Postmodernism A Consensus On Postmodernism - 2007 Words

Of Precise Ambiguity A Consensus on Postmodernism C. Jencks, H. Klotz W. Curtis Postmodernism is a universal movement, present in every art and discipline. In architecture, postmodernism is precise as well as ambiguous thereby in need of an explorative pursuit for a consensus of what is meant by the movement in this perspective - between the works of Charles Jencks, a primary theorist of this architectural turn; Heinrich Klotz, a leading architectural critic; and William Curtis, an architectural historian. The progression of this paper is highly influenced with Jencks’ studies as his works are often times referenced as well by both Klotz and Curtis in their individual interpretations and further accompanied with either supporting statements or contradictions. Charles Jencks suggests the concept of double coding in several aspects. Primarily, that architects become public-oriented rather than peer-oriented; to design structures that appeal to both these constituencies and beyond the architectural world. The concept of double coding prompted a new approac h to architecture to accommodate these distinct needs – an approach that was a form of eclecticism of both old and new styles that now dominate the present world. On his book on Modern Architecture, Curtis writes that modern architecture was faulted for it’s â€Å"supposed lack of ‘recognizable imagery’† towards the end of the 1970s. 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Napoleon Gained Power over Animal Farm - 811 Words

Throughout the novel â€Å"Animal Farm† by George Orwell, Napoleon gained, managed and maintained his power over the animals of the farm. Napoleon gained power over the animals by using force, propaganda, manipulating the animals and sending his opposition into exile. His style of leadership involved using the media to support his decisions, enforcing a variety of new laws and using fear to keep himself in a position of superiority over the other animals. By changing events to his advantage and implementing strategies to signify his importance, Napoleon manages to maintain his power. Napoleon gained power over Animal Farm by manipulating the animals of the farm, using propaganda and forcing his opposition into exile. He used many different†¦show more content†¦Napoleon maintained his power over Animal Farm by turning situations to his advantage and using different strategies to signify his importance. Napoleon was an opportunitist. This means that when he realized he could use a situation, whether good or bad, to hid advantage, he did so. An example is when the windmill topples and he tells the animals that Snowball is the cause and turns the animals against Snowball instead of himself. FromShow MoreRelatedAnimal Farm By George Orwell925 Words   |  4 PagesAnimal farm, the counterparts to many revolutions George Orwell’s novel Animal Farm corresponds to the Russian Revolution of 1917. According the Orwell, this novel was written to personify the Russian revolution and the Role of Joseph Stalin, the Former General Secretary of the Central Committee of the Communist Party of the soviet. Orwell decided to use Animals in his novel â€Å"Animal Farm† to critic the roles of the significant individual involved during the Russian Revolution of 1917-1923. The novelRead MoreCorruption Of Power Essay1142 Words   |  5 Pagessoul of an individual are capable of becoming corrupted by power. 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A Personal Leadership Development Plan Free Sample for Students

Questions: 1.Conduct a Self-Assessment as a Leader, and Benchmark Self Against known Respected Leaders.2.Construct a Personal Leadership Development Plan. Answers: 1.Leadership Theories and Identification of Leadership Characteristics associated with Highly Effective Leaders According to Nahavandi (2016), the transformational leadership is described as a specified leadership approach, which leads to a change among the individuals and also among the social systems. Moreover, it can be said that in the ideal forms, this particular leadership develops valuable and brings into positive changes among the followers along with the end goal of the developing followers into the leaders. In addition to these, it has been found that along with the enacted in the genuine kind, the transformational leadership enriches and expands the morale, performance and the motivation of the followers by the help of a different range of mechanisms (Goleman, Boyatzis McKee, 2013). It involves connection between the sense of identity of the followers and the self with the aim to mission and also the gathering identity of the firm. Additionally, it has been noted that the transformational leadership is considered as a role model for the followers, thus, it encourages them, challeng es are made to the followers for taking more ownership for their job and in accepting the weaknesses and strengths of the followers. Thus, the leaders generally align their followers in line with the tasks and also to optimize the performance levels (Fairhurst Connaughton, 2014). The leadership characteristics that are associated with highly