Leadership Audit Analysis Essay

This set of audits focus on the handwork and skills that a leader needs to possess. â€Å"A skill is the ability to use one’s knowledge to do something well. † These audits are important because a leader can have the right character, but not be competent enough to be a success in a specific position. In this second analysis Aubrey Malphurs in his book Being Leaders gives the reader seven audits to determine if they have the skill set that a Christian leader needs to be effective in the ministry. â€Å"Psalm 78:72 says that David led his people not only with ‘integrity of heart’ but also with ‘skillful hands. ’† Malphurs separates the skill audit into relational and task skills. â€Å"Relational skills are based on the Great Commandment (Matt. 22:36-39). † If leaders cannot effectively get along with people then they will severely hinder their ability to reach those in need. Malphurs says â€Å"task skills are based on the Great Commission (Matt. 28:19-20). † These are the abilities used in conveying the message the leader is trying to communicate. For a leader to succeed they must effectively learn to communicate to people in the proper manner. This set of audits also deals with the importance of knowing one’s leadership style and core values. A leader must know their own mindset and abilities to determine whether or not they will be a good fit in a leadership position at a certain locale. Although it is God who places leaders in a position; the prepared leader is the one with the potential to be most successful. A Relational Skills Audit Relational skills are of utmost importance for anyone in a leadership position especially for a pastor. If a leader is going to be effective they are going to have to learn to deal with people and work through people. The work of God is too great for one person to be able to handle it alone. People have said, â€Å"I like the ministry; it is just the people I do not like. † Ministry is more than just a job and it is more than handling materials. True ministry is all about reaching people and watching God work in and through them. While no one likes to discipline another person it is a necessary task a leader must take on. To be an effective disciplinarian a person needs at least two qualities. The first is a love for the truth and for what is right. If a person does not have a genuine love for what is right, they will be more apt to allow bad behavior to slide. As a leader I am passionate that there is a correct way and an incorrect way to behave based upon the Word of God. Secondly, there must be an authentic love for people. If a leader loves the people he is going to want what is best for their lives even if it involves confronting them about their problems. God has given me a love for both of these aspects as I deal with faculty and students every day in the position God has placed us in. I thoroughly enjoy empowering and encouraging other people whom I work with. I take great pleasure in trying to get other people to reach their full potential and to give them the materials to succeed. Many times I will purposely put someone in a position where they have to get out of their comfort zone so that they might be encouraged to see their potential for God. The biggest weakness in this audit would probably be networking. I am a person who likes to be given a job and left alone to do it. I do not always take the time to seek out others who can help me accomplish it. I am also a person who is somewhat an introvert so I feel like I am a bother to ask someone to help. I am sure they would help if I only took the time and effort to ask. The Task Skills Audit To be able to competently fulfill a task is a must for anyone who desires longevity in a leadership position. While God is not looking for ability but availability, he does expect the people he calls to perfect the talents they do possess. Jesus brought this point out so vividly in the Parable of the Talents in Matthew chapter twenty-five. The person who is perfecting their talent is a person whom people will notice. Solomon said, â€Å"Seest thou a man diligent in his business? e shall stand before kings; he shall not stand before mean men† (Proverbs 22:29; KJV). The art of preaching is a task that I have worked hard on. When God first called me to preach I was so nervous that I would dry-heave when I got behind the pulpit. I struggled putting together an outline of more than one point. I have, with the help of the Lord, conquered my fear of standing before people and ministering passio nately, authoritatively, and illustratively. Recently I conducted a survey among students of the good qualities of preachers they listen to on a regular basis. One of my top qualities they pointed out was my preparedness. Time management is another one of my strong points. I have learned to reject the good in order to pursue the great. I work a full time job, take two college courses, and preach on Sunday nights; therefore, I have had to learn to prioritize my time to be as effective as I can in all areas. I have also learned how to schedule in relaxation time, lest I fall apart. Advertising is one of my weaker areas. I am not one to impose on someone else, so I have a hard time trying to push a product on anyone. I have learned in past business ventures that I am not a natural salesman. I need to start speaking up more for a â€Å"product† I believe in instead of just portraying it by my example and use of it. The Leadership