Autocratic-Democratic Continuum Model

Autocratic- democratic Continuum Model resultinghipThis re mickle begins with various definitions of lead. It then introduces different trends of drawing cards from a variety of authors.The return of attractions is an important cut back that has intrigued umteen theoreticians and practiti iodiners everyplace the years, leading to untold research and study. There is no nonp aril accepted definition of lead, although there argon m either opinions completelyow in to forward. Sergiovanni, (2001) suggests a moral substance to leading, lead is, later on scarce, a grapple a quest to do the right thing. Yukl describes the bigger picture regarding the leading of one soulfulness over m either Most definitions of drawing cardship bound the assumption that it guides a social bend butt on whereby intentional dress out is exerted by one mortal or host over new(prenominal) people or convocations to social governing body the activities and relationships in a meeting or transcription. (1994, p3)The group plays an important subr come inine in leading hypothesis, which i will discuss in more than detail later in the chapter. Bass gives attractership a optimistic con nonation and defines it as an instrument of goal light uponment where lead is viewed as constructive behaviours pursuing group goals. (1990, p15-16) This is develop further with an coercive berth by (Gardner, 1990 Riches, 1994, 1997) suggesting that leadinghip is the do in which a person exerts influence over souls and groups through goal setting or activities. Smircich and Morgan develop the group thinking by proudlighting the quick involvement of followers in all(prenominal)owing attractors to final payment on an influencing role. They state leadership is an obligation or perceived right on the part of certain respective(prenominal)s to define the supportdor of others. (1982, p258)In modern society cheeks devour become more accountable, organisa tional leadership has came to the forefront and is one of the most researched and analysed topics in the ara of organisational development (Chapman, 1993). look shew that good leadership plays a vital role in creating the culture that enhances learning in rails (Brundrett Terrell, 2004). Successful leadership is invariably conjugate to civilize strongness. In the many lists produced by researchers, firm leadership (Reynolds 1991), pro leadership (Sammons et al. 1995) and outstanding leadership (Levine Lezotte 1990) are identified as study factors contri preciselying to school effectiveness. lead has also been shown to vex an impact upon school al bourneent goes (Leithwood Steinbach, 1993 Stoll Fink, 1996) and an effect upon school outcomes (Hallinger Heck, 1998 Southworth, 2001).For schools, the qualities of leadership and point are a crucial element in striving for effectiveness (Sammones, Thomas, Mortimore, Owen, Pennell and Hilman, 1994). Teddlie and Reynold s indicate that leadership is normally give upd by the headteacher or principal, they found that leadership is now centrally synonymous with school effectiveness for many, including many operating indoors school improvement paradigm (Teddlie Reynolyds, 2000141). As much(prenominal)(prenominal)(prenominal), the ability to set clear organisational goals has been found to be a relevant variable linking leadership and school effectiveness. leadership Theories Development through historyThey are many theories on leadership which realize been developed over the years and surely many more to follow. Here is a brief summary of the theory behind the subject. The individual leader, they are people who go al ways been scrutinised throughout history, this scrutiny has brought astir(predicate) The great man theory, the view that leaders are born and not made, this implies that the process of selection of leaders is crucial, and that training and development in leadership has no outcome.I n the late 1940s and early 1950s, however, a serial of qualitative reviews of these studies (e.g., Bird, 19408 Stogdill, 19489 Mann, 195910) prompted researchers to take a drastically different view of the tearaway(a) forces behind leadership. In reviewing the extant literature, Stogdill and Mann found that while close to traits were habitual across a number of studies, the overall evidence suggested that persons who are leaders in one circumstance whitethorn not necessarily be leaders in other bureaus. Subsequently, leadership was no longer characterized as an enduring individual trait, as itemal accesses ( sop up alternative leadership theories below) posited that individuals arouse be effective in certain postures, but not others. This salute predominate much of the leadership theory and research for the next few decades. trace Theory, this claims that certain personality traits determine success in leadership. Stogdill (1969) found that some personality traits wer e common to successful leaders, there has been difficulty in identifying them bodyatically and agreeing definitions of personality traits.Situation theory is based on the view that leadership give the sacknot be examined away from the group over which leadership is beingness exercised. The view is that leadership is a group phenomenon which will vary correspond to situations and over measure. Also, leadership is not a one way process of influence. Leaders are influenced by followers as comfortably as wrong-doing versa. The studies that were carried out tended to be in small ad hoc groups in delay take settings (eg Lippett and White). leadership elbow rooms, there are two ways of analysing hyphens of leadership one is on the range from despotic to popular, which i jave chosen as my focus for my process research forge, and is associated with the work of Tannenbaum and Schmidt (1973). The other is based on the relative bureau in a leader of meet for people and relation ships or concern for achievement or results this theory is associated with Blake and Mouton (1964). They also explained that The point to be speech patterned here is that four-in-handial calls are not fixed. They are not unchanging. They are determined by a range of factors. some are subject to modification through formal instruction or ego training. (Blake and Mouton, 1964 p.13)Behaviour theory is based on ten work of Halpin who suggests that leaders do two main thingsInitiate structures establish goals, set up channels of communicating, establish procedures and review processes.Consider others create a temper of trust, respect and warmthHalpin suggests that effective leadership is associated with high murder on both points.Contingency theories are complex, they recognise the interaction of leaders and their environments. They are two modelsThe model developed by Hersey and Blanchard (1977) identifies both directive and positive behaviour in a leader, which foot be modifi ed according to the train of development, experience and commitment of the subordinate.The model developed by Fiedler (1967) combines an analysis of the leaders style (people or production?) with an analysis of three variables of the situation which can be seen as favourable or discriminatory to the leader, e.g. the level of formal authority. Fiedlers research indicates that a parturiency orientated leader is best suited to a situation that is crabbedly favourable or unfavourable and that a people orientated leader is more effective where the situation is not particularly favourable or unfavourable.Action Leadership was developed from Contingency Theory by Adair (1984) who suggested that there were three main dimensions to leadership. These were a concern for task, a concern for the team or group and a concern for individuals. Effective leaders will pay attention to all three dimensions. Adair then identifies a set of key actions which all leaders must transact in respect of each of these three dimensions.Leadership and ManagementLeadership tends to be equated with vision and values and commission with processes and structuresLeadership and oversight are not synonymous terms. One can be a leader without being a contestr. One can, for example, fulfil many of the symbolic, inspirational educational and normative functions of a leader and thus flirt what an organization stands for without carrying any of the formal burdens of circumspection. Conversely, one can manage without leading. An individual can monitor and figure organizational activities, make decisions, and allocate resources without fulfilling the symbolic, normative, inspirational, or educational functions of leadership. (Schon, 1984, p. 36)Here the differentiation is not intended to distinguish amid roles. Schon goes on to say that since we broadly expect managers to lead, it may be permissible to treat focal point and leadership as one, although he does identify the concepts of anx iety as science and the art of managing. This latter concept may have more in common with leadership.In the classic research of Lewin et al. (1939) at the University of Iowa, three leadership behaviours, or styles, were examined the overbearing, the participatory, and the individuation(prenominal). It was found that the absolute style tends to change authority and dictate work rules, while the elected style tends to involve employees in decision make, delegate authority, encourage participation, and use feedback to coach employees. Of the three, the laissez-faire style was found to be ineffective in every performance criterion.This original research of Lewins greatly influenced other studies conducted after World struggle II. The most significant of these studies were performed by the Ohio State Group (Shartle, 1949, 1950 Fleishman, 1953 Halpin and Winer, 1957 Hemphill and Coons, 1957), as head as tookplace at the University of Michigan (Katz, Maccoby and Morse, 1950 Katz , Maccoby, Gurin and Floor, 1951 Katz and Kahn, 1952). All these studies found that leadership displaying concern for people produced better results than that displaying concern for production.The Ohio State Group suppose dimensions of consideration and initiating structure. The first of these signifies the extent that the working relationships a leader has with subordinates is characterised by mutual trust and respect for group members ideas and retrieveings. The latter signifies the extent that a leader is likely to define and structure her/his role and the roles of group members for the involvement of seeking goal attainment. The Michigan studies spoke of employee orientation and production orientation. The source emphasises the extant that a leader values interpersonal relationships and accepts individual differences among subordinates this is associated with high group productivity. The second emphasises the extent to which a leader values the technical or task aspects of the job and is concerned with accomplishing the groups tasks this is associated with low group productivity and low job satisfaction.Autocratic leadershipThe Autocratic Leadership appearance was first described by Lewin, Lippitt, and White in 1938, along with the democratic leadership and the laissez-faire leadership styles. The autocratic leadership style is sometimes referred to as the directive leadership style.Autocratic leadership can be said to be synonymous to dictatorship where only one person has the authority over the followers or workers. Their decision has to be taken as the golden rule and should never be questioned. They plan out everything and order their subordinates to work according to their rules. For instance, if a company has an autocratic leader as the Managing Director, the employees in the company would have to work as per the rules set down by him. They would not be expected to make any contribution from their side, which may actually help in enhancing th e productivity of the company. In short, the autocratic leader has full control of those around him and call backs to have the terminate authority to treat them as he wants.The premise of the autocratic instruction style is the belief that in most cases the worker cannot make a contribution to their own work, and that even if they could, they would not. According to Douglas McGregor this belief system leads to the learning ability of Theory X (Dessler 37). McGregor believes Theory X workers have no pursual in work in general, including the quality of their work. Professor Henry Daryanto interprets McGregors theory as mangers dealing with this theory by using carrots and ticks. The carrot is usually a monetary incentive, much(prenominal) as piece-rate pay schemes while the stick is docking pay for poor quality or missed production targets (Daryanto). It appears only money and threats can motivate the lazy, disinterested worker.The natural management style for a manager with t his Theory X belief system would be to favour is the autocratic management style. Autocratic managers attempt to control work to the maximum extent possible. A major threat to control is complexity. Complex jobs are more difficult to learn and workers who master much(prenominal) jobs are scarce and possess a certain amount of control over how the job is done. An autocratic managers attempt to simplify work to overhear maximum control. Autocratic managers elect a strict top-down chain-of-command approach to management be practiced.Management style is a term that refers to the genius of the relationship surrounded by managers and non-managerial employees. It includes not only the personal relationship between people but also the style of intercourse and the attitudes that managers have of employees and the attitudes they receive in employees. The term leadership is sometimes utilise. This refers to the ways in which managers achieve the attitudes and actions of their employees . Usually the actions desired are those which lead to the achievement of organizational objectives. A form of leadership therefore implies a style of management.One particular style of management is autocratic, which our learning team sometimes refers to it as antiquated. The autocratic style of management is based on the use of coercion as a think ofs of control in an attempt to force employees to birth in a particular way. The response of employees to such coercion is seen to be extremely authoritative, that is they will do as they are told because the alternative may be unemployment. Another reaction by an employee to this autocratic style is they expertness only do the absolute minimum required of them to retain their jobs. all the way productivity in such an organization will not be very high. Military and law enforce1ment organizations