effective leaders include firstly, it has been found that the great leaders like Walt Disney generally always stay positive and especially in the worst condition. Secondly, the great leaders have been found to exhibit confidence wherever they go. Thus, other individuals consider this kind of leaders as an inspiration, for example Elon Musk. Thirdly, the great leaders usually have a sense of humor for better understanding of its people, such as Barak Obama. Fourthly, it has been noted that the great leaders usually embrace and also control and manage the failures and in addition to these, they set back in need, for example, Henry Ford. Fifthly, it has been noted that the great leaders know the process to delegate and this technique has been found to follow by the leader Steve Jobs (DuBrin, 2015). Lastly, it has been detected that the great leaders like Nelson Mandela usually take the overall responsibility and never bla me the other team members. Evaluation of Personal Strengths and Weaknesses with Respect to the Leadership Characteristics Depending on the above discussed leadership characteristics, I have noted that I have both strengths and weaknesses. At first, it has been found that the great leaders always stay positive, but I have determined my weakness regarding this characteristic as I found myself to become negative in worst situation. However, I can say that I usually exhibit confidence as a leader and thus staffs or the workforce become motivated and all also adds inspiration to the members of the firm (Tourish, 2014). In addition to these, I also possess a great sense of humor and thus it helps me in better understanding of the workforce. Moreover, this also assists me to understand the employees of the firm in an easier way. Therefore, it can be said that these are my strengths with respect to the leadership characteristics. Nonetheless, I am unable to embrace, control and manage the failures properly, thus, I am incapable to set back in need (Johnston Marshall, 2016). Furthermore, I do not possess the kn owledge regarding the process of delegating, thus, this is also considered as one of my weaknesses regarding leadership characteristics. Nevertheless, I am able to take an overall responsibility regarding the workplace and additionally, I never blame the other team members. Therefore, it can be said that I possess both personal strengths and weaknesses with respect to the leadership characteristics. Evaluation of leadership in the Cultural Context and its Impact on Personal Leadership Abilities It can be said that the differences or the variances in the culture have a great impact on the thinking process of the human beings and on the behavior of the people. Therefore, it has been found that the management has been affected by the influence of the cultural, local and historical norms. Generally, various cultures possess various evaluation and conception standards of efficient leadership. As a result, the various prototypes of leadership are expected to take place naturally in various cultural groups. However, certain cultures might anticipate the leaders to make efficient decisions and the cultural leaders might also require adoption of more democratic technique that is considered as more effective. Thus, it has been noted that the transformational leadership is a generalize process and so it is implemented universally and its practical efficiency is contingent culturally. Opined to Beck Cowan (2014), both the invisible and visible variations among the nations and the grou ps are established by numerous histories for understanding the history of the cultural group. This is considered as the main matter that helps in understanding the features of the cultures and also assists in finding the way that guides in controlling the features and lastly lead to efficient leadership. It can be said that the leadership assists in shaping the culture, and in other way round, the culture also helps in turning the shapes of the leadership (Renz, 2016). Moreover, the roles of leadership help in identifying the association among the strategies of behavior, styles as well as leadership effectiveness. In addition to these, it can be said that the evaluation of the leadership in the cultural context has positive impact on the abilities of the personal leadership. The reason behind this is that the culture helps the leaders or the managers of a firm to understand the employees of the workplace better. Comparative Analysis of Personal Strengths and Weaknesses with a Successful and Respected Leader Personally, I found myself to become negative in worst situation but by comparing this with the great leaders, it can be said that an ideal leader generally stay positive in every situation even in worst circumstances (Ubben, Hughes Norris, 2015). Therefore, based on the comparison, it can be said that the strength of a leader of being remain positive in every situation is one of my weaknesses. Thus, I should intend to break down any large challenge into relatively smaller ones and thus I have to find various ways for tackling them in an orderly manner. In addition to this, I have to think about the lessons I have learnt