Style Audit Leaders are the ones in front directing how an organization is being run. The fact is â€Å"that leaders are doers and what they do is influence. † â€Å"Every leader has a style of influence that has an impact on people, so it’s important that leaders correctly perceive how they influence their followers. † When I took this audit I found that I have an Analytical-Director leadership style. I have a desire for God’s work to be done in a quality way. When God created the world he stepped back and looked at it, and saw that it was very good (Gen. 1:31). I believe that Christians ought to have the best materials available and they should produce the best materials possible. As a leader I am also self-disciplined and a self-starter. I am one who sees a job that needs to be done and jumps in and sees that it is accomplished. My weakness would be that I do not enjoy someone looking over my shoulder. If I need help I will gladly seek someone out who has the ability to help me. I would also have to say that there are times when I am â€Å"cool, distant, and reserved. † My other strength is being a director. I not only like to challenge myself to do the best I can, but I enjoy challenging those around me to step up their efforts and do more for God. I am not afraid to change a policy or procedure if there is a better way to achieve something. I have learned not to make hasty decisions. In order to receive the best outcome I chart the best course to accomplish the task. There are times when I can be bossy, especially when I am stressed over a mountain of problems that are piling up at once. The Structure Audit Sensing the need of when to take on responsibility has always been a strength of mine. I am a person who likes to have a plan to see that tasks are finished. That plan will include a way to get the job done with plenty of time to spare. I do not enjoy work piling up and trying to complete a responsibility at the last moment. I know how to put a plan in place and delegate it out so that it is accomplished. When an organization has a combination of a centralized and a decentralized ministry structure it functions the best. I believe in having the best and brightest leaders at the top of the ministry organization. I do feel they should make the most of the decisions. I believe though that those who are closer to the situation are on the first line of defense. I think they should report to those in charge with major problems and what they feel is the best solution on key tasks. There should not be a lot of â€Å"red tape. † I believe they should work together to see that the task is accomplished in the best way with the leader on top making the final decision. I feel that power is best served when it is shared. If a leader has the right people around them then their span of control does not have to be as great. There should be teamwork on the top tiers of leadership where everyone is responsible for a certain portion of the work so that no one is bogged down by too many details and responsibilities. When a team member is bogged down they can become easily worn down. I do not feel that any certain person has ownership of a certain work. I do believe that there needs to be a strong sense of stewardship in the hearts of the leaders. They need to realize that they have a grave responsibility before God for his work. They also have a great accountability to the people who they serve to see that God’s work is carried out efficiently and effectively in the right manner. The Leader’s Core Value Audit The Leader’s Core Value Audit is important because a leader will only rise as high as his foundation will allow him. The taller the building; the deeper and stronger the foundation needs to be. It is my desire as a leader to have a solid core that God can use and build upon. The principle of fairness is very important to me. I grew up in a dysfunctional home and have witnessed firsthand what mistreatment consists of. I have seen the negative impact on a person and the suffering they have went through to serve God. I try to make sure that everyone feels welcomed and that they know that their part of the ministry is making an impact on the bigger picture. As a Christian leader I feel it is extremely important to know the Bible. It is the only book that is alive and changes the reader. It is the sword that God has given us to take the battle to the enemy and to defend the faith that has been delivered to the saints (Eph. 6; Jude 1). It is a command in the Word of God that for a minister to be approved he must know how to study and interpret the Word of God effectively (II Tim. 2:15). A person’s relationship with the Lord should be the number one priority in life; after that, it should be the leader’s family. Paul told Timothy in his search for leaders, â€Å"For if a man know not how to rule his own house, how shall he take care of the church of God? † (I Tim. 3:5). If a leader fails in the mission of taking care of their family, which should be closest to their heart, why should the church trust them to have their best interest in mind? Cultural relevance is an area I can improve upon. I am effective in ministering to those I am familiar with and share a common background. I need to spend more time studying the cultures of other groups to devise ways to better communicate the gospel with them. The Ideal Circumstances Audit God has a certain place in the ministry for everyone. That is why he gave the church different gifts so it