English Essays (1000 words) - Invisibility In Fiction, The Tempest

English Review of Shakespear's "The Tempest" Why is it that people fawn Shakespeare and have unreasonably high reguard for his works, including The Tempest, and label them as"immortal classics"? Indeed Shakespeare's works had great significance in the evolution of English literature, but these works, including The Tempest are mostly devoid of significance and literary value in the present day. One can expect to gain little educational benefit of the english language or hightened apreciation for fine literature from the reading of Shakespeare's titles for reasons enumerate. First of all, the colorful and sophisticated metephoric vernacular style of the language utilized is archaic; even the speech of intellectually refined individuals and other respected literary works do not imploy of this rich style of speech. The poemic composition of The Tempest does not increase one's ability to apreciate distinguished literature because the refined and respected works of most other classical writers are in novel form and thus differ highly from Shakesperian works in the literary devices and mannerisms from which they are comprised. The Tempest was written in early seventeeth century England. At this period of history and country the English language was quite different from what it is today in many ways. First, standard, formal vocabulary was different at this time. An great expample is found in the line "...you bawling, blasphemous, incharitable dog!" (act 1 sc. 1, p. 9). In this line, the word incharitable is the modern equivalent of the word uncharitable. The standard dictionary word has changed prefixes somewhere througout the centuries. Another thing that would have made a further gap between the vernacular in the play and modern English is Shakespeare's deployment of common language, or slang (although I have no proof because I don't speak sixteenth century slang). "A pox o' your throught..." (act 1 sc.1, p. 9) and "...give o'er..." (act 1 sc. 1, p. 9). These phrases seem to be slang therms because they are so deviant from there modern english equvalents, "curses on" and "give up", respectiveley. What value does learning the archaic vernacular give to the reader. Surely it does not increase thier word power or sophisticate thier vocabulary, for nowhere, not even in among people of high intellecutal refinement such as venerable college professers, is this dead language used. Another distinctive trait of the vernacular used in The Tempest is the heavy use of metaphor. This use of metaphor is so heavy and outlandish that it becomes extrodinarily difficult to interpret and causes the words to fall into chaotic ambiguity. In fact, it is not unreasonable to define the language of the text as sophistry. A great example of heavy metaphor in The Tempest is the line "O heaven , O earth, bear witness to this sound, / and crown what I profess with kind event / If I speak true; if hollowly, invert / What best is boded me to mischief. I, / Beyond all limit of what else I' th' world, / Do love, prize honor you" (Act 3 sc. 1, p. 95). In modern terms, this means: "Lord, bear witness to what I say, and bless my claim (to this woman). Let me be damned if I lie when I say that I love honor, prize and honor you above anything else in the world." The learning of this type of heavy usage of metaphor would be justified if it were imployed in many other respected classic works or in modern eloquent speech, but it is not. Metaphoric speech outside of literature and informal speech is reguarded as crude and unsophisticated in modern speech. This is so because people have come to reguard refined speech as being characteristic with the use of a large vocabulary consisting of consise and sophisticated words. Even if the argument is made that one cannot gain much benefit in refining their speech by reading The Tempest, Shakespeare aficianados claim that there is value in the mechanics and devices common in literature which can be learned from his works. This is exaggerated, however. The most valuble literary device that can be learned from The Tempest is the metaphor. However, as I said before, Shakespeare over uses this so much that his words fall into sophistry. A good example is the line "Or that there were such men / Whose head stood in their breasts?" (act 3 sc. 3, p.113). I can make no sense out of this whatsoever. Another outlandish metaphor is "Which now we find / Each putter-out of five for one will bring us / Good warrant of" (act 3 sc. 3, p.

