Five Forces Analysis Of The Gresham Hotel Dublin Tourism Essay

Five Forces Analysis Of The Gresham Hotel Dublin Tourism Essay The Gresham Hotel, Dublin, is a four star quality accommodation and service hotel, located on OConnell Street in the heart of city center. At these days are employed 183 employees in the Gresham hotel Dublin, which is included all part time, casual and senior staff, all over the departments. The Gresham Hotel Dublin is part with other 4 hotels of Gresham Group located across Europe; they are situated on the city center of Hamburg, London, Brussels, Cork and Dublin. Type of business The Gresham Hotel is a Public Limited Company, means that all the debs of the business are cleared by the business and money is not taken out of the owners ´ personal funds. The Gresham Hotel is a separate legal entity from the owners. The company is permitted to offer shares to the public and must include the words Plc as part of company name. The Gresham Hotel, OConnell Street, is a four star hotel and this kind of business is based in service. They provide a wide range of facilities where all customers are well welcome with four star services. They also organize events such as weddings, parties and type of business nature. In each department of this organization is a Wide Span of Sontrol, the Manager/Supervisor is in charge of a large number of employees. It is also a Tall structure as the company has many levels of hierarchy. My duties in this company has the same standard as an employee which any reporting has to be made to the manager/supervisor ,following the manager/supervisor reporting to Duty Manager and this one reporting to Human Resources and finally the Human Resources to Director. This company is divided in many departments which are; Toddys bar-food and beverage, where I am present doing my work experience, my duties is mainly customer care. This department works fourteen people which two of them are supervisor. Writers bar-the main bar of the hotel which also serve food Kitchen department- this department runs all department involving food. Catering and Banqueting department- this department is responsible for all events Accountancy department Gallery restaurant- where at present is used for breakfast as this restaurant have been closest. External influence on organisation PEST The PEST analysis is a useful tool for understanding market growth or decline, this method is used to scan for the external, macro environment, factors that influences on any company. PEST analysis stands for; Political factors- include government regulations Economic factors affect the purchasing power of potential customers and the firms cost capital Social factors- include the demographic and cultural aspects Technological technology is vital for competitive advantage, and is a major driver of globalization. On The Gresham Hotel analysis, the external factors that may affect the company are; Political Opening and closing times this regulation set up the opening and closing hours in a business. Smoking ban -it is forbidden smoking indoors by law and affects the company in certain way. Economic Interest rate- due the economic situation nowadays, the interest rates defines people of spending or saving money. Unemployment levels- due the economic situation turndown, a number of customers decrease derived to increased of unemployment levels. Sociological Lifestyle change- nowadays the people pay more attention to product/service ´s price (cheaper option), drinking at home and also they start going later and spending less time in pub. Cultural- Drinking alcohol is an everyday part of adult life in Ireland. Nowadays customers spend less on drinks, drinking more at home. Technological Nowadays the technology more than ever is vital for competitive advantage. The technology has an impact on any company, such as tillà ¢Ã¢â€š ¬Ã‚ ¦ Provide a quicker a efficient service to a customer Some duties as stocktaking can be changed by technology, saving time and money Technology offer to customer other facility ways such as booking a room, purchase vouchers, etc. The labor can be switched by technology PORTER FIVE FORCES Five Forces Analysis assumes that there are five important forces that determine competitive power in a situation.These are: Competitive Rivalry Majority of competitors have the similar strategies , indicating high competitive rivalry Differentiation between their main products/service is low, indicating high competitive rivalry. There are no substitute products available to customers, indicating high competitive rivalry. Many competitors have more or less the same size. Bargaining power of suppliers We realize, the fewer suppliers choices we have, more power they are over the company, and how easy it is to drive their prices up. Uniqueness product-The Guinness is an example of a powerful brand; the Guinness is supplied by a unique supplier, Some product based on food is supplied for a few choices companies where provide a unique service to a company. Bargaining power of customers Here we can see how easy it is customers to drive the prices down. The customer may have bargaining power when; When there is no substitute or a little differentiation over the