might be healthy and profitable. It is only when leaders find their God-given place that they can be used and profitable to their fullest extent. God has made each person with different preferences and the Ideal Circumstances Audit can help a person narrow their focus to a position where they can fit in more easily. My ideal setting would be in a church that is growing. I am passionate about growth. I do not enjoy being around ministries that are declining. It is my passion to see churches come alive in their outreach vision as well as in the spirituality of their services. When people come to church they should be able to have an anticipation that they are going to get fed from the Word of God. They should be excited about coming because there is going to be an atmosphere where the presence of God is going to be in the midst. I would like to pastor a medium size church that is about middle-aged. A church of this magnitude is big enough to make a noticeable impact on a community. It is also small enough where the pastor can have a personal relationship with his congregation. I would like to pastor a church where there is a combination of all ages. A good mixture of ages makes for a healthy church, because each has their own gifts. Children put smiles on people’s faces. Young people add life and energy to the services and outreach of a church. The middle-aged group provides the majority of the workers in the church. The older adults provide the stability and maturity that a church needs. It does not matter to me what the ethnicity of the members are. I do prefer a church located in the suburbs. This location allows a church to have outreaches in both the inner city and rural areas. The Pastor-Organization Fit Audit The Pastor-Organization Audit helps a pastor determine how close their views match the views of a congregation. The work of the ministry can be difficult under the best situations; therefore, it is important that a perspective leader know what they are getting themselves into before they commit to a position. While it is God who sends leaders to fulfill positions this audit serves to help the leader prepare a plan for success. In my current position the church’s doctrinal beliefs and mine correspond. This is an absolute must for any position I take in the ministry. It is hard to stay on the same page if there are doctrinal differences because you are looking through two different types of glasses. Malphurs points out that â€Å"it would be wise to explore the nonessentials of both the leader and the church. † The more the leader and the congregation know about each other the less chance there will be for conflict. I believe that it is important that the leader have the capabilities that the church is lacking. It can be very frustrating for a leader to feel like they are not contributing to the overall success of an organization. It is hard for a leader to put their whole self into something when they feel like someone else can do just as good of a job and that they are just one of many. There are times when there does not appear to be a perfect fit when it is still God’s will for a leader to be there. A church might have plateaued and grown comfortable and God desires for a certain type of leader to come in and infuse fresh vision and direction. I have also seen churches going through troubles where God sent the right leader there to correct the problem. In both of these situations there was not a perfect fit at first and some people resisted the change. In the end God had his way and the churches prospered. The best thing for a leader to do is make sure they know the voice and plan of God. Conclusion This set of leadership audit analysis has been eye-opening. I found out that my leadership style is analytical-director. This has clued me in on my strong areas that I can continue to shore up and my weak areas that I need to be more mindful of. I have received a greater desire to pass on the burdens of my heart and ministry into others. I want to see strong leadership become apparent in the lives of my students; however, I will not see this to the extent that I want unless I â€Å"sell† it to them with the same passion that the importance of leadership has on me. In order for me to see excellent leadership produced I ust be in front to show what proper leadership is by example. Children are produced by parents and portray their parent’s values and personalities. I want my students to produce what I have lived and help propel them to even greater heights. I have not always found myself in the ideal circumstances to be able to enforce what I thought was the best solution to a task at hand, but a good director is able to take a deep breath and submit to the final authority. If there have been repercussions in the outcome of that situation, I have learned to not act smug but help pick up the pieces. When I have been in the final authority position, I have been able to look back and learn from those times when I was a team member and keep those tragedies from reoccurring. I am trying harder learned to fit into the organization that I am presently in and be the team member I need to be to help the organization to run efficiently even when I disagree with certain decisions. I am learning to a greater degree when and how to address issues and when to remain silent when things are not handled properly. It is my desire to reach to be more, do more, and learn more so that I can be as complete of a leader as I can be.

