Ethics – Moral Principles

The term ethics is defined as a system of moral principles. When incorporating ethics with business it is extremely difficult to determine what is considered moral or immoral, as well as what is judged as justice in society. One viewpoint on this topic opposes justice can be compatible with business. The other viewpoint believes there is a line that draws between good and bad; it really depends upon the motive of the action. Is business ethics possible in our present day society? Matigari, a short story written by Ngugi wa Thiong’o, shows it is evident that Ngugi was trying to make it clear that ethics would be impossible in a democratic society. The main character in the story, whose name is Matigari, is continuously searching for truth and justice. â€Å"My friends! Can you tell me where a person could find truth and justice in this country? † (Ngugu, 1989) were his exact words when approaching people. The crowds would all look at him as if he were speaking nonsense. Matigari feels as though the democratic world in which he is living was created upside down. The builder sleeps in the open, the worker is left empty-handed, the tailor goes naked, and the tiller goes to sleep on an empty stomach† (Ngugu, 1989). He wonders where truth and justice lies in this world; for even those who farm are starving. His search leads him to a meeting called by the Minister for Truth and Justice. The real truth can be found within the oppressed. He had bui lt his own home, yet it was still taken away from him; it is a clear example of a capitalist private property. Matigari favours the labour theory of property, which gives labourers the right to own their own land. It is clearly not ethical to take one’s land away in which he or she worked upon. It is evident Matigari believes in the labour theory of property; whereas the government enforces a capitalist private property. The labour theory of property is a natural law theory that holds that property originally comes about by the person doing the labour upon natural resources. Land in its original state would be considered not owned by anyone, but if someone were to apply his or her labour to the land it would become their property. On the other hand, private property is central to capitalism (Samuels, 2002). Under capitalism, private hands control basic assets and productive resources. The major economic decisions are made by individuals or groups acting upon their own pursuit of profit. This is what the government has done; they have created the society into private property. For this reason, Matigari has declared for the labour theory of property to be sought out. The Kantian ethics believes all moral duties, maxims, or certain rules of conduct can be labelled either wrong or right. Act only on that maxim which you can will to be a universal law† (Macmillan, 1972). The universal law is fundamental. What is considered part of this universal conduct should be clear to everyone throughout the world. For example, rules that allow murder and cheating etc. cannot be part of the moral code. However, rules such as do not commit murder can be classified as a moral duty. Kant states one should only follow princip als that are morally correct. Moral rules are those that can be followed by people consistently throughout the world, no matter where one lives. Furthermore, the reward of virtue is not happiness but dignity and freedom (Macmillan, 1972). Kant tries to explain that when one is righteous and true, happiness is not the given prize, but one would receive self-respect and liberty instead. Real freedom means obeying no laws but only those that can be legislated as universal moral laws. Both viewpoints touch upon the topic of fear when it comes to ethics. â€Å"There is too much fear in this country†¦ Too much fear breeds misery in the land† (Ngugu, 1989). This so called fear in the story, Matigari, tries to explain that fear causes a society to become unjust. If everyone was too afraid to confront someone in which he or she were doing something unmerited then this injustice will continue. The democratic government is used as an example in the short story. All the citizens are too afraid to stand up to the prejudiced government; therefore, no changes were made until Matigari had no anxiety and fear of the government. In addition, the opposing viewpoint also speaks of fear in a society; although it is not exactly the same. No one ever obeys laws because they are scared but because one is morally trying to follow the universal moral laws. Freedom and fear cannot coincide when trying to make moral decisions. The Kantian viewpoint is one that is more comprehendible than the viewpoint found in the short story Matigari. It is agreeable that one can find ethics in business. A universal moral law is one that is shared throughout the world and would be agreed upon by all people from all nations. Due to the fact that there are many different cultures there is a â€Å"golden rule† to be found in all the great religions (Macmillan, 972). The golden rule is part of the moral code of anything that is judged as a moral principle. Being agreeable in all religions and cultures it would definitely be ethical to follow these rules of moral conduct. Such rules such as â€Å"thou shall not kill† (Lintin, 1999) can be found in the bible; it is part of the moral code. It is like an unwritten rule that everyone on this earth can understand that it is wrong to murder a human being. To a certain extent there is such thing as ethics when it comes to business and how a society should be run.

Street Crime or White Collar Crime

By general definition, a crime is a wronging, proclaimed by law against society. All acts of disobeying the law are crimes. Be it an assault or embezzlement one has committed a wrong. Yet we have learned values and morals from our surroundings which gave us concepts of the degree of harm pertaining to a particular crime. Our normal concept of crime is usually that of a physical one. We as a society, generally conjure images of a personal assault on oneself when defining the concept of a crime. We as a society, generally conceive our concepts by our surroundings. Society is more frequently exposed to street crimes. It is very rare that a day goes by that we do not hear a murder, physical attack or robbery through the media. Those so called street crimes affect our neighborhoods and society every day. Those crimes are contributing to the destruction of society, our cities, and our streets. The street crime is the most harmful of crimes; it is responsible for the disintegration of society as we know it. To demonstrate the harm caused by the society by street crime, one has to look no further than to inner city neighborhoods. Street crimes are responsible for injuries, death, sexual assaults and the loss of personal property through force. They can also be attributed to the decline of local business and the drop in education and pride in ones communities as well. In the lower economic neighborhoods, many resort to crime for financial reasons. Members of the community sell drugs or rob as means of support. These deviants do not inflict these crimes on neighborhoods other than their own. This is the major reason why street crime is so harmful.

VOIP Essay Example | Topics and Well Written Essays - 500 words

VOIP - Essay Example However, it is as well a tool that makes things simpler and rationalizes a broad variety of business applications. Telephony is one of the most useful inventions. Moreover, VoIP is also the base for modern integrated communications applications such as Web and video conferencing that can change the way people conduct businesses (Cisco, 2011). Additionally, VoIP offers a lot of benefits over customary phone system. This is the major reason that more and more people are particularly turning to VoIP communication technology. One of the major benefits of VoIP is its less cost. VoIP is recognized to be inexpensive even a lot of people utilize it for free. If anybody has a computer, a microphone and speakers along with a high-quality Internet link, they can communicate through VoIP for free (Unuth, 2011). In addition, VoIP telephone calls can be done either to some other VoIP systems and devices, or to usual telephones on the Public Switched Telephone Network (PSTN). In this scenario, the calls from a VoIP device to a PSTN device are normally acknowledged as "PC-to-Phone" communication calls, however VoIP device may not be a PC. Additionally, calls from a VoIP system to another VoIP device are usually acknowledged as "PC-to-PC" calls, even neither device may be a PC (Tech-Faq, 2011). Moreover, the primary idea to switch to VoIP technology for telephone service is cost reduction. VoIP is becoming more and more famous for the reason that of price benefit to customers over customary telephone networks. In fact, VoIP cuts monthly phone bill with a whopping 50%. In addition, it allows less costly worldwide or long distance call rates that are normally one-tenth of what is charged by customary phone businesses. Thus, these attributes make it an extremely high-quality alternative and one could avoid costly hotel phone charges as well as cell phone roaming cost. Though, what one needs is immediately a superior speed of

Organizational Structure and Culture Term Paper

Organizational Structure and Culture - Term Paper Example In the context of the topic under consideration, the chosen health care organization is the Good Samaritan Hospital. The organizational structure at the Good Samaritan Hospital is flat. In the organization there is no provision of intervening management between the managers and the staff. The central idea governing the organization is that the experienced and well trained staff members are better equipped to take on the spot decisions if they are extended a greater autonomy and are involved in the overall decision making (Cunneen, 2008). In this organization the staff is seldom supervised by any intervening layers of management. Though this hospital is a large organization, it is possible to accommodate a flat organizational structure owing to the existence of varied independent units. The decision making process here is decentralized and encourages ample involvement of the employees. The flat structure of this hospital is the key to its supporting environment that fosters a client c entered care. Greater autonomy extended to the employees necessitates ample emphasis on learning and training (Cunneen, 2008). The employees here feel that they are amply empowered to innovate and resort to out of the box thinking that directly bolsters the quality of patient care (Cunneen, 20080. The staff has a direct access to the requisite resources required to extend an improved patient care with ample opportunities to develop as a professional. The staff is positively encouraged to look for the viable improvements and opportunities and resorting to new procedures and innovations aimed at improving patient care receive minimal resistance. The staff members are always encouraged to understand the patient needs and requirements are expected to take ownership of the issues and problems mentioned by the patients. The Management Information System resorted to at the Good Samaritan Hospital has well defined goals that are to enhance and streamline communication amongst employees, to bolster the organizational goals and objectives, to facilitate the exchange of complex information across the organization, reduce expenses by curtailing manual activities and to develop an objective system for saving and organizing information (Stanford, 2007). As, at this hospital, there are minimal intervening levels of management, the staff deployed at the specific units is required to report directly to the specific unit in charge. This speeds up the decision making processes and facilitates autonomy and a relaxed work environment (Stanford, 20070. However, the problem with this information structure is that as the entire unit members are required to report to the unit in charge, the bosses and managers here are required to take care of too many things. Going by the fact that the Good Samaritan Hospital has a flat organizational structure, it automatically facilitates a more open communication as compared to many other health care organizations. However, with so many staff memb ers reporting to so few managers, many a times this communication approach give way to much chaos (Stanford, 2007). The Hospital Director has an open door policy and any employee can approach the top management with ease and convenience. However, as this hospital is expanding with time, the Director has empowered his PA to manage communication and to filter and classify the communications reaching his office. It could be assumed that many a time the

