Exploring a Communicative Event in Saudi Lingua Culture Essay

Exploring a Communicative Event in Saudi Lingua Culture - Essay Example In teaching aid, communication is necessary particularly when teaching people of different native languages. Event can appear in many forms. For example, real events demonstrated when a message passes through electronic media such as films or media houses. There is a set of theories analyzing communication events exist. The most essential method of communication is conversation. Human beings, therefore, communicate to share information and expand their social relationships (Seindlhofer, 2005, p.54). Most of the influential and active discussions take place through conversations. Simple talks both official and non-official and education related take place through chatting. If a CE involves two parties not knowing each other, that is strangers, there is no engagement (Seindlhofer, 2005, p.54). The success of any communication depends on understanding between the parties involved. Understanding of each other leads to an interaction between the involved parties. This essay focuses on Eng lish language as a communication tool. CE refers to â€Å"An exchange with obvious boundaries in a typically-occurring situation, where the participants have a clear role relationship† (Saville-Troike, 1989, p.107). For a language teacher to succeed, he needs be careful with the way he delivers information to his students. Successful teachers recommend thorough observations of local speakers because they engage in varying CE in order to understand each other (Saville-Troike, 1989, p.107). The teacher should have the ability to give CE models after first learning the native speakers’ language (Saville-Troike, 1989, p.107). For effective language teaching, the teacher needs to have the skill to know and speak other languages. Lingua franca as a language This refers to a communication tool used by a group of people from different native origins to communicate. Lingua Francas form the third mode of communication language from the original languages of the communicating sid es (Helena, 2011). Studies show that a lingua franca language may turn to be the common language if it widely spreads in an area. A good example of a lingua franca language is pidgin. Pidgin combines different vocabularies of native languages (Helena, 2011). The only distinction between lingua franca and pidgin is that members of the same native language do not speak pidgin but instead speak their native language. Pidgin does not have any original speakers. Modern Lingua Francas In the current society, global communication has succeeded due to development of lingua francas. There are a number of recognized communication languages in different regions. For example, the official languages recognized by United Nations (UN) include Arabic, Chinese, English, Spanish and French. (Fernandez-Cardenas & Silveyra-De La Garza, 2010). This shows how lingua franca languages have developed to international recognition. Several developments of pidgin are evident as regular contacts between differe nt people broaden. However, most of the pidgins lack verbs, articles and nouns, their use has spread since they encourage communication between parties. Components of Communication Event (CE) In order to further, explore communication events, Saville-Troike 1989, p. 107 explained the components of CE. Some of these components include the event type, the setting and purpose of the events. Other components are function setting of different happenings, appearance and key participants. Manner in this case refers to message form and content. Guidelines include

Outline and critically evaluate theories of globalisation in Essay

Outline and critically evaluate theories of globalisation in communications - Essay Example Globalization is associated with new expertise such as use of internet, communication and cultural exchange across diverse continents and areas and has led to increase in international trade, international capital flow, flow of information, cultural exchange and international movement of labor (Fischer 2003, P3). Though globalization has been given varying definitions as well as its impacts across various disciplines such sociology, economics, political and cultural, there is a common acknowledgement of development of information and communication technology as a major contributor to globalization. Therefore communication is a major element of globalization (McAnany 2002, P 3). Globalization has led to emergency of global markets that has both negative and positive effects on people in regards to their occupation, spiritual values, and personality. The theory of globalization is wide and therefore it interpretation has several effects on understanding of globalization and can be subd ivided into several theories with universal focus to social analysis and changes (El-Ojeili and Hayden 2006, P.2). This paper will outline and critically evaluate theories of globalization in communications. Theories of Globalization There are different theories in regard to globalization but most of them are based on a common viewpoint, worldwide associations and pattern (Ardalan 2012, P. 94). Previously definitions on globalization suggested that it is a continues process that have existed from long time ago as people travelled to different areas to trade to the current state of globalization where trade barrier has been minimized with free movement of labor and capital across nations. In recent times globalization has been expanded to include economic, cultural and political theories. Globalization has been associated with development of information and communication technology and there communication is an important factor of globalization. Each theory can be explaining under di fferent consideration depending on the current situation and