Situational Leadership in Organizational Behavior and Relationship Management

SITUATIONAL LEADERSHIP AND CONTINGENCY THEORIES Executive Summary This ensuing essay is a formal discussion on the need for leadership change based upon continuously evolving situations in modern day conglomerates . The introduction summarizes situational leadership followed by a critical analysis on the same. The latter presents various leadership styles which are respectively applied in specific types of situations and tasks. Recommendations are provided at the end along with the conclusion.Introduction The present day conglomerate story is strewn with complexities which are hard to define or comprehend . At the center stage of such complexities is the concept of staff welfare. Being the most significant connection between the company and the customer , successful employee relation is the cornerstone that every corporate wants to excel at . The way in which staff relate to clients is of paramount importance as ‘customer delight’ is a direct resultant of the same .Hence modern day literature on leadership has devoted considerable focus on comprehension of different leadership approaches adopted in specific sorts of situations. Better or worse employee management skills is the key differentiating factor as far as profitability gaps are considered. In the following writings, we try to evaluate the various concepts which provide us a detailed evaluation of staff management issues and application of the latter in present day management policy. Critical AnalysisWe are confronted by a scenario in which a manager at a particular company is conducting a meeting with his one downs. The number of such people is 10. The staff are disgusted and flabbergasted at the heinous manner in which senior management has been treating them. The manager overheard certain staff comment that they felt like ‘cogs in a machine’. However in the other divisions of the company , the situation is not as grim and staff are given their due recognition and respect.Henc e came in the need to preach and practice ‘situational leadership’ which would help in erasing such differentiated inter departmental behavioral patterns. But another manager by the name of William is completely averse to such idea and feels that employees should be thankful for being hired, in the first place. Wage income earned by the staff is their means of survival and provision of the same by the company entitles the latter to put in place tough work standards that need to be complied with .Thus arises the paramount importance which needs to be attributed to the concept of situational leadership , since the latter is the most effective tool which can bring an end to rigidities in leadership behavior that will ultimately see a contented workforce delivering on higher efficiency and productivity . Literature on leadership has been focusing more and more on a situational theme rather than the more traditional dictum of a traditional kind. The situational approach is f lexible and adaptive in character as opposed to the traditional variant that kills innovative thought in management.Leadership styles can be differentiated as – coaching , affiliative, commanding, pacesetting , visionary and democratic. A forward looking leader is one who appropriately adopts one or more of such styles depending upon the task and occasion in question. Goleman along with other colleagues, is of the belief that employee engagement and performance drive of the greatest magnitude can be achieved if one has a cautious concoction of the visionary approach, coaching, the affiliative approach and the democratic approach.Post the Goleman era ,further inroads into the phenomenon of corporate leadership suggest that leadership cannot be effectively defined by any one single approach . On the contrary , multiple styles describe leadership and such styles are contingent on varying situations. Thus came into existence, ‘contingency theories’ on leadership whic h elaborated on the adaptation of management styles to the requirements of a specific situation, group and the manager’s own personal values. We now make a humble attempt to investigate some of these theory hypotheses : )Fiedler’s contingency theory : During the course of his study on contingency theory literature between 1964 and 1967 , Fred Fiedler tried to establish the linkages between the leadership style and performance of a group , in changing situational circumstances. In his opinion , three basic situational variables alter the extent of ‘favorableness’ of a situation when we consider a leader: (i)Leader-Member connect in respect of trust ,confidence and respect. (ii) The definition and overall purview of the task in consideration. iii)The amount of leadership control exercised by the leader over his sub ordinates. ‘Very favorable’ or ‘Very unfavorable’ situations called for an authoritarian(task oriented) fashion of lead ership. On the contrary ,when unstructured tasks were investigated upon, low leadership control and good leader-member relations marked a ‘medium favorable’ situation . This situation would be best supported by a democratic (relationship oriented) style of leadership. However a standard criticism of this model, is the fact that the favorability variables are mostly qualitative in nature and difficult to be estimated.Also the least preferred co-worker(LPC) scale formulated by Fiedler to determine leadership patterns, with the help of a lucid questionnaire asking leaders to specify the individual they collaborate least with , in terms of sixteen extremes ,has been under the scanner in terms of the rationale . Studies concerning the LPC scale have elaborated that LPC scores of a particular leader can vary , thus not providing any conclusive evidence of leadership pattern. Nevertheless, Fiedler’s work has to be viewed as a catalyst that encouraged further studies in the contingencies of leadership. )Path-Goal theory : The Path Goal theory is a far more empirical research model on the concept of contingency theory . It was formulated as a correction to the previous Ohio State studies which presented the fact that though successful leaders tended to be optimistic with both the initiating structure and consideration sets of leadership, there were exceptions. The basic ground to this model is expectancy theory . This theory claims that definition of an unambiguous path to a particular achievable situation could act as a tool of motivation .But if such path is already chalked out, additional inputs from the leader to his one downs could be felt uncalled for and thus satisfaction with the leader would diminish. Thus higher consideration results in higher satisfaction in case the staff works on repetitive tasks and aiming to initiate structure gives greater results in ambiguous work situations. The