Summarize idea on the article paragraph reaction, response, question Essay

Summarize idea on the article paragraph reaction, response, question - Essay Example tive difficulties but at the same time many researchers are now recommending a more widespread use of these cognitive enhancing drugs to help people concentrate more, be awake longer hours and a lot more. However, with an increasing access to these drugs, there is a lot of arising issues that come up, such as the efficacy of this activity and the proven benefits that it can give rather than the problems it can cause. One of the main concerns with the use of these pharmaceutical drugs is the adverse effects it can wrought a person. All we know today is that cognitive enhancing drugs can really give immediate mental which can be attested by the many people who have already tried taking these drugs and have felt and experienced a significant wakefulness, energy, stamina, and memory. In certain surveys, a lot of people take these drugs before testing, while they are doing a paper, or perhaps during long hours of no sleep and they liked the fact that these drugs have delivered in the aspect of urgency by allowing them to think quickly and have an active body. However, speaking of the long term effects of which, little data is available. This is the problem that we have to deal with when it comes to bringing the use of cognitive enhancing drugs to the mainstream. Also, another thing to consider would be the fact that these people who can attest to the effectiveness of the drug cannot truly confirm tha t they actually got great results in the long run, such as the quality of a paper/dissertation, a result to a test, or, perhaps, a grade for a recitation they used the drug for. Thus, though quantity could be the strength of cognitive enhancing drugs as you can do more at a certain period of time, quality is not something they could guarantee. We all know that it is human nature to want to push against our limitations, but what about the risks? This is that one question we need to ask ourselves regarding the use of cognitive-enhancing drugs. Take Ritalin as an example. It

Accounting and finance Essay Example | Topics and Well Written Essays - 500 words - 1

Accounting and finance - Essay Example f the organization which will help them in making better and informed decisions; increase their job effectiveness and improve organizational performance (Needles et al., 2010). Management accountants play a role in all stages of a decision making process which involves planning, performing, evaluating and communicating. Their expertise in financial reporting will allow them assist in decision making process. Any business decision has to be based on sound financial knowledge and this is where management accountants are vital. The various areas of business that management accountants play a role are: designing of business strategy, resource usage, internal control, corporate governance, safeguard tangible/intangible assets, decision making, planning and controlling activities, value enhancement, performance improvement, etc (Collier et al., 2006). The role of the management accountants is limited to only serve the internal decision makes of an organization. The focus of management accountants is forward thinking. Management accountants use the financial information and design models that predict the future financial projections. Financial accountants also play an equally important role in effective business management. The role of financial accountants is to assist all stakeholders of an organization by preparing financial statements which summarises and indicates the financial health of the organization. Financial accountants are required to prepare financial statements that assist not only internal but also external decision makers such as shareholders, owners, lenders, banks, suppliers, etc (Loughran, 2011). Unlike management accountants, financial accountants are not seen as business consultants or advisors. The role of the financial accountants is to make the financial information of an organization available in a user friendly way to the stakeholders. Financial accountants are required to look analyse the past performance of an organization and prepare

Project Management Degree Essay Example | Topics and Well Written Essays - 4500 words

Project Management Degree - Essay Example 13. How was this value decided on Don't know 14. Was there a risk manager or team specifically assigned within your organisation to deal with risk Y / N 15. If yes, please describe more fully I think there is someone who is in charge about these things but I really don't know who 16. Was probabilistic planning used within the project Y / N what is that 17. If yes, please elaborate 18. Does your organisation undertake formal risk management training Y / N 19. If yes, please describe 20. Approximately what is the budget for this kind of training per year Don't know 21. Did any issues occur in the project Y / N I guess so 22. If yes, please specify 23. How would you rate the performance of the project Please tick all boxes that apply Thank you for you participation 2 All details will remain confidential In completing the questions, please refer to the most recent project that you have been involved in. Name: Age: Job Title: Name of Organisation: Position: How long have you been in this position What was the budget for the project What was the main objective/product/benefit of the project 24. Did your organisation use a methodology to guide the project Y / N 25. If yes, what methodology (PRINCE2, DSDM etc.) was used Please specify I am not really sure what specifically, but I think they do use something 26. Have you ever undergone formal project management training Y / N 27. If yes please give details _________________________________________ 28. What is the approximate annual budget per person for this (if available) I really don't know 29. Is risk management a part of your project methodology Y / N 30. Was there a standard risk... I would say the company is not too much into strategies, it just try its best to handle difficult situations, try to learn from its mistakes, remember the lessons taken from the blunders that have occurred and try its best not to repeat the same mistakes in future endeavors. Was the project a success Who do you think was responsible for its success (or failure) Most of our undertakings are relatively successful, yes there had been a lot of problems, so many things taking place one after the other which really gave us problems but thankfully we were able to surpass everything and proof to that is until now the company continues to exist. As to who is responsible, I guess, all of us are responsible to the success or failure of the things we do. (4) Some of our projects were conceived based on very good concepts except that because most of the people in the company are ill-equpped to handle the issues that take place, most of the times the good ideas vanish. (4) Yes, management conceptualises well its activities as much as it can, but we all know that problems always arise however good is the conceptualisation and the planning in

Answer The 5 Questions Provided Essay Example | Topics and Well Written Essays - 750 words

Answer The 5 Questions Provided - Essay Example For instance, in more mature markets, values such as prestige hold more sway than in less mature markets, where such things as fuel efficiency and overall cost of ownership are more important product values. So again the marketing has to be somewhat targeted to different markets rather than general or standardized for all markets. There are country arrangements such as those that exist between North and South Korea that involve the latter limiting imports of fresh produce and other farm products from the former. This hurts South Korea too, given that in general the country benefits from having more ample food sources from more places, in the same way that it hurts North Korea’s ability to make profits from its agricultural work. The idea too is that North Korea may be in a position to supply farm produce at lower prices, introducing some competition to improve farming methods and yields at home for South Korea (Yonhap News Agency). Between American and France there is a world of cultural differences and attitudes surrounding feminine values, especially with regard to what they wear, and the same applies to certain apparel, such as blue jeans. In France there is a sensitivity to blue jeans being an American product, and there may be some fashion resistance springing from France’s proud culture to the adoption of blue jeans among women. On the other hand in America there is no adoption and acceptance problem of the kind that may be present in France. Therefore in magazine advertising in particular these cultural influences, of jaded attitudes towards garments that have heavy American connotations, there has to be sensitivity to crafting messages that tone down the American elements of blue jeans in France. Recent moves by government in Colombia point toward the further strengthening of the government institutions in the country, which augur well for the

What is the importance of things in our life Essay

What is the importance of things in our life - Essay Example ite unfortunate that ‘things’ are not the determinant of the quality of life, but if they are used well they can enable an individual to have a more fulfilling life. I perceive that there are many misconceptions that relate to the acquisition of things hence people need to understand what they have and how it is beneficial to them. For me, the word â€Å"thing† is too vague. â€Å"Things† however important to me depends on what time I need them and where. When defining what really a person needs, we should not use the word ‘things’ because of its broad and vague meaning. We need specific things to make it in our lives; we do not need all things. Even those things we need them in certain quantities. The assumption that life is driven by the acquisition and consumption of things is not absolutely true. This is because apart from things, there are other important components that people need to make it in life. This does not underrate the importance of having more things on our side. It is very important to have things, but they ought to be specific and meant to meet a given purpose. For example, it is unimaginable that an individual has acquired one hundred personal cars, all for his or her own use. The point here is that, some of these cars may remain to be unutilized even for years. Therefore, the essence of having them in the first place beats logic. It would have been better if the individual bought and disposed appropr iately if the personal need was to have diversity. Therefore, it is better to talk about the importance of specific things instead of the global view. The importance of specific things cannot be disputed. In the paragraph above, the argument has been, we need specific things; these specifics have a very important role in our lives. Things can be categorized from the basic needs, to those that facilitate our personal development, those that help us relate with others as well as those that we need for comfort and luxury. All these categories

Business environment Research Paper Example | Topics and Well Written Essays - 750 words

Business environment - Research Paper Example 1. Customers These are the main stakeholders in a business since goods and services are made in a way that their needs can be satisfied. They affect a business such that their needs form the basis of the business’ plan to make goods that satisfy these needs. Customers’ tastes and preferences are also key to the business such that as diverse as their tastes and preferences are, so does the business diversify its products. The business has control over the customers such that the business can influence the customers’ decisions through pricing, packaging and adding new features to products. 2. Employees Employees in an organisation are the very important. This is because the employees help the business management to be able to make products and provide services to its customers. They influence a business by providing the business with work force to undertake their operations. In a situation where the employees down their tools, the organisation is not able to provide any goods and services to its customers. However, the business has control over them by making policies, rules and regulations, attractive salaries and social welfare. If the business management uses such control, the employees of the organisation become effective. These are also stakeholders of a business, who provide a business with the raw materials or finished goods that the organisation needs to carry out its business. They affect the business by maintaining a supply chain of making goods available to the business as needed.