in detail regarding the leadership from the mistakes that I have done (Boezeman Ellemers, 2014). Thus, I have to jot down the mistaken points, so that it helps me in the process of learning. Based on detailed study and analysis, I found that I am unable to embrace, control and manage the failures properly, thus, it can be said that I am incapable to set back in need. However, on the other hand, it has been found that the great leaders are capable to manage as well as embrace the failures and thus can set back properly (Verba, 2015). Thus, the leaders have been found to deal with any kind of failures easily. In general, the great leaders take the failures into strides. Thus, they remain tranquil, think logically through the circumstances, and use the resources. It has been noted that the great leaders never fall apart and never reveal to the team members regarding the degree to which the leader is worried and thus, it results into negative morale and binge drinking under desks and fear. Therefore, I should learn and incorporate the concept of 5 Whys for digging out the primary causes for any kind of problems (Chhokar, Brodbeck House, 2013). This Why Concept assists in fi nding out the primary factors that result into occurrence of the problems and this can also help in finding out the best solution in order to handle the issues. Moreover, this concept will also help me to put off this from taking place again in the future, especially after the searching of the root cause of the issues. Furthermore, I do not possess the knowledge regarding the process of delegating, but great leaders knew the process of delegating. The process of delegating represents that the leader has enough confidence in their capabilities and thus it results into high morale within the workplace (Lussier Achua, 2015). However, I have lack of delegation; thus, I should learn and gather knowledge regarding this and should list out the personalities, weaknesses as well as strengths. In addition to this, I have to talk more with the members of the team in order to gather knowledge regarding their personal interests and passion. 2.Personal Leadership Development Plan A personal development plan is defined as one of the important instruments that help an individual to obtain excellence in respective fields. Here, I have prepared a Personal Leadership Development Plan in order to express my view point regarding the subject and also to scrutinize others perception about myself as a leader (Shapiro Stefkovich, 2016). In addition to these, this personal leadership development plan will help me in my future to become a great leader, as this plan will help me to determine my own strengths and weaknesses. Thus, I will be able to convert my weaknesses into my strengths easily (Buckman et al., 2015). This particular personal leadership development plan has been prepared based on total eight steps. These steps include: Defining the factors that usually creates a great leader Taking a self-assessment Identifying the core values Writing a Personal Statement of Vision Analyzing Others Perception About Myself Determining Existing Leadership Skills and Lacking Leadership Skills Setting Goals Writing an Action Plan Defining the factors that usually creates a great leader In todays world, there are many great leaders, whose doings, managerial skills, leadership styles and strategies inspire me to become a great leader like them. Moreover, in other words, it can be said that the qualities of Walt Disney, the traits of Steve Jobs, the competency ability of Barak Obama and Henry Ford, the experiences of Nelson Mandela and the abilities of Elon Musk mainly inspire me to become a good leader. Therefore, as a good leader, I want to uphold honest and ethical behavior (Dumdum, Lowe Avolio, 2013). Additionally, I want to become capable enough to communicate a vision succinctly and clearly. Furthermore, by using my own intuition and creativity, I want to navigate unpredictable and complex circumstances. Taking a self-assessment In order to self assess, I performed the test called Myers-Briggs Type Indicator that is also known as MBTI in short (Kark Shamir, 2013). In addition to this test, I rallied a group of friends and family members in order to write or describe myself. This analysis has helped me to jot down my strengths as well as weaknesses and lastly assist me to determine my personality traits and personal style. Based on the analysis, I found that my utmost strength is my capability to work hard. Thus, perseverance and hard work are regarded as the most important factors for earning an upper hand on others (Avolio et al., 2016). Thus, I planned to use these two factors in the best possible way in order to become a good leader. In addition, the ability to lead others might also act as my strength as this will make me more eligible for yielding to the Personal Leadership Development Plan. On the other hand, I found myself to be a little short-tempered and thus I tend to misplace my patience at certain times. Therefore, for becoming a good and successful leader, I have to eliminate these weaknesses, as these might put barrier in the way of becoming a great