Path-Goal theory of leadership has not been without i ts share of critics. Having predicted resultant scenarios of different task structures, it has also beeped upon inconsistent research outcomes.Apparently, such theory gives one greater insights in predicting leader-subordinate behaviors rather than leader-peer interactions. c)Life-Cycle Theory : A more relevant and present day theory of contingency which considers the points discussed till now and puts gives them a shared common perspective is the Life Cycle model. This theory was presented by Paul Hersey and Ken Blanchard , rests on three key variables – the amount of task-orientation that a leader exhibits , the amount of relationship-orientation along with the quantity of willingness that the staff throw out in the course of the task implementation.These variables combine with the historical and present performances of the sample staff as comprehended by the leader and also the interactions within their own selves are combine in order to determine the appropriate leadershi p style. The most interesting result of this model is that a particular leadership trend can come out (sometimes over a finite time horizon) hence pointing to a clear developmental phenomenon ,given delegation of decision-making and responsibility to seasoned team members .However ,the outcome is opposite in cases where leaders maintain great concern for tasks as well as employees. The above model has often been criticized being a ‘post hoc ‘concept ,unable to be utilized as a predictive framework. Thus the need for change in leadership We have argued in the preceding section of the essay using various models of contingency theories that there is in fact an imperative need for changes in leadership styles, according to varying situations.William, who in this write-up is all for an autocratic mode of leadership, has not considered certain pertinent issues that creep up silently when such style is enforced. Staff become scared and tense , dependency on the supervisor incre ases manifold , morale takes a bad hit and absenteeism at work increases. All of these result in low productivity levels and the organization faces trouble. Thus there is a strong requirement for this particular organization to have situational leadership in place , argues our pro-change manager.A democratic style should be used when the management wants staff to be participative in decision-making and problem-solving. Complex issues require diverse formulation of ideas and the latter is possible only if staff are encouraged to join in the related discussion forums. Such opportunity also provides the staff to form a greater sense of belonging , personal growth and job satisfaction. A ‘laissez-faire’ or a ‘hands-off’ mode of leadership is also effective at times when the sub ordinates in question are highly skilled , perfectly trained and well educated.Trustworthiness and self-pride in tasks undertaken are two important attributes which the staff should poss ess ,to make such style a success. We can also talk of the pacesetting or transformational leadership style that forms and retains a context which brings out the best in sub ordinates hence optimizing human and organizational competencies. This approach also helps in bringing about transformation at multiple levels and aligns staff with certain core values along with a common purpose.We can note from the above arguments that one particular leadership style is rarely effective in managing the present day complex corporation and we must adopt a mix and match of leadership styles in order to bring out the best results in terms of staff productivity and efficiency. Leadership needs to change Cautious self-probe and the ability to change given behavioral traits are key in being successful in altering a particular leadership style . Acclaimed leaders are usually the section of people that have managed to do so.We can elaborate on some ways in which the leader can alter his management meth ods: a) He should ask for quality feedback from his team of sub ordinates, such that he understands their unbiased response to the effect of his style on them , on his specific department as well as on the company at large. He should be able to accept truthful answers on his face and should refrain from being offensive at certain responses . Honest feedback by direct sub ordinates is one of the most relevant tools , that informs the leader of areas of improvement and helps him in changing his management style. )Small changes in leadership style should be brought about at the initial stage as opposed to swaying changes since the latter would sweep the staff off their feet. Influences to changes in leadership Some particular factors have a telling effect on leadership styles. These can be enumerated as follows : i)Positive office environment ii)Promoting creative thought iii)Low staff churning ratios iv)Staff Skill set v)Probing and Decisiveness vi)Managing , encouraging and rewarding performance viii)Team work ix)Deveolping both self and team through extensive quality tranings )Client Focus APPEALS TOWARDS CHANGE â€Å"The world as we have created it is a process of our thinking. It cannot be changed without changing our thinking. †Ã‚   ? Albert Einstein Conclusion: We have established with the help of the above essay that changes in leadership styles are quintessential to management today and if such approach is adopted we would see productivity and efficiency increase manifold . Recommendations: Thus it is strongly advocated that corporations instruct and encourage managers to participate fully in situational leadership styles.Democratic style of leadership appears to be the best option in most situations. References: A Primer on Organizational Behavior; Bowditch, Buono, Stewart Seventh Edition, Pages 220-226, Leadership Styles;www. unpan1. un. org retrieved from unpan1. un. org/intradoc/groups/public/documents/unssc/unpan024704. pdf, How To Change Lea dership Style; www. ehow. com retrieved from www. ehow. com/how_7579100_change-HYPERLINK â€Å"http://www. ehow. com/how_7579100_change-leadership-style. html†leadership-style. html, Factors that influence choice of leadership style; www. ukessays. com retrieved from www. kessays. com/essays/management/factors-that-influence-choice-of-leadership-style-management-style. php , Factors influencing leadership style; businesscasestudies. co. uk retrieved from businesscasestudies. co. uk/tesco/developing-appropriate-leadership-styles/factors-influencing-leadership-style. html#axzz2OyXVYv3j, Quotes about change www. goodreads. com retrieved from www. goodreads. com/quotes/tag/change On Managing People ;Harvard Business Review Press Pages 12-13 Leadership the Challenge; Kouzes and Posner Pages Third Edition Essentials Of Organizational Behavior ;Robbins and Judge Ninth Edition