Conflict Resolution (Team Dynamics for Managers) Essay Example for Free

Conflict Resolution (Team Dynamics for Managers) Essay A major conflict that appears in many, if not most, groups appears to be miscommunication or lack of communication. There are several solutions available to resolve miscommunication. Each member of a team has certain strengths and skills that help resolve occurring issues. When a team is confronted with miscommunication or lack of communication, having a plan is a necessity. Lack of communication can easily lead to miscommunication in a group and cause many reoccurring issues. Certain confliction techniques can be used to not only eliminate the issue, but also understand the underlying issue at hand. Conflict and Solution Personal Strengths to Resolve Issue Creating a detailed learning team charter that involves all members allows each individual to contribute their strengths in problem solving. Generally, charters are mainly used as a tool to contact other members outside of the team environment. The other members offer their information and would be responsible to check into the team in a reasonable amount of time. This is the beginning opportunity to highlight each members strengths and especially how willing they are to participate. Participation is one of the main behaviors that help a team strive or fail. How little or how much a person chooses to participate confides solely within them. This is especially true since individuals learn and retain information in different ways; the application of strengths can be applied in separate and unique formats in a team. The most appropriate conflict management would be Jerry Wisinski’s A-E-I-O-U Model, which focuses on collaboration and what he calls positive intentionality, the assumption that other people are not trying to cause conflict (Engleberg Wynn, 2010). After completing the charter and knowing what is expected of each member, the most appropriate method of communication would be speaking with and checking in with members outside of the group. Conflict Management Techniques Each conflict is special in its nature and requires customized care depending on the situation or context with which the problem resides. â€Å"†¦all managers—whether they be supervisors, middle managers or chief executive officers—must learn to manage conflict if they are to be effective in leading their particular organizational units† (DuBose Pringle, 1989, p. 1). The idea that a problem should be â€Å"managed† crops up because conflict is a known and necessary part of organizational development. Conflicts shape organizations; but why must an organization go through a difficulty or hardship in order to understand conflict management? â€Å"The term ‘managing’ implies that conflict is not inevitably destructive† (DuBose Pringle, 1989, p. 1). Conflicts are not unchangingly damaging because it is necessary for growth to come across a few growing pains. Organizations with good management almost always succeed and dreams of growth come into fruition when conflicts are appropriately managed and managers understand the integrality of their interpretation of conflict management and its many different techniques. The team was very natural in its ability to choose a proper technique and utilize it in order to overcome the conflict at hand. The collaboration technique was used successfully as the team was forced to put their heads together and come to a decision with regard to the conflict. The collaboration was effective due to the participants’ unwavering objectivity and understanding of the conflict and how to manage it. Each party had their responsibilities laid out neatly in order to quickly and professionally get the job done. The team was highly prepared for any conflicts and managed them upon manifestation due to the highly comprehensive group. Accommodation is another technique the team productively used. Accommodation is used when the conflict is more important to the other party involved in the conflict and is treated with thoughtfulness by the other members; this technique was also successful because the team was able to â€Å"pick their battles† and strive to meet all the expectations of the team leader, and their teammates (DuBose Pringle, 1989). Additional Conflict Management Techniques Team communication generally appears to be a conflict that exists within the members of the group. This can only be solved within the members and the willingness to strive, learn, and accomplish together as a group. It takes personal inactive and being open to others suggestions to make communication strong and effective. Strong communication would prove to eliminate miscommunication and therefore lack of communication. Setting goals can always be a productive approach to ensuring success and keeping members focused on what needs to be accomplished, and the most effective route to complete tasks. The important balance of goal setting in groups is making sure that personal and team goals do not outweigh one another. Goals are more productive when they are shared and known with other individuals. Making, keeping, and sharing goals in the team environment are essential to success and eliminating miscommunication. In some cases where conflict is stronger than problem solving, it is necessary to seek help outside of the group. Third-party intervention occurs when a group seeks the services of an impartial outsider who has no direct connections to the group, but has the skills needed to analyze the conflict and helps resolve it (Engleberg Wynn, 2010). In learning team environments, the instructor is the third-party intervention and has authority to make decisions as deemed necessary to help keep the team productive and functioning as a whole. Arrival of Decision The group’s natural understanding of conflict management, and the team leader’s fantastic ability to choose proper techniques, strengthened the team’s ability to get the job done. When conflicts arose, the team effortlessly went through a decision process and effectively outlined the techniques that worked the best. The team was able to utilize all participating members’ strengths to move on with the project after nipping all problems in the bud. While some issues call for more drastic measures, accommodation and collaboration was the team’s two most valuable assets when managing conflict internally. Some issues require an entire modification of the organizational structure which could set back the team, and even the organization, for a very long time. Good management within the organization knows the proper way to take care of problems that arise from conflicts. Good management understands that the symptoms and the disease are two completely different things and should be handled as such. When managers â€Å"settle† problems for lower-level managers, it implies that they do not fully understand the real problem and how to fix it. Symptoms are stopped once the root of the problem is remedied. Conclusion When lack of communication occurs in a group, miscommunication is often followed. Certain personal strengths, such as a willingness to strive and learn from others are important in a group setting. Creating a team charter helps eliminate the issue of miscommunication. Setting goals, being open to other’s thoughts and opinions, and seeking help from outside of the group are all techniques to resolve a conflict in a group setting. The arrival of decisions are done by working as a team, using proper problem solving techniques, communicating, and having a good leader. References DuBose, P. B. Pringle, C. D. (1989). Choosing A conflict management technique. SuperVision,50(6), 10-10. Retrieved fromhttp://search.proquest.com/docview/195581288?accountid=35812 Engleberg, I. N. Wynn, D. R. (2010). Working in groups (5th ed.). Boston: Pearson/Allyn Bacon.