Understanding the Fifth Amendments Protections

Understanding the Fifth Amendments Protections The Fifth Amendment to the United States Constitution, as a provision of the Bill of Rights, enumerates several of the most important protections of persons accused of crimes under the American criminal justice system. These protections include: Protection from being prosecuted for crimes unless first legally indicted by a Grand Jury.Protection from â€Å"double jeopardy† - being prosecuted more than once for the same criminal act.Protection from â€Å"self-incrimination† - being forced to testify or provide evidence against one’s self.Protection against being deprived of life, liberty, or property without â€Å"due process of law† or just compensation. The Fifth Amendment, as part of the original 12 provisions of the Bill of Rights, was submitted to the states by Congress on September 25, 1789, and was ratified on December 15, 1791. The complete text of the Fifth Amendment states: No person shall be held to answer for a capital, or otherwise infamous crime, unless on a presentment or indictment of a Grand Jury, except in cases arising in the land or naval forces, or in the Militia, when in actual service in time of War or public danger; nor shall any person be subject for the same offence to be twice put in jeopardy of life or limb; nor shall be compelled in any criminal case to be a witness against himself, nor be deprived of life, liberty, or property, without due process of law; nor shall private property be taken for public use, without just compensation. Indictment By a Grand Jury Nobody can be forced to stand trial for a serious (â€Å"capital, or otherwise infamous†) crime, except in a military court or during declared wars, without having first been indicted - or formally charged - by a grand jury. The grand jury indictment clause of the Fifth Amendment has never been interpreted by the courts as applying under the â€Å"due process of law† doctrine of the Fourteenth Amendment, meaning that it applies only to felony charges filed in the federal courts. While several states have grand juries, defendants in state criminal courts do not have a Fifth Amendment right to indictment by a grand jury.    Double Jeopardy The Double Jeopardy Clause of the Fifth Amendment mandates that defendants, once acquitted of a certain charge, may not be tried again for the same offense at the same jurisdictional level. Defendants may be tried again if the previous trial ended in a mistrial or hung jury, if there is evidence of fraud in the previous trial, or if the charges are not precisely the same - for example, the Los Angeles police officers who were accused of beating Rodney King, after being acquitted on state charges, were convicted on federal charges for the same offense. Specifically, the Double Jeopardy Clause applies to subsequent prosecution after acquittals, after convictions, after certain mistrials, and in cases of multiple charges included in the same Grand Jury indictment. Self Incrimination The best-known clause in the 5th Amendment (â€Å"No person ... shall be compelled in a criminal case to be a witness against himself†) protects suspects from forced self-incrimination. When suspects invoke their Fifth Amendment right to remain silent, this is referred to in the vernacular as â€Å"pleading the Fifth.† While judges always instruct jurors that pleading the Fifth should never be taken as a sign or tacit admission of guilt, television courtroom dramas generally portray it as such. Just because suspects have  Fifth Amendment  rights against self-incrimination  does not mean that they  know  about those rights. Police  have often used, and sometimes still use, a suspects ignorance regarding his or her own civil rights to build a case. This all changed with  Miranda v. Arizona  (1966), the  Supreme Court  case that created the statement officers are now required to issue upon arrest beginning with the words You have the right to remain silent... Property Rights and the Takings Clause The last clause of the Fifth Amendment, known as the Takings Clause, protects the peoples’ basic property rights by banning federal, state and local governments from taking privately owned property for public use under their rights of eminent domain without offering the owners â€Å"just compensation.† However, the U.S.  Supreme Court, through its controversial 2005 decision in the case of Kelo v. New London weakened the Takings Clause by ruling that cities could claim private property under eminent domain for purely economic, rather than public purposes, like schools, freeways or bridges. Updated by Robert Longley

Customer Relationship Management in the University Essay

Customer Relationship Management in the University - Essay Example There are frequent meetings that are always held to ensure that emerging issues are solved amicably to avoid problems that may arise between the organization and the students.The university leadership is always keen on the needs of the students and quick decision-making on matters that affect both students and the staffs is always a priority. The customer relationship management applied in the university provides the opportunity to develop and preserve the relationship between the students and the rest of stakeholders of the university. The application of CRM has made the university to be unique and emerged the best among its competitors. Sharing of helpful information with the students on how the institution can nurture and place us for victory in the coming days is important to all students.The frequent communication with parents concerning students’ performance is also another way that my university implements customer relationship management. The outcome of the communicati on has been positive since students are retained while many are recruited. Apart from communicating with parents, the university is also in frequent contact with the alumnae that has enable the institution get donations from different donors, hence the continuous development of the university. The rules and regulations of the University have been given to students to ensure that all students follow the policies of the institution. There are better ways that the university applies in disciplining the students with indiscipline cases.