Windows File System Comparison Essay Example | Topics and Well Written Essays - 750 words

Windows File System Comparison - Essay Example The two main categories of file systems used by different Microsoft Windows operating systems are the File Allocation Table (FAT) and the New Technology File System (NTFS). There are different versions of FAT, which are FAT 12, FAT 16, and FAT 32; while for NTFS, there are NTFS or NTFS 4 and NTFS 5. These file systems have many characteristics in common which will be pointed out in the discussion below. The FAT file system is the one being used by Microsoft DOS and older versions of Microsoft Windows. In fact, any version of Windows can have FAT as its file system. When a volume is formatted and the FAT file system is used, a data structure is created by Windows which is used to record the data blocks on the hard drive that are allocated to each file in order for the files to be retrieved at a latter time. FAT is considered to be a simple file system which makes it an ideal file system format for most memory cards and floppy disks. FAT file system is suggested if the computer has two operating systems installed. FAT file system allows file sharing among different operating systems. That is one advantage of using FAT as the start-up partition even for newer computers that have the latest versions of Microsoft Windows. One of the major limitations of the FAT file system is its ability to handle large files and volumes. ... However, its maximum volume limit is 16 MB which is why this is only commonly used in floppy disks. FAT 16 This file system supports all versions of Microsoft operating systems but only allows a maximum volume size of 2 to 4 GB and maximum files of 65,536. The maximum size a file can have is also 2 GB. The standard FAT 16 version only allows 8 characters in the file name and 3 characters for the extension name; whereas with the extended version, it already allows up to 255 characters. FAT 32 The only operating systems that are supported by this file system are DOS 7.0, Windows 98, ME, 2000, and XP. The volume size limit is increased to 32 GB for all operating systems, but in some cases, up to 2 TB. The maximum number of files that can be on a FAT 32 volume is 4,194,304 with a maximum file size of 4 GB less 2 bytes. New Technology File System (NTFS) As Yousef stated, the New Technology File System or NTFS is: An advanced file system that provides performance, security, reliability, and advanced features that are not found in any version of FAT. For example, NTFS guarantees volume consistency by using standard transaction logging and recovery techniques. If a system fails, NTFS uses its log file and checkpoint information to restore the consistency of the file system. In Windows 2000 and XP, NTFS also provides advanced features such as file and folder permissions, encryption, disk quotas, and compression. (2004) Both versions of NTFS have the maximum volume size limit of 2 TB but there is no limit to the number of files that can be stored in the volume, as well as to the file size. NTFS 4 or plain NTFS started with Windows NT 4.0 and can also support Windows 2000, XP and 2003 Server. NTFS 5 also has support for the same

Environmental History Essay Example | Topics and Well Written Essays - 1250 words

Environmental History - Essay Example The major cause of air pollutant in urban areas is transportation. The continuous increase in the number of vehicles leads to an increase in the quantity of petroleum usage resulting to production of high quantity of fumes. Among the gases produced, carbon dioxide stands out as major environmental pollutant. The high concentration of CO2 has been mainly attributed to deforestation and burning of fossil fuels in the industries. Smog has been another notable form of air pollution in the history of environmental pollution. It may be defined as the fog which is generated when nitrogen oxides and hydrocarbons undergo a photochemical reaction with the sunlight. This kind of pollution usually intensifies when abundant smoke particles are released into the atmosphere. During industrial revolution, a lot of smoke was produced leading to immense air pollution. So far, the worst kind of air pollution in the entire environmental history is the global warming. It may be described as the rise in the average temperature of the air on the oceans and on the surface near the earth. The rise in temperature has been observed from about 1950BC and is believed to be caused by human activity like deforestation and combustion of the fossil fuel. Its effects are devastating including changes in precipitation patterns, rise in sea level, glaciers retreat, and extinctions of species among others. To manage this menace, measures have stepped up to ensure that the concentration of the greenhouse gas is stabilized.