Leadership Development In The Malaysian Army Management Essay

Leadership Development In The Malaysian Army Management Essay Before formulating the right strategy on leadership development in the Malaysian Army, there is a need do external analysis on environmental of Malaysia and comparative analysis on US and Singapore Army Leadership Development and the current Leadership Development in the Malaysian Army. Then the internal analysis on Malaysian Army Leadership Development on its organizational structure, vision, mission, roles and tasks and its Leadership Development efficiency has been conducted. From the finding on the external analysis of Malaysian environment there are some factors that affects Leadership Development Program in the Malaysian Army either political, economy, security, technology and government budget. These factors will shape the strategic direction of the Malaysian Army on its Leadership Development and to ensure that its leaders could adapt the challenging and demanding changes of the Malaysian environment to fulfill its roles and tasks especially on its expanding tasks and to keep its still relevant from the public perception. In term of the political factors, there are certain programs and initiatives that should be considered for the Leadership Development in the Malaysian Army such as Defense Policy formulated by the government, expanding roles on managing National Service Training Program, participation in NBOS, involvement in UN missions and involvement in promotion of LIMA and DSA. Therefore, Leadership Development Programs should include these additional tasks to ensure the leaders understand the requirement to fulfill these tasks. Leadership Development also could be developed through National Defense University by providing the serving officers the opportunity for self-education. Technical capabilities of the officers could be enhanced by active participation in defense industries to keep pace with the changing technology. The government also recognized the need for talented Army officers to develop the country and to achieve the Vision 2020 by appo intment as minister in the cabinet, chairman or president in Government Link Company (GLC) and also as High Commissioner or Ambassador which was happening before. In term of economy, it will affected the Malaysian Army in attracting talented people, retention and also its defense budget, salary and compensation. 106. For the external analysis, in order to benchmark for the best practice on the Leadership Development for the Army, the finding on comparative study on Leadership Development in US Army as a well developed Army and Singapore Army as neighbouring country of Malaysia has been conducted. The finding on the comparative analysis has shown that their macro environment in term of political, economy, security, technology and government budget has shaped their army and their macro environment are quite different from Malaysian Army. The US and Singapore Army Leadership Development Model and Process are based on their defence policy where their policy is well defined and make it easy for their army to develop the right strategy, commitment of the Government to build-up capable army which fully supported by their government, Army vision, mission and objectives that will generate the right strategy for their Leadership Development Model and Process, Army roles and tasks that are based on the ir vision, mission and objectives, allocation of defence budget where very high and will support their Army development programs, They also could attract talented people to join the army because of their good image and professionalism, public perception on the Army is very good and their Leadership Development Process will be tailored to their Leadership Development Model. 107. Based on the external analysis on the benchmark of Leadership Development in US and Singapore Army, there are some unique capabilities that could make a Leadership Development successful such as commitment by the Government to enhance Leadership Development, high budget allocation, the existence of defence universities, inter-agency/department co-operation with the Army, well defined public perception towards the Army, the need for Army officers to be well rounded and knowledgeable officers that could cope up any security situation challenges that arise, expanding roles of the Army especially in secondary roles on developing the nation to be addressed by the Army through their Leadership Development Programs to enhance the officers ability and capability to do these expanding roles, utilizing the technology better that could have significant advantages against its adversary, the Army of multiple skills and capability, the existence of Centre of Leadership Development, the need o f systematic and continuous training and education of the officer, commitment by all domains in Leadership Development, joint services integration of the Armed Forces, intellectual Army officers, multiple skills of Army officers, enhance the value of Army officers, efficiency and aggressive marketing and talented people attracted to join the Army. All of these unique capabilities should be considered by the Malaysian Army to come up with the right strategy for its Leadership Development Programs. 108. Compared to Malaysian Army internal analysis, its Leadership Development model is also based on Malaysian Defence Policy but the policy is not well defined and therefore the Army could not develop the right strategy for its leadership development. However, the Malaysian government is also committed to build-up capable Army that could perform its roles and tasks in defending the country from external threats though its General Defence Policy. The Malaysian Army also has vision, mission, objectives, roles and tasks that will generate the right strategy for their Leadership Development Model and Process. Allocation of Defence Budget is lower compared to US and Singapore Army and could hinder Malaysian Army modernization and development programs. Malaysian Army as profession could not attract talented people to join the Army because sceptical public perception on the Army even it has good image and professionalism since the public think that the military is just wasting the Governme nt money without any real external threats. 109. In term of comparison on Leadership Development Mission, Goal, Model and Programs in the US, Singapore and Malaysian Army as mentioned before, there are a set of criteria that have been analysed; Defence Policy, commitment of the government to build-up capable army, Army vision, mission and objectives, Army roles and tasks, allocation of defence budget, attraction to talented people to join the army, public perception on the Army, Leadership Development Model and Leadership Development Process. After analysing the comparison, The US and Singapore Army Leadership Development Model are based their defence policy same as Malaysian Army. Their governments are committed to build-up capable army especially on modernizing and developing their Army through high defence budget compared to Malaysian Defence Budget which is lower. US, Singapore and Malaysian Army have their own vision, mission and objectives that will generate the right strategy for their Leadership Development Model and P rocess based on the defence policy. All the Army has roles and tasks that are based on their vision, mission and objectives. All Army has their own Leadership Development Model and Process is quite similar. 110. The summary of comparison between US, Singapore and Malaysian Army is shown in Table 5. Criteria US Army Singapore Army Malaysian Army Defense policy Well defined Well defined No Defense White Paper Government Commitment Fully Committed Fully Committed Partially Committed Army VMO Defense of the country sovereignty and interest from external threats Defense of the country sovereignty and interest from external threats Defense of the country sovereignty and interest from external threats Army Roles and Tasks Based on VMO Based on VMO Based on VMO Defense Budget High (4.7% GDP) High (6.0% GDP) Lower (6.0% GDP) Talented People Likely to join the Army National Service Last Resort Public Perception Very Good Very Good Good Leadership Development Model Operational, Institutional and Self Development Institutional Training and Education, Duty Assignment and Self Development Institutional Training and Education, Duty Assignment and Self Development Leadership Development Process Based on the Model Based on the Model Based on the Model Table 5: Comparison of Leadership Development between US, Singapore and Malaysian Army Source: Author 111. From the comparison on Leadership Development in US and Singapore Army, there are some unique capabilities that could make a Leadership Development successful. There are few weaknesses form the comparison such as there is no Defence White Paper to provide Strategic direction and guidance on the defence of Malaysia, lower budget allocation that make the Leadership Development in the Malaysian Army lacking of funding on acquiring the latest military equipment and to enhanced its training institutions facilities and establishment of Centre of Leadership Development and the sceptical public perception on the Malaysian Army that make it difficult to attract talented people to join the Army. The Malaysian Government need to be more committed to the defence matters especially on defence budget allocation, coordinating inter-agency/department cooperation, educate the public the need to security and defence for the stability of the country for well defined public perception towards the A rmy, establishing of Centre of Leadership Development through budget allocation and additional non-military tasks given is based on the Armys capabilities. In term of Leadership Development Model, US, Singapore and the Malaysian Army are about the same. However, on Leadership Development Process there are some qualities that need to be considered by the Malaysian Army as mentioned earlier. SWOT ANALYSIS 113. Based on the external analysis on macro environment of Malaysia and comparative analysis on US and Singapore Army and then the internal analysis of the Malaysian Army, there are certain opportunities, threats, strength and weaknesses based on a SWOT- Matrix Analysis that effects Leadership Development in the Army as shown at Exhibit 11. STRENGTH/CAPABILITIES OF THE MALAYSIAN ARMY 114. Army is Professional, honorable profession and providing a secure job. Therefore, the Army has to do a proper marketing with focus on the Army as professional, honorable, secure job and clear career progression based on military courses requirement. At the same time the Army also is providing opportunity to officers for further education especially courses not related to military offered by the Defense University. 115. The Government provides the opportunity for officers to serve in the government as Minister or Ambassador as recognition of the capability of the Army officers that has been develop through Leadership Development but not all officers has the opportunity. Therefore, The Army has to continuously reviewing its Leadership Development Concept, Model and Program to ensure to develop its officers knowledge, skills and experience. Since the Government has established Defense University, it is a good opportunity to officers for further education especially courses not related to military offered by the University. However, it is depend on budget allocation and the capability of the university to offer more courses not related to military. 116. The Army has well structured organization, with clear vision, mission, objectives, clear purpose, roles and functions, even there is no Defense White Paper. However, the Army through Malaysian Armed Forces and Ministry of Defense should insist on the government to come up with Defense White Paper, additional defense budget for establishment of Leadership Development Centre and more further education opportunity, more inter-agency/department co-operation coordinated by the Government most probably by the Home Affairs Ministry that involve the Police Force, Immigration Department, Fire Engine Department, Custom Department, Civil Defense Department and other relevant department that normally will be working together on non-military tasks with the Army. 117. The Army also has to accept the expanding non-military tasks mandated by the government as secondary roles such as to curb smuggling activities, illegal logging, drug and human trafficking, illegal immigrants, environmental damage, trans-borders activities and search and rescue (SAR) of the civilians, etc, but it should be based on its capabilities. Therefore, a successful Leadership Development Concepts, Model and Process will be based on the requirement of military and non-military tasks. However, currently, the Army is well developed on establishing Leadership Development training on military tasks but still lacking on the training and education on non-military tasks. Therefore, Leadership Development in the Army has to be continuously kept pace the changing security environment and the expanding roles and tasks. At the same time, the Army also has to work together with The Malaysian Armed Forces for joint service training so that it will enhance the operational experience of the Army officers as what required in the Leadership Development and more inter-agency/department co-operation to perform its non-military tasks. WEAKNESSES/LACKING IN THE MALAYSIAN ARMY 118. Insufficient defense budget allocation for modernization, education and improvement on training facilities has effected Leadership Development in the Army. Therefore as mentioned earlier, the Army through Malaysian Armed Forces and Ministry of Defense should insist on the government to come up with additional defense budget for the modernization, establishment of Leadership Development Centre and more further education opportunity. If the Government recognizes the need for additional budget for further education to the officers it will provide better education and experience so that could enhance the value of Army officers. 119. In order to attract talented and intellectual people to join the Army and to avoid skeptical and not well defined public perception, as mentioned earlier, proper marketing has to be conducted. In term of Leadership Development, the Army has to improve its Leadership Development Process and Support Systems, ensure commitment by all domains, provide opportunity for the officers for duty assignment and operational experience especially on non-military tasks,, enforced self-development to the officers and accept the fact that additional tasks as part of the secondary roles in the Army to counter the identity crisis as warrior of war against doing non-military tasks. These Non-military tasks also should be covered in training institutions and further education. 120. Since the technical advancement provide the challenges to keep pace with old technologies and lack of defense industry participation, the Army should keep pace with technology advancement and provide opportunity for the officers to participate in defense industry activities. Since there is uncertainty of future security situation that needs to address continuously but at the same time additional tasks keep on expanding, the Army should be focusing on the immediate threat to the Malaysian sovereignty and how to face the uncertainty through Leadership Development Programs that will develop the officers on critical and analytical thinking capabilities based on the situation. 