gun controll essays

gun controll essays A. Its is very obvious that our gun controll laws are not sufficient. 1. explain a few reasons why these laws are not working 2. tell you a few solutions i might have to make things better. A. guns dont kill people, people kill people b. Trigger locks and responsible parenting are an easy fix. c. In one year, firearms killed no children in Japan, 19 in Great Britain, 57 in Germany, 109 in France, 153 in Canada, and 5,285 in the United States. (www.handguncontroll.com) a. Trigger locks and warning labels are not going to fix a single thing in this situation. b. People kill each other if they want to, not because the gun told them to. c. Capital punishment (death penalty or worse) would discourage a whole lot of people from commiting crimes. d. Take away guns... people will use knives or hammers e. Give every one a gun... Im scared, arent you A. claimed the company declined to incorporate safety devices and warnings that would help prevent accidental shootings. B. Sued to compensate for cost of law enforcement and medical expenses. 2. Boston vs. Smith and Wesson Corp. D. Claimed they created public nuisance, neglegency failed to create safer designs and provide warnings about the danger of guns. E. Sued to compensate for costs of law enforcement and medical expenses 1. James S. Brady was the Reagans White House Press Secretary 2. Shot on March 30, 1981 when John Hickley attempeted to assassinate President Reagan 3. On November 30, 1993, President Clinton signed the "Brady Bill", a bill named in Mr. Brady's honor, into law. The Brady law requires a national waiting period and background check on a ...

Leadership Style Emotion

Leadership Style Emotion Article Summary The article on Leadership Style Emotion has broadly explored the impact of negative and positive organizational behaviors. According to the authors, all leaders aim at maximizing the ultimate performance of their workers in regards to achieving their organizational goals (McColl-Kennedy Anderson, 2002).Advertising We will write a custom critical writing sample on Leadership Style Emotion specifically for you for only $16.05 $11/page Learn More The leadership style administered is therefore very crucial for reaching and achieving the set goals. The authors assert that the transformational approach in leadership is more yielding compared to the transaction approach (McColl-Kennedy Anderson, 2002). They argue that the style of leadership used contributes greatly in the performance of the subordinate. Links Between Performance and Leadership Nonetheless, McColl-Kennedy Anderson (2002) are careful to note that leadership style cannot be the sol e determinant factor in regards to workers performance. Factors such as worker’s perception of their leader’s style in leadership greatly affect their performance (McColl-Kennedy Anderson, 2002). Workers feelings about their ability to perform with the type of leadership provided has a great influence on their willingness to perform their duties as the authors assert (McColl-Kennedy Anderson, 2002). The article shows the links between performance and leadership styles as well as the implications of an imbalance between the two. Organizational behavior is greatly influenced by the leadership in an organization. Workers respond positively or negatively in their performance due to the organizational leadership structure. Leadership structures may cause the workers to feel more closely attached to the organization or it can create a social distance that can be detrimental to the success of the organization. There are a number of models of organizational behavior, which i nclude, Autocrat, custodial, supportive, and collegial models.Advertising Looking for critical writing on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Leadership Models In the models mentioned above, each meets a certain need. For instance, the autocrat model meets the subsistence needs of the employees. The custodial model on the other hand provides the employer with security and benefits. These two models according to research have been proven to have a minimal performance response. The supportive model as well as the collegiate model both focuses on encouraging the workers hence enhancing their performance. However, with the four models above, not many organizations operate with one exclusively without engaging at least an extra model. Managerial leadership that supports teamwork encourages employees to be responsible and demonstrate friendly relations will fellow colleagues (Roman Boyce, 2001). This posi tive organizational behavior can contribute greatly in achieving organizational goals. If for instance the management could consider investing in their employees through training, the performance of the organization would increase. Case Study, Hypothesis The management in a particular company decided to hold a training program aimed at improving workers knowledge on the market needs. They decided to offer training free of charge to their employees. Other employees also attended the seminar from different organization but they had to pay. Almost 90% of the employees of the organizing company attended the seminar, which was designed to improve their skills and productivity in the industry (Gilbreath Harris, 2002). A few months later after the conference, there were notable changes in the organization in terms of workers’ interaction as well as financial growth. The performance of the company went up.Advertising We will write a custom critical writing sample on Leadersh ip Style Emotion specifically for you for only $16.05 $11/page Learn More The company’s workforce became more free and interacted more efficiently with each other and a friendly culture was developed within the organization. The training helped the workers to have closer relations and work as a team. Best Leadership Models Leadership that focuses on the employees is more often successful compared to one that does not (Geller, 2001). Applying such leadership models that focus on the employees’ welfare such as the supportive and the collegial models, workers performance improves. This is partly due to a feeling of belonging and being part of the company. A company that supports and pays more attention to employees’ prerequisites benefits from greater loyalty compared to one that does not. With workers feeling as part of the company, their performance will definitely improve positively. Quality of Work Life, QWL and Its Effects For best performanc e among the workers, a leader must be keen to address the organization’s Quality of Work Life, QWL from time to time (Abernathy, 2001). Quality of Work Life refers to the favorable or the unfavorable working conditions in an organization. Leaders are tasked with the responsibility to ensure that the working environment is perfect and that it can allow effective and maximum productivity. According to McColl-Kennedy Anderson (2002), working conditions greatly influence the emotional buildup of workers. The authors indicate that both the leaders and the subordinates may have some negative or positive feelings depending on the working conditions they are subjected to (McColl-Kennedy Anderson, 2002). Conclusion The article therefore has outlined the ways through which leadership in organizations can influence the organizational behavior. According to the authors, subordinates respond positively or negatively to the leadership style that is in place.Advertising Looking for critical writing on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This means that before engaging a leadership model it is critical to analyze its impact on the organizational culture. A leadership style that contradicts workers culture will be rejected hence escalate negative emotions. As the authors have indicated, I agree that leadership styles have great impacts on organizational behavior. References Abernathy, B. (2001). Focused vs. Consolidated Measures in Performance Pay Systems. The Behavior Analyst Today, 3 (1), 7–12. Geller, S. (2001). Behavioral Safety: Meeting the Challenge of Making a Large-Scale Difference. The Behavior Analyst Today, 2 (2), 64–75. Gilbreath Harris (2002) Performance-Based Pay in the Workplace: Magic Potion or Malevolent Poison? The Behavior Analyst Today, 3 (3), 311–316. McColl-Kennedya, J., Anderson, R. (2002). Impact of leadership style and emotions On subordinate performance. The Leadership Quarterly, 1 (1) 545–559. Roman, H.R. Boyce, T.E. (2001). Institutionalizing Behavior-Based S afety: Theories, Concepts, and Practical Suggestions. The Behavior Analyst Today, 3 (1), 76–82.