Agency theory Essay Example | Topics and Well Written Essays - 1000 words - 1

Agency theory - Essay Example Freeman states that stakeholder concept is about management, and it mirrors and guides how managers function rather than chiefly addressing management and economists’ theories (1994). Freeman states two key enquiries of the stakeholder concept in his article. The first query is the aim of the corporation. This is useful and helpful for managers in the 21st century. Managers, by determining the purpose of the firm, can state the share’s responsiveness for the value they create. Managers can also determine what brings the key stakeholders together. Furthermore, this challenges the firm to establish sound performance through considering its goals and market fiscal metrics. The other question enquired in the shareholder concept is what accountability management has to shareholders. These aid managers to understand how they plan to carry out business. Predominantly, they look for a suitable kind of association with shareholders to attain their own welfares. The fundamental o f shareholder theory’s economic importance is that great numbers of persons come and function together to enhance their situation, in conformity with the central modern economic realisms. To urge more and more workforces to perform their finest for the corporations, it is essential and vital for supervisors to develop relations and create effective communication with shareholders. It is broadly accepted that stockholder is a significant party within the firm and his or her interests are a dire characteristic.

Kant and Mill Ideologies Essay Example | Topics and Well Written Essays - 1000 words

Kant and Mill Ideologies - Essay Example Indeed, Mill claims that people should value the principle of utility as a tool that derives secondary moral principles, which promote general happiness. The fundamental principle of morality means that happiness is intended pleasure and absence of pain where right actions promote happiness while wrong actions produce the reverse of happiness, which is unhappiness, pain, and the privation of pleasure. As such, we can judge people’s actions based on the secondary principles, which promote general happiness. On the other hand, Immanuel Kant defines the fundamental principle of morality as the Categorical Imperative which basis moral requirements on a standard of rationality. He refers to the fundamental principle of morality as the law of an autonomous will where moral reasons are supreme to any other reason. Ideally, one formulation of Kant’s Categorical Imperative encourages individuals to act on a motivational thought that one can consistently urge the society to adopt as a universal law as it will derive equal worth and equal respect. Notably, the Mill and Kant's fundamental principle of morality differ. Indeed, Mill abhors the utilitarian, which defines general happiness as a secondary moral principle that refers to happiness as intended pleasure and absence of pain, while Kant defines moral requirements and moral worthiness as acts of good will.... Indeed, Will objects to the idea that pleasure is the only good, it is the highest good, and it is universal (Booher 1). He claims that there are things that people consider and that there are differences in quantity and qualities of pleasure where certain pleasures are more desirable and valuable than others in relation to moral deliberations (Booher 1). Notably, Mill’s objection to the argument against utilitarianism should reckon the distinct value that pleasures attract with higher pleasures having more value than lower pleasures. It should also distinguish between the quantity and quality of pleasure as well as favor some activities as being better than others are. More so, his argument should address the problems that relate to differentiating quantities and qualities of pleasure. Ideally, Mill's account of higher pleasures answers the objection by demonstrating that certain pleasures are better and valuable than others (Booher 1). It also negates the idea that pleasure is highest natural good and confirms that higher pleasure is the basic principle of ethics, and the foundation of morality. According to Mill, human beings are different from non-human animals in a morally interesting way. Ideally, Mil noted that animals are irrational and are not self-aware or did not have cognitive capabilities as human beings. As such, he established that human beings are different from animals because human beings can experience mental pleasures and interestingly prefer mental pleasure to body pleasures (â€Å"John Start Mill† 1). He supports this by asserting that individuals who enjoy all pleasures qualify as the only judges who equally crave for mental pleasures.