leader. It has been found that generally, patience is considered as the key of the victory and thus, this particular trait should be hammered by me in its set restrictions (Van Knippenberg Sitkin, 2013). Identifying the core values In the last step, I have identified my core characteristics and based on those core characteristics, core values have been determined here. In general, the core values are considered as the principles that are used by an individual (the leader) for making any decision, defining integrity and ethics (Armstrong Taylor, 2014). Depending on the core characteristics, I have identified my core values and these include achievement, autonomy, challenge, knowledge, collaboration, competency, creativity, loyalty, integrity, wisdom, self-respect and responsibility. However, based on above listed core values, the main core values include creativity, responsibility, self-respect, achievement and integrity. Writing a Personal Statement of Vision In normal, a personal vision statement represents the personal traits as well as the core values of an individual. Here, I have described myself based on my main core values by the help of a personal statement of vision: I want to be a successful person, whom others will follow and set me as an example in the field of my expertise. Moreover, I want to achieve the ultimate target of being a great leader through implementation of creativity in my doings and other people should always remind me as a responsible and self-respectable person, who completes his/ her duty along with utmost responsibility (Sparrow, Brewster Chung, 2016). Analyzing Others Perception about Myself In case of becoming a good and successful leader, just thinking myself as an effective leader is not all about, rather, the viewpoint of others like the industry and peers is considered as the most important factor. As an individual can become a great leader, only if others consider him or her as the same. Therefore, in order to tally my own personality traits, personal mission statement and core values that I have settled with the viewpoint of the others regarding myself and the leaders in general, a questionnaire survey should be arranged. Based on the gather data of the questionnaire survey, a detailed analysis of myself and a leader in general and the comparison, including similarities and dissimilarities should be done (Storey, 2014). Therefore, it will help me to understand my laggings to become a good or great leader. Moreover, I can also compare the reviews of the peers and the industry regarding myself with the existing great leaders like Nelson Mandela, Warren Buffet, Aung San Suu Kyi and Steve Jobs. The reason behind this comparison is that the dissimilarities as well as the similarities will help me to understand my qualities and abilities and also that of the great leaders. This difference or the identification of laggings will help me to improve myself, my qualities, abilities and personal traits. Determining Existing Leadership Skills and Lacking Leadership Skills Based on the earlier steps, the main qualities of leadership and the qualities that a successful leader should possess have been determined. In addition to these, in the earlier steps of the Personal Leadership Development Plan, personal traits, personal vision statement and core values of me have also been determined and listed down. Moreover, the viewpoint or the perception of the other people regarding a leader in general and me as a leader have also been gathered and jotted down. Therefore, all these studies will help me to compare myself with the characteristics of a great leader (Renwick, Redman Maguire, 2013). Moreover, the gathering of data will also assist in studying the peoples viewpoint about me as a leader and their conception regarding a leader in general. All these comparisons, contrasts and detailed analysis and study will help me to understand myself, my capabilities, abilities and qualities. As a result, finally all these studies will help me to understand my perso nal traits, personal vision statement and core values. Furthermore, depending on the needs, I will be able to modify all these in order to deduce the gap or difference between my own leadership characteristics and the characteristics of a great leader. Thus, in other words, it can be said that these detailed comparative studies will ultimately help me in modifying my abilities and qualities and also to become a great and successful leader in the near future. It has been found that the skills that are mainly required for becoming a good leader include the following and these are the personal skills, interpersonal skills, technical skills and the group skills (Budhwar Debrah, 2013). Depending on detailed study and analysis, it has been found that each of these mentioned skills include various kinds of other skills and these can be better understood from the following table. Personal Skills Management of personal stress Ability to solve different problems Development of self-awareness Interpersonal Skills Process of motivating and influencing other individuals Management of the conflict between the employees and also between the employer