Management Research and Consultancy Essay Example | Topics and Well Written Essays - 1500 words

Management Research and Consultancy - Essay Example It is obvious, that the patterns of HRM in family and non-family business are different, thus it should have been better to find the differences in HRM patterns between different family businesses, to outline the major factors that influence these behaviour and the ways of making these behaviours work for businesses of small and medium companies. The work notes, that the terms HRM is at times used in the wrong way, to replace the famous term of Public Management. But it should be remembered that HRM is somewhat different sphere of research, than the PM is. So, as the work is concentrated at comparing the HRM patterns of different kinds of small and medium enterprises, less attention is paid to family business itself, as a bright example of unusual and unique human relations inside each enterprise. At the same time, the present research is an attempt to satisfy the urgent need for studying the HRM processes in the small and medium firms; as such research has always been made for large corporations. The importance of HRM in each firm, either large, or small, is not argued. It is one of the principal ways for the development and progress of any organization. 2. Evaluate the literature review and the way that the researchers have used it to set research questions and design of the project. The research is based on a big number of literary works, relating to human resource practices and family business as the economic phenomenon. There is no argument about the fact, that it is easier to manage in the smaller environment, and the research relates to the works of Storey and Guest (1987), which suggest, that the key concepts of any human resource management are high flexibility, high quality, high integration and high commitment, but Guest's book was written for the big companies, and thus it is rather ambiguous, whether his ideas are applicable to the smaller business; this issue needs further research. On the contrary, the Storey's ideas as for the important role of communication and logic are very relevant for small family business, as the communication in any human relations plays one of the first, if not the first, role. The literature, chosen for the research, is seldom devoted to HRM in small firms, as this discussion has always lacked attention and interest, though it is understood, that the prosperity of small firms, and successful HRM, as a considerable part of this prosperity, is the main stimulation for the overall economic growth. (Dundon, 2001) The authors, who have devoted their time and books to the HRM, never really concentrated on the smaller and medium business, simply outlining the necessity for such research, without going deeper into the subject. (Legge, 1995; Bach and Sisson, 2000; bacon, 1996; Creagh et al.,