Emotional Intelligence And Leaderships

Emotional Intelligence And Leaderships This essay discusses how emotional intelligence can affect leadership, through the fundamental function of decision making process, and lead to organisational effectiveness. For this purpose, Golemans, Boyatzis et al.s (2002) four key elements of emotional intelligence are employed, which are classified into twenty self and social focused competencies. A number of practical applications are described, explaining how emotional skills can affect leaders ability to achieve the desired outcome during the decision making process. We concluded that organisational effectiveness can benefit from the application of emotional intelligence on leadership skills, through the decision making process. Finally, we note some limitations such as the level of emotional intelligence and its accurate measurement. Keywords Emotional intelligence, leadership, decision making process Introduction Emotional intelligence was first introduced in the late 1980s (Mayer, Roberts, Barsade, 2008). Yet, one of the most controversial issues is how emotional intelligence as the new form of intelligence that concerns the interaction of thinking and feeling, can be employed on leadership and subsequently on organisational effectiveness (Goleman, 1998). There are several definitions and conceptions about leadership and its effectiveness. Until the 1980s, leadership effectiveness was measured by leaders cognitive ability to apply and develop effective strategies for complicated problem solving (Woods West, 2010). However, the last three decades leadership effectiveness due to its apparent social aspect is measured by leaders capability to influence, inspire and motivate followers. (Woods West, 2010). After further research, emotional intelligence evolved into a popular and useful tool for enhancing leadership effectiveness (Kerr, Garvin, Heaton, Boyle, 2006). In our essay we discuss how emotional intelligence through the application of individual and social skills on decision making process, can affect leadership efficiency and lead to organisational effectiveness (Hess Bacigalupo, 2011). Given the fact that the leaders decisions play a central role in the organisational viability (Woods West, 2010), we consider that the implementation of emotional intelligence resources to the decision making process can contribute notably to the increase of organisational efficacy. Emotional intelligence The term of emotional intelligence was first formally introduced into academic literature in the decade of 1990 by Salovey and Mayer (Kerr, Garvin, Heaton, Boyle, 2006). Emotional intelligence is considered to be a dual dimensional theory that is focused on peoples self and social skills. That means that emotional intelligence concerns the humans ability of having an effective command of expressing, evaluating, managing emotions, communicating feelings and generating thought applied on individual and relationship based level (Salovey Mayer, 1990). It can be classified in two broad models: the ability based model and the mixed model. The ability model involves the abilities of conceiving and recognising the emotions, facilitating thoughts, understanding complex emotions and managing them (Mayer, Salovey, Caruso, 2000). Emotional intelligence links emotions and intelligence to someones perception for understanding the social environment (Grewal Salovey, 2005). Specifically: Emotional intelligence involves the ability to perceive accurately, appraise and express emotion; the ability to access and/or generate feelings when they facilitate thought; the ability to understand emotion and emotional knowledge; and the ability to understand emotions to promote emotional and intellectual growth (Mayer Salovey, 1997). The four branch model as mentioned above, links hierarchically the basic process of conceiving emotions to the advanced level of understanding them and is measured by MSCEIT [Mayer Salovey Caruso Emotional intelligence Test; (Mayer, Caruso, Salovey, Sitarenios, 2003)]. Goleman (1995) introduced the mixed model of emotional intelligence that involves non innate talents but learnt competencies that significantly affect job performance (Hess Bacigalupo, 2011). This kind of model mainly addresses leaders performance and provides dynamic outlines for becoming an effective leader. According to Goleman (2001) and Boyatzis et al (2000) the basic elements of the mixed model of emotional intelligence consist of self focused and social focused competencies. These are: self awareness, self management, social awareness and relationship management (Hess Bacigalupo, 2011). Self awareness involves emotional self awareness, accurate self assessment and self confidence. The emotional self awareness is referred to the fact that someone is fully aware of his/her feelings and realise their impact. The accurate self assessment involves the knowledge of strengths and weaknesses and how they can be eliminated through gradual improvement. A highly self confident person is aware of his/her abilities, expressing strong confidence and being able to deal with difficult tasks (Goleman, Boyatzis, McKee, 2002). Moreover, the group of self focused competencies includes self management capabilities that concern emotional self control, transparency, adaptability, achievement, initiative and optimism. The emotional self control is referred to ones ability to setting impulsive emotions under control, while the transparency is associated with integrity and honesty. The adaptability entails flexibility and the ability to easily adjust to spontaneous changes, whereas achievement concerns the fulfillment of goals and targets. The initiative concerns ones ability to act alone holding responsibility for the consequences of his/her actions; the optimism entails seeing the positive aspect of the events and the future facts that might take place (Goleman, Boyatzis, McKee, 2002). The social focused competencies i.e. social awareness and relationship management determine the manner of managing followers. The social awareness includes empathy which means understanding ones concerns and emotional situation, organisational effectiveness which is referred to the efficiency of meeting organisational goals and service which has to do with the comprehension of followers requirements. The relationship management involves inspiration (generating motivations to the followers), influence, developing others (improving ones capabilities), change catalyst (leading an entirely new and innovative modification), conflict management (how to manage disagreements), building bonds (the ability of socialising and developing a network of new relationships) and teamwork (effective collaboration and co existence within the group) (Goleman, Boyatzis, McKee, 2002). Leadership and Emotional intelligence According to House et al (1999):Leadership is the ability of an individual to influence, motivate and enable others to contribute towards the effectiveness and success of the organizationà ¢Ã¢â€š ¬Ã‚ ¦ (Yukl, 2006). Some theorists argue that leadership is adjusted according to organisational environment and aims. Hersey and Blanchard (1982) claim, different situations require different kinds of leadership (Situational Theory of Leadership). On the other hand, Fiedlers Contingency Theory (1967) suggests that leadership effectiveness depends on the place, the time, the task and the situation (Arnold, Randal, al, 2010). In any case leadership through its dynamic dimension provides guidelines that can promote organisational effectiveness. By this term, it is meant profitability in financial terms, or organisations ability to equip employees with those skills necessary for performing business fully engaged with the organisational culture (Woods West, 2010). A leaders effectiveness depends on the manner of developing and enhancing followers skills and abilities. Personality characteristics in themselves do not make leaders inherently effective. What matters is how those characteristics are expressed to leaders behavior, and how that behavior is understood by others (Woods West, 2010). The Center for Creative Leadership (CCL), the worldwide known Work and Organisational Psychology Organisation, conducts research on what is effective leadership by highlighting the factors that lead to failure (derailing). Its study showed that even though there are common traits between those who succeeded and those who failed, certain characteristics seemed similar for their imminent failure. For example, managers promotion from lower levels of the organisation to upper ones, might lead to over-confident behavior (Woods West, 2010). At the organisational level, leadership is considered to be a mixture of behaviors, administrative abilities, traits and interactions that are driven by the circumstances and the organisational culture; the link among various departments in an organisation managed by the leader (Woods West, 2010). Considerable evidences in recent years note that social skills are vital for leadership performance (Prati, Ceasar, Ferris, Ammeter, Buckley, 2003). An efficiently oriented leader takes advantage of emotional skills and resources in terms of interaction, in order to achieve the optimal performance outcome (Wong Law, 2002). The emotional skills concern the social aspect of emotional intelligence during the interaction process (Riggio Reichard, 2008). Under these circumstances, leaderships outcome is considerably affected by a leaders ability to recognise and manage followers emotions in social interaction (George, 2000). This argument is supported by Goleman, Boyatzis and McKee (2002) wh o claim that emotional intelligence is fundamental for leadership effectiveness and specifically when it is applied on teams. Antonakis et al (2009) claim that leadership effectiveness is strongly linked to emotional intelligence when concerns the relationship development between the followers and the leader (Antonakis, Ashkanasy, Dasborough, 2009). Since leadership is considered an emotional process, the level of emotional intelligence in a leader plays a significant role in the effectiveness of social interaction with others. George J.M. (2000) in her article Emotions and leadership: The role of Emotional intelligence underlines that there are five basic elements of leadership that are positively correlated with the level of emotional intelligence. The five key elements of effective leadership as presented by the authors Conger Kanungo (1998), Lock (1991), Yukl (1998) are the following: Development of collective goals and objectives. Instilling in others a sense of appreciation and importance of work. Generating and maintaining enthusiasm, confidence, optimism, cooperation, and trust. Encouragement of decision making and change. Establishing and maintaining meaningful identity for the organisation. (George, 2000) Emotional intelligence is the spark that ignites a companys performance creating a bonfire of success or a landscape of ashes. (Goleman, Boyatzis, McKee, 2002). There has been research on the correlation between the level of emotional intelligence and the leadership effectiveness; results showed that ones level of emotional intelligence might play an important role to the leadership effectiveness (Kerr, Garvin, Heaton, Boyle, 2006). However, it is doubtful whether the ability to understand emotions and the ability to act effectively are inextricably linked or not (Kerr, Garvin, Heaton, Boyle, 2006). According to Rosete and Ciarrochi (2005), the higher level of emotional intelligence, the higher leadership effectiveness (Kerr, Garvin, Heaton, Boyle, 2006). Leaders with high level of emotional intelligence inspire, generate motivation to the followers and state greater job satisfaction (Scott-Ladd Chan, 2004). Emotional intelligence and decision making process It is common knowledge that organisations consist of several departments that interact in order to perform business. Koop (1995) claims that this interaction is managed by the decision makers (leaders) (Scott-Ladd Chan, 2004). Under these circumstances, we realise the importance of the decision making process and the impact of their outcomes on organisational effectiveness. The decision making process is classified in the following stages according to Simon (1986) Langley (1989): Rational economic model Definition of the issue. Identification of limiting factors (external and internal). Plan and development of potential alternatives. Evaluation of each alternative in terms of practicality and cost. Selection of the best alternative. Implementation of decision. (Huczynski Buchanan, 2007) The decision making process involves the decision maker and those that are affected by the decision. The decision maker is essential to take into account the people affected by the decision and determine an effective manner of interpreting it (Hess Bacigalupo, 2011). Subsequently, the decision maker is required to make use of rationality and logic as well as of emotions. However, a controversial issue has been raised by some researchers. This is due to the fact that they consider that the best decisions are made in the absence of emotions. According to Stanovich and West (2000), the shift from emotional thinking to rationality can entail better decisions. They suggested that emotional functions may be substituted and replaced by logic in the aim of enhancing the quality of decisions. By contrast, others claim that the ability to have a good command of ones emotions is an advantage for the decision maker (Hess Bacigalupo, 2011). Actually, there is no wrong perception of the key factors of the decision making process. What matters most, is to take into consideration the possible impact that emotions might have on the decision making process and the quality of decisions (Hess Bacigalupo, 2011). Research on emotional intelligence and decision making process Sevdalis et al (2007) in the article Trait emotional intelligence and decision related emotions explain that emotions are evident during the decision making process (Hess Bacigalupo, 