historically operate within an autocratic style of management, but this is seen as undeniable in the situation in which they operate. Beca use of this acceptance resentment should not arise since there is an accepted of style of management in these organizational forms.Our learning team believes not only should a style of management be chosen according to the slip of organization, it should be chosen to suit the particular situation in a given organization. For example the lowlys of dealing with a disciplinary case will differ from that utilise in a problem-solving situation. The style of management of routine day to day activities will differ from the management of project and design activities. Managers must therefore choose a management style to suit the situation. Our team also criticizes the autocratic style and suggests that such a style will lead to conflict, low need and low productivity. We all advocate a more democratic style of management. This does not mean management by committee or reservation decisions by democratic voting, it means involving people in organizations in some aspects of the running o f the organization.The communication style of an autocratic leader is usually described as one way. They tell you only what they want done. The feedback you would get from this type of leader would generally be unplanned. They would simply tell you when youve made a mistake. The decision making process is usually unilateral and they accomplish goals by directing people. instanter that might not sound like the type of leader youd follow, but there are actually situations when this style is effective.In the study, some conditions may simply call for urgent action, and in these cases an autocratic style of leadership may be best style to adopt. Surprisingly, most workers have already worked for an autocratic leader and therefore have little trouble adapting to that style. In fact, in times of striving or emergency some subordinates may actually prefer an autocratic style they prefer to be told exactly what to do. So to summarize the autocratic leadership style is very effective w hen times are stressful, but very stressful during those times when the pull is off the followers or coworkers.Though autocratic leadership style is tyrannical, it has proved to be very efficient during certain situations and conditions. Autocratic leadership works positively during emergency and stressful situations. When such situations arise in a company or organization, most people are wiped out(p) and are not able to reach a common solution. During such times, having an autocratic leader would be great as he would take the reins in his hand and would direct the workers or employees to move forward. For instance, there is a terrorist attack at some place and the soldiers have to rescue guiltless people from there. If many people try to give solutions, it may take time and the mission may end in failure. In such situations, having one autocratic person to command the rest of the group on how to go about with the mission can lead to success.Another situation where the autocrati c leadership style proves appropriate is while doing group projects. Many group projects tend to fail because group members depend on each other to make decisions. Such situations demand the need of an authoritative leader who can make decisions for the group. The leader should determine the ways in which the project would be done, dissociate the job among the members, and also set a deadline for accomplishment of the project.Autocratic leadership may have its benefits, however, in most cases it is seen as something that is undesirable. Autocratic leadership style promotes a one sided conversation and cod to this the creative and leadership skills of the employees become restrictive. As the leader would have all the authority, there is a chance that he would exploit his employees. There have been cases where an authoritative employer has fired employees because they showed the courage of disagreeing with him. It is also said that having an autocratic leader hinders workplace comm unication and socialization. It is very important to have a fond work environment, where everyone is friendly. It can also give rise to disagreements and conflicts, if a group or company is led by an autocratic leader.In the army and other urgent circumstances, people may prefer the ability to be told what do next. According to Money Zine, In fact, in times of stress or emergency, some subordinates may actually prefer an autocratic stylethey prefer to be told exactly what to do. The autocratic leadership style is very effective when times are stressful.Lengthy debate has no place in many work environments, and this form of leadership limits arguments. It allows employees to have one task, and that is to work, which could mean that the employees master their tasks and become proficient enough to help grow the company.This method of leadership may lead to more pressure from the boss on the rest of the employees, who then push back against the management method. Theft and other issu es may arise because of a lack of workplace satisfaction. According to yearn Entrepreneur, This is one of the least desirable when it comes to building trusting relationships and making friends. In this system, one person has control over all of the workers or followers. qualification friends is an important part of life, and if this is destroyed, it can create an unhappy environment. This translates to the quality of work, and not being seen as human race can cause more electric resistance to new aspects of the job. A little autonomy and social appeal can make a difference in retaining good workers.1.3 Participatory LeadershipThe premise of the participatory management style is the belief that the worker can make a contribution to the design of their own work. The belief system that lead managers to this conclusion was originally put forth as a management theory by McGregor, who called it Theory Y. Theory Y advocates believe that workers are internally motivated. They take satis faction in their work, and would like to perform at their best. Symptoms of indifference are a result of the modern workplace, which restricts what a worker can do and separates him from the final results of his efforts. It is managements job to change the workplace so that the worker can, once again, recapture his pride of workmanship. Elements of Theory Y are evident in Demings discussion of the role of a manager of people, presented earlier.Managers who practice the participatory style of management tend to engage in certain types of behaviour. To engage the workers they establish and communicate the purpose and direction of the organization. This is used to help develop a shared vision of what the organization should be, which is used to develop a set of shared plans for achieving the vision. The managers role is that of a leader. By her actions and words she shows the way to her employees. She is also a coach, evaluating the results of her peoples efforts and helping them use t he results to improve their processes. She works with the leaders above her in the organization to improve the organizations systems and the organization as a whole.1.4 Democratic LeadershipThe Democratic Leadership mien was first described by Lewin, Lippitt, and White in 1938 along with the autocratic leadership and the laissez-faire leadership styles. They distinguished democratic leadership from autocratic and laissez-faire styles, arguing that democratic leaders relied upon group decision making, active member involvement honest praise and criticism, and a degree of comradeship. By contrast, leaders using the other styles were either domineering or uninvolved. Kariel (1956) argues that Lewins ideal of democracy is manipulative and elitist and not democratic.The dynamics of democratic leadership, however, are not well understood. In fact, there is no clear and well-developed definition of the term within academia. In a classic review, Gibb (1969, p258) lamented the fact that th e basic psychological meaning of democratic leadership had nowhere been spelled out. Twenty years later, Miriam Lewin (1987) agreed. iterate Kurt Lewins earlier call for a better understanding of the detailed personality of democratic leadership and followership through social science research (p. 138). The democratic style was also include by Daniel Goleman in 2002 as one of his six leadership styles.In Bass (1990, 19-20) handbook on leadership a definition is providedLeadership is an interaction between two or more members of a group that often involves a structuring or restructuring of the situation and the perceptions and expectations of the membersLeadership occurs when one group member modifies the motivation or competencies of others in the group. each member of teh group can exhibit some amount of leadershipBass further argues that Leadership is behaviour, not position and this can be said of the democratic method of leadership.The democratic leader gives followers a vote in nearly every decision the team makes. The process involved with being a democratic leader is very time consuming because decisions are nearly always made together.The democratic leadership style is able to quickly build flexibility and responsibility and can help identify new ways to do things. This leadership style is best used when the followers are knowledgeable about the organizations process and change is needed. For example, this style is used when the leader needs to introduce irreverent ideas into the organization to help with an old process.Lewin, Lippitt and White were one of the first to categorise leadership styles in terms of behavioral characteristics. Prior to their work, leadership traits were the focus of leadership studies.Under democratic leadership, the people have a more participatory role in the decision making process. One person retains final say over all decisions but allows others to share perspicacity and ideas. Most of all, democratic leaders must seek to make members into leaders (Theilen Poole, 1986).This is often a passing effective form of leadership. People are more likely to excel in their positions and develop more skills when they feel empowered, and people are empowered when they are involved in the decision-making process.Although it may take some time to achieve full participation from a group, the end result will be rewarding if you can manage to establish a power-sharing environment in your group project. You will celebrate that democratic practices often lead to a more productive and high quality work group.Examples of democratic leadershipAsking all group members for ideas and input.Voting on the best course of action in a project.Asking group members to work with their strengths and provide input on how to divide the work. liEnabling members to work at their own pace and set their own deadlines.Pitfalls of Democratic LeadershipIt doesnt take too much imagination to think of ways that democratic leadership could backfire during a group project. As you believably know, some members of a group will work well on their own and complete all work in a well-timed fashion. But there are other workers who will procrastinate-and that can lead to disaster.If you are a natural democratic leader, it might be necessary to learn some traits of the autocratic or bureaucratic leaders and implore into them as necessary. Always have a backup plan on handUndemocratic leadership styles can result in a variety of undesirable outcomes dependent and apathetic followers (Barber. 1984 Heifetz Sinder. 1987 Manz Sims. 1989 White Lippitt, 1960). In addition, undemocratic leadership can undermine the pursuit of ethical ideals, such as self-determination, personal development and democratic decision making (Barber, 1984 Sashkin, 1984).1.5 laissez-faire(prenominal) leadershipLaissez faire style simply means a delegate approach to leadership. Many researchers have found out that those children who grow under l aissez-faire leadership establishments, happen to be the less productive in any group.This was also built by these children making more demands upon their leader, as researchers have come to ascertain, amidst showing little in terms of cooperation as well as the inability to work more independently.Most laissez faire styles offer no or very little guidance to the members of the same group, amidst leaving the making of decisions to other group members. As much a it could be overtly effective in those situations where most employees or members happen to be highly qualified and skilful in their area experience and know-how, it has often led to poor roles definition plus a sheer lack in motivation.In this leadership style, the head or leader onlysets that overall precession or instruction, where then he gets out of the way so that things can be odd to run on their own.With the usage of this leadership style, the leader just accepts wholesome responsibility for many of the decisions t hat come into fruition, though the decision-making has been left to his team.Also, the team members are also left to evaluate, analyse and transform issue and all problems just as they come.Laissez faire is very appropriate for mature and exquisite senior teams, which have a track record of proof and have confidence in handling lots of issues. The most pitfall and mar of this type of leadership is strictly failure.In case of anything going wrong, the leader has no clout to blame his team, but a chance to see his shortcomings.But in each management style, or leadership style, the motivation towards good leadership and overall output of members or employees are held up within the management theories, that offer a dimension for all leaders to use for the realisation of their utmost goals. Leadership without goals is failure in management. roughly of these theories include the Hawthorne model or experiments, which lay emphasis on human relations. In this model, the work-place lightnin g did improve the productivity during the experiment and after, that is, within the groups.It has thus reinforced the fact that individuals are not those rational and covert economic beings as assumed by the classical theorists, as well as the emphasis of social interaction and the improvement of peoples work once they have been valued. otherwise theories of management include the rule set or bureaucracy, stipulated by muck Weber and gave the world the red tape, since it lays emphasis on rules and overall regulations. Also, the scientific theory of management by Frederick Taylor brought out the notion that each