discipline of study but all theories depend and interact with the other theories and therefore the theories of globalization will be discussed as follows for easy understanding: World economical theory World political theory World cultural theory World communication theory World economical theory People around the world have interacted over a long period for trade and globalization has been associated with the spread of capitalism and trade in the globe (Robinson 2007, P 125). Growth and development of contemporary world economy has been associated with traditional European trade that have evolved and expanded over time to the whole world due to global market, multinational companies, international borrowing and lending, international trade organization, environmental regulatory bodies and communication technologies that connect people across the continents. European economy developed in sixteenth and seventh centuries and later started venturing into other parts due to development of technology and this later grew to world trade (Lechner 2001). With improved technology there was improved production, established military group and developed modes of transport that helped to reinforce economic ties with different areas thus

Advantages And Disadvantages of HRIS in Human Resource Management

Advantages And Disadvantages of HRIS in Human Resource Management Human Resources Information Systems (HRIS) have evolved since the 1980s from relatively simple computer applications to virtual vaults of sophisticated human resources information and processes. HRIS also is the name of the human resources discipline for HRIS specialists and other human resources professionals involved in the technology for employment and personnel matters. An HRIS is used for employment actions such as applicant tracking, performance management, attendance, compensation and benefits management, work force analyses, and scheduling. A very popular use of HRIS is employee self-service. Many employers are utilizing their HRIS to supplement the human resources department staff by enabling employees for find answers to common questions they would have asked a human resources representative. An employee self-service component can be used in a small business setting because it can be configured to accommodate work places with a dozen employees to companies with 10,000 employees. Introduction Human Resources Information System, is a system that lets you keep track of all your employees and information about them. It is usually done in a database or, more often, in a series of inter-related databases. These systems include the employee name and contact information and all or some of the following: department job title grade salary salary history position history supervisor training completed special qualifications ethnicity date of birth disabilities veterans status visa status benefits selected Any HRIS include reporting capabilities. Some systems track applicants before they become employees and some are interfaced to payroll or other financial systems. An HRIS is a management system designed specifically to provide managers with information to make HR decisions This is not an HR systemit is a management system and is used specifically to support management decision making . The need for this kind of information has increased in the last few years, especially in large and/or diverse companies, where decision making has been moved to lower levels And large companies generally have the advantage when it comes to HRISsthe cost to develop an HRIS for 200 people is usually close to that for 2000 peopleso it is a better investment for large companieslarger companies tend to have systems that have a fair degree of customization Therefore, HRIS can be defined in simple words as given below: Human Resource Management Systems (HRMS, EHRMS), Human Resource Information Systems (HRIS), HR Technology or also called HR modules, shape an intersection in between human resource management (HRM) and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the planning and programming of dataprocessing systems evolved into standardised routines and packages of enterprise resource planning (ERP) software. On the whole, these ERP systems have their origin on software that integrates information from different applications into one universal database. The linkage of its financial and human resource modules through one database is the most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible. HRIS Advantages Specialist can manage : compliance with federal and state laws streamline processes for recruitment and selection produce analyses data and reports for internal and external use ease of use for qualification computer technology specialists, accuracy of information ability to perform HR audits using any combination of parameters Employees and managers can locate answers and information quickly without the need to consult an HR representative every time. An HRIS can reduce the amount of paperwork and manual record keeping It retrieves information quickly and accurately It allows quick analysis of HR issues HRIS Disadvantages human error during information input costly technology to update your system malfunctions or insufficient applications to support your human resources needs finding a qualified specialist with human resources functional area knowledge is difficult. Unauthorized Access Specialized Knowledge Data Entry Errors The cost per-hire for another employee in a specialized field may be a stretch for some small businesses New Technology With the changing world and constant new technology that is available, managers need to be aware of the technology that will increase effectiveness in their company. Human resource information systems (HRIS) have increasingly transformed since it was first introduced at General Electric in the 1950s. HRIS