2011). They suggest that differences in trait emotional self-efficacy can affect the way the individuals experience the impact of the decision (Sevdalis, Petrides, Harvey, 2007). Also, Mellers et al (1999) concluded that the emotions people experience from the impact of a decision, can affect their future attitude and behavior (Hess Bacigalupo, 2011). Winter and Kuiper (1997) underlined that every person has a different perception of the emotions experienced whereas, Jordan and Troth (2004) noted that there is a significant difference on the effectiveness of emotional intelligence when the decision making process concerns individual or team tasks accordingly (Hess Bacigalupo, 2011). They concluded that individuals with high level of emotional intelligence as members of a team are more likely to come up with better solutions, without the fear of making mistakes (Frye, Bennett, Caldwell, 2006). Studies in PDM (participation in decision making process) have shown that emotionally intelligent employees who are involved in the decision making process contribute to organisations effective response to continuous changes. But, organizations are supposed to clarify to the employees the reason, the way and the degree of their participation in the decision making process resulting in greater commitment and benefits for both employee and employers. Nevertheless, the clear definition of boundaries in the participation of decision making process improves the quality of decision outcomes which depends either on the purpose for implementing PDM or on how efficiently it is implemented (Scott-Ladd Chan, 2004). The contribution and application of emotional competencies to leaders as decision makers Since the decision making process involves stages that are addressed both to brain and emotional function, it is necessary to understand the impact of the application of emotional intelligence on decision makers and the potential outcome. According to Hess Bacigalupo, (2011) no considerable research has been conducted for the practical interaction between behavior and emotional intelligence during the decision making process on both individual and group basis. In their paper, they develop a methodology based on a number of practical applications of emotional intelligence skills on the decision making process that could be useful and beneficial for individuals and organizations development. For this purpose, the model of Goleman (2001) and Boyatzis et al (2000) is applied, as it concerns individual and interpersonal skills, which are both crucial and determinative for the decision making process (Hess Bacigalupo, 2011). The group of the skills mentioned, involves self awareness, sel f management, social awareness and relationship management (Goleman, Boyatzis, McKee, 2002). In the organisational environment, the leader plays the role of the decision maker. Taking advantage of the competencies of emotional intelligence, the possibilities for making an effective decision are increased. The individuals skills i.e. self awareness and self management enable the leader (decision maker) to acknowledge his/her weaknesses, recognise the possible influence that can have on the followers and boost his/her confidence. Why is this so important? Because, it helps the leader to foresee the different aspects of followers vision as well as their reactions and communicate effectively the decision (Goleman, Boyatzis, McKee, 2002). Tannenbaum and Schmidt (1958) claimed that leaders and followers share control during the decision making process that is based on the assumptions they have formed for the amount of control they possess (Hess Bacigalupo, 2011). A strongly efficient leader is supposed to achieve balance during the decision making process; he/she should guide th e discussion appropriately, act as a consultant encouraging the information exchange and the increase of comprehension as well. At this stage, emotional intelligence competencies can be applied, so that the leader can regulate the allocation of control among the parties creating a climate of cohesion. Though, emotional intelligence application is as important as in the case of sharing responsibility for inappropriate decisions. An emotional intelligent leader not only welcomes the commendations of good decisions but also holds responsible for bad decisions (Hess Bacigalupo, 2011). This reinforces leaders integrity and reliability, necessary elements for establishing a climate of trust and honesty in an organisation. Moreover, through the self control the leader can develop the skill of controlling emotions and impulses i.e. stress tolerance, which derive from time pressure and unexpected changes in the organisational environment. The ability to manage time pressure and suppress neg ative emotions is considered of utmost importance, as it enables leaders to establish the appropriate climate for making decisions and avoid misjudgments that can have an adverse impact on organisational effectiveness (Hess Bacigalupo, 2011; Goleman,Boyatzis et al, 2002). Likewise, emotional social focused skills i.e. empathy, organisational awareness, conflict management, change catalyst, teamwork and others, are highly important when they are implemented by the leader in an attempt to achieve effective consensus of team decision making. On the grounds that most times the decision is addressed on employees, with different values and beliefs, the leader should be able to manage diversity through the skills of empathy and conflict management. Furthermore, organisational awareness enables a leader as a decision maker, to make decisions that comply with the organisational status and determine the appropriate processes. On the basis of service orientation, decisions that are related to the customers needs and satisfaction are highly appreciated within the organisational environment and add value (profitability) to the image of the organisation. Last but not least, the decision making process involves active participation and constant interaction among me mbers; emotionally intelligent leaders taking advantage of this fact can not only enhance the quality of teamwork and promote relationship development, but also ignite and stimulate followers initiative, motivation and commitment (Hess Bacigalupo, 2011; Goleman,Boyatzis et al, 2002). Conclusion In conclusion, the leader through the application of emotional intelligence can empower followers and establish cohesion among them during the decision making process. This allows to the leader to improve the quality of decision making process increasing the organisations potential for effectiveness (Hess Bacigalupo, 2011). However, we should not overlook a range of factors that can limit emotional intelligence efficiency on organisational basis; queries such as Can emotional intelligence affect negatively the organisational effectiveness if it is excessively high? or Could it be accurately measured? (Fiori Antonakis, 2011) are considered to be crucial and part of future further research on emotional intelligence.