task must be scientifically and also rationally optimised for overall productivity, which was better by the Ford Company and the monetary incentives involved brought perfect results.Lastly, the process approach theory by Henry Fayol has been clear in leadership styles and in all management levels, even in laissez faire, as it lays much emphasis on planning, organising, coor dinating, commanding, controlling and even the staff and line principles. The theories are not leadership styles but they harness the existing leadership and management styles.Disadvantages of leadership stylesAs much as the leadership style cognize as paternalistic management contains some autocratic dynamism, it comes as being a bit warm and a bit fuzzy within the precincts of its approach.In its paternal aspect, it harkens in the line of a father being firm though has good intentions in the life of ones children and in the strain limelight, the employees.Just like most paternal beings are, except for those dads who keep motto I told you, the typical paternalistic manager most of the times explains the peculiar(prenominal) reason as to why he has taken certain actions in management and for his employees. He is very far from being autocratic and looks after the harmony within his or her team.A manager of this calibre tends to provide that environment that is perfectly well roun ded for all within his management wing, even including a prior consideration of their personal and social aspects in their lives.In this respect, there seems to occur some kind of upward communication all the way from the tip to the high ranks, in terms of provide of feedback which could be well used for the transformation of some aspects within the organisation for the achievement of employee satisfaction and avid motivation.Those in support of paternalistic management style have related to it as providing a huge purport towards the motivation of employees more than an autocratic style, since the employees tends to fill the leadership as considering their upbeat and thus do care for them more as people and not just like robots.Since the objective that comes with keeping the motivation of the employees is highly included in this leadership style, there tends to be an overt probability that is dictated towards an increased loyalty of employee and also a minimal turnover.The overa ll damage with this leadership style depicts the overall disadvantage of leadership styles, sharing such similarities with those elements of autocratic techniques of management styles, such that they have led to the dependency upon the leader thro

Employee Empowerment on Customer Satisfaction

Employee Em bureaument on guest SatisfactionEmployee authority and node satisfaction is one of those terms that everyone thinks they understand, exactly few really do. Ask a dozen different good deal and youll get a dozen different answers to the question, What is employee authority? In fact, enquiry a dozen organizational theorists and youll get as many answers to the kindred question. Some writers indicate that dominance consists of sharing power and authority. Others say that empowerment occurs when the organizations processes are set-up to allow for it. If you keep in mind the secondary lexicon definition of to prepare faculties or abilities to enable (Grove, 1971, p.744), with all that this word implies, consequently you will be on the right track for the purposes.Employee empowerment is a key feature of the modern focusing style. Empowered employees are rate to perform more effectively as compared to those working in handed-down or authoritarian organization al cultures. Empowered employees are more cause as compared to those who just follow the causen lines. Employee empowerment creates sense of belongingness and willpower towards the parent organization. Empowered employee feel more confident and try to give their best to their employers, as a result, renovation tone of voice improves. Improved production or serving quality habitually results into risqueer level of customer satisfaction. Higher level of customer satisfaction results into a bigger sales volume resulting into an improved profitability. Every business aims at earning profits tho profits and customer value go hand in hand. In order to give maximum value to a customer, the helping supplier is required to develop a sound understanding of the customer expectations.In the first part of this thesis, the authors will present the background to the problem, which will accordingly be specified in the second part. Further, the delimitations of this study will be state d. After reading this first part, the reader will keep gained a better understanding of the look subject which leads to purpose and related research questions guiding this study.BACKGROUNDGlobal markets have built a belligerent environment in business. If the organizations want to remain in the market, they must be inventive in lowering costs and value to customers. So it is inborn for an organization to utilize the plentiful potential of its people. But the employees adopt power and ascendance to make decisions to fulfill the customers needs. fit in to (Cook, 1992) studies shown that people work with full energy when they feel happy, even they are ready to sacrifice for organizations and give their blood to the company. But when they feel valued and important. They show their involvement in the business.(R Maxwell, 2005) Employees in a service organization and particularly, those who have frequent contacts with the customer usually serve as representatives of both the Organi zation and their products or go to the customer at contact point. The quality of the service and the satisfaction the customer may derive will be an assessment of the entire service experience. Employees who are empowered in an organization can either submit a positive or negative picture to the customers.PURPOSE avowalThe purpose of this survey based quantitative research is to determine and fall upon the perception of employees about the employee empowerment in banking welkin of Pakistan. At what bound these organizations are practicing employee empowerment, and how much this empowerment has impact on service quality and customer satisfaction.In matters concerning financial commitments, investments and spending customers, not only need reassurance that their finances are safe, but also that they are valued for committing their post with a particular financial institution. Customers of a bank rely on the services delivered to them by the bank whether they are saving depositi ng, taking loans, cashing cheques or buying funds, they count on the employees responsible for handling issues relating to them, to deliver high service quality in other to augment their satisfaction.SIGNIFICANCE OF THE body of workThis research will provide a deep view to the implications of employee empowerment to employees, government, employers, students and the general public who have an interest in the study.The readers will be able to understand unused relations between different variables and conceptual understanding of these variables. They will read young concepts in the context of banking sector e.g. organizational image, effectiveness and efficiency and building trust.This research is targeted at the vigilance of organizations inside the banking industry, and industries producing highly intangible-dominant services, as suggestion regarding employee empowerment, which when practiced can arouse customer satisfaction and create a good customer- perceived service qual ity.OBJECTIVESMain objectives of the study is to determine the impact of employee empowerment on customer satisfaction in banking sector of Pakistan.General objectivesTo determine the impact of employee empowerment on effectiveness and efficiency.To determine the impact of employee empowerment on service quality.To determine the impact of employee empowerment on organizational image.1.5 RESEARCH headwayWhat is the impact of employee empowerment on customer satisfaction in banking sector of Pakistan?CHAPTER TWOLITRATURE REVIEW2.0 intimacyabilityInside of todays unstable public and personal sectors, external pressures from political, environmental, social and technological sources require management to taste out, evaluate and embrace, new planning, organizational and operating techniques to remain on track in pursuit of their associations mission and long-term goals. Among the myriad of proposed theories, models and plans submitted in the past go to the managerial community for possible acceptance and implementation is the concept of employee empowerment. at heart the spectrum of discussion on employee empowerment, rhetoric inevitably mentions the relevant success or failure of empowerment as a viable tool to top(prenominal) management.According to (Kirkman, 1989) empowerment of employees is continuously growing today in Europe. Multinationals have a great concern on empowerment of employees. Empowerment increase employee motivation and positive orientation towards his work role and finally results in higher productivity.(Watson,2003)over the past few eld, traditional management has gone and new democratic approaches has happen upons its place. Employee empowerment, which came up in 1990s, is known as one of the new management concepts. (Hanold, 1997) However, when the relevant literature is analyzed, this concept is understood to have a longer history than previously thought with its roots Human Rights thrust of 1950 and 1960s, empowerment has rather closely related to the unlike concepts and techniques designed to democratise the work-place.2.1 EFFECTIVENESS EFFICIENCY(Conger, Kanangu, 1988) management researchers and practitioners have keen interest in concept of empowerment and related management practices. This interest is due to some(prenominal) reasons. First studies on leadership and managerial skills suggest that the practice of empowering subject is a principal component of managerial and organizational effectiveness. Second analyses of power and control within organization reveals that the total productive form of organizational power and effectiveness grow with superior sharing of power and control with subordinates. (Mayers, 1987) employees are effective performers when they are empowered. Because it is the fact that the employees who have authority to take decisions perform better. And utilize the resources of the organization efficiently.2.2 SERVICE QUALITYIn banking organizations, the general offering in a p articular industry is averagely similar, even though they may engage in different approaches to achieving a differentiation from the others, to be able to gain more market share and customers in the industry. According to (Gooronos, 2001), that almost any retailing bank can provide an soul with retailing services, but not every bank manages to treat customers in a way that they are pleased with. Service providers therefore seek to differentiate themselves from their rivals by offering customers higher quality of services than their competitors, which makes the priming coat of their competition to be defined by their services. (K.Sen, 2008)The nature of services as being intangible, heterogeneous, perishable, produced, and consumed at same time makes it peculiar to deliver, and challenging to organizations to procure a differentiation from the others.2.3 CUSTOMER SATISFACTION(Spetz, Butler 2008)In the past years the competition in the banking sector is increasing. There is more ch oice for the customers and thereby the banks have to work harder to attract customers. (Peter, Waterman, 1982) focused that good organizations align their strategies and goals to the compulsion s of their customers .One way is to care employees and empower them. (George 1992)There exists an interaction between the coveted results and customer satisfaction, customer loyalty and customer retention.CHAPTER THREERESEARCH METHADOLOGY3.0 INTRODUCTIONResearch modeology is defined as the psychoanalysis of the principles of orders, rules, and postulates employed by a discipline or the development of methods, to be applied within a discipline or a particular procedure or set of procedures. It should be noted that methodology is frequently used when method would be more accurate. methodology includes the following concepts as they relate to a particular discipline or field of inquiryA parade of theories, concepts or ideas.Comparative study of different approaches.Critique of the individ ual methods.Methodology refers to more than a simple set of methods rather it refers to the rationale and the philosophic assumptions that underlie a particular study. This is why scholarly literature often includes a section on the methodology of the researchers. Another key, although arguably imprecise, practice for methodology does not refer to research or to the specific analysis techniques. This often refers to anything and everything that can be encapsulated for a discipline or a series of processes, activities and tasks.Research is the search for knowledge through objectives and systematic method of finding solutions to a problem. It is an original contribution to the existing stock of knowledge making for its advancement. It is also pursuit of truth with the help of study watching comparison and experiment and it is the science of studying how a research is done. This chapter outlines the various stages of the research methodology. Namely sampling procedures, info collec tion methods, questionnaire design and cryptography of questionnaire etc.3.1 RESEARCH STRATEGYFor the purpose of this research, questionnaire-filling strategy is chosen. Primary data will be collected through the survey questionnaire. The required instruction was collected from the selected areas of Lahore in Pakistan, in order to have a pure(a) knowledge and insight about the activities of the banking.The study will involve a sampling of 130 individual customers of banking from a Lahore in Pakistan.CHAPTER FOUR4.0 term SCALEThe following Gantt chart represents the estimated time the researcher plans on cover song the research.A time resource, available is approximately 3 months (Beginning from proposal approval) and its management has been planned as shown in the Gantt chart above, from the Gantt chart.4.2 COSTThe cost of solid research is fully sponsored be researcher. This includes all costs incurred, inclusive of printing, transport, and chat costs.4.3 OTHER RESOURCESOthe r resources that the researcher is planning to use are SPSS var. 16.0 for this analysis and other statistic analytical tools.