121. The Army also should develop the inexperience officers in duty assignment and operational experience with more frequency in Army operations, training, exercises and involve in more inter-agency/department cooperation coordinated by the Government that involve the Police Force, Immigration Department, Fire Engine Department, Custom Department, Civil Defense Department and other relevant department that normally will be working together on non-military tasks with the Army. Therefore, as mentioned earlier the trainings should be focus on this inter-agency cooperation and should be included in Leadership Development in the Army. CHAPTER VI STRATEGY FORMULATION AND IMPLEMENTATION STRATEGY FORMULATION 122. Malaysian Army as part of The Malaysian Armed Forces has the vision, mission, roles, tasks and functions based on the Armed Forces strategic guidance and eventually Malaysian Defense Policy as the main roles is to defense the country from external threats and secondary roles to perform additional tasks. In order to fulfill these tasks, the responsibility is on the officers of the Malaysian Army and a proper Leadership Development Program has to be developed for the officers to keep pace with the current and future security environment, military and additional tasks non- military tasks on supporting the country in nation building and development. Leadership Development in the Malaysian Army should be tailored with the external environment of Malaysia in term of political, economic, social, security and budget allocation. At the same time, the formulation of the Strategy also should be based on the internal analysis of benchmarking of other armies for the best Leadership Developme nt Concept, Model and Process. 123. The Malaysian Army has to develop a comprehensive Leadership Development Strategy to prepare officers to lead soldiers in the future. The current Leadership Development that consist: Leadership Development Concepts, Model (Institutional Training and Education, Duty and Operational Assignments and Self-Development), and Process (Responsibility, Integration, Sequences, Assessment, Feedback and Evaluation) are on the right track but need to be review and add some more details. This strategic direction for the training and education, operational experience and self development could create conditions for the development of its leader to perform their tasks in full range of primary and secondary tasks. The future operational environment would likely to be highly dynamic, complex and competitive that could be a challenge to the Malaysian Army. The focus of Leadership Development should be to enable officers to lead the soldiers, develop their subordinates and achieve the operational g oal. In order to develop the officers in Leadership Development, focus should be on training institutions and education, duty and operational assignment and self development and they need to be integrated successfully. 124. These domains has to be elaborate further down on how best the Army could fully develop its leaders within the limited resources and time to implement the strategy. The Strategy for Leadership Development in the Malaysian Army involve the commitment of training institutions, leaders and the officers themselves for a life long learning and development, balancing commitment to the training, education and experiences as component of Leadership Development, prepare officers for multiple threats and a full range of military missions through outcomes-based training and education, achieve balance and predictability in personnel policies and professional military education, manage the armys military talent to benefit both the institution and individual, prepare leaders by replicating the complexity of the operational environment in courses and units, produce leaders who are mentors and committed to developing their subordinates, prepare select leaders for responsibility at the national level and enhance their values, strengthen army leaders demonstrated understanding of their profession or arms and inspire commitment to the professional ethics. 125. The Army now needs Leadership Development that both meets immediate (short-term) requirements and long-term needs. An uncertain and complex future security environment continues to demand that Army Leadership Development Programs has to be review continuously and also prepare leaders to perform their tasks in future military or non-military tasks. The officers should be given the opportunity for their development through Leadership Development Programs to enable them to be confidence, competent, knowledgeable and skillful and experienced to lead their soldiers to the future. The Strategy for Leadership Development in the Malaysian Army will provide the characteristics for the Army leaders as they progress through their careers on how best to perform their tasks. The strategy should focus on aspects for the integration of policies, programs and initiatives to produce Army leaders. The strategy also could be guidance for career-long development of Army leaders through education, t raining and experience. The Leadership Development is not one time basis but also should be deliberate, continuous, sequential and progressive. The Army should create a learning organization that keep track of the changing security environment, future technologies, expanding roles in operation other than war and non-military tasks of supporting the government on nation building and development. 126. The Leadership Development strategy will consist of how best the Army institutions will adapt the way in which to develop leaders. There are challenges on external and internal environment that will affect the strategy on Leadership Development. What the Army must do in Leadership Development is to educate, train and provide necessary experiences either operational or non operational in order to perform their roles and tasks successfully. Therefore, there is a need for full commitment of three important domains in Leadership Development which is Training Institutions and Education, Duty and Operational Assignment and Self Learning. 127. However, there is a conflict between these domains such as to allow the officers development through education and training and at the same time to give enough operational experiences to the officers. At the same time self-development also will be difficult if they dont have the time. In order to be successful, there are certain aspects that need to be considered such as what leader qualities that the Army wants the leaders characteristics, leaders attributes and leaders core competencies. The Army has to increase the effort to develop each of the officers and ensure that it could manage most talented leaders to lead the Army in the future. There is also a need to establish The Centre for Army Leadership Development for the Malaysian Army which is currently The Malaysian Army does not have where this establishment could develop, review and refine the Leadership Development in the Malaysian Army continuously. 128. With all the discussion on the External Analysis and how they effected the Leadership Development in the Malaysian Army and comparative analysis on Leadership Development of US and Singapore Army and their unique capabilities, and also on Internal Analysis of the Malaysian Army organization, vision, mission, roles, function, ethos and current Leadership Development Concepts, Model and Process, therefore the Strategy for Leadership Development in the Malaysian Army should be formulated based on the followings: a. Commitment by the Government to the Army. (1) The government has provided general Defense Policy but there is no Defense White Paper. Therefore, the government should come up with Defense White Paper to provide proper direction and guideline on the main roles and tasks of the Army as shown in the US and Singapore Army. What is happening now is the government keeps adding additional tasks on supporting and assisting the government for nation building and development. (2) In term of budget allocation, the government should give sufficient budget allocation to the Army so that the training establishment could upgrade the facilities to implement Leadership Development Programs better especially for tertiary education with various fields of study to pursue the best development strategy and plan to be implemented in the Army. (3) The Government has established National Defense University to train officers and commissioned them to the Armed forces as officers. It also provides the opportunities for the Army officers to further their studies in other fields rather than war strategy and broadened their knowledge as shown by the US Army. It will also provide the Army officers the chance for higher level of education but it needs sufficient budget allocation. However, the university has to offer more courses because currently the courses offered are quite limited. (4) In term of security and stability of the country, there is a need of cooperation between the Army and other agencies such as public services, NGO and private sectors especially when dealing with internal threat to the security Therefore, the Government should coordinate these cooperation. b. Commitment by the Army. (1) Attract talented youth to joint the Army as Officers. The current situation in Malaysia now is military profession is the last resort for job seekers. Compared to US and Singapore Army, talented people would like to joint the Army because the good image and challenges provide by the organizations. (2) Well Defined Public Perception Towards Malaysian Army. The Army has to build up a good image and professional in performing their roles and tasks that will enhance a good reputation and perception from the public. The Army roles and tasks are not only protecting the country from any external aggression but also helping the nation in developing the country. (3) Uncertainty of Security Situation in the Future. The uncertainty of security situation in the future will demand the Malaysian Army officers to be well rounded and knowledgeable officers that could cope up any security situation challenges that arise. . (4) Military Institution and Officers Facing New Challenges. Expanding Roles of the Army especially in secondary roles on non-military tasks of assisting the Government on nation building and development make the Army to do several tasks at the same time. These non-military tasks need to be addressed by the Army through its Leadership Development Programs to enhance the officers ability and capability to do these expanding roles. (5) Technical Advancement. The Future warfare will involve modern, sophisticated and advance technology that needs the Army officers keeping pace with the changes. However the technology acquired by the Army is based on the defense allocation. The Malaysian Army should include in its Leadership Development focusing on officers to enhance their knowledge and expertise in technology in keeping abreast with the latest technology to face the future wars and challenges. (6) The Trend towards Small Army with Multiple Skills and Capabilities. The Malaysian Army has reducing the strength to become small army with multiple skills and capability as what most of the armies do. These trends will need leaders that very capable to lead the Army that could fulfill the vision, mission, roles and tasks with limited personnel. (7) Intellectual Army Officers. The Army has to develop intellectual officers in its Leadership Development Program that have the ability of critical, analytical and creative thinking to cope with unpredictable situations that they are facing so that they could make quick and right decision to address the situations. (8) Multiple Skills of Army Officers. The Leadership Development should consider the requirement to enhance the knowledge, skills and experiences of the Army officers not only in military tasks but also in non-military tasks in the future that will demand different knowledge, skills and experiences to address the situations. (9) Enhance the Value of Army Officers. A successful Leadership Development Programs will create a true professional officer with knowledge, skills and experiences where they will be respected by the public and will enhance their value especially when they retired and they can work with prestige private sector companies. (10) Training and Education. Training is very crucial in Leadership Development in the Army especially at the beginning of officer career and should continuously developed throughout the career. These training will be imparted through courses in army training institution (career and functional courses), unit training, exercises and involvement of different types of operations. However, most of the courses conducted in the training institutions are on the military subjects. Non-military tasks have to be included also as part of the subjects in the courses offered to the officers so that they could enhance their knowledge not only on military but also on non-military tasks. The Leadership Development in education is imparted through tertiary education in various field offers the officers that will broaden their knowledge and skills and not just related to their respective arms and services and about warfighting. (11) Commitment by All Domains in Leadership Development. The Malaysian Army Leadership Development Domains which include training institution and education, assignments and operational experience and self-development should focus on the Leadership Development start from the basic level at their cadet school to instill the right leadership qualities and traits and throughout the officers career. (12) Joint Services integration of the Armed Forces. The leadership development in the Malaysian Army should focus on joint service integration between the Navy and the Air Force. (13) Leadership Development Model and Process. The Army should review its Leadership Development Model and Process by benchmarking of the best practices by other armies in order to keep pace with the changes in the security environment and its roles and tasks. STRATEGY IMPLEMENTATION 129. The strategy implementation will consist of Short and Long Term Plan that will be based on the findings on External Analysis of the Malaysia Army that comprises macro environment in geo-strategic security situation and political, economy, technology and government budget of Malaysia and the benchmarking of Leadership Development of the Army in other countries. The strategy also will be based on the Malaysian Army Internal Analysis in term of its organization, vision, mission, roles, function, ethos and current Leadership Development Concepts, Model and Process. The strategy needs to consider the primary roles on military tasks of the Malaysian Army and its secondary roles in non-military tasks that keep expanding which is the expectation of the public for the Army to be more involved since there is no perceive threats to the country. The plan also should include the need of the Armys efficiency in Leadership Development continuous improvement by reviewing and updating its Leader ship Development to keep pace on the future security challenges on its doctrine, tactics, techniques, procedures and warfighting philosophy for its military tasks. In performing on its expanding non-military tasks (such as to curb smuggling activities, illegal logging, drug and human trafficking, illegal immigrants, environmental damage, trans-borders activities and search and rescue (SAR) of the civilians, etc.), there is a need for the Army for not working in silos and has to cooperate with other public services (such as the Police, the Immigrations, the Customs, the Fire Brigade, Forestry Department, National Drugs Agency,

