Transactional Leadership Frequently referred to as a managerial approach to leadership, the transactional leadership style is centered on improving efficiencies within an organization or team (McShane & Von Glinow, 2015). Leaders practicing the transactional approach focus on the details of the step by step processes and workflows using a reward and punishment system to encourage workgroup production (Dartey-Baah, 2015). As errors and inconsistent results are part of the expected norm, transactional leaders succumb to the belief that employees require ongoing monitoring and supervision to ensure compliance with the expected work practices. When used with an experienced high performing staff, the constant supervision and punitive nature of the transactional leadership style can be counterproductive, causing a decrease in production and satisfaction among some groups. In contrast, when used with newly formed production units, the transactional style has been known to improve employee engagement and response (Breevaart et al., 2014).
Additionally, a key task of the mobility officer is to train unit personnel on their responsibilities in the unit movement process. If personnel are unaware or unable to perform their assigned duties it could cause problems in meeting the commander intent for personnel and equipment arriving in a timely manner. The mobility officer coordinate movement request with joint, Army and commercial agencies and is able to help deconflict issues as they occur. The mobility officer reviews the do not deploy list and make recommendation to exception to polices and ensure data is correctly entered into the Transportation Coordinator Automated Information System II (TCAIMS II). The mobility officer advises the brigade commander and staff on information that has the potential to positively and negatively impact the mission giving the commander the ability to adjust to changes as they
If I am assigned a project, I will evaluate if help is needed. In the event that help is needed, then I will consider the amount of people, expertise level, and resources I would need to successfully complete the project. Furthermore, if there is an error during the process, I will make sure to identify the error and notify the CEO. By engaging the CEO and the other stakeholders, I will be provided with advice and resources to complete the project if needed. Lastly, I will focus in working to resolve the error by engaging others to accomplish a common goal.
Jefferson, N.C., McFarland & Company, Inc., Publishers, 2013. e862xna, search.ebscohost.com/login.aspx?direct=true&db=e862xna&AN=515201. Accessed 16 Feb. 2017. Swanson, Ryan A. When Baseball Went White : Reconstruction, Reconciliation, and Dreams of a National Pastime. Lincoln, University of Nebraska Press, 2014. e862xna, search.ebscohost.com/login.aspx?direct=true&db=e862xna&AN=761205.
Amit Bhat Ms. Dinh English 9 Honors, Period 6 17 November 2015 Change Annotated Bibliography "All About Butterflies." University of Kentucky: College of Agriculture, 26 Aug. 2015. Web. 12 Nov. 2015. . In the website, “All About Butterflies’, the University of Kentucky explains many aspects and facets of a butterfly’s life, including habits and terms related to butterflies.
A phenomenological framework will be adopted in this research to allow the players to describe their internal, subjective feelings about baseball and its impact on their lives. Phenomenology seeks to discover the lived experience of a person. It involves the intuition of the subject and the consciousness apparent during (Henderson, 2006). Leedy and Ormrod (2005) stressed that lengthy interviews are valuable when perspectives and understandings of situations and events are desired. The interview will focus on the impact of baseball in their present life, career, family, friend.
I had no background information whatsoever so the reasoning behind this was unclear, but I knew that once the performance began I would most likely find an answer. Braided Sorrow focuses on the story of Alma a young 16-year-old girl who leaves her home in San Luis Polosi, Mexico to work in a factory in Ciudad Juarez. There at the factory she is objectified like her coworker by their supervisor Senor Filmore. She works these long hours, for low pay, is under horrible unsafe work conditions, but worst of all she is sexually harassed by Senor Filmore. We learn that these issue concerning work conditions, money and pay are significant, but do not compare to the issue of women being victims of sexual violence and death.
The first step in Kotter’s change process is establishing the sense of urgency (Gaudine & Lamb,2015). In this stage, a leader informs the group or employees about the need for the change in an organization. To address the issue of workplace bullying, a transformational leader should be able to envision the effect of bullying in the workplace. The nurse leader should identify the current work environment, the relationship among the employees, and should communicate the existing issues and the negative consequence of workplace bullying (Mbamalu & Whiteman, 2014). The nurse leaders can spread awareness about the consequences of the bullying by providing the research evidence (Small, et al., 2016).
