA replication process is stopped at a location of unrepaired DNA damage, certain SOS-regulated genes can encode proteins that interact with the hindered replication process in a manner that reduces their fidelity [3]. In the late 1980s and early 1990s, it was demonstrated that Echols genes are in fact specialized low-fidelity DNA polymerases that enhance low-fidelity replication across the lesion, the so-called translesion DNA synthesis (TLS) [3]. Their highly reduced fidelity allows the replicative bypass of sites of DNA damage, but with a high chance of combining incorrect nucleotides [5]. Early TLS models and PolV Bridges and Woodgate were the first ones who defined the function of Umu proteins during UV-induced TLS in 1985 [7]. According to them, TLS happened in two steps. In the first step Pol III add a nucleotide opposite the first (3†²) T of a T-T cytidine diphosphate diacylgelycerol (CPD). Bounding a RecA protein to the template proximal to the lesion is a requirement for this step. In the second step, Pol III interacts with UmuDC proteins to incorporate another nucleotide at the second (5†²) T of the cytidine diphosphate diacylgelycerol (CPD). At least one of these two steps are non-WC, causing a mutation targeted at the site of the CPD [2]. Figure 1 shows the process schematically. Another model was proposed by Echols and Goodman in 1990 [3]. In this model they proposed that when Pol III encounters a template lesion, its holoenzymes (Pol III core, beta sliding clamp, gamma-clamp-loading complex) are completely blocked. This process follows by the assembly of a damage localized nucleoprotein complex involving RecA, UmuC, UmuD†², SSB, and Pol III holoenzyme, a mutasome, to copy past a template lesion [2]. The fact that RecA* simplifies the cleavage of UmuD to UmuD was used in this model [8]. Later, it was demonstrated that it was actually a dimeric UmuD2 that is cleaved to UmuD2 and that next interacts with UmuC to form a stable complex of UmuD2C [9]. This complex was named as Pol V in 1999 by Tang et al. [10]. It can be said that genome replication done on undamaged DNA by Pol III is rapid and error-free [11], the TLS process carried out by mutasome is slow and error-prone [2]. A key feature of the mutasome model is the assembly of RecA* on ssDNA proximal to the lesion (Fig. 1). When a replication fork encounters a lesion, an uncoupling of leading-and lagging-strand synthesis may ensue. Then, one of the TLS Pols can replace Pol III on the ÃŽ ²- clamp and copy the damaged DNA [2]. For both leading and lagging strands it be easily seen that RecA* can be assembled on the form of template strand, proximal to lesion. If the lesion occurred in the leading strand, RecA filaments can be formed on a region of ssDNA that is created by DNA unwinding by DnaB helicase downstream from the lesion but if lesions exist in lagging strand ssDNA is present as a result of Okazaki fragment synthesis [2]. Schlacher and Goodman [12] showed RecA* act in trans form on a non-template ssDNA strand and this transactivation of PolV by RecA* to perform TLS happens in-vitro. And this lead to the PolV mutasome model of TLS (Fig. 1). Jiang et al. [13] demonstrated this new PolV form as PolV Mut = UmuD2C-RecA-ATP. PolV Mut has this ability to copy both damaged and undamaged DNA (e.g. performs TLS) when RecA* is not present [2]. So, the straight role of RecA* in SOS-mediated TLS is to transfer a RecA molecule from the 3†²-filament tip with a molecule of ATP to convert into Pol V Mut, that can cross a different number of DNA lesions on its own. (Fig. 1) [2, 14]. PolV Mut can have two conformations. One is activated form that can copy DNA, the other one is deactivated form that is unable to copy the DNA. The activation of PolV Mut is depended on the location of RecA-ATP bond to the polymerase subunits UmuD2 and UmuC [13]. By representing the RecA* again, the deactivated form of PolV Mut can be activated. In this case, the old RecA-ATP is substituted by a new RecA-ATP from the 3-filament tip [13]. This type of switching on and off is unique to this kind of polymerase and has not been seen in other types of polymerases. This method can be useful specially preventing the undamaged DNA to go under mutation in E.Coli, and give the cell this power to activate Pol V Mut whenever replication fork have stuck at DNA template damage site [2]. PolII and PolIV in E.Coli TLS PolII discovered in 1970[15]. At first, it was thought that mutation is non-informative in PolII [16]. Pol II has an activity isolated from UV-irradiated cells that has this ability to replicate past abasic template lesions [2, 17]. This polymerase has some responses to UV radiation and this activity derives from that [2]. By purification it