Fashion Children Family

Fashion Children FamilyFashion victims? Children and function when run intoing at families and family life today, sociologists a great deal ignore most key family memberschildren. An important newborn call for has begun to sapidity at the way children shape their identities through their role as consumers a case, perhaps, of we be what we buy?.Sharon Boden,Chris outgoher Pole,Jane PilcherandTim Edwards. Sociology Review15.1(Sept 2005)p28(4).Full Text COPYRIGHT 2005 Philip Allan Updates Sociologists confuse long been interested in spending, that is, how we shop, where our purchasing needs come from, how we parcel out the products we buy and how consuming shapes out lives. Running alongside the dissect of the doings of consumers is a concern to understand what f playors shape the trailetplace and what the cultural intermediaries (television, bulls eye media, advertising campaigns) atomic number 18 that promote its value to us.The elevator of the tweenager Consumption studies chip in largely focused on adults and earn neglected children as independent, combat-ready consumers worthy of study. Children, however, pee-pee increasing purchasing power and attitude as new consumers in what has come to be kn take as the rise of the tweenager. Taking childrens clothes as a case in point, big surveys, such(prenominal) as those undertaken by Mintel Market Intelligence (2003), confirm that this market is growing strongly (by 5% in 2002 comp ared with 2001). Retail competition is intense, with twain de polarityer labels (e.g. John Rocha, DKNY and Burberry) and everyday low-price retailers (e.g. Matalan, Asda and Tesco) proving to be huge growth sectors.a nonher(prenominal) useful source, www.just tendency.com, reports that in 2003 the UK childrens attire market was worth 6.02bn pounds sterling, accounting for 18.9% of the UKs get array expenditure, with expression wear rather than traditional childrens wear existence the growing sector. This tran slates on the extravagantly street into a shift remote from traditional chains such as Adams and Marks Spencer to shops fissureing trendier, more than covetable items (often celebrity copy-cat clothes) such as New Look and George at Asda. life-style pits, such as Quicksilver and Billabong, which produce suif- and skateboard-related garments, are making their mark as fashionable alternatives to bland, casual clothing lines. These figures show that, far from organism absent from fashion consumption, children are very much present and alert in driving forward the childrens wear industry.This leads to a situation in which the status of childrenand, indeed, the nature of childishness itselfis unable to be loted apart from the extremely commercialised and media-saturated fellowship that typifies the industrialised world. Sociological questions therefore need to be raised to understand the nature of consumption for children and how their corresponding new status in the marke tplace may alter how they behave and how they are enured as societal actors.Key concept A number of sociological issues are raised and fuel be analysed through the lens of childrens fashion consumption. These include * social inclusion and exclusion within peer traffic * changing power dynamics of the family and household * identity wrench and procedure in childhood * the commercialisation of the lifecourse and lifestyles Researching childrens consumption Having highlighted the growing substance of childrens consumption not simply in economic terms but more broadly in relation to key sociological concepts, we now offer a brief overview of our question project, which aims to provide insight into the link amidst children and consumption.Funded through the ESRC/AHRB purifications of Consumption explore programme, the study examines the practices and loves of children in relation to buy clothes. In doing so, we are advancing understanding of the slipway in which the plaz a is pe wampumrated by consumption, especially in relation to the ways in which children and parents act and connect as consumers. We are also adding to the existing knowledge of the governmental and cultural importance of children as consuming agents.The key questions guiding this seek are * What are the roles of children in choosing and buying their own clothes? How are these roles expressed and how have they changed over sentence? * In what ways do children engage with the concept of fashion and to what extent does it drive their wants and purchases? * How does fashion consumption alter the parent-child relationship and structure patterns of household consumption? Research methods Our info collection methods were selected to make the child the focus of the study (see also incase 1). We employed a couch of participatory, qualitative methods designed to capture how children experience consumption in the context of their families. shock 1 Ethics and enquiry with childrenWhen interrogationing with children, certain ethical issues must be takeninto account.* Avoid eyesight the child as an object rather than a subject orsocial person acting in the world in their own right,* Protect the childs interests during the research.* Be attentive to the different experiences and competenciesof the child and the adult researcher.* construct a safe and effective rapport between researchers andchildren/families, base on trust, with the assurance that data go out be treated sensitively.* Ensure that the aims and objectives of the research aretransparent and beyond question, not only at the time of seekingaccess to children but throughout the research process.Source altered from E Christensen and A. Prout (2002) Working with ethical symmetry in social research with children, Childhood, Vol. 9, No. 4The research focused on the consumer behaviour of 15 children, aged between 6 and 15, who were located in eight families col across England. They were visited five times b y a member of the research team. Specifically, activities undertaken with these children during such visits included * unstructured establishions covering a wide range of topics, including shopping for clothes, trying to negotiate purchases with parents, imitating the images of pop stars and sports stars, and feteing up with the modish fashion trends * write and draw project-based work in which children were given the prospect to express creatively their clothing likes and dislikes * a wardrobe audit, in which children actively presented their clothes to the researcher and explained to them both the processes leading up to the purchase and how/if the decorate was being worn * photographychildren were given disposable cameras to record any new clothing purchases and to depict any aspect of fashion that was important to them also these child-centred research methods, the researchers observed relevant family activities, such as shopping trips and look for through clothing catal ogues. We conducted interviews with mothers based on the diaries they had been completing during the study, and spoke to a number of people who work in the childrens wear industry and are responsible for producing and promoting the clothes.Clothes, sex activity and parents concerns The approach outlined above provided us with a large amount of relevant and richly detailed data which will contribute to sociological debate in the areas of consumption, childhood and fashion. Some issues arising from our study include the ways in which children and their parents use clothing in the construction and embodied expression of gendered identities. Here, using our varying sources of data, we have been looking at childrens displays of femininity or masculinity, how children relate to their age and the process of growing up, and how these things can be viewed in any a positive or a negative light.Perhaps the most substantive issue to arise in this respect is how parents label some girls clothe s as too provocative, Items such as bras, thongs, low-cut tops, miniskirts, skimpy things, cropped tops, really short clothes have all been identified by parents as inappropriate clothing for children. Parents consider them inappropriate because they promote children to be looked at and thought of in a sexualised way.In the focus groups we held with parents (which shapeed part of the process of family selection for the year-long study) character was made by them of paedophiles, weirdos and the amiss(p) sort of people giving the wrong sort of attention to children who dress in the sorts of items listed above. Items such as high heels, which are thought to accentuate the female figure, were frowned upon. A related bother identified by parents is that the styling of girls clothes has been changing over recent long time to mimic that of adultsmini-mums outfits was the phrase used by one mother.Children clothes and get wind construction The issue of clothes in relation to modesty and respectability was significant for the girls themselves. They expressed worries about exhausting clothes that exposed too much bare skin or that appeared too old for themformulating clothing- record associations the wearing of an inappropriate garment might reflect a side of their personality they wanted to disguise or were net yet at ministration with. More broadly, this demonstrates how material culture can be a chronicle resource in childrens expressions children speak about clothes in ways that (they feel) illuminate their identities. Childrens accounts of their preferences and their use of clothing have, in turn, shed light upon issues such as taste and style, and the importance of fashion to image, lifestyle and belonging to either gender.Unlike girls fashions, boys fashions seem consistent, unthreatening and net so overtly gendered as their female counterparts. Other gender-based issues to emerge from our study include * the differences in clothing design, including f abric, colour and styling, which culturally demarcate girls and boys in modern consumer cultures * the faster somatogenic development of girls and the related problems of sizing * the adoption of same-sex role models and fashion icons * the significance attached to label culture and branded sportswear Both boys and girls, it seems, have the capacity to discriminate in relation to clothing quality and style from an early age and, in the course of the study, they offered independent appraisals and critiques of the fashion marketplace and of particular labels. They drew attention to the potential social dangers of purchasing poor-quality, old-fashioned or inappropriate clothing. In the interview in Box 2, the Nike brand is used to influence the immaturer Josephs perceived popularity and to wrap a antifertility veil over his physical body that deflects attention to the commodity of the sign (in this case, the well-known Nike swoosh).Box 2 Constructing styleJoseph (aged 15) used Nike style to encourage others togaze upon, envy and copy his look, encouraging in his peersa eccentric of conspicuous consumption of himself. His commentsreveal a self-reflexive sense of pride and movement inconstructing a stylish appearance. investigator What do you mean by looking flashy?Joseph Youve got good style clothes and, you know, shinylike this looks smooth. Ive got an outfit upstairs whichis I call it flasher, Ill show you that if you want.Researcher Yeah?Joseph Yeah, like that. Peoplewhen youre walking about thestreettheyd look at you and go, Oh, look at thatResearcher You would like that? You like that sort of thing?Joseph Yeah. When I was wearing that coat yesterday, everyonewas doing that. So that was a good vibe.Early abridgment suggests a link between the perceived social significance of labels and clothing type and the processes of growing up. Some children come to reject former signifiers of their childhood in an attempt to age up into a more young style. Fo r boys, a greater symbolic value seems to attach to constructing a cool image through wearing sports and surf/skate clothes.For girls, this has taken the form of turning against Barbie and other labels perceived as childish (see Box 3).Box 3 Turning against BarbieThe following interview from the Leicester research is anexample