product/service food and beverage is similar to those of someone else. switching to another product/service is not costly Price sensitive at this days, more than ever the customers are more sensitive to a product/service prices. Threats of new entrants A threat of new entrants is high if; Low barriers to entry economies of scale government legislations to encourage them to enter the industry differentiations on their product/service capital Threat of substitute products The treat of substitute is high when the product/service substitutes offer benefits similar and also when it is ease at customers can switch with low or no cost. Product/Service when a substitute product/service falls Cost of change no cost/low cost of switching a product/service Internal External influence on organisation SWOT The SWOT analysis is very important tool for carrying out a good strategic planning, and it is a powerful tool of the marketing. When it is a matter of companies that compete in a same market target, it is important that they detect the threats and opportunities in the company, by studying the external environment. It is also of fundamental importance that they evaluate the weaknesses and strengths points of the company, studying of its internal environment. During the analysis, when a strong point is realized, they must be emphasized to the utmost, and when a weak point is realized, the organization must act to control it or, at least, to minimize its effect. This technique is interesting, that means change, which very often contributes to the growth or not, it would be depended on the performance to correspond to the objectives of the organization. Strength Brand name this brand is well know national and international Location- located in city center 4 star hotel- this hotel provides a 4 star service and accommodation Wide range of facilities- Writers Bar, Toddy ´s Bar , fitness studio, SPA and restaurant 23 Business facilities Complimentary WIFI access in all conference rooms, Quadriga interactive TV systems in all rooms provides PPV movies, internet, music. 288 tasteful bedrooms, containing everything the discerning traveller would need, including spacious work desk Dedicated butler service for the meeting rooms Registration Lobby Fully air conditioned A range of audio visual equipment for hire Secreterial services www.gresham-hotels.com/dublin-city-hotels/business_facilities.asp Weaknesses Restaurant 23 remain closest, as the only restaurant available and considering a 4 star hotel, it creates a high impact on customers expectations. High cost product/service- nowadays, customers are more sensible to product/service prices, discontentment has been expressed by customers relating to product/service price to high. Poor employee ´s motivation- employee are unhappy with the management style, consequently will have impact on their organization Technology no updated- it causes a slower service and sometimes misunderstands between employees and customers because of it. Lack of marketing expertise ´s Opportunities New technology arrivals- nowadays there is a need of new technology, it means modernization to make the company more efficient. Marketing department- would be a great opportunity for growth and profit. Restaurant -reopen the restaurant in the hotel. New ways of advertising and promoting (radio, TV,Internet)- would let the people know about their offers and promotions for short and long term. Threats New regulations/tax- there is a threat of more regulations and higher taxes. World economy recession- would affect directly the hospitality economy and consequently the competition becomes higher between competitors. Price wars with competitors-the hospitality ´s competition is very high and price wars may become a huge threat. Strikes- the Gresham Hotel like other companies are minimizing their spending, changing their behavior with employees, consequently would be a threat for this organization. The Swot analysis above may help The Gresham Hotel growth by capitalizing on opportunities using their strengths and eliminating their weaknesses and threats. CONCLUSION This Environment Analysis was based on the Gresham Hotel, overall the company in many aspects has competitive advantage over their competitors. At the end of environment analysis where was scanned internally and externally by Swot, Pest and Porter Five Forces analysis we can understand better the Gresham Hotel ´s position facing to its competitors. Some disadvantages such as no restaurant available, heavy environment between managements and employees are in my opinion huge weak provoking a high impact on their company. The company has a good reputation among their customers and it has resources and vantages to face to its competitors if they capitalize on opportunities using their strength and eliminating their weaknesses and threats it would contribute for company ´s growing. RECOMMENDATIONS I would recommend more investment on marketing resources and also in technologies, which I truly believe they are main keys for company growth. It is essential that there is a good team spirit at work, therefore I believe that the management should reach an agreement between staff and managements interests.