has gone from a basic process to convert manual information keeping systems into computerized systems, to the HR Information Systems that are used today. Human resource professionals began to see the possibility of new applications for the computer. The idea was to integrate many of the different human resource functions. The result was the third generation of the computerized HRIS, a feature-rich, broad-based, self-contained HRIS. Many companies have seen a need to transform the way Human Resource operations are performed in order to keep up with new technology and increasing numbers of employees. Terasen Pipelines moved its headquarters from Vancouver to Calgary to be closer to the oil and realized a major growth in employees. In the past recording keeping was done on paper and with spreadsheets. Mangers at Terasen realized that there was a need to change to a more computerized system and looked into different HRIS vendors. By making the move to a HRIS system, Terasen is able to keep more accurate records as well as better prepare for future growth. WORKSource Inc. To meet the challenge of handling 100 new employees, WORKSource Inc. acquired Web-based technology programs from GHG Corp. like electronic pay stub, electronic timesheet software, time-off system, and human resource information system (Tips, 2006). By adapting these new programs, WORKSource was able to reduce waste and cost. Performance HRIS systems may track performance reviews and performance issues as part of its management of employee information. Higher-grade systems may also conduct mathematical functions related to this data in order to rate employees based on performance abilities. This information can then be used to make business decisions such as whether to offer an employee a promotion or a boost in pay. Employee Information All HRIS software maintains a database of information on employees past and present, including such data as pay rates, department, raises and personal information. Payroll Most HRIS software does at least some basic form of payroll processing. Payroll begins with tracking the time spent on certain activities, usually as reported by the employee him or herself. This reporting is usually done through some sort of software or web application, though some people track work time on hard copy forms that then have to be scanned or transcribed into the computer system. Payroll systems will also conduct necessary accounting and may even print the actual paychecks. Benefits Administration HRIS systems that conduct payroll operations also usually manage benefits information, such as medical coverage and retirement accounts. These tie in closely with payroll but are also tracked alongside other employee information such as salary and paid time off. Work Time HRIS systems generally include the capability of tracking employee work-time, especially where employees are paid hourly or are on contract. Types of Software HRIS systems come in a variety of software configurations. Some systems are hard-coded for local installation on a computer or network at the business location. Other systems conduct business online as a Software as a Service (SaaS) system, usually over the Internet via web sites or Intranet systems. Finally, some application vendors may provide service as a blend of these types of software. Modular Systems Different software packages have different capabilities, and some vendors may offer different tiers of service. Basic services are generally provided as part of a package with additional functions being available as modules that can be plugged into the basic package of software

Enders Game :: essays research papers

Ender’s Game In this book Orson Scott Card writes about a boy who is born to save the Earth. Ender Widgeon is born as a â€Å"Third† in the future where only two children are allowed per family. Ender’s older brother and sister, Peter and Valentine, were not what the government needed to save the world, so Ender was born, that he would be somewhere in the middle of their extremes. Peter is too violent, and Valentine has too much empathy. Ender is the right combination for the Battle School. Ender and Peter have power, but, only Ender has respect. Both of them are killers, but Peter loves killing while Ender regrets it after he does it. They both also become heroes, but both will not remain heroes when the historians begin to examine things. Though Peter and Ender both have power over other people. However, Ender & Peter get and use their power differently. Peter gets power by terrifying people. Everyone knows he is a cold-blooded murderer, so they do as he says because they are afraid. Also, he influences on the â€Å"nets† (The nets are networks similar to the internet). He uses them to sway the public. Once Peter has gotten power, he uses the power for himself. He uses people as pawns to do what he wants—to rule the world. However, Ender gets his power by being the best at all the games. He becomes commander of an army. But, he doesn’t use the army to get anything for himself, except to be number one in the point standings. He makes the people in his command better soldiers by telling them what he knows. He allows the platoon leaders to make decisions in battles, so that the whole army doesn’t rely on him all the time. Peter and Ender kill throughout the book. Peter kills squirrels and animals. He threatens to kill Ender and Valentine if they do not do as he tells them. He enjoys these kind of things. He shows no sorrow or sympathy for the dead animals he leaves in his back yard. Ender kills out of defense and feels lots of sorrow. He never intends to kill anyone that he kills. All the people he kills are accidental, but if Ender wouldn’t have killed them, they would have killed him. These deaths are hidden from Ender because of the pain he would feel knowing what he had done.