of a 7-year-old female from a rural village turningagainst Barbie (a brand of clothing and accessories which isan offshoot from the Barbie doll) as proof of no longer beinga petite girl. Megan is pushing away and rejecting a formersignifier of her childhood in an attempt to age up into amore teenage style.Researcher Have you got Anything with Disney on or Barbie?Megan No, no no Definitely net BarbieResearcher You dont like Barbie?Megans mother No. She used to.Researcher wherefore dont you like Barbie?Megans brother William, aged 9 She used to have this topwith Barbie on.Megan Shes too little for me.Researcher But you used to like her. by chance shes okay fo rlittle girls?Megans mother Yeah, I think I would recite a year ago shestopped. Se everything that has Barbie on Megan doesnt like.Researcher Weve got a few sporty tops here, like these fleeces.Megans mother Yeah, that one has got capital of Massachusetts on. Thats hadsome wear.Megan Well, I think thats quite sporty and this one I like.Conclusion The relationship of children to fashion consumption throws up a fascinate range of sociological issues, from the changing power relations between children, their peers, their parents and the marketplace, to the use-value (to keep warm and dry) and sign-value (to look good) of clothes for childrens identity construction. The ever expanding opportunities and invitations of consumer culture are negotiated by children as part and parcel of everyday life.There are, to be sure, many paths open to social researchers wanting to develop an understanding of how contemporaneous consumer culture operates. In this bind, we have presented an overview of out own study, which prioritises childrens experiences of consuming clothes. The study has already given many interesting insights into the nature, processes and consequences of consumption for children and childhood.Signposts There is comparatively little material available to students on the sociology of childhood, so this will be a welcome addition. The authors look at a particular and relatively new aspect of childhoodchildren as consumers. The material provides useful information for discussions on the role of children in the family, the power of the mass media and marketing organisations, the development of gender roles and ideas of self, as well as highlighting issues about the considerable crack cocaine between the better-off and the poor and marginalised groups of society.There are political issues as well, not least concerns over the trend to make ever younger children, particularly girls, adopt semi-adult styles of dress and become conscious of body image. If, as t he postmodernists suggest, society is increasingly concerned with style and outward appearances, this article shows that even some of the youngest members of society are affected.Some of the research methods outlined in the article could be adopted as the basis for interesting coursework, although students taking this pass should be aware of the ethical issues of using young children as subjects and should discuss their ideas with their teachers before embarking on their research.Reference and further reading Boden, S., Pole, C., Pilcher, J. and Edwards, T. (2004) New consumers? The social and cultural significance of childrens fashion consumption, ESRC Cultures of Consumption Working Paper Series, www.consume.bbk.ac.uk Featherstone, M. (1991) Consumer Culture and Postmodernism, Sage.Gunter, B. and Furnham, A. (1998) Children as Consumers, Routledge.Martens, L., Southerton, D. and Scott, S. (2004) Bringing children (and parents) into the sociology of consumption, Journal of Consume r Culture, Vol. 4, No. 2, pp. 155-182.Russell, R. and Tyler, M. (2002) Thank heaven for little girls, Sociology, Vol. 36, pp. 619-637.The authors involved in this research project are all based in the Sociology Department at the University of Leicester.

Honour Killings: Causes and Strategies for Intervention

watch Killings Causes and Strategies for InterventionWhat is detect cleansing?Every year, hundreds of women ar killed in the name of esteem by their family elements because they redeem brought shame to the family and the community.Honour killing is defined murdering a component of the family in the name of prize, it is commonly the female who is murdered for bringing shame to the family. In r ar cases, men ar also murdered if they bring infract to their family or community.It is believed that prize killing is a private family affair and it should eat upure between the four w tout ensembles of the house, no accurate statistics are avail suitable on this social evil. It should be n atomic number 53d that detect killing is a gender-neutral thought only if overwhelming mass victims are women.The only fundamental dispute is that the male accussed of dis esteeming might be failn a chance to explicate his situation before the trible leaders and outhouse escape the d eath penalisation by braggy compensation to the family who has been dishonoured. Women are rarely condition oppurtunaties to explicate their side of the story and the only mathematical way to restore the honour is by killing the women who has brought shame to the family.Where does it take mystify?Pakistan consists of four commonwealths cognize as Sindh, Balochistan, Punjab and North west Frontier Province(NWFP). The menance known as honour killing frequently only four provinces of Pakistan. In Sindh, the practise of honour killing is known as Karo Kari, meaning subdued female and black male. In Balochistan it is known Siahkal. The majority of the honour killings take place in hoidenish areas, however, there return been some reported incidents of honour killings in urban cities of Pakistan much(prenominal)(prenominal) as Karachi and Lahore.How bum genius be dishonoured?Honour killings for a choosing a marriage collaborator correspond to the word 16 of Universal Dec laration of hu valet de chambre rights, two men and women of secure age, irrespective race, religion and nationality can enter into marriage with each partner of their choice. It is our fundamental to marry a partner of our choice, however in Pakistan, women are non encouraged to bind this right because women are seen as individualised property of a man, whence women should exercise their right.Women are seen as goodness owned and keepled by their fathers, husbands and brothers. Women are not suppose to express some(prenominal) desires and feelings contrary to the wishes of their fathers, husbands, and brothers.Traiditionally women are not allowed to choose their partners for marriage. The head of the family, usually the father, chooses the groom. the bride does not have any say in the process and any insubordination a offst the process is considered a taboo.Women who have been succesful in marrying partners of their choice are a good deal threatened by their father tha t charges of zina(un rectitudeful sexual relations) would be brought against them. Under the Islamic law of marriage, the wali(the closest male adult relative) has the responsibilty and authority with respect to marriage, the wali is usually the father and if it can be proved that the father did not give consent to the marriage consequently it bequeath be considered invalid, if marriage is invalid then any sexual relations which took place between the man and the women would amount to zina. Most of the time, family members take matters into their own lots sort of of breathing out to court. A women who married a man of her choice was murdered outback(a) Peshawar court by her brother in the name of honour.Women seeking fall apartThe article 16 of Universal declaration of compassionate beings rights states that men and womanhood should have bear on rights regarding dissolution of marriage. Under Islamic marriage law, a man is allowed to split up his wife anytime, the divor ce can be given verbally barely a women cannot divorce her husband, she can apply for Khula(Separation) in the court of law. Divorce is seen as a very serious difficulty in the Moslem world and muslim women are enouraged to avoid divorce at any cost, even if it means by putting up with a naughtily abusive husband.In 1999, S take ina Sarwar was shot dead in a lawyers office because she attempted to obtain divorce from her husband inexorablely abusive husband. The killing was instructed by her uncle but he was soon released Qisas and Diyat laws which states that the person(s) regard in killing entrust go free if he is par dod by the Wali of the victim.Her uncle went unpunised as he was pardoned by her husbad and father in the capacity of Wali. It should be noted that Saima Sarwar belonged to a upper-class prominent family, her father is a entrepenuer and the scram is a doctor, this case shows the social evil in challenge is a cause of concern for both rural and urban populati on.The local tenderspapers in the region overwhemingly lifeed the killing, arguing that it was accordance to the tradition and therefore it cannot be a villainy.Honour killings for rapeA woman brings shame to the family if she becomes a victim of rape. In 1999, a 16 year old mentally-retarded fille was raped on some occasions by junior shop assistant of the local government department of agriculture in hotel in Parachinar, NWFP. The uncle of the young lady lodged a complain, the accussed was taken into entertainive custody and the girl was handed to her tribe. The Jirga(tribal court) headstrong that she has brought shame to her tribe and the honour can only be restored by killing her. She was shot dead in front of tribal gathering. rule rich quick scheme?Ratio of venerate killings is higher in those provinces where agriculture devours are abundant. Land is the chief(prenominal) reason behind a majority of honor killing incidents in Sindh and Punjab.In overwhelming majori ty of cases, there is incessantly a ulterior motive such as lust for money, land, lust for another women or to conceal other crimes. galore(postnominal) individuals exploit the concept of honour killing for gaining compensation or land. If both accused of karo kari are murdered then the matter usually ends but if only kari is killed and karo escapes, the karo has to compensate the affected man by giving him money, land or another women.Nafisa Shah, a leading homo rights activist describes honour killing as industry which has range of stakeholders including tribes people, natural law administration and tribal mediators, honour killing is used as an excuse to hide sins and gain money. law accept bribes of about 7000 rupees(equivalent to 70) for not investigating claims of honour killing.The foreign LawInternational forgiving rights law recognises honour crimes as a radiation diagram violence against women, therefore it is a direct violation womens right to life and security fre edom from torture and cruel, in pitying, and degrading manipulation and the right to equality before the law and equal protective cover of the law. revere crimes also violate rights guaranteed to women by the UN Convention on the Elimination of only Forms of Discrimination against Women (CEDAW), such as the right to freely choose ones spouse and the right to equality in marriage. CEDAWs commonplace Recommendation Number 19 defines gender-based violence as a form of contrariety against women and makes explicit reference to honor crimes. CEDAW obligates States to protect women from gender-based violence, including violence perpetrate by family members and to prevent, investigate, and punish acts of violence against women.The Convention also requires States to disqualify honor as a legal defense for acts of violence against women. The UN Declaration on the Elimination of Violence Against Women echoes these obligations and states that, States should condemn violence against women and should not invoke any custom, tradition or spiritual consideration to avoid their obligations with respect to its evacuation (Article 4).International human rights law is enforced through and through the state and by way of treaties. A state becoming the ships company to a external pact allow for be bound by th conformity and it is the states responsibility and duty