Apostrophe & Personification: Poetic Comparison Essay -- essays resea

Percy Bysshe Shelley's poem, "Ode to the West Wind" and Sylvia Plath's poem "Mirror" both employ the poetic tools of apostrophe, the address to something that is intangible, and personification, the application of human characteristics to something inanimate. However, they form a paradox in the usage of these tools through the imagery they create. Both poets have breathed life into inanimate objects, however death and aging are the prominent themes within both of these works. In "Ode to the West Wind", Shelley personifies many of nature's elements by attaching descriptions of remains of death that are typically human. He begins the poem with a simile by comparing the autumn leaves to ghosts. Though leaves are in fact, living things, the term "ghost" implies a spirit or presence from a living being who has passed on. To become a ghost, it is necessary to have a soul and this is specific to humans and other mammals. Shelley uses the idea of giving a soul to an inanimate object in the second stanza of his poem as well. In the fourth line, he uses angels as a metaphor for decaying leaves. Here, the reader is compelled to envision spirit beings falling from the sky with the rain and lightning. In another area of the poem where Shelley applies human death attributes, he states that each of the "winged seeds" is "like a corpse within its grave" (Charters, p. 871). Again, he gives us the image of a human who has died a nd is lying in he or she's burial place. In the third stanza of Shelley's poem, he uses personification by assigning emotion to some of nature's elements. In the eleventh line, Shelley declares that the "sea-blooms and the oozy woods" will "suddenly grow grey with fear". The emotions he assigns are relative to the idea of death. These are the feelings that humans develop when they feel that death is near. Shelley has again, managed to give the reader an intense image of foliage shaking in their roots at the thought of the west wind's approach. As the poem progresses, Shelley puts a new twist on the idea of personification. Or, more accurately, Shelley reverses the idea of personification by attaching inanimate qualities to the person speaking in apostrophe form to the west wind. In t... ... give the reader a picture of arms from the mirror extending outward toward the woman. In desperation of a different, younger image, the woman begins to cry. (Charters, p. 1105) The mirror acknowledges the process of age in the second to last line as well, by stating that "in me she has drowned a younger girl, and in me an old woman rises toward her day" (Charters, p. 1105). Though both poems utilize the same tools, they do so in very different styles. Sylvia Plath used personification to encompass the entire poem by allowing the inanimate object to be the speaker itself. She also gives the object various physical and emotional traits that are specific to humans. Shelley's poem, conversely, applies elements of personification to a few of the objects in his poem. Most of the human attributes Shelley gives to these objects are mainly metaphysical. The paradox of Sylvia Plath's "Mirror", is that the mirror is given life to reflect the image of aging, and the sadness of the inevitability of death. Ironically, Shelley has managed to employ the tool of personification, not by giving life to an inanimate object, but by giving it death.

Foundations of Leadership

This paper examines foundations of leadership and the role behavior plays in leadership. Behavior defines a person's ability to communicate and form active and powerful relationships within the organizational structure. Behavior influences how a leader will sustain communication to their team members and defines their strategy for leadership. This influences their ability to motivate, build powerful teams and adjust to organizational conflict and change. One role model of effective leadership would Bill Clinton. This paper looks at not only organizational examples of leadership but also the political role model of president to aid in defining foundations for leadership. This paper examines how proactive leadership can be applied to the organizational structure and outcomes or implications result. In today's business world, it is important to address how change agents influence the workplace and how leaders address such issues. In today's marketplace, the pressure to succeed is intense. Never before has a company's efficiency and profitability been so closely measured and studied. Without powerful, active leadership and a well-tuned team in place to motivate and encourage teamwork, a company is doomed to fail. This paper will explore key elements that build a foundation for leadership. See, sometimes what is not completely understood is that leadership involves so many other attributes found in a person. Two main attributes discussed in this paper is the ability to effectively communicate and display emotional intelligence. This brings into focus other skills needed to manage the day to day conflict and corporate environment of today's changing business world. Not only is leadership a key to success and a reflection of the organization's cultural values but it is group of skills needed. These skills include areas of expertise such as communication, motivation, and team building skills. In order for an organization to carry on success, it must turn to role models in the community for inspiration. Rather these role models be present within the culture is important but inherently, people will look around them to leadership already within the framework. This means looking to American culture for such leadership models. It can be continuously debated rather or not the most important leader in the world is effective. This person falls under tremendous scrutiny and accountability. The President of the United States must lead by example and be active in their leadership but one aspect of leadership that must be understood is that people are human and they err in the human way, nor are they perfect. As a role model, this paper will not only look at organizational examples of effective leadership skills but also examine the leadership of Bill Clinton. A key to the foundation for leadership is effective communication and one's ability to behave intelligently. It can be easy to confuse the two concepts of management and leadership on an organizational level. George S. Odiorne (1987) writes, â€Å"one of the more popular definitions of management is that it consists of getting results through other people† (p. 13). In today's company, the role of management also involves leadership within a team structure. Managers have the responsibility to set goals, maintain moral, aid in training and communicating