Chemistry and Society Essay

Chemistry is very important in our lives even though we may not realize that chemistry is everywhere. This paper serves to examine the ways in which chemistry is relevant in everyday life and in society. It will also examine the difference between accuracy and precision and provide examples of when accuracy and precision are crucial in measurements and why society depends on these measurements to be accurate and precise ( Tam 2012). Chemistry in Society  When we turn on the tap and fill a glass with water and drink it, we are benefitting from the chemical process that removes impurities from water, providing us with clean drinking water. When we use a laundry detergent to remove a stubborn stain from clothing, we are able to do so because of a chemical reaction. The medicines that heal us are a result of a chemical reaction within our bodies. The time-released medicines that we take, delay certain chemical reactions until our bodies need them. There are chemical reactions happening around us every second of every day. Chemistry also plays a role in assuring that we protect and preserve our planet. Green chemistry or sustainable chemistry is the branch of chemistry that focuses on ways to reduce the damage to our environment through waste prevention, proper waste disposal, and identifying renewable energy sources (Ravichandran, 2011). Precision vs. Accuracy Precision is the state of being exact and the ability of a measurement to be reproduced consistently (â€Å"precision†, n. d. ). Accuracy is the freedom from mistakes that arise as a result of being careful (â€Å"accuracy†, n. . ). Precision incorporates the element of time whereas accuracy is the correctness of a single event. You can achieve precision if you do something accurately and consistently over time. In science, the precision of a number lies in the number of reported digits. The greatest amount of precision of measurement is with numbers with the greatest number of digits and the least amount of precision of a measurem ent is with numbers with the fewest number of digits ( Chapter 2, Measurement and Problem Solving, 2009). Society relies on the accuracy and precision of measurements in many areas of our lives. The manufacturing industry relies on the accuracy of measurements when manufacturing components that must be assembled to produce an end product. If the measurements of each component aren’t correct, you will not be able to assembly the product. Manufacturing requires precision because each part must be cut exactly the same as the previous one. Have you ever purchased a product that required assembly and found that one of the pieces was cut incorrectly and thus the product could not be assembled properly? We rely on the precision and accuracy of the manufacturing process to deliver us goods that assembly the way they should. Another area where society relies on the precision and accuracy of measurements is the medical field. When a doctor prescribes a medication to a patient, the accuracy of the measurements of the medicine is crucial. If too much is prescribed, it could be deadly; if too little is prescribed it may not be effective in producing the desired results. Accuracy and/or Precision of Measurements There are several types of tools we use to measure; some are more accurate than others. When a doctor prescribes a medication, he uses ml instead of ounces. While both are forms of liquid measure, the ml is the most precise measure because it has smaller increments than the ounce. If we were talking about the amount of soda in a can, the use of ounces is an accurate enough measure because that does not require the same type of precision as the dispensing of medication. We us a watch or clock for the measurement of time. We measure time in seconds, minutes, hours, days, weeks, months and years. The measurement of time using seconds is the most precise and accurate unit of measure when measuring time. With current technology, a sprinter’s time can be recorded in fractions of a second. With the addition of auto start and auto finish, the clock begins when the starting gun is fired. The clock stops when the sprinter crosses the finish line which is a beam that stretches across the finish line. Determining the winner of a 100m dash requires precise and accurate measurement because in many instances the sprinters are so close that it is difficult to determine the winner of a race. Before auto start and finish, the sprinter’s time was recorded by people using a stopwatch. The stopwatch was started at the sound of the gun firing and was stopped when you saw some body part cross the finish line. This method was subject to human error. There were fractions of a second lost in human reaction time to what they saw and heard. The addition of the auto start and finish has provided the needed increase of precision and accuracy. Times are measured with a precision of . 001 seconds. Conclusion Chemistry is relevant and present in our everyday lives. Now, in the morning when you boil an egg too long and the yolk turns a grayish color, know that is a chemical reaction taking place. When an egg is boiled for too long at high temperatures, ferrous sulfur is produced and that is what causes the grayish color on the yolk (Karukstis, 2003). We can now appreciate why a doctor gives us our medications in ml and not ounces because we know that ml are a more precise measure than ounces. We have and continue to rely on the precise and accurate measurement in so many aspects of our lives even if we don’t realize that we do.