to protect the rights of the citizens. Pakistan is a party to a Convention on the Elimination of All Forms of Discrimination against Women, the agreement has been ratified and as a result of that, the Pakistani government ammended the felonious Act 2004 which makes Honour killing a punishable offence. away from reservation the ammendment to Criminal Act 2004, Pakistan has taken several other intitaves to confine honour killings and domestic violence against womenEstablishment of gender Crime CellGender Crime Cell was established in National Bureau on 1st April 2006 to tick off violence against women. The f unction of the Cell is to gather, collate and discerp data on cases of violence against women. The cell give act as central repository of relevant data on cases of violence against women and it will assist top- indemnity makers in developing holistic and rough-and-ready policy countermea for certains to control the social evil volence against women.Gender and Human Rights SensitizationTo sensitize the police and to further improve law enforcement response to human rights situations, a spatiotemporal program has been included in the cirruculum of police precept schools, police training colleges and national police academy.Cooperation/Collaboration with nongovernmental organizations/ Civil societyNational Police Bureau has welcomed visits from NGOs who monitored severall police stations across the country, the main aim was to imagine into the business procedures, handling of public complaints against police, infra-structure, and facilities in lock-up of the stations.According to the regime of Pakistan, all these prises will legions service directly or indirectly contribute against keep back crimes against women.After reading the responses submitted to UN by the presidential term of Pakistan regarding the issues relating to violence against women, one would get the impression that Pakistan is trying to rigging the conundrum, some measures have been to curb the problem mentioned but the measures taken are not adequate enough to protect women, controversial laws such as Qisas fluid exist which are often exploited by receivers.Qisas LawQisas law is relates to offences involving bodily injury or loss of life. The aim of the Qisas law is to put the victims family in control, ir is up to the family members of the victim to decide whether to bring an action against the murderer or pardon the murderer. Under the law, murdering a family member virtually carries no punishment as the other family members have the right to pardon the killer. In June 2002, Zak ir killed 18- year Sabiha on suspicion that she had become pregnant, Zakir was pardoned by uncle of Sabiha, therefore his crime went unpunished.In a situation like such as this, courts and law enforcement agencies cannot take further action if the pardon is granted by the family member of the victim. n 90 percent cases of honor killings, the culprits are close relatives and therefore they are easily forgiven by the family of the deceased, in order successfully tackle this social evil, Qisas and Diyat Ordinance should not be in practise at all as it allows murderers to walk away free.It is evident that more than inevitably to be done to tacke the menance known as honour killing, but the question what can the further steps can UN take to ensure that Pakistani organization makes further ammendments to the law to ensure that no murderers goes unpunished?The enjoyment of United NationsThe human rights machinery in the UN systems works in three areas information, analyis and policy de velopment provision of support to human rights bodies and organs and promotion and apology of human rights. In order for this machinery to be successful, the UN has developed human rights institutions at the country level. The Office of the High Commissioner for Human Rights(OHCHR) assigns human rights advisers to country teams and their aim is to advance human rights through legislative, judicial and other enforcement mechanisms.The UN has created commitees to oversee slaying of implementation human rights but the commitees have a limited supply to investigate or monitor violations of human rights. The UN machinery is merely way of arranging information. If a state fails to comply with demands of UN then procedures usually range from palaver to naming and shaming, it is very rare that sanctions are imposed for human rights violations because of the unwanted consequences.UN is also having monetary problem, umpteen of the major member states have refused to accept their assesed share of costs, the guaranteed budget of OHCHR has fallen less than half.United nations is not in force(p) in curbing human rights violations, it has no other to make sure that the human rights are not violated, they do not have effective mechanisms to make sure that human rights are enforced and they do not have the necessary resources. Simply by signing and ratifying a treaty does not ensure that the State will carry their duties and protect human rights. The only serious measure which the UN can take is impose sanctions. It is possible to impose sanctions solely on the foundation garment of human rights, imposing sanctions for breaches of human rights is rare.Should the UN impose sanctions to pressurize the governance?UN can impose sanctions such as diplomatic isolation , restrictions on internationalistic travel, good deal and financial transactions. Sanctions is regarded a tool created to ensure that States comply with demands of UN. Imposing may seem as attractive option but it can discredited on the basis of its harsh consequences on the citizens of the state. Sanctions have a bad history as they inflict undeniable pain on the citizens which the UN is trying to protect. If UN was to impose trade and financial sanctions to pressurise Pakistan to do more to curb honour killlings, then it is highly unlikely the sanction will work because Pakistan already a despicable country, 17% of the population lives under $1 a day.Pakistan saving nearly went bankrupt as a result of sanctions imposed by UN for carrying out nuclear tests. Economic sanctions means that the Pakistan economy will resist and therefore the people of Pakistan will suffer, the overall level of poverty will increase and it is likely that honour killings will increase as rise up because honour killings are often carried to gain compensation or land. Sanctions will have a counter-productive effect on Pakistan, therefore it should be avoided.The place of NGOsTraditionally NGOs are consid ered to be more effective than United Nations, in the sense that they are better at monitoring than UN. NGOs tend to rivet on one issue at a time compared to UN which focuses and many issues at a time, thus there is overload of work inwardly the UN, therefore the procedure of monitoring is not effective. NGOs do not have any authority, it can pressurise Government by way of protest, NGOs can run aware campaigns and admit support and counciling services to the victims.NGOs cannot directlty enforce human rights, for human rights to be enforced, NGOs rely on courts, there are still loopholes in the law which favour the murderer, unless the loopholes are closed, the NGOs will not be effective. Majority of honour killings take place in remote areas such as NWFP due to poor infrastructure, as a result of poor infrastructure, it can be very difficult for NGOs to monitor remote areas of Pakistan.According to Khawar Mumtaz, a leading human rights activist said there were many as eight NGO s working in the NWFP and for betterment of women. The organisations were targeted by religious extremists, the houses of workers and directors were destroyed. The NGOs had to close their operations and flee from NWFP because of security concerns.Who else can serve well?Apart from the United Nations and NGOs, countries such as United Kingdom can help to tackle problems such as honour killings in Pakistan by giving them aid, which then can be used to improve the situation of human rights in Pakistan. The United Kingdom donated 2m in 2006 to set up a gender and justice protection fund, the main aim of the fund is to curb violence against women. Many critics argue that the aid which is given is not always spent on protection of human rights due to high levels of putridness within the the Government.How can we raise up this social evil?Legal measuresThe Government of Pakistan must repeal the Qisas law as it provides a loophole for murderers to exploit, the fight against the menance c annot be won unless Pakistani Government makes further ammendments to law.Adopt a jurisprudence which would criminalise all forms of domestic violence, The UN has developed a framework for a model legislation which can be adopted.Honour killing should be treated as a crime against the state and Preventive measures stomach campaigns to inform citizens of their human rights througout the country. Currently Ministry of Law, Justice and Human Rights is running a human rights mass awareness campaign throughout the country. The campaign is approached through print and electronic media, the campaign is delivered in the form of jingles, talk shows, commercials, slogans and promotional material in the Newspapers.In remote areas such as NWFP and intimate Sindh, the people dont usually have access to electronic media or recentspapers. The literacy levels are low in pakistan, the literacy rate for women in 16%, this means that media is ineffective in remote areas because there is no televisi ons and majority of the women cannot read and write. The women who live in remote areas are most vunerable.Honour killing crimes are under-reported, as a result it is not possible to estimate the real magnitude of the problem. Monitoring and collecting information would help the Government to understand the problem better, and therefore it will enable the Government to come up with better strategy.Protective measuresProvide adequate protection to human rights activists and lawyers, often leading human rights activits such as Hina Jilani and Asma Jehangir. In one incident, the two daughters of Asma Jehangir were assaulted and illegally held for several hours along with their friends by build up persons because they were making a video clip. The police did eventually arrive but failed to take any action againt the perpertrators, the police asked Asma Jehangir to remain quiet otherwise the girls would be kidnapped, raped and killed.If activists are not adequately protected by law enf orcement agencies then they will not be able to fight for protection of human rights.Long term strategiesHonour killing is not a recent phenomoen, similar practices have been known since ancient popish times, when the Pater Familias (senior male within a household) retained the right to kill an unmated but sexually active daughter or an adulterous wife. In order to fully eradicate this menance, we should sense of smell at the true gouge causes in order to curb this heinous crime against women. The three main factors areMale dominationFinancial dependencyLack of educationMale dominationBoth men and women should be delineated equally in all public institutions, most importantly there should be proportiante representaion of women in the Government. The National Assemebly of Pakistan(equivalent to Parliament) has a total number 342 seats and 60 seats are reserved for women, only 17.5% of seats are meshed by women, in order to protect rights of women, it is imperative they are rep resented proportionaly in the Government.At the moment, there are few women in the Government who are holding key Government ministry, Sherry Rehman is the only women who is holding the Ministry of discipline and Broadcasting which considered one of the important ministries. Recently Dr Fehmida Mirza was elected as the vocaliser of National Assembly, she is the first woman is Pakistan to be elected as the speaker unit of Natioanl Assembly.Late Benazir Bhutto was the first female apex minister of a muslim country. To end male domination, women should participate in politics, proportiante representation would mean that it will not possible to pass discriminatory laws in future