The Fighting The War On Terrorism Politics Essay

The Fighting The War On Terrorism Politics Essay Weapons of Mass Destruction have is a major concern for the United States and other countries around the world. The history of weapons of mass destructions goes all the way back to the Middle Ages and is still a major issue today. My predictions at this time for this issue is that if the United States and other countries do not continue to work together and monitor those people whom they believe are capable of committing acts of terrorism that a Terrorist group will attack this country if not another as they have threatened to support their beliefs. I recommend that the United States criminal justice system continue to take all measures to protect this country and continue to treat all threats as if they are real to ensure and protect this country from additional attacks or a major attack from a weapon of mass destruction. Weapons of Mass destruction is defined as a weapon that can kill and bring significant harm to a large number of humans and other life forms and/or cause great damage to man-made structures, natural structures, or the biosphere in general. The more technical terms refers to any chemical, biological, radiological, and nuclear weapons (Weapon of, 2010, para 1). The use of this term goes back to Cosmo Gordon Lang, an Archbishop of Canterbury, who first used the term weapons of mass destruction in 1937 in reference to the aerial bombardment of Guernica, Spain. Lang (1937) states, Who can think at this present time without a sickening of the heart of the appalling slaughter, suffering, the manifold misery brought by war to Spain and to China? Who can think without horror of what another widespread war would mean, waged as it would be with all the new weapons of mass destruction (Weapons of, 2010, para 2). During this time there were no nuclear weapon, and the biological weapons were already being researched by Japan, and chemical weapons had been seen in wide use in World War I. The first recorded use of weapons of mass destruction goes back to the Middle Ages. When the rules of war fell into disregard, the target moved from the enemys soldiers to his people. The weapon of choice against a civilian enemy became biological, then chemical, and nuclear, as soon as scientific advancement and technological developments made them available (Rebehn, 2003, para 1). The first noted weapon of mass destruction goes back to 430 B.C. when Leucippus and his pupil, Democritus are credited with postulating the theory of Atoms and Void. Since then there has been an estimate of seventy-seven recorded building of mass destruction, attempts, discovery of weapons of mass destruction, and attacks around the world. The first use of a weapon of mass destruction came with World War I. World War I bore witness to the first chemical weapons attacks of the 20th century. Research on biological warfare agents began after World War I and several nations continued research and development during the Cold War. The theories of Einstein and other eminent contributors to the 20th century physics provided the basis for the development of nuclear science. Research towards nuclear energy began in the 1930s. Nuclear weapons were used during World War II, and nuclear deterrence played a major role during the Cold War. The nuclear arms race slowed in the early 1970s following the negotiation of the first control treaties (Briefing, 2005, para 4). During World War II the trope mass destruction came to be increasingly associated with aerial bombing and particularly, after August 6, 1945, with the atomic bomb (Oren and Solomon, 2006, pg 12). In the aftermath of the bombing of Hiroshima and Nagasaki, a debate developed in Washington regarding Americans nuclear policy. Many atomic scientists expected the United States nuclear monopoly to be short lived; scientist sought to avert a dangerous arms race with the Soviet Union by turning over Americas atomic weapons to an international authority on the condition that future nuclear powers will do the same. Treaties and agreement were developed to address weapons of mass destruction to get everyone nationally to turn over weapons and prevent additional weapons from being made. The 1968 Nuclear Non-Proliferation Treaty (NPT) does not explicitly require states parties to adopt national implementation measures to give effects to the treaty. (Persbo and Woodard, 2005, pg 3). This treaty requires that states enter into nuclear safeguards agreements with the International Atomic Energy Agency also known as the (IAEA), which has promulgated non-binding guidelines for national measures to protect nuclear materials and equipment from security breaches. The International Atomic Energy Agency verifies state compliance with their safeguards agreements primarily through material accountancy measures (Persbo and Woodard, 2005, pg 3). Present day concerns with weapons of mass destruction arose after the attacks on September 11th. An even greater threat to U. S. and Western security is the potential for biological, chemical, and nuclear attacks. The United States is making alliances around the world, not just to track down the pockets of Al Qaeda, but to identify those countries that are trying to acquire the materials to develop and construct such weapons of mass destruction (Simonsen and Spindlove, 2007, pg 508). After the attacks on the September 11th America was attacked within weeks with letters containing Anthrax spores being sent around the country killing American. American citizens were afraid to open their mail for fear that it may contain Anthrax. As a result of these attacks former President Bush believed that there were weapons of mass destruction in Iraq which caused America to go to war. The danger posed by weapons of mass destruction was the Bush administrations chief justification for invading Iraq. President George Bush declared a War on Terror after 9-11 and singled out Iraq as part of an axis of evil. (Simonsen and Spindlove, 2007, pg 509). The United States went to war and invaded Iraq to search for weapons of mass destruction in addition to finding Osama bin Laden. The United States was able to locate Saddam Hussein whom felt that he was always at war with the United States and he was executed for his crimes against the United States. The United States continues to look for Osama bin Laden, the leader of the Al Qaeda and mastermind behind the attacks on September 11th.Osama continues to threaten the United States as well as others with future attacks that can lead to millions of people being killed. No weapon of mass destruction was not found and was reported by Iraq Survey Group to never exist in January 2004. Al Qaeda continues to grow and inspire globally is a major problem. Al Qaeda, little known before the September 11, 2001, attacks is now linked to almost every terrorist atrocity around the globe-rightly or wrongly- this is the most notorious movement of the late twentieth and early twenty-first that will shape the lives of westerners over the coming decade (Simonsen and Spindlove, 2007, pg 510). Osama bin Laden continues to remain in seclusion and Al Qaeda continues to show signs that they plan to intensify attacks against the West. Persbo and Woodard (2005) writes, The terrorist attacks on the United States on 11 September 2001 catalyzed a significant shift by certain states away from efforts to strengthen the multilateral WMD treaty regimes (through improved verification arrangements) towards a rather less ambitious (or eminently successful) agenda to improve national implementation of these treaties. While national compliance is essential for the success of these treaties, the future to strengthen the treaty verification systems has made it more difficult to assess the status of states national implementation measures (pg 2). My predictions are that Al Qaeda and the Taliban will continue to grow and use the United States resources to assist them with attacking the United States as well as other countries. I think that these terrorist groups are in the United States now flying under the radar as they have done before which assist them with their attack. I think that they will not attack in the next few years, because they know that the United States is aware and taking all threats seriously and will wait until they feel that the United States guard is down. I also think that if they do attack that it will be on a larger scale injuring and killing more people, instead of attacking building. These groups will continue to increase their organizational skills and may seek to expand outside assistance from other races that support their cause. My recommendation to the criminal justice practitioners is that they must continue to treat all threats as if they were real and maintain and increase security measures to prevent additional attacks against this country as well as other countries in the world. The governments across the world must continue to work together to keep and protect their way of life and honor the treaties and agreements that they have put in place. Communication with each other is very important with ensuring everyone is on the same page and no one is in the dark, especially where the weapons of mass destruction are concerned. The United States should follow the lead of other countries and make it a little more difficult for immigrants to enter the country and remain here. The government should continue to monitor the activity of the Al Qaeda and Taliban and any other terrorist groups, we should not make the same mistake and believe that we will not be attacked again and expect the unexpected to protect th is country. An attack of mass destruction does not only affect the target but also affects the entire world and we must always keep this in mind if we want to continue to live. In conclusion, Weapons of mass destruction consist of chemical, biological, radiological and nuclear attacks. These weapons have been in existence since the Middle Ages and are still a major concern for the United States as well as others countries in the world. I predict that the terrorist groups will continue to grow and organize and will wait to attack on a much grander scales to support their cause. As stated earlier I recommend the criminal justices practitioners around the world need to continue to work together to assess for weapons of mass destruction and treat all threats as if they are going to occur,

Congenital Birth Defects Essay -- Genetic Causes, Chromosomal Abnormal

1.1 Congenital Birth Defects Birth defects, congenital abnormalities are terms used to describe developmental defects that are present at birth. There are a lot of genetic and environmental interactions in the complex transition from a fertilised ovum to a fully formed human being. The stage of development that the interactions are affected influences the type of birth defects. Birth defect causes can be divided into two types, genetic and environmental causes. There are also birth defects which are caused due to multifactorial inheritance (George, 2007). Genetic causes of birth defects It has been estimated that 25% of all birth defects are caused due to genetic factors and out of these 85% causes are known (Brent, 2004). Birth defects can be caused due to chromosomal aberrations, mutations in single genes and interactions of both environmental and genetic factors. Chromosomal aberrations are seen frequently as the complex mechanisms such as meiosis or mitosis are prone to error. Another frequent causative factor of multiple birth defects is chromosomal aneuploidy (loss or gain of whole chromosome). Multiple congenital anomaly syndromes are caused due to single gene defects (Prescott, 2001). Chromosomal abnormalities They may be numerical or structural and are important causes of approximately 5-6% of all birth defects (Young, 2005). These abnormalities may arise newly or maybe inherited from a parent with same chromosomal aberration. Numerical abnormalities are caused due to any deviation from the human diploid number of 46 chromosomes which is called chromosomal aneuploidy. This leads to multiple birth defects as it disturbs the action of multiple genes. Usually, numerical chromosomal abnormalities are resu... ...Synthetic lethality does indicate that when two genes have the same role and mutation occurs in them both making them non-functional only then it results in lethality. Moreover when both the genes have the same function in the pathway, each mutation in the genes diminishes the function of the pathway. Even though genome sequencing of mouse and humans are completed the function of a major part of the genomes are still unknown. An effective way to discover the gene function is by determining the consequence of mutations in organisms. This study focuses on congenital birth defects by studying the mutations in mouse genome causing developmental abnormalities which serve as models for human congenital birth defects. In this study an attempt is made to identify the genes that cause developmental defects and lethality thus aids the study of congenital birth defects.

Geography of the Bahamas :: Essays Papers

Geography of the Bahamas The Bahamas are located in the Atlantic Ocean 49.7 miles (80 km) southeast of Florida and 49.7 miles (80 km) northeast of Cuba. Some neighboring islands to the Bahamas are Haiti and the Turks and Caicos Islands. Nassau, the capital of the Bahamas, is located on the island of New Providence. The Bahamas encompass 700 islands and 2,000 cays, yet 30 to 40 of them are inhabited (thebahamas.com). The Bahamas are a large scattered group of islands called an archipelago. The land mass covers an area of about 4,566 sq. miles (11,825 sq. km) (Thompson 27), roughly the size of New Jersey and Connecticut combined. The islands of the Bahamas cover approximately 259,000 square miles (670,810 sq. km) of ocean (countrystudies.us). The total coastline is 2,200 miles (3,542 km), which is about 25% of all the land that makes up the Bahamas (cia.gov). The coastlines are fringed with mangroves, lagoons and coral reefs. The foundation of the Bahamas is a mixture of fossil coral and sand. There is low scrub cover across many of the islands. The northern Bahamas are considered a savannah as it consists of flat grasslands on dry harsh lands. The highest point located in the Bahamas is Mt. Alvernia on Cat Island reaching a height of 320 feet (97.54 m) (cia.gov). The only river and fresh water lake in the entire archipelago is located on Andros Island. The climate of the Bahamas is a tropical marine system. There are only two seasons in the Bahamas. Summer includes the months of May through November, while the winter months consist of December through April. Both seasons are controlled by the warm Gulf Stream and the trade winds. Moderate temperatures range from a low of 60Â °F and a high of 90Â °F (thebahamas.com). In the summer, the sea temperature is consistent around 80Â °F and generally 74Â °F by mid winter (thebahamas.com). The Bahamas get 132 cm (25 inches) of rainfall annually which mostly occurs from the occasional summer showers (Thompson 28). More often than not these rainfalls are followed by numerous days of sunshine and clear skies. Winds tend to blow easterly and rarely reach speeds greater than 13 mph creating those warm balmy sea breezes.

Animal Testing And Human Lives

Animal testing refers to the submission of the laboratory animals (animals such as mice, rats, rabbits, guinea pigs among others) for experiments to the medical researches for instance in the drug testing and vaccine production, in testing of domestic products, industrialized chemicals, agricultural chemicals, pesticides and paints among others.The animal welfare activists have shown that animal experimenters waste both human and animal lives, as they tend to infect animals with human diseases where as their body seldom serve as good models for the human bodies.These laboratory animals have been deliberately bred for apparently boundless diversity of experimental trials in fields ranging from biological studies, psychological experiences, pharmacology, and physiology to genetic manipulation.In this paper we try to analyze the importance of using laboratory animals and if they save human lives. When we compare the two articles by Heloisa Sabin and Peggy Carlson, we see that there is a strong disagreement on the issue that â€Å"animal research saves human lives†.A great help has been achieved by animal testing in research work as seen in the production of vaccines, finding drugs for fighting diseases such as HIV and cancer and in other studies such as opening heart surgery techniques and development of organ transplant.Despite all this we can not be sure on the correlation between animal responses to a certain drug to that of man and how stress experiences in laboratory conditions affect the test results.