My Leadership Practices and Future Essay

This following will outline my personal leadership practices and potential future leadership. To analyze my leadership qualities I will use the Seven Habits Profile and a leadership theory to determine my strengths, weaknesses, and areas of opportunity for improvement. In conclusion, I will determine the best recommendations for long-term improvement as well as SMART goals, or short-term courses of action, for leadership improvement. Seven Habits Profile The Seven Habits Profile revealed that I rank as outstanding in two categories, very good in six categories, and good in just one category. This seems to highlight what I am most exemplary at in terms of leadership, what I am just proficient at, and what presents itself as an opportunity for improvement. The main two strengths include having a work-life balance and being a proactive problem solver. An area of opportunity as indicated by the profile would be having the ability to synergize which is a combination of seeking the views of others and making creative decisions. The two strengths point to qualities I have constantly tried to improve upon. Earlier in my career, I was a bit of a workaholic and tended to bring work home with me. This resulted in a dismal personal life which eventually permeated negativity into my professional life as well. In light of that, over the years I have created rules for myself to remedy that initial error and in doing so this has become one of my str engths. My other strength, being proactive, stems from the lack of this quality in my current career field. More often than not it is more imperative to be reactive in my line of work.  To set myself above the rest I decided early on in my career to work on being both, as being reactive is just as important as being proactive in order to prevent conflict and deal with one once it has arisen. The category in which I rated as only good, or a possible opportunity for improvement, is synergize. I believe I scored myself low in two out of three categories because it has been an incredible weakness in the past and one I have been working on for quite some time. While I have significantly improved in this area I continually work on this factor of working better with people by seeking their input. In doing so, I rate myself harshly on this aspect, despite the progress I have made, because I am not as competent as I would like to be. My Leadership Practices Over the course of my career, I have tried to model various leadership behaviors based upon successful leaders that I have worked with or for. This has led me to incorporate different styles into my own. Considering my current leadership strengths and how I view successful leaders I will use a servant leadership theory to analyze my own competencies. Servant leaders have 9 different aspects comprised of: emotional healing, creating value for the community, conceptual skills, empowering, helping subordinates grow and succeed, putting subordinates first, behaving ethically, relationships, and servanthood (Boone & Makhani, 2005, pg. 86). The aspects of a servant leader are those that I personally value and identify with. In addition to this, it is my belief that servant leaders, because they are people oriented, are more effective in a variety of environments and situations. My Leadership Strengths In accordance with the servant leadership theory I have three main strengths that I employ in my leadership practices. The first recognized strength is my ability to develop strong working relationships with employees. This strength is best demonstrated in my practice of getting to know all of the employees on a personal basis and caring about their professional and personal lives by showing interest every day. This aspect of leadership requires a considerable amount of listening on my part and therefore assists in fostering clear communication and trust between me and the employees. According to Boone & Makhani (2005), â€Å"A vital prerequisite to servant  leadership is credibility, which is the foundation of leadership. People must believe in their leaders and know that they are worthy of trust† (Boone & Makhani, 2005, pg. 85). This establishment of trust, fostered through caring and building a sense of community within the team, lays the groundwork to being viewed as a competent leader that employees will follow with enthusiasm. In conjunction with my first strength, my second strength has been identified as the capacity to help subordinates grow and develop within their career. I have demonstrated this by mentoring employees. This has included helping them grow within their current position as well as aiding them in moving up from their current level within the organization. This aid is often in the form of teaching, listening, and giving them my insight to what I have observed within the organization in concern to both reviews of work and job promotions. Development of employees has to be a quality that is purposefully demonstrated consistently and not just when an employee asks for help. This requires a regular effort on the part of the leader of a team. In order to help an employee in this aspect a lea der has to know employees on a basic fundamental level. The leadership practice of aiding in an employees’ career growth cannot be effectively engaged without the insight gained by the understanding and communication gained through the aforementioned