against women such as Hudood ordinance as women would have a great say in the law making process.Financial dependency farthestming is the largest of economy of Pakistan, 79.8% of rural women are engaged in some material body of agricultural work. Majority of rural women have dual responsibilties, they hav e to look after house and work in agricultural land as well but they are grossly underpaid, in many cases they are not paid at all. Most women living in rural areas of Pakistan are not aware of their rights such as equal pay, the Government should run campaigns to em federal agency women and inform them of their rights.The Government should run courses to give women vocational training, this would improve womens capacity to earn by increasing womens access to source of livelihood, in particular cottage industry, livestock end product and agriculture.Only 9% of the jobs in the services industry of Pakistan are done by women. The Government should encourgae equal employment oppurtunities, it was only 2001 when an Act was introduced which ensures equal remunaration for men and women for work of equal value.Study carried by a NGO confirmed the widespread occurrence of sexual harrasment of women at the workplace, the Government of Pakistan been able to implement laws which adequately pr otect women at the workplace. Government should undertake measure to make places more safe so women could work without fear of discrimination and harassment.Lack of educationOnly 16% of women in Pakistan are literate. illiteracy rates are very high Pakistan. The education sector in trauma from inadequate financing and infrastructure. The budget allocated to education sector is low, Pakistan is one of the twelve countries who spend 2% of their GDP on eduction sector. Education necessarily to be improved, more schools are needed in Pakistan so more girls could attend school.How practical is it to enforce rights in Pakistan?Lack of eductation and financial independence are the main factors which go against from going to relevant law authorities for protection of their human rights, low literacy rate and lack of awareness does stop women for seeking protection against violations of human rights. Also approching the judiciary through a lawyer can be a expensive proposition, therefor e women do not attempt to take any action.Democracy and human rightsIt is believed that military regime are the worst offenders of human rights, from November 1999 to Feburary 2008, General Pervez Musharraf, a array general has enjoyed absolute power over Pakistan. In his term many human rights abuses took place such lal masjid killings and he sacked 12 judges out of 17 judges to install his own hand picked judges. General Pervez Musharrafs human rights record has been poor.Elections took place on eighteenth Feburary 2008, most specators believe that elections were free and fair and democracy was restored. Recently the new Government ratified a key UN human rights treaty and sign-language(a) two others, this suggests that the new democratic Government is serious about human rights issues and the position of human rights should be better under the Government of Pakistan packs Party.For many years, a military general had absolute power over Pakistan, the military regime was rarely criticised by ground forces or UK because of Pakistan position against war on terror, infact he was praised by George W bush and Tony Blair for his role despite the fact that he committed various violations of international law during his tenure, UN never imposed any sparing sanctions on Pakistan, infact economic sanctions were lifted which were on Pakistan for conducting nuclear tests in 1997 after he promised support to hunt Osama bin Laden. Human rights violations in Pakistan are often snub by major member states such USA and UK. The major member states did provide immunity to a dictator against human right violations, If USA and UK would have not supported Musharraf and would have taken steps primarily to restore democracy in Pakistan then the human rights situations would have been far improved by now.Jirga systemJirga is defined a tribal forum consisting of male elders of the tribe. Majority of the cases relating to honour killings are decided in Jirga instead of a formal court. Jirga should be proscribed because the system is unfit to provide justice to women, male elders are biased towards women, trial by jirga is the prime protector of the tradition of honour killing. The tribal assembly usually consists of noncivilised male elders who do not have the knowledge and the skills to judge.They do not have any jurisdiction to impose capital punishments. Sindh is the only province of Pakistan where the panchayat(equivalent to Jirgra system) have been banned, Jirga system still usable in Baluchistan and North West Frontier Province of Pakistan. Jirga system should be be completely banned throughout Pakistan, the only reason why Jirga system is still operational in rural parts of Pakistan because it seen as a cheaper alternative.Any go for?Pakistan is grappling with many crisis at the moment, the burning of judiciary is still unsolved. at that place is shortage flour and food prices are rising dramatically. There is severe shortage of basic neccesat ies such as electricity and clean pee in Pakistan. Recently, one of the most popular leader of Pakistan was shot dead.The new Pakistani Government is facing many problems and as result of that, they are not able to fully concentrate human rights issues, honour killings have rarely received any attention from the media or the new Government. We can only hope that the new Government takes positive steps to curb this social evil, so far there has been no progress do by the new Government to address this problem.Pakistan as a suffering from increasing unemployment, increasing inflation and growing anger and frustrations with the system, lack of opportunities, all these factors can lead to violence against women, all tend to build annoyance in men. At the end of the day, its the women who are at the receiving end of the vented frustration, thus violence against women occurs as a direct result.

Examining the challenges of Clinical Leadership

Examining the ch altogetherenges of Clinical drawing cardsA health c atomic number 18 displace institution with advanced health technology and high calibers doesnt mean look cargon for c atomic number 18 keep be offered, unless accomp whatsoevering with utile clinical leading. This essay has a strong focus on on the whole aspects of clinical drawship. A case will be used to find emerge how should effective attractorship skill be. Both internal and external factors should be collapsed. The latter factors lay nigh be found out by PESTEL. turn vigilance is fosterful to develop strategies for handling the get by. In recommendations, team proceed, power, communication and foundation skills, conflict focusing, emotional intelligence and autocratic leadership dash all be crucial to sack up the content and a clinician should equip with them. forward concluding all the discussion, training myself as a reflective practiti geniusr is laborsaving to develop my future practice.Clinical leadership- What is this?It has various definitions. Harper (1995, p.81) defines a clinical leader as one(a) who possesses clinical expertise in peculiar(a)ty practice ara and who uses inter ad hominem skills to enable nurses and other health perplexity providers to deliver quality patient care. More elaborately, it besides involves an surroundings where nurses are empowered and where there is a deal for the future. Clinical leadership requires leadership skills for team phaseing, confidence and respect of others, as nearly as vision and empowerment. Equally eventful, clinical leaders moldiness also be practiced communicators. Meanwhile, Stanley (2006) suggests not only the abovementioned elements clinical leaders concur to demonstrate, scarce also the followings- approachable and role model. Approachable means a clinical leader should be friendly and openness sort of than controlling and dictatorial (Stanley, 2006). determination model means clinic al leader who serves as an example, whose behaviour is emulated by other nurses (Stanley, 2006). To summarise the above elements, clinical leadership is effective if clinical leaders are expert in their field, and because they are approachable, effective communicators and empowered, are able to die a role model, motivating other nurses by matching their values and beliefs near nursing and care to their practice (Stanley, 2006).Leadership is important in healthcare today. In Hong Kong, Hospital endorsement emphasises both potential or experienced leaders should be educated and trained. Enhancing maestro competencies and framinging up effective leadership is the top priority. In action, providing guise skill-based training for nurses developing bare-ass in-house supererogatoryty training programs for nurses offering integrated scholarship for overseas training creating proficient-time executive development positions organising elderberry bush executive development progra m and other leadership development all are beneficial to nurture competent clinical leaders (Hospital Authority annual plan, 2010).Case scenarioThis short paragraph is going to name a case I experienced at my area of practice. Having been a old nurse at my workplace, I am mainly responsible for nursing administration, such as arranging vacation intrust for my colleagues. One day, one of my subordinates signaled annual leave during the Chinese Lunar New companionable class as she hasnt been a long vacation leave during the feast for a few years. Her request was simply jilted because of compelling reason- inadequate manpower. I think it was sane to reject her request. However, the colleague had seemed disappointed my finality and complained this sequent to my senior. It is time for me to contemplate which aspect, for example, communication and interpersonal skills or poor decision making, which I was doing wrong in this leadership issue. In short, there power be conflict is sues between the subordinate and senior.AnalysisThere are many external factors which affecting the leadership issue. It is important to reveal them so as to maximize the opportunities and minimize the threats to my work environment. PESTEL is an analytical alikel to help decision-maker to consider what external factors are important. Political, economic, societal, technological, ethical and legal factors or PESTEL factors in short should be discovered. The following grid shows the analysisGrid 1 PESTEL analysis gridPESTELe.g.Any inequality legislation committed referable to subordinates request being rejectedA lot of alternative nursing economic consumption may contribute staff submitted resignationStaff social heart may be affected due to imbalance work and social timeOutdated IT equipments impede work flow and efficiency partial to the subordinate or not, lack of respect as her wish is rejectedTake precaution of any metamorphoses in employees holidays policy/ protocolHaving listed the find factor in each PESTEL area, elaboration will be attached regarding to individual area. Political factor groundwork be interpret as what is chance politically in the environment in which a decision-maker operates (Mennen, 2007). A decision-maker should pay attention that any inequality ordinance may be committed, for subordinates request for holidays during public holidays is renounced. Economic factor can be understand as what is happening within the economy (Mennen, 2007). A decision-maker should take grade on every decision. Careless decision may incur smoldering healthcare staff submitted resignation, for there are a lot of nursing vacancies offered by other clinics, hospitals and old age homes. Social factor can be interpreted as what is occurring socially in an environment in which a decision-maker operates (Mennen, 2007). Having vacation leave during special feast is a reasonable desire for all shift-based healthcare staff. A decision-maker may be in dilemma whose staff can restrain vacation leave as manpower is so tight. Technological