There is often a casual link that is made by society that a working mother equals a failed child (Guendouzi, 2006). Working mothers often feel that they are bad mothers for going to work and bad workers if they put their children first (Knapton, 2008). Thus, employed mothers frequently worry about their children, and often feel anxious when child care arrangements are not the greatest or when their children are home alone afterschool. Researchers have found that women spend more time agonising about their jobs at home and more time worrying about their families at work, than men do (Knapton, 2008). This can also be referred to as mental labour which is defined as constantly worrying which can have a negative impact on these women’s performance at work.
On the contrary, the narrator of “the Office” reacted to her limitation due to her gender by getting her own office outside of the house. Additionally, another problem pops up between the narrator and Mr. Malley when Mr. Malley accuses the narrator for the lipstick in the washroom. She is furious of Mr. Malley and says, “I really wanted to murder him” (Munro). However, she does not kill him and just leaves the office. These two characters both react to the problems but in different ways.
IA obtained and inspected the “Super User or Privileged Account Usage Policy” document (version 3.3) approved by Franklin Donahoe, Director, on 12/17/2013, via the Costco’s intranet site, on 2/12/2015, from Jacqueline Chapel-Hardy, IS – iSeries Administration Analyst . Through inspection of the document for detailed information regarding the super user requirements related to the limitations of usage, logging, and description and review of privileged access, ascertained the following, per Section 2.4 Provisioning, “Each platform functional area manager, in conjunction with review by Information Security, will define the criteria section for super user accounts. It is the responsibility of the super users and their management to track the use of the account while it 's needed”. In addition, per Section 2.5 Monitoring, it is a requirement that “actions of a super user account shall be logged and reviewed on a regular basis. These logs should be stored in a read-only format.
How ICD-10 impacts the revenue cycle management by Sashi Padarthy discusses the “opportunity” for facilities to improve on “clinical documentation, revenue cycle performance, and analytic capabilities for business intelligence” (Padarthy, July 2012, p. 7). Padarthy suggests the shift from ICD-9-CM to ICD-10 will require multi-departmental assessments to determine core factors within ICD-10 will that will directly influence coding, billing and reimbursement. Padarthy proposes facilities analyze their current diagnostic and procedural codes to assess whether their current codes accurately represent services provided. In addition, he asks facilities to determine “if an opportunity to leverage ICD-10” exists, and if so, what is needed; updated eligibility requirements, increased medical necessity
According to the NCDA standard E.2.b the counselor is responsible for proper application, scoring, and interpretation (NCDA, 2015). As I am scoring and interpreting the assessment it is critical I take careful consideration for what the results mean. The ACA Code of Ethics standard E.9.b states, counselors must take caution when interpreting the results of the assessment (ACA, 2014). Once I have interpreted the results of the Holland’s Occupational Theme assessment, I will discuss with John the recommendations I have for his career life. The NCDA standard E.5.a discusses the counselor’s responsibility to take special care when making recommendations (NCDA, 2015).
The staff must utilize teamwork but no one is available, she becomes burnout with the extra workload on top of her current schedule of duties. The problem brings on stress which contributes unforeseen errors by the employee and in the practice. Nevertheless, enormous strains are determined to be conceptually distinct, and threats that will in due course impinge on the professional values and obligations. Scott (2014) found that "many jobs have "Crunch Time", where the worker must work longer hours and handle more intense workloads for a time" (pg.1). Prohibiting Healthcare Professional Burnout The prevention of staff burnout weighs heavily on the team of professionals in the clinic.
Rodriguez-Munoz, Baillien,De Witte, Moreno-Jimenez and Pastor (2009) found that exposure to workplace bullying at baseline predicted decreased dedication and job satisfaction. Workplace bullying not only impact inside the office, it also have an influence on employees outside of work. Tepper (2000) found that abusive supervision was negatively related to life satisfaction and positively related to work family conflict, and also that abusive supervision was positively related to family undermining. Those that are being bullied often develop self-esteem issues, have concentration issues, and even post-traumatic stress symptoms. If that individual is continuously to be intimidated, that person could involuntary leave the organization and endanger their career, taking more time off and looking for other employment.