practice of getting to know your employees. Developing the people in your workforce builds skills and confidence and in turn increases and maintains a high level on morale. Along with caring about employees through getting to know them it is imperative that a leader show they care about the person and their future. Consistent with Hamilton & Nord as cited by Caldwell, Dixon, Floyd, Chaudoin, Post, & Cheakas (2012), servant leadership has been defined as ‘‘providing leadership that focuses on the good of those who are being led and those whom the organization serves’’ (Hamilton & Nord as cited in Caldwell, Dixon, Floyd, Chaudoin, Post, & Cheakas, 2012, pg. 180). Assisting an employee up through the career ladder demonstrates that the leader cares about each emp loyee’s future both on a personal and professional level. The third strength I have identified in my leadership practices, conducting myself ethically as a leader, relates to the first two strengths. I have established this strength by holding myself visibly to a higher standard than the organization I work for requires of me. This often involves a great amount of transparency with my work  processes and what decisions I make. I conduct myself in a manner that is viewed as beyond reproach. In addition to setting an appropriate example for employees behaving ethically allows trust to be established. If a decision or action were ever called into question my openness on honesty in matters would quickly dispel any thought of impropriety on my part. If a leader failed to obey the rules, no amount of caring, communication, or helping associates would build a sense of trust from the followers’ point of view. According to Parris and Peachey (2013) , â€Å"Whereas other leadership theories are traditionally defined only by what the leader does, servant leaders are defined by their character and by demonstrating their complete commitment to serve others† (Parris & Peachey, 2013, pg. 379). A leader’s style and effectiveness are defined by one’s character and is therefore defined by their actions and the ethics that govern their actions. My Leadership Weaknesses I have three main areas of opportunity for improvement in my leadership practices. While they are not complete deficiencies, or lacking, they require development to form a balanced leadership approach. My first weakness is a lacking of showing thoughtfulness or understanding with subordinates personal concerns. While this is not always the case, when I fail at this point is often because I am putting the organization first and failing to completely listen to an employee’s point of view concerning a specific subject matter. This often occurs when an associate is upset about a new organizational policy. Because I do not adequately listen to the associate’s point of view I fail in showing understanding and simply state to the employee that the policy must be followed. While this in an infrequent occurrence, when it does transpire it often leaves the employee to feel that I do not care about them and they in turn give the impression that they would be reluctant to come to m e with other issues that I could assist with. These perceptions degrade lines of communication and trust to an extent that negatively impacts how I may viewed as a leader and how my subordinates may, or may not, perform while working with me. The second leadership weakness I have pinpointed is that in certain situations I do not put employees first. When a new or big project is to be completed I do not always seek input from subordinates because of time constraints. In all  actuality their viewpoints on how these projects are to be done would likely decrease the time needed to accomplish the task. However, when I failed at seeking their input only my ideas are carried out, which may not be the most efficient way, and the employees feel that their views do not matter which fails to motivate or inspire fast and effectual performance. Therefore this failure leads to a demoralized team that negatively impacts not only the current project but future tasks as well. My third weakness as a leader is that I fail to empower subordinates concerning specific kinds of tasks on a consistent basis. This occurrence is typically the result of performance constraints on my end leading me to not help employees by showing them how to complete certain tasks. Instead I often do these tasks on my own so that I know they are done right and in a timely manner. By not always allowing employees to do these tasks, or helping them improve on these tasks they do not get a chance to grow within their position by mastering certain aspects of their job. This causes friction between me and employees as they perceive my actions to be a lack of trust or faith in their abilities. This weakness, like the first two, also contributes to a decrease in morale because the employees question my judgment or because they lack confidence in their abilities because I doubted them. Recommendations for Leadership Development To address my weaknesses, it is necessary to alter my leadership practices to be more congruent with the servant leadership style. All following recommendations for changes in my leadership practices will be a move toward a more complete servant leadership style. â€Å"Servant leadership differs from other models of leadership in that it focuses on leaders meeting the needs of followers, in that, if followers are treated as ends in