and the employees Counseling and Coaching Providing supportive communication Technical Skills Management of the ongoing project Management of the personnel Preparation of the presentations Preparation of the budgets Making of the policies for betterment of both the workforce and the organization Group Skills Development of effective teams that leads to development of efficient teamwork Management of Change Delegating and Empowering Among all these skills, based on the survey, it has been found that I possess some of the above mentioned skills and these include personal skills, interpersonal skills and group skills. Therefore, I should work hard for gaining and upgrading my technical skills. In other words, it can be said that the personal skills, the interpersonal skills and the group skills are my strengths, whereas, the technical skills are my weakness, as I am lagging behind with respect to these particular skills i.e. technical skills. Setting Goals Based on prior self-analysis as well as detailed research work, SMART goals have been set here. This goal is to become a good and successful leader of a particular industry like Steve Jobs (of iPhone sector) within a period of 5 years. Writing an Action Plan Goal: To become a good and successful leader of a particular sector Specifications to be taken: To enhance my abilities and qualities To upgrade my technical skills To upgrade my personal skills, group skills and interpersonal skills To eradicate the little amount of short-temperament that I have To enrich my patience level Resources needed for development: Training for skills and development Meditation for eliminating short-temperament Timeline: 5 years References Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Avolio, B. J., Keng-Highberger, F. T., Schaubroeck, J., Trevino, L. K., Kozlowski, S. W. (2016, January). How Follower Attributes Affect Ratings of Ethical and Transformational Leadership. InAcademy of Management Proceedings(Vol. 2016, No. 1, p. 16854). Academy of Management. Beck, D. E., Cowan, C. (2014).Spiral dynamics: Mastering values, leadership and change. John Wiley Sons. Boezeman, E. J., Ellemers, N. (2014). Volunteer leadership: The role of pride and respect in organizational identification and leadership satisfaction.Leadership,10(2), 160-173. Buckman, B., Crawford, E., LePine, J., Zhang, Y. (2015). A meta-analytic investigation of job engagement's role in the transformational leadershipjob satisfactionjob performance relationship. InAnnual Meeting of the Southern Management Association, SMA 2015. Budhwar, P. S., Debrah, Y. A. (Eds.). (2013).Human resource management in developing countries. Routledge. Chhokar, J. S., Brodbeck, F. C., House, R. J. (Eds.). (2013).Culture and leadership across the world: The GLOBE book of in-depth studies of 25 societies. Routledge. DuBrin, A. J. (2015).Leadership: Research findings, practice, and skills. Nelson Education. Dumdum, U. R., Lowe, K. B., Avolio, B. J. (2013). A meta-analysis of transformational and transactional leadership correlates of effectiveness and satisfaction: An update and extension. InTransformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition(pp. 39-70). Emerald Group Publishing Limited. Fairhurst, G. T., Connaughton, S. L. (2014). Leadership: A communicative perspective.Leadership,10(1), 7-35. Goleman, D., Boyatzis, R., McKee, A. (2013).Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press. Johnston, M. W., Marshall, G. W. (2016).Sales force management: Leadership, innovation, technology. Routledge. Kark, R., Shamir, B. (2013). The dual effect of transformational leadership: Priming relational and collective selves and further effects on followers. InTransformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition(pp. 77-101). Emerald Group Publishing Limited. Lussier, R. N., Achua, C. F. (2015).Leadership: Theory, application, skill development. Nelson Education. Nahavandi, A. (2016).The Art and Science of Leadership -Global Edition. Pearson. Renwick, D. W., Redman, T., Maguire, S. (2013). Green human resource management: A review and research agenda.International Journal of Management Reviews,15(1), 1-14. Renz, D. O. (2016).The Jossey-Bass handbook of nonprofit leadership and management. John Wiley Sons. Shapiro, J. P., Stefkovich, J. A. (2016).Ethical leadership and decision making in education: Applying theoretical perspectives to complex dilemmas. Routledge. Sparrow, P., Brewster, C., Chung, C. (2016).Globalizing human resource management. Routledge. Storey, J. (2014).New Perspectives on Human Resource Management (Routledge Revivals). Routledge. Tourish, D. (2014). Leadership, more or less? A processual, communication perspective on the role of agency in leadership theory.Leadership,10(1), 79-98. Ubben, G. C., Hughes, L. W., Norris, C. J. (2015).The principal: Creative leadership for excellence in schools. Pearson. Van Knippenberg, D., Sitkin, S. B. (2013). A critical assessment of charismaticTransformational leadership research: Back to the drawing board?.The Academy of Management Annals,7(1), 1-60. Verba, S. (2015).Small groups and political behavior: A study of leadership. Princeton University Press.