Postpartum Stress Disorder Essay

The postpartum period has been defined as â€Å"a bringing forth of the period following childbirth† (Webster, 1988, p. 1055) or â€Å"occurring after childbirth or after delivery, with reference to the mother† (Doriand, 1988, p. 1343). In nursing or medical textbooks, the postpartum period is defined as â€Å"the 6-week interval between the birth of the newborn and the return of the reproductive organs to their normal non-pregnant state† (Wong & Perry, 1998, p. 480). However, Tulman and Fawcett’s (1991) found that the recovery of postpartum women’s functional status from childbirth takes at least 3 to 6 months. Webster’s Dictionary defines stress concretely as a â€Å"physical, mental, or emotional strain that disturbs one’s normal bodily functions† (Webster, 1997, p. 735). Stress is produced by stressors. Wheaton (1996) defines stressors as â€Å"conditions of threat, demands, or structural constraints that, by the very fact of their occurrence or existence, call into question the operating integrity of the organism† (p. 2). In addition, four characteristics of stressors are described: (1) threats, demands, or structural constraints; (2) a force challenging the integrity of the organism; (3) a â€Å"problem† that requires resolution; and, (4) â€Å"identity relevant† in threats in which the pressure exerted by the stressor, in part, derives its power from its potential to threaten or alter identities. Further, awareness of the damage potential of a stressor is not a necessary condition for that stressor having negative consequences; and a stressor can be defined bidirectional ly with respect to demand characteristics. That is, it is possible for both over-demand and under-demand to be stress problems (Wheaton, 1996). Accordingly, based on the above definitions of the postpartum period, stress, and stressors, postpartum stress is defined as a constraining force produced by postpartum stressors. Postpartum stressors are defined as conditions of change, demand, or structural constraint that, by the very fact of their occurrence or existence within six weeks after delivery, call into question the operating integrity of body changes, maternal role attainment, and social support. Due to its many adjustments, the postpartum period has been conceptualized as a time of vulnerability to stress for childbearing women (Too, 1997). Postpartum Period The postpartum period has been conceptualized by a variety of cultures as a time of vulnerability to stress for women (Hung and Chung, 2001). It is characterized by dramatic changes and requires mandatory adjustments that involve many difficulties and concerns, possibly leading to new demands, or structural constraints and, therefore, stress. All mothers face the multiple demands of adjusting to changes in the body, learning about the new infant, and getting support from significant others. For women going through this transition, it may be a uniquely stressful life experience. Several stressors specific to the puerperium as it exists in the literature have been identified. Those pertaining to body changes include: pain/discomfort, rest/sleep disturbances, diet, nutrition, physical restrictions, weight gain, return to prepregnancy physical shape, care of wounds, contraception, resuming sexual intercourse, discomfort of stitches, breast care, breast soreness, hemorrhoids, flabby subcutaneous tissue, and striae. Stressors pertaining to maternal role attainment include: concerns about infant crying, health, development, bathing, clothing, handling, diapering, night-time feeding, breastfeeding, conflicting expert advice, keeping the baby in an environment with a comfortable temperature, bottle feeding, appearance, safety, elimination, body weight, skin, baby’s sex, breathing, spitting up, sleeping, and cord care (Moran et al. , 1997; Too, 1997). Finally, those stressors pertaining to social support include: running the household, finances, perception of received emotional support, giving up work, finding time for personal interests and hobbies, father’s role with the baby, relationship with the husband, restriction of social life, relationship with children, and coordinating the demands of husband, housework, and children (Moran et al. , 1997). In addition, Hung and Chung (2001) shows that after childbirth women will encounter another type of stress during the postpartum period, which is characterized by dramatic changes and requires adjustment. Conditions of change, demand, or structural constraint may occur during these dramatic changes, creating many difficulties or concerns. Therefore, in addition to general stress, postpartum stress is induced after delivery during the postpartum period. Postpartum Stress Disorder Postpartum Stress Disorder (PSD) is the most serious, least common, and most highly publicized of the postpartum mood disorders: mothers with PSD have killed their infants and themselves. It is on the extreme end of the postpartum continuum of mood disorders (Nonacs, 2005) and attention to symptoms is vital for any postpartum support program. The treatment issues will not be fully discussed here because of their specialty and complexity. However, it remains a primary function of the service delivery to recognize symptoms and refer appropriately for specialized psychiatric care and management. A sensitive, direct question such as, â€Å"Some women who have a new baby have thoughts such as wishing the baby were dead or about harming the baby; has this happened to you? (Wisner, et al. , 2003, p. 44), is an essential element of postpartum evaluation and Wisner and colleagues (2003) have suggested that this question be asked of all postpartum women. PSD is a rare, severe disorder with a prevalence of one to two cases per one thousand births (Seyfried & Marcus, 2003). Symptoms are abrupt and often occur within 48 hours of delivery but can be delayed as long as two years (Rosenberg, et al, 2003). Typically, however, symptoms occur within the first three weeks, and two thirds appear within the first two weeks postpartum (Chaudron & Pies, 2003). Symptoms include mood lability, distractibility, insomnia, abnormal or obsessive thoughts, impairment in functioning, delusions, hallucinations, feelings of guilt, bizarre behavior, feelings of persecution, jealousy, grandiosity, suicidal and homicidal ideation, self-neglect, and cognitive disorganization (Wisner et al. , 2003). Women with PSD who harbor thoughts of harming their infant are more likely to act on those thoughts (Wisner et al. , 2003). Because of the severity of the illness and significant concern for the safety of both the infant and the mother, PSD is considered a psychiatric emergency and hospitalization is necessary. Etiology of PSD There has been some debate about the etiology of PSD. As noted previously, the incidence is approximately one or two women per one thousand births. This rate has remained unchanged for that last 150 years (Wisner et al. , 2003). In cross-cultural studies the rates for PSD are similar to those reported in the United States and the United Kingdom. These findings suggest a primary etiologic relationship between PSD and childbirth, rather than psychosocial factors (Wisner et al. , 2003). O’Hara (1997) has noted that women are 20 to 30 times more likely to be hospitalized for PSD within thirty days after childbirth than at any other time during the life span, leading him to speculate, with little doubt, that for women there is a specific association between childbirth and PSD. There are subgroups of women who may be more likely to develop stressful symptoms after delivery. Primaparas appear to have a higher risk for c than multiparous women (Wisner et al. , 2003). This may be the result of an undiagnosed bipolar disorder. Women with a history of bipolar disorder or PSD have a 1 in 5 risk of hospitalization following childbirth (Seyfried & Marcus, 2003). The overall pattern of symptoms described as PSD suggests the illness is on a continuum of bipolar mood disorders (Wisner et al. , 2003). The clinical presentation of PSD is often very similar to a manic episode (Seyfried & Marcus, 2003). Affective disturbances may be depressive, manic, or mixed (Chaudron & Pies, 2003). While there is no typical presentation, women often display delusions, hallucinations, and/or disorganized behavior. Delusional behavior often revolves around infants and children, and these women must be carefully assessed because thoughts of harming their children are sometimes acted upon (Chaudron & Pies, 2003). The predominant affective symptom in those postpartum women who commit infanticide, filicide, or suicide is depression rather than mania (Chaudron & Pies, 2003). In reviewing the connection between bipolarity and PSD several studies have shown evidence for a link in four areas: symptom presentation, diagnostic outcomes, family history, and recurrences in women with bipolar disorder (Chaudron & Pies, 2003). The relationship to bipolar disorder is considered quite persuasive and it has been suggested that acute onset PPP be considered bipolar disorder until proven otherwise (Wisner et al. , 2003). However bipolarity does not account for all cases of PSD and a meticulous differential diagnosis is mandatory for those women with presenting stress symptoms. A careful checking of the patient’s history for previous manic or hypomanic episodes as well as any family history of bipolar disorder is important in order to rule out bipolar disorder. Organic causes contributing to first onset PSD need to be examined and ruled out. These include: tumors, sequelae to head injury, central nervous system infections, cerebral embolism, psychomotor seizures, hepatic disturbance, electrolyte imbalances, diabetic conditions, anoxia, and toxic exposures (Seyfried & Marcus, 2003). Of special consideration in postpartum women is thyroiditis. This is relatively common in postpartum women and usually begins with a hyperthyroid phase progressing to hypothyroidism. In either phase PSD can occur (Wisner et al. , 2003). Obtaining serum calcium levels is important to rule out hypercalcemia for patients displaying PSD symptoms (Wisner et al. , 2003). Sleep loss resulting from the interaction of various causes may be a pathway to the development of PSD in susceptible women (Wisner et al. , 2003). The later stages of pregnancy and the early postpartum period are associated with high levels of sleep disturbance. This seems to be more prevalent in primiparous women than in multiparae. Historical and contemporary studies have noted that insomnia and sleep loss are significant and early symptoms of PSD. The rapid and abrupt changes of gonadal steroids after delivery and the evidence that estrogen has an effect on mood and the sleep-wake cycle (Wisner et al. , 2003) suggest an interaction between hormonal fluctuations, sleep loss, and the onset of PSD. Treatment of PSD PSD is a severe illness and should be considered a psychiatric emergency requiring hospitalization (Rosenberg et al. , 2003). The stigma attached to mental illness and especially to mothers who may harm their infants and themselves, often prevents women and their families from seeking help. PSD is often marked with periods of lucidity that can fool those close to the mother and health care professionals. Because of the complexity of the diagnosis and treatment, referral to a psychiatric specialist is required and formal treatment is beyond the scope of this program. However, it will be necessary to recognize symptoms and be cognizant of risk factors, such as history of bipolar disorder or previous PSD. Such awareness is essential, as is the readiness to offer support until adequate services can be implemented (Wisner et al. , 2003). Prevention of PSD is unclear, but early identification of a history of bipolar disorder and/or previous PSD would be an element of a comprehensive postpartum program. Prenatal education describing symptoms is an important aspect of a proactive approach to postpartum care. Part of the prenatal and postpartum educational effort will include urging women to share any bizarre thoughts and fears with their health care professionals and families. New mothers experiencing insomnia will be encouraged to seek assistance from their physicians and to engage other family members to care for the infant during nighttime feedings (Wisner et al. , 2003). As noted earlier, specific treatment is beyond the scope of this program, but a proactive approach to early identification and recognition of unusual thoughts, feelings, and experiences may help to initiate treatment and avoidance of tragic results. Conclusion During the postpartum period, women are immersed in the realities of parenting and coping with balancing their multiple roles (e. g. , wife, mother, and career woman). However, women frequently report difficulty in adjusting to the needs of the baby and other children, difficulty with housework and routines, concerns over support to cope with family needs, and concerns over weight gain and body changes. Accordingly, postpartum stress has an important role in a woman’s life and influences her health status, both physical and mental.