themselves, rather than means to an end, they will reach their potential and so perform optimally. Such an approach is found when leaders respect, value and motivate those who follow them† (McCrimmon as cited by Waterman, 2011, pg. 25). The first recommendation will be to take the time to listen to employees regardless of the situation. This will require that I use the listening skills I have developed in all situations, especially in the types of situations I have consistently failed. This remedy will prevent the decay in trust and communication th at not understanding subordinates personal concerns often causes. This increased thoughtfulness in all matters on my  part will foster improved teamwork between myself and the team instead of hindering performance with decreased morale caused misunderstandings. The second recommendation change to my leadership practices is to seek input from employees on all tasks that involve them. A change in the practice would seek to prevent employees from feeling disenfranchised by having to complete work as dictated to them rather than doing tasks in a manner in which they believe is best for the work style that will still end with the same desired result. This change will garner an increased enthusiasm in daily task as well as the larger goals by giving employees a sense of ownership in their work. Gaining input and insight into how things are done will also add the possibility of increased efficiency and expediency in daily tasks by giving control to task experts who perform these regularly and have insight on how to improve. The increased performance coupled with an increased sense of trust will also seek to increase and maintain a healthy level of employee morale. The third recommended improvement to my leadership practices will be to challenge employees with new types of tasks and grow their skill sets to build performance, enthusiasm, and job satisfaction. When giving employees new challenges I also need follow up during and after their tasks to give constructive criticism and offer additional training if indicated. This alteration to my current practices will also prevent the erosion in trust my seemingly lack of faith in the past has had on employees and the team. This change to my practices will lead to greater employee skill set development and an added confidence within team members. SMART Goals To hasten my leadership development in a measurable method I am setting two SMART goals to accomplish within the next two weeks. The first goal is to set aside time to talk with each employee to ascertain what short and long term goals they have within the organization. I will also discuss with them what skill sets they believe they lack that is preventing them from moving to the next level. I will then assign tasks to each employee that seeks to build the desired skill set of each person. I will monitor their progress and give feedback as necessary. At the end of the two week period I will follow up again with each employee to ask them what they thought about the process, if they learned anything from doing new activities, and what, if  any, new tasks or skills they would like to learn or hone to further their career goals. The second goal will be to hold small team meetings, or huddles as we call them in the organization I work for, and gain the opinions and insights from employees on current changes within the organizations. I will guide the meetings and help employees choose how certain objectives will be met and how they might influence accomplishing long-term goals. Within reason, I will set into motion the employees plans and suggestions. At the end of the two week period I will again hold a series of huddles to discuss our accomplishments based upon the changes the employees have planned and further adjustments we could make to improve processes to these changes. I am optimistic that through the accomplishment of these two goals employees will feel more involved and valued within the organization. These immediate changes will also seek to build trust within my leadership and the organization. This improvement will further open up the lines of communication and reestablish a better sense of teamwork, as I will also be seen as part of the team in addition to its leader. These achievements will boost performance for both long and short-term objectives while increasing the teams’ morale. References Boone, L. W., & Makhani, S. (2012). Five Necessary Attitudes of a Servant Leader. Review Of Business, 33(1), 83-96. Retrieved from: http://wguproxy.egloballibrary.com/login?user=true&url=http://search.ebscohost.com/login.aspx?direct=true&db=heh&AN=86286635&site=ehost-live&scope=site Caldwell, C., Dixon, R., Floyd, L., Chaudoin, J., Post, J., & Cheokas, G. (2012). Transformative Leadership: Achieving Unparalleled Excellence. Journal Of Business Ethics, 109(2), 175-187. Retrieved from: http://wguproxy.egloballibrary.com/login?user=true&url=http://search.ebscohost.com/login.aspx?direct=true&db=heh&AN=78333229&site=ehost-live&scope=site Parris, D., & Peachey, J. (2013). A Systematic Literature Review of Servant Leadership Theory in Organizational Contexts. Journal Of Business Ethics, 113(3), 377-393. Retrieved from: http://wguproxy.egloballibrary.com/login?user=true&url=http://search.ebscohost.com/login.aspx?direct=true&db=heh&AN=87015717&site=ehost-live&scope=site Waterman, H. (2011). P rinciples of ‘servant leadership’ and how they can