factor can be interpreted as what is happening in technology which can impact what a decision-maker does (Mennen, 2007). In this regard, outdated healthcare technology can affect the leadership issue also. Inefficacy may be caused by the outdated equipment results long in a simple procedure, such as preparing a bankroll for frontline staff. Ethical factor can be interpreted as what is repair or wrong philosophically (Mennen, 2007). A decision-maker should underscore any unyielding judgment should be morally acceptable, such as frontline staffs request should be fairly arranged. Prejudice and bias should be avoided. Legal factor can be interpreted as what is happening with permutes to legislation (Mennen, 2007). A decision-maker should modify his/her cause in any staff vacation leave protocol or policy in order to maintain the staff maximal benefit. To make a brief summary, PESTEL can ena ble an system to dwell future threats and take action to escape from their impact. tack managementThe term- trade management is coined by Lewin (1951).Change management model is known as unfreeze, change and refreeze (Mind Tools Ltd, 2010). Change is unavoidable of something is pauperizationed to be amended. This paragraph is going to explore how the change management model can be applied in the clinical issue. Before application, force field analysis should be performed. The analysis starts from the predate that any situation is held in a stable position by a series of equal and opposite forces. Change occurs about when the forces become out of balance. The analysis is useful when a decision-maker knows where he/she wants to go but is stuck. The following shows the analysisRestraining forces forcesPushing forcesMaintaining adequate manpower is the top priorityStaff discontents the holiday during the Chinese New YearPoor liquid body substance and low work efficiency due to no ho lidays during the special fetePower and discipline are paramount to uphold break out patient services/benefitInvolved staff politicizes the issue (i.e. complaint the issue to management level)Frontline staff is an important asset in caring-demand work environmentTo execute change, pushing forces must be greater than restricting forces and the need for change has been recognized. In application of the Lewin (1951) model, the first step should prepare the organisation to accept that change is necessary, which involves break strike down the existing status quo beforehand building up a new way for the next arrange (Paton McCalman, 2008). In practical step, ensuring there is strong support from management team. oblige message should be disseminated vacation leave during special festival is achievable if manpower is enough. Maintaining stable manpower is essential to provide quality nursing care. At the same time, managerial staff should remain open to subordinates concerns and c onsultation in wrong of the need to change.The second stage is where people cast down to resolve their uncertainty and look for new ways to do things. batch start to believe and act in ways that support the new direction (Paton McCalman, 2008). In practical step, effective communication and empowerment are significant. More uncloudedly, managerial staff should prepare every staff for what is happening if staff requests annual leave during special festival. Also, explanations exactly by the managerial staff how the changes will affect every staff.The third stage is when the change (i.e. no one is approval for vacation leave during special festival unless manpower is allowed) is taking shape and subordinates wealthy person embraced the new ways of protocol, the organization is ready to refreeze (Paton McCalman, 2008). In practical step, the organisation should anchor the changes into the culture. Establishing feedback system is helpful to sustain the change. Having vacation lea ve immediately after special festival is encouraged.RecommendationsThere are six recommendations to solve the leadership issue. The concept of teamwork should be imparted into the ward practice. Nursing care is teamwork-based. The importance of teamwork should not be ignored. Teamwork in health care can be defined as a dynamic process involving two or more health care passe-partouts with complementary backgrounds and skills, sharing common health goals and exercising collaborated physical and intellectual effort in assessing, planning, or evaluating client care (Agich, 1982). I have got to explain her that the importance of teamwork. All colleagues need to understand how important it is for them to work smoothly together if they want to provide quality care. All colleagues must be dedicated to the whole nursing team and be unbidden to act unselfishly. In other words, sacrifice, in a certain extent, is necessary. To build up teamwork culture, making sure that the team goals are c ompletely clear and understood and accepted by each frontline staff. In addition, I have to be careful with interpersonal issues. Early recognising them and dealing with them in full are highly recommended.PowerThere is a famous proverb-nothing can be do without power (Power, 1999). The appropriate use of power is important for clinical leadership, for a healthcare setting environment depends on social relationship based on power. Power (1999) defines power in terms of control or influence over the behaviour of other with or without their consent. Power can be classified as physical, position, resources, expert and intuitive. rate rather than other power should be used in the issue. location power equals legitimate power. It means occupancy of a role entitles one to the rights of that role in the organization (Power, 1999). As a decision-maker, I have considerable right to determine something. Not approving staff with unoccupied leave during the special festival during the Chine se New Year is a logical and reasonable decision. Both parties interest (i.e. patient and ward) can be preserved.Presentation and communication skillsOral communication skills consistently rank penny-pinching the top of competencies valued by clinical leaders. As a clinical leader, promoting positive workplace relations through conservation is highly recommended (Burnard, 1997).. In the leadership issue, I have to offer constructive criticism clever to the issue rather than directly rejecting her request. Think currently about what I want to say is the first step. Next, be specific in imparting core message during face-to-face communication. Clear rather than vague assurance is preferred. I do wish there is enough manpower during the special festival so you can have holiday us better than your request is banned due to inadequate manpower. On the one hand, I have to offer help and empathy her. More clearly, holiday after the special festival should be arranged immediately and und erstanding that the mood of no holiday during the festival.Conflict managementSince different staff will have different viewpoints, ideas and desire, conflict is unavoidable in any group. The sources of conflict are disagreement on how things should be done, personal interest as well as tension and stress (Shortell Kaluzny, 1997). The outcomes of conflict include polarization, low esprit de corps and regrettable behaviours produced. Therefore, conflict should be well encouraged In this regard, understanding how conflicts arise is important. Obviously, the above mentioned conflict can be categorized as personal interest (i.e. requesting on holidays during the special festival). To handle the conflict due to personal interest, compromise or negotiation is effective to settle down the incident. I have to talk with her gently as manpower is too tense, your compromise is critical. At the same time, I have to manage the issue intelligently, banning her request straightforwardly seems pro voking her emotion. Rather, I have to refuse her request euphemistically. For example, your request must be approved if manpower is enough.worked up intelligenceEmotional intelligence is recognition of our own feelings and those of others (,). A clinical leader who accurately perceives others emotions can handle change better and build stronger social networks. To achieve so, three emotional intelligence skills a clinical leader should possess. The skills include social skills, motivation and self-knowingness. Social skills are the efficacy to influence or persuade others (Pahl, 2008). Good communication skill is a typical example. Motivation is able to enjoy challenges and be passionate about work and initiate optimism (Pahl, 2008). Motivating all frontline staff to work at the special festival is a big challenge task. Self awareness is a deep understanding of ones emotions or self-assessment in short (Pahl, 2008). instinct my own strengths and weaknesses is helpful to deal with emotional event.AuthoritarianAutocratic rather than laissez-faire and democratic styles should be considered. Autocratic style is an autocratic leader who is directive and makes decisions for a group. Being autocratic does not mean the leader is a dictator. Instead, the leader usually provides direction and makes decisions (Northhouse, 2010). Meanwhile, laisser-faire style is noninterference in the affairs of others and democratic style is subordinates have an equal say in the decision-making process (Northhouse, 2010). In the leadership issue, if a lot of subordinates requests annual leave during the special festival, inadequate manpower is guaranteed. Therefore, laissez-faire and democratic styles mustnt be adoptive because it is impossible for subordinates to freely choose the period of vacation leave. To prevent any chaos in holiday arrangement, autocratic style is the best style to be adopted.Development of future practiceThis experience should be in my heart because the experi ence I engaged is helpful to my future practice. musing practice is highly recommended. It is associated with learning from past experience, and is regarded as an important schema for health professionals who embrace lifelong learning (Johns, 2009). Due to the ever changing context of healthcare, there is a high level of demand on healthcare professionals expertise. Healthcare professionals could benefit from reflective practice, since the act of reflection is seen as a way of promoting the development of autonomous and qualified professionals. Engaging in reflective practice is associated with the improvement of the quality of care and stimulating professional growth. In practical step, there are several frameworks for reflection, for instance, Gibbs reflective cycle. Gibbs (1998) veritable the reflective cycle in order to provide structure for reflecting on a nursing situation. The cycle involves six phases. The first phase is to describe what happen (i.e. the case scenario). The second phase is to think and feel about the scenario (i.e. unwisely to handle the issue). The third phase is to evaluate what was good and problematic about the experience (i.e. adequate manpower can be well-kept but the involved subordinate become angry). The fourth phase is to analyse what sense can I make of the issue (i.e. managing conflict of personal interest intelligently). The fifth phase is to think what else could I have done (i.e. managing conflict tactically). The final phase is to prepare contingency plan (i.e. if it arose again, what would I do).ConclusionSo far, all aspects of clinical leadership have been covered. To solve the issue due to personal interest, negotiation with involved staff, wisely-used conflict management skills, fully utilizing position power and compelling presentation skills all are constructive to the issue. Before cave in down the issue, both PESTEL analysis and change management should be engaged. The strengths of the above are to discove r any threats as soon as possible and implement related changes immediately. Successful settling down the issue doesnt mean a clinical leader demonstrates effective clinical leadership. As clinical leadership is a persistent phenomena performed by a clinical leader, reflective skill a clinical leader should have so as to enhance clinical leadership in an advanced level. (Words 2711)