Advanced financial reporting and regulation Essay

Advanced financial reporting and regulation - Essay Example The important characteristic of intangibles is that they lack physical substance. It is very difficult to estimate the value of intangibles and there is a high degree of uncertainty regarding the length of time over which they will provide future benefits. IAS 38 clarifies that intangibles should not be recorded as other assets. Also this standard does not apply to intangible held for sale in the normal course of business of the entity. Similarly differed tax assets, leases, assets arising from employee benefits, financial assets, mineral rights, and other exploration and evaluation assets, and most importantly goodwill arising from business combinations do not fall the preview of IAS 38. The identifiable assets should be separable. The entity is in a position to sell, transfer, and license, rent or exchanges the intangibles. It is important to note that intangibles should be clearly distinguishable and controlled separately from the goodwill. Such identifiable intangibles may have arisen from contractual or other legal rights, whether those are transferable or not, or separable from the entity or other rights and obligations. The initial accounting for intangible is largely dependent on whether they are purchased or developed internally. When intangibles are purchased from others, they are initially recorded at their cost. The amount capitalized will include the purchase price and, like other assets, costs of preparing them for their intended uses. As a result, costs of registration or legal fees related to acquisition are also capitalized. When intangibles are purchased in a business combination, the cost to be recognized is the fair value at acquisition. When intangibles are acquired free of cost or received as a grant, the fair value or nominal value and directly attributable costs of such intangibles is recognized. All other costs of intangibles are charged to revenue. Internally generated intangibles are not recognized as

How to communicate the gospel to the youth effectively Research Proposal

How to communicate the gospel to the youth effectively - Research Proposal Example The youth forms a critical group in the modern church and the contemporary society. Unlike in the past, the contemporary youth express their evident search for a purpose in life. With the increasing influence of the popular culture promoted by different media forms, the church has a critical responsibility in ensuring that the youth finds direction from God through the church. Modem day preachers need to adopt strategies that are appealing to the youth. Young people have varying needs from other groups in the church. Many of the young people face identity crises during their teenage years and early adulthood. Therefore, preachers need to ensure that they preach the gospel to the youth effectively. God’s word can shape the life of a human being and transform his or her perceptions. Therefore, modern youth can rely on the Gospel for a sense of direction and purpose in life. However, this is only possible if preachers can reach the youth effectively using the most appropriate app roaches. Problem Statement Many authors have given attention to the emerging needs of the youth in the modern society. The youth has been a focus group in many studies. However, none of the studies have defined the most effective studies of communicating the gospel to the youth. It is of critical importance to understand the effective strategies for communicating the gospel to the youth so that it can begin to transform their lives during their younger years. In accordance with biblical teachings, especially in the book of Proverbs, the youth have a better chance of participating fully in the service of God because they are full of energy.

Leadership in organisations (Reflective journal assignment) Essay

Leadership in organisations (Reflective journal assignment) - Essay Example Similarly, while it’s important to recognize one’s weaknesses as a leader, I also believe that it’s important to recognize one’s strengths and play into them and work towards further strengthening these aspects of one’s personality. In these regards, I scored fives in the trustworthy, outgoing, and friendly categories. In these regards, I will attempt to cultivate these traits in becoming a more effective leader. In examining my personal assessment scores on the page 64 questionnaire I found it illuminating in terms of the comparisons that can be made among the divergent skills. In these regards, my Technical Skill score was 21, while my Human Skill score was 28, and my Conceptual score 19. Similar to the questionnaire on page 34 these varying scores function to demonstrate areas to me wherein I can work to improve my weaknesses; clearly my Conceptual score is significantly lower than my Human Skills score. While I recognize that it’s important to work towards improving one’s weaknesses, I also believe these scores can be used in leadership when it comes to delegation. A strong leader will have a working knowledge of themselves and areas where it would be more beneficial to the objective to delegate these responsibilities to others. Finally, the questionnaire on page 85 gave me increased self-knowledge into my leadership traits, as well as others perception of me. In these questionnaires I scored in the moderately high range for Tasks with a 39 score, and then scored in the high range for Relationships with a score of 42. While both of these scores relatively high, I recognize that they both leave room for improvement. They also speak towards my type of leadership style in indicating that I tends more towards relationship oriented leading, than simple task based. In these regards, I could change the style by