Leadership Motivation Anita Roddick, Founder of Body Shop

Introduction The concept of leadership can be broadly defined as the intrinsic ability to internalize a setting with the intention of empowering a group or team to proactively and creatively contribute towards problem solving (Bass 2000).Advertising We will write a custom report sample on Leadership Motivation: Anita Roddick, Founder of Body Shop specifically for you for only $16.05 $11/page Learn More On the other hand, management, in the broad spectrum, can be defined as the process in an organization that is inclusive of setting, strategic planning, managing resources and deploying the needed resources to realize specific objectives that are measurable within a specified period of time (Bennis Goldsmith 2003). Thus, this analytical paper attempts to explicitly analyze the concepts of leadership in terms of its application, scope, and features in the management styles. Specifically, the treatise adopts a reflective research in exploring the components of leadership and management such as transformational leadership, ‘managerialism’, and organizational realities in the management style of Anita Roddick who founded the Body Shop. External Environment and Strategic Challenge By definition, leadership is the capability to internalize the environmental setting that incorporates and empowers a group to creatively contribute towards definite course of addressing a challenge. Reflectively, Anita was not impressed with the services that many beauty shops were offering in the UK. The aspect of talent envisioned Anita to review her natural skill and ability that gained proficiency through personal experiences to establish an all-round body shop that could allow customers to buy all beauty products within one roof (The Body Shop 2012). The main characteristics of leadership include adaptability, empowerment, commitment, contribution, and critical problem solving skills. The aspect of adaptability influences the adjustments that may be required in exercising influence over a challenge.Advertising Looking for report on communications media? Let's see if we can help you! Get your first paper with 15% OFF Learn More Through these adjustments, Anita was in a position to model a unique setting that reassures and discerns the wants and desires of the subjects. Besides, she inspired self esteem and confidence among the subjects to align their feelings to specific intuition or instinct in her body shop concept. Through this leadership, she was able to facilitate the degree of empowerment feeling and faith in solutions given to her clients (Bustin 2004). Leading Others Since leadership inspires the need to contribute proactively towards creation of a suitable environment for closing the gap that may exist between a challenge and its solution, Anita used creative leadership which is a rich recipe for an imaginative response to stimulation that created a wider chain of adaptation of viable solutions to the demands of her clients (Slack, Chambers, Johnston Betts 2005). Through proactive management, Anita rolled out an organized process within her business that involved setting, planning, managing customer demands and deploying assets to achieve specific goals and objectives such as offering competitive prices and convenience to customers. Since management is about reproducing an action plan and implementing the same, Anita developed solutions that addressed the concerns of her diverse customers with different preferences. This strategy was successful since Anita inspired trust on the long-range perspective that challenged and concentrated on doing what was right and not ideal for the clients (The Body Shop 2012). Conclusively, leadership development focuses on how individuals think about themselves and activities that affect these thoughts and feelings in an organizational environment especially during selection, perfection, and persuasion procedures.Advertising We will write a custom report sample on Leadership Motivation: Anita Roddick, Founder of Body Shop specifically for you for only $16.05 $11/page Learn More Therefore, it is critical to analyze the concept of leadership in management in order to understand the unique features that are independent of each other and have the same scope. Anita successful applied these concepts to develop a successful business empire in the UK. References Bass, B. (2000). Bass Stogdill’s handbook of leadership: Theory, research, and managerial applications. The Free Press, New York. Bennis, W., Goldsmith, J. (2003).Learning to Lead. New York: Basic Books. Bustin, G. (2004). Take Charge: How Leaders Profit From Change. Irving, Texas: Tapestry Press. The Body Shop. (2012). Dame Anita Roddick. Web. This report on Leadership Motivation: Anita Roddick, Founder of Body Shop was written and submitted by user Tate Stevens to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.