was proved that the induced lesion-copying protein was Pol II [17]. In 1980, Kenyon and Walker [18] discovered a DNA damage-inducible gene called dinA that can encode PolII. Also, one of the features of PolII is bypassing N2-deoxyguanosine-acetyl aminofluorene (AAF) adducts, this behavior can be error-free and produces 2-frame shift mutations [19]. AAF adducts are of family of aromatic amides that induce frame shift mutations within GpC sequences, such as the NarI sequences [19]. These adducts are able to increase the GC dinucleotide loss in NarI sequence (CGCGCC) by 107 times when they are bound to the G in middle of sequence [20]. PolII and Pol V can complement each other, but it does not mean that their activities are functionally unneeded [21]. As Pham et al. [21] mentioned PolV job is to copy UV-damaged DNA in an error-prone manner in TLS. But Pol II is able to copy chromosomal DNA in an error-free replication process. Kenyon and walker also introduced another gene called dinB gene that can be induced by cellular SOS response to DNA damage [18]. For many years, the function of this gene was unknown. After some year Ohmori et al. [22] found other gene, dinP gene, in the same section that dinB gene was found and Wagner et al. showed that they are able to encode Y-family DNA PolIV [23]. This kind of polymerases like other polymerases used in TLS are not crucial for life. Their role is to bypass certain N2-dG adducts (such as N2-furfuryl-dG) in an error-free manner [2]. Kumari et al. demonstrated they can copy past N2-N2-guanine interstrand cross-links in a high fidelity manner [24]. Regulation of TLS polymerases Different polymerases have this ability to traverse an extensive range of DNA lesions but this ability may cause in reducing the fidelity during replicating the undamaged DNA. Usually cells have several mechanisms to check and control the TLS polymerases because except PolII, all of them has this potential to delete errors made when duplicating an undamaged DNA [2]. Usually no regulation is needed for PolII. Because it has high fidelity derived by high intrinsic 3-5 exonucleolytic proofreading. On the other hand, the Y-family polymerases such as PolIV and PolV are exo-nuclease deficient and needed to be controlled [2]. PolV activity can be regulated by many proteins and many ways. First as said before the UmuD should be activated by UmuD. All UmuD, UmuC and UmuD proteins are all exposed to degradation by Lon and ClpXP protease. RecA* that forms PolV Mut can interact with UmuD2C complexes and active them. The PolV Mut itself activity can be enhanced by binding to the ÃŽ ²-clamp [2]. As Wagner et al. showed the PolIV activity can be stimulated by protein interaction with RecA, UmuD and ÃŽ ²-clamp [25]. Although the main mechanisms of DNA repair by various polymerases are known now, more studies can be conducted on E.Coli cells to find more details about the regulation and side reactions happening in this process. E.Coli cells as simple cells are an appropriate model to analyze these functions. Jarosz et al. proposed well questions about the future studies on Y-family DNA polymerases [26]: (1)How do Y-family polymerases gain access to an appropriate primer terminus and how is their action coordinated with that of replicative polymerases? (2)How do protein–protein interactions regulate the activity of Y-family polymerases? (3)Are there families of cognate lesions for each different Y-family polymerase? (4) Can mutations introduced by Y-family polymerases be corrected by exonucleolytic proofreading in trans? Different polymerases act in different paces after the damaged. For example PolII is induced immediately after DNA damage but PolV is induced about 50 min after the damage [21]. An area of interest could be study on how they can be regulated to be induced in shorter time. References Horton, R. H., Moran, L. A., Perry, M. D., Rawn, D. J. and Scrimgeour, G. K. (2006)Principles of biochemistry. 4th edn. United States: Pearson Education (US). Goodman, M. F. and Woodgate, R. (2013) ‘Translesion DNA Polymerases’,Cold Spring Harbor Perspectives in Biology, 5(10). doi: 10.1101/cshperspect.a010363. Friedberg, E. C. (2008) ‘A brief history of the DNA repair field’,Cell Research, 18(1), pp. 3–7. doi: 10.1038/cr.2007.113. Hollaender, A. and Duggar, B. M. (1938) ‘The effects of sublethal doses of monochromatic ultraviolet radiation on the growth properties of bacteria’,Journal of Bacteriology, 36(1): 17-37. Friedberg EC, Walker GC, Siede W, Wood RD, Schultz RA, Ellenberger T. DNA Repair and Mutagenesis. Washington DC, ASM Press, 2005 Friedberg EC. Correcting the Blueprint of Life. An Historical Accounting of the Discovery DNA Repairing Mechanisms. Cold Spring Harbor, NY: Cold Spring Harbor Laboratory Press, 1997. Ruiz-Rubio, M., Woodgate, R., Bridges, B. A., Herrera, G. and Blanco, M. (1986) ‘New Role for Photoreversible Pyrimidine Dimers in Induction of Prototrophic Mutations in Excision-Deficient Escherichia coli by UV Light’,Journal of Bacteriology, 166(3): 1141-1143. Burckhardt, S. E., Woodgate, R., Scheuermann, R. H. and Echols, H. (1988) ‘UmuD mutagenesis protein of Escherichia coli: overproduction, purification, and cleavage by RecA.’,Proceedings of the National Academy of Sciences, 85(6), pp. 1811–1815. doi: 10.1073/pnas.85.6.1811. Woodgate, R., Rajagopalan, M., Lu, C. and Echols, H. (1989) ‘UmuC mutagenesis protein of Escherichia coli: purification and interaction with UmuD and UmuD’,Proceedings of the National Academy of Sciences, 86(19), pp. 7301–7305. doi: 10.1073/pnas.86.19.7301. Tang M, Shen X, Frank EG, O’Donnell M, Woodgate R, Goodman MF. UmuD2†²C is an error-prone DNA polymerase, Escherichia coli, DNA pol V. Proc Natl Acad Sci. 1999; 96:8919–8924. Johnson A, O’Donnell M. Cellular DNA replicases: Components and dynamics at the replication fork. Annu Rev Biochem. 2005; 74:283–315 Schlacher K, Goodman MF. Lessons from 50 years of SOS DNA-damage-induced mutagenesis. Nat Rev Mol Cell Biol. 2007; 8:587–594 Jiang Q, Karata K, Woodgate R, Cox MM, Goodman MF. The active form of DNA polymerase V is UmuD2†²C-RecA-ATP. Nature. 2009; 460:359–363. Dutreix M, Moreau PL, Bailone A, Galibert F, Battista JR, Walker GC, Devoret R. New recA mutations that dissociate the various RecA protein activities in Escherichia coli provide evidence for an additional role for RecA protein in UV mutagenesis. J Bacteriol. 1989; 171:2415–2423. Knippers R. DNA polymerase II. Nature. 1970; 228:1050–1053. Foster PL, Gudmundsson G, Trimarchi JM, Cai H, Goodman MF. Proofreading-defective DNA polymerase II increases adaptive mutation in Escherichia coli. Proc Natl Acad Sci. 1995; 92:7951–7955. Bonner CA, Randall SK, Rayssiguier C, Radman M, Eritja R, Kaplan BE, McEntee K, Goodman MF. Purification and characterization of an inducible Escherichia coli DNA polymerase capable of insertion and bypass at abasic lesions in DNA. J Biol Chem. 1988; 263:18946–18952. Kenyon CJ, Walker GC. DNA-damaging agents stimulate gene expression at specific loci in Escherichia coli. Proc Natl Acad Sci. 1980; 77:2819–2823. Napolitano, R., Janel-Bintz, R., Wagner, J. and Fuchs, R. P. P. (2000)All three SOS-inducible DNA polymerases (Pol II,Pol IV and Pol V) are involved in induced mutagenesis, The EMBO Journal, 19(29), pp. 6259-6265. Koffel-Schwartz, N., Verdier, J.-M., Bichara, M., Freund, A.-M., Daune, M. P. and Fuchs, R. P. P. (1984) ‘Carcinogen-induced mutation spectrum in wild-type, uvrA and umuC strains of Escherichia coli’,Journal of Molecular Biology, 177(1), pp. 33–51 Pham, P., Rangarajan, S., Woodgate, R. and Goodman, M. F. (2001) ‘Roles of DNA polymerases V and II in SOS-induced error-prone and error-free repair in Escherichia coli’,Proceedings of the National Academy of Sciences, 98(15), pp. 8350–8354. Ohmori H, Hatada E, Qiao Y, Tsuji M, Fukuda R. dinP, a new gene in Escherichia coli, whose product shows similarities to UmuC and its homologues. Mutat Res. 1995; 347:1-7. Wagner J, Gruz P, Kim SR, Yamada M, Matsui K, Fuchs RPP, Nohmi T. The dinB gene encodes a novel Escherichia coli DNA polymerase, DNA Pol IV, involved in mutagenesis. Mol Cell. 1999; 4:281–286. Kumari A, Minko IG, Harbut MB, Finkel SE, Goodman MF, Lloyd RS. Replication bypass of interstrand cross-link intermediates by Escherichia coli DNA polymerase IV. J Biol Chem. 2008; 283:27433–27437. Wagner J, Fujii S, Gruz P, Nohmi T, Fuchs RP. The ÃŽ ² clamp targets DNA polymerase IV to DNA and strongly increases its processivity. EMBO Rep. 2001; 1:484–488. Jarosz, D. F., Beuning, P. J., Cohen, S. E. and Walker, G. C. (2007) ‘Y-family DNA polymerases in Escherichia coli’,Trends in Microbiology, 15(2), pp. 70–77.

The Role and Involvement of Senior Management

This essay will analyse the roles and involvement of senior management in determining and executing strategic information system in a global organisation. This will explain how organisation can beat the threat when competing in a global market and what strategy they needs to follow that will enable their business to stand out among other competitive market. Also this topic will states the paramount of information system in helping organisation in making strategic decision in all area of their business and what they need to put in place for them to be successful in their global business such as: like Geographical, their local business partners, the structure of the business, the business legislation in their desired area of location how all this is paramount will