Leadership -Its Importance for Today’s Organization

Managing a flourishing business or strengthening the health of an already reputable business needs fit, continuing leadership and management, marketing and financial management, and planning, product and service development. (Barbara Kellerman, Jeffrey Z. Rubin, 1988) Definition of â€Å"Leadership† and Differences with Respect to â€Å"Management† Leading is influencing someone in some means. The majority people will have the same opinion on at least this much of some perfect definition for the term. There are several, further aspects to this statement that could be explored; however this simple definition may be sufficient to go forward. (Robert A. Corrigan, 2002) A â€Å"leader† is a name who is leading — maybe. A number of writers make use of the term â€Å"leader† as based on the formal role in an organization. Other writers talk about a â€Å"leader† as someone who is showing character of leading. Though, many writers would oppose that a CEO is always a leader. For instance, if an organization is floundering badly with little or no direction, possibly the CEO is not efficiently leading the organization and, consequently, is in fact not a leader. It is bsed on one's use of the word â€Å"leader†. Nearly everyone would have the same opinion that the term â€Å"Leadership† refers to the capability to lead. Many writers use the word â€Å"leadership† to refer to a person who shows traits of leading. Though, many writers as well use the term to denote the executive level of an organization. Conventionally the term â€Å"management† is portrayed as the functions of planning, organizing, leading as well as controlling activities in an organization. â€Å"Managing† is elucidated as carrying out these activities. Courses in management frequently teach from this point of view. Some writers pursue this view and think that the activity of leading is however one facet of management. Other writers differ and state that â€Å"managing† is planning, organizing and controlling and that â€Å"leading† is a definitely separate activity that first and foremost involves influencing people. An old saying that follows from this last view is â€Å"Leaders do the right things. Managers do things right†. One more saying is â€Å"Leaders lead people, managers manage things†. Other writers would even oppose with this view, still. They would emphasize that, even though a person happens to be carrying out activities that persuade others, if he or she does not hold an official role in the organization with the designation of â€Å"manager†, then he or she is not a â€Å"leader†. Leading is an extremely human activity. All of us are human. Consequently the majority of us can present a lot of advice regarding what a good leader should do. We want them to change themselves and their organizations, at the same time making sure that all of us have jobs. We put forward that leaders construct teams, yet focus on employees. They must develop clarity, yet embrace change and confusion. In the meantime, certainly, no matter how much a person thinks that leading is separate from managing, every leader has to operate within definite budget limit. Executive-level leaders hear from board members and others in the organization that the top precedence is strong financial management. The effort to take risks at the same time as managing cash flow can be devastating. As a result, it can turn out to be quite confusing for these leaders to glean a consistent message from all of the continuing advice. (The Washington Times, 2005). The Importance of Leadership to Effective Strategy Development and Implementation Strategic planning finds out where an organization is going over the next year or more, how it is going to get there also how it'll know if it got there or not. The focus of a strategic plan is generally on the whole organization. They find out direction. They move organizations from where they are to where they have to be. Leaders make things come about. They form the culture. They make use of the management tools. Leaders are ground-breaking. They face truth and rally appropriate resources. They give confidence others to do the same. (Gilbert W. Fairholm, 1998) Employee Perceptions of What Constitutes Effective Leadership Note: Great question for survey It is a tough job to run a group of people where authority has to be earned. Only some people do it effectively, for the reason that it demands an unusual amalgamation of attributes. A belief in oneself is the merely thing that gives an individual the poise to step into the unknown and to influence others to go where no one has gone before, however this has to be combined with a well-mannered doubt, the humbleness to accept that one can be mistaken on occasion, that others as well have ideas, that listening is as vital as talking. A fervor for the job offers the energy and focus that drive the organization and that act as an instance to others, however this as well has to be combined with its opposite, an awareness of other worlds, for the reason that focus can turn to blinkers, an incapability to think beyond one's own box. Great leaders manage time to read, to convene people beyond their own circle, to walk in other worlds. The leader should have a love of people, as in a community of individuals, those who discover individuals a pain and an irritation may be respected or feared, however they will not be keenly followed. (Nelson Fabian, 2004)  Thus far this attribute, too, needs its opposite, a capability for aloneness, for the reason that leaders have to be out front. It is not always probable to share one's uncertainties with anyone else. Only some will thank the leader when things go right, however several will blame the leader if things go wrong. Great leaders have to walk alone now and then. They as well have to live vicariously, obtaining their satisfaction from the victories of others and giving those others the gratitude that they themselves are often denied. Living with these inconsistencies needs great strength of character. It as well needs a belief in what one is doing. Money only will not be sufficient to offer the reason to live with these contradictions. Even a love of power is inadequate, as power irons out the contradictions somewhat than holding them in balance. Great leaders are raised from great causes, however leaders at their best, too raised great causes. Unhappily, for want of a cause, we also frequently create a crisis, which is not the similar thing at all. Until and unless business makes a cause bigger and more espousal than enhancement of the shareholders, it will have only some great leaders. We are more probable to find them in the nonprofit ground. If that is so, in that case that sector may yet turn out to be the training ground for business and conceivably even for politics. (Kathleen Zimmerman-Oster, John C. Burkhardt, 1999) Characteristics of Effective Leaders Introduced with humor and humility, and characteristically tending to treat individuals in their organizations in the same way, with no smiling up as well as kicking down. Self-aware, and sincere with themselves as to their own strengths, weaknesses, and honest hard work to improve. Curious and friendly enough in order that others feel safe offering honest comment and innovative ideas. Unprejudiced and capable of esteeming their competitors or adversaries also learning from them, in both leadership circumstances and general business conditions. Action leaning which surfaces not as a wish to move for movement's sake however to move straightforwardly toward a clear objective with a persistent follow-through. Leaders who can flash the mind's eye with a convincing vision of a valuable end that stretches us beyond what is known at present, and who can interpret that to clear objectives, are the ones we go after. Flourishing business leaders build up goals to attain their vision. Their promise to the goals, and consequently to the vision, is made clear by both their actions as well as their frequent communication of what have to be done, and why. With apparent objectives in mind, the issue then turns out to be what a leader will do, how he or she will act at the same time as working with and through people in chase of the end goal. Even though leaders have to become accustomed to a specific and ever-changing set of circumstances, the most successful leaders show a common set of behaviors. Leaders share one more attribute that is vital for success: self-confidence. Sharply differentiated from arrogance or self-centeredness, a healthy level of self-confidence allows the leader to carry out the difficult ventures essential to meet his or her objectives. (Joy Bennett Kinnon, 2005) How Can One Develop Leadership Skills Required for Today's Rapidly Changing Environment? Leadership development is an attempt that improves the learner's capability to lead people. Leading is setting path and directing others to pursue that direction. The first place to start learning regarding leadership is to get some sense of what leadership is — particularly, know get an impression of the areas of knowledge as well as skills suggested for efficient leadership in organizations. In fact effective leaders in the years ahead will have persons resolute by strong values and conviction in the capacity of individuals to grow. They will have a picture of the society where they would like their organizations plus themselves to live. They will be creative thinker, they will believe sturdily that they can and must be shaping the future, and they will be active on that viewpoint through their personal behavior. In the future the genuine center competence of companies will be the capability to incessantly and imaginatively obliterate and remake them to meet customer demands. Everybody in the organization have to take accountability for taking responsive actions. This means that a company requests leadership all over the place in the organization. Thus leadership is the capability to see reality as it actually is and to mobilize the suitable response. Summary All of the different suggestions regarding good leadership can sound very tempting, for example; to have clear vision, embrace transform, lead from doctrine, be a servant to your people, nurture community, focus on the future, and all that. (Anthony B. Robinson, 1999) Conclusion We live and work in a enthralling, however fearful time. Augmented competition is forcing organizations to put into practice customer-driven strategies where industry-driven policies worked before. To be more adjustable, organizations are decentralizing. Organizations are changing, reinventing as well as reengineering. Consequently, there is frequently a great deal of pain in organizations. References: Anthony B. Robinson, 1999. Leadership That Matters; The Christian Century, Vol. 116, December 15 Barbara Kellerman, Jeffrey Z. Rubin, 1988. Leadership and Negotiation in the Middle East; Praeger Publishers Gilbert W. Fairholm, 1998. Perspectives on Leadership: From the Science of Management to Its Spiritual Heart; Quorum Books Joy Bennett Kinnon, 2005. What's Behind the Biggest Upheaval Ever in Black Leadership? Magazine article; Ebony, Vol. 60, April Kathleen Zimmerman-Oster, John C. Burkhardt, 1999. Leadership in the Making: A Comprehensive Examination of the Impact of Leadership Development Programs on Students; Journal of Leadership Studies Nelson Fabian, 2004. Leadership-What Is It and Are You Headed for It?; Journal of Environmental Health, Vol. 67 Robert A. Corrigan, 2002. Presidential Leadership: Moral Leadership in the New Millennium; Liberal Education, Vol. 88 The Washington Times, 2005. What Ails FEMA? Lack of Effective Leadership Newspaper article; September 13