the cathedral :: essays research papers

At a glance Carver’s writing style of the â€Å"Cathedral† seems simple but after further interpretation of the story one realizes that the â€Å"Cathedral† is about the interactions and epiphanies that regular people have that changes their entire life. This idea is perfectly represented at the end of the â€Å"Cathedral†, throughout the story the husband knew nothing about blind people and wondered how can they live their life without being able to see. He continually made references to the effect of how can he be married and not be able to see his wife, if she had makeup purple slacks and so on he would never know. At the end of the story the husband became closer to the blind man through the drawing exercise and when he asked him to close his eyes so the husband was able to â€Å"see† things as the blind man saw them he realized that being blind wasn’t that bad it was just a different type of life style. Because Carver writes about simpl e commonplace situations this makes the story more affective to the average person. Topics such as loss and drug and alcohol use are things that almost everyone can relate to because it affects almost everyone’s life in one facet or another. Because this is the concentration of Carvers story it allows more people enjoy and relate to the stories; this also leaves the story for more personal interpretation. Each person has their own thoughts about drugs, alcohol and loss and because of these feeling the interpretation of the story is left up to the reader. The husband was amazed at the blind mans ability to smoke a cigarette and eat food as well as he was able to. These are all commonplace objects and task that many people would believe that the blind would have trouble with, but this stereotype was quickly done away with once they began to eat and smoke. Carver is defiantly an optimist, he believes in the ability for people to change and be more acceptable of people that are different, and disabled.