be discuss in the essay. I will argue about the assumption of universality of economic entrance and development which is incompatible the reality and development ways in the developing and developed countries. Role and involvement of senior management in global organisation The use and insight of Strategic Information System (SIS) was linked with IT and IS and is purpose is to assist the senior manager to control more effectively in order to improve the areas of communication and to progress in decision making. As the improvement in technology developed the focal point was motivated in the running performance of an organisation processes to a long term strategic view they desired. This was done by using an adopting technologies and systems which helps the management to redesign their existing ways of running and ensuring there is stability in their path. After seeing that there is a superior understanding of the organisation the management were able to be familiar with new ways of utilizing the technology which subsequently make it possible for them to be more effective of the use of information. In all organisations information system plays a vital role in the operation of the business which allows the organisation to process information using database, communication, system and many other applications. In the recent year Information system has become well-known as a means of absorption and the enabler of new competitiveness for today’s scheme in the global organisation. It is very important for senior managers to have a good understanding of the effective and responsible use of information system which will enable them to be successful in their area of businesses when operating in a global environment. When it comes to the aspect of processing decision senior management rely on information systems in making strategic outcome. As a senior management when introducing a strategic information system in Global organisation they must ensure that the importance of user must be involve when making the process and the mangers must provide a guide line which will allow them to maximize user or customer involvement in the design and implementation of a strategic information. Also when the management are making a determination and executing a strategic in a global organisation there are ways in which they can liked their business strategy to define the business needs and structure which will help them in driven into information system and one of the way they can use to do this is by looking into the competitive advantage. There are different types of strategies which the management can put into consideration in order for them to differentiate their product in a competitive market and they can use generic strategies which will help them in reducing their cost, differentiate their product in which they provide on market niche (porter, 1980). In addition, evidence shows that companies that globalize achieve better competitive and financial performance. But globalizing, in the sense of spreading activities around the world, is not enough. Companies also need to be globally integrated. They need globally coherent strategies, global networks, and the ability to maximize profits on a global basis. When considering the geographic and time that might stands like a barrier to promote the organisation in the global world information system can assist the senior management in this particular aspect and the way they can promotes the business is to provides an online electronic market place where customers can purchase any of their product at any particular hours of time. Also they need to understand the business language whenever the location of the business is situated. In looking for a way to develop an appropriate Information system strategies it is very usual to put some form of hole analysis which will help the management in identifying the hole of where the organisation are and where they want to progress to. Conclusion This essay are critically analyse the roles of management in executing strategic information system and has analyse the important of information system which will help them to make a development in their business and to be successful in the globalisation market or organisation environment. An important key factor of this essay is that the commitment of senior management in a global organisation is so essential which lead them to think of the effectiveness of technology and the way they can transform the business that will be different from other competitive market. The choices to be made in order to beat organisational boundaries such as : marketing, operations, finance, legal, business partners, location and other strategic decision can only be made by senior management.

Miss Essay

Unit Title: Unit sector reference: Level: Credit value: Guided learning hours: Unit accreditation number: Promote good practice in handling information in health and social care settings HSC 038 3 2 16 J/601/9470 Unit purpose and aim This unit is aimed at those working in a wide range of settings. It covers the knowledge and skills needed to implement and promote good practice in recording, sharing, storing and accessing information. Learning Outcomes The learner will: 1 Understand requirements for handling information in health and social care settings Assessment Criteria The learner can: 1.1 Identify legislation and codes of practice that relate to handling information in health and social care 1.2 Summarise the main points of legal requirements and codes of practice for handling information in health and social care 2.1 Describe features of manual and electronic information storage systems that help ensure security 2.2 Demonstrate practices that ensure security when storing and accessing information 2.3 Maintain records that are up to date, complete, accurate and legible 3.1 Support others to understand the need for secure handling of information 3.2 Support others to understand and contribute to records Other s may include: ï‚ · Colleagues ï‚ · Individuals accessing care or support Exemplification 2 Be able to implement good practice in handling information 3 Be able to support others to handle information  © OCR 2010 1 Assessment This unit needs to be assessed in line with the Skills for Care and Development QCF Assessment principles. This unit is competence based. This means that it is linked to the candidate’s ability to competently perform a range of tasks connected with their work. This unit may be assessed using any method, or combination of methods, which clearly demonstrates that the learning outcomes and assessment criteria have been met. This unit requires workplace assessment of occupational competence. Assessment decisions for competence based learning outcomes (eg those beginning with ‘Be able to’) must be made in a real work environment by an occupationally competent assessor. Any knowledge evidence integral to these learning outcomes may be generated outside of the work environment but the final assessment decision must be within the real work environment. Competence based assessment must include direct observation as the main source of evidence. For this unit, learning outco mes 2 and 3 must be assessed in a real work environment. Guidance on assessment and evidence requirements  OCR does not stipulate the mode of delivery for the teaching of the content of this unit. Centres are free to deliver this unit using any mode of delivery that meets the needs of their candidates. Centres should consider the candidates’ complete learning experience when designing learning programmes. National occupational standards (NOS) mapping/signposting This unit has been developed by Skills for Care and Development in Partnership with Awarding Organisations. It is directly relevant to the needs of employers and relates to national occupational standards developed by Skills for Care and Development. As such, the unit may provide evidence for the following national occupational standards in health and social care developed by Skills for Care and Development: HSC 31 Content recurs throughout HSC NOS knowledge requirements NOS can be viewed on the relevant Sector Skills Council’s website or the Occupational standards directory at www.ukstandards.co.uk Functional skills signposting This section indicates where candidates may have an opportunity to develop their functional skills. Functional Skills standards can be viewed at http://www.qcda.gov.uk/15565.aspx 2  © OCR 2010 Functional Skills Standards English Speaking and Listening Reading ïÆ' ¼ ïÆ' ¼ Mathematics Representing Analysing ICT Use ICT systems Find and select information Develop, present and communicate information ïÆ' ¼ Writing ïÆ' ¼ Interpreting Additional information For further information regarding administration for this qualification, please refer to the OCR document ‘Administrative Guide for Vocational Qualifications’ (A850). This unit is a shared unit. It is located within the subject/sector classification system 01.3 Health and Social Care.