corporate objectives. A good leader provides vision and clarity for the employee. Such a leader will be able to communicate and create a rapport with their team. This connection begins at a fundamental level of human sociology where the use of story is central. Howard Gardner (1995) reflects, â€Å"the ultimate impact of the leader depends most significantly on the particular story that he or she relates or embodies, and the receptions to that story on the part of the audiences† (p. 14). By telling stories, allows for a certain level of openness or vulnerability on the part of the leader and makes them human. By opening the line of communication, gives the employee knowledge of their environment and develops trust. The leader's role is to sell the idea of commitment within a culture. Odiorne (1987) suggests, â€Å"if employees know what is expected, and what help and resources are available, they can then be relied upon to govern their actions to achieve the commitments they have made† (p. 138). This sets the stage for goals and achieving high performance. The culture in turn feeds off this energy and excitement. There are three reasons why leaders are important. First they are responsible for the effectiveness of organizations. Second, the change and upheaval of past years has left us with no place to hide. We need anchors in our lives as a guiding purpose. Third, there is a national concern about integrity of our institutions. Being mindful of own context is difficult for us. (p. 15-16) Managers with a keen understanding of leading represent these three key attributes and create a foundation from which to act. A leader must also display curiosity and have the guts to be daring. They must be a dominant force within the team. Bennis (1989) reflects, there are two kinds of people â€Å"those who are paralyzed by fear, and those who are afraid but go ahead away. Life is not about limitation but options† (p. 185). In the book Primal Leadership, authors David Goleman, Richard Boyatzis, and Annie McKee (2001) present their research on leadership styles within the organizational structure. The research discusses the relationship that these executives have with their emotional intelligence. Emotional intelligence is the study of emotions and their impact upon the work environment. The research investigates the different leadership styles evident in most organizations today. Mainly, leaders are categorized as either having the visionary, coaching, affiliative, democratic, pacesetting, or commanding leadership styles. Emotional Intelligence relies upon the fact the leader will be able to have a competent level of interaction with the employee by changing leadership styles and adapting to each unique situation throughout the time at work. It reflects successful leadership by allowing for complex relationships for team members by recognizing relationship building, capacity of visions and personal development. Emotional Intelligence for a leader means being able to read people, be read and allow for open dialogue or communication. Research stresses the importance of the leader's flexibility and capability to adapt to his or her environment. An effective leader will understand not only their environment and people but also understand the potential for impact upon that environment. By understanding this key element, an effective leader will know how to define the environment. This is important because employees look to management for guidance. The leader defines the boundaries for the team and creates an atmosphere for building relationships and open communication. This in turn creates stronger teams. Any time people are brought together, behavior both positive and negative can occur. According to the American Heritage College Dictionary (1997), behavior is: â€Å"the manner in which one behaves or the actions or reactions of persons or things in response to external or internal stimuli. † Upon further investigating the verb form also in the American Heritage College Dictionary, the word ‘behave' means â€Å"to conduct (oneself) in a specified way† or â€Å"to act† (p. 123). It is human nature to behave in a certain manner while existing in society. Over a period of time, we react differently to events that happen. How we respond to those events is essentially our behavior. How we communicate with one another is how we express behavior. Organizational Behavior focuses on the study of behavior within the organizational construct. This field of study concentrates on how an individual, group and structure affects the behavior within the organization. Therefore, this has direct bearing on communication as information is vital to learning within the organization. It is important for an organization to learn from its mistakes as this information enhances the organizations' performance. This information when communicated can bring about change and growth within the organization's functions and policies. Motivation can be a complex issue for a leader to communicate when managing a team of different personalities. One key to success is having an understanding of people and the many different things that motivate people, influencing their behaviors while performing a task therefore, influencing communication. A good leader will work to understand what motivates each individual on the team in an effort to improve communications. Still this brings up the issue of needs and how to get them met by the situation. Maslow's Theory of Needs, suggests that individuals have a range of needs and will be motivated to fulfill whichever is the greatest need at that moment in time. In this construct, there are lower-order and higher-order needs. The lower-order needs are dominant until they are at least partially satisfied. Maslow predicted a normal person will turn their attention to higher-order needs once the lower ones were taken care of (Motivation 2005, par. 3). Lower-order needs include items like making a living for food and shelter while higher-order needs are more in tune with personality such as esteem and worth. A team leader will understand how his or her team members perceive themselves within the team and what needs are important to each member. This will aid the leader in knowing how to approach each individual and how to effectively discuss the every day team happenings. By understanding motivation, a leader can also understand which methods of communication work best for each employee. In this way, the leader can adapt his or her tone and body language to better convey the point. By knowing what motivates people, the leader can effectively communicate incentives to the team to boost their morale. This will lead to them offering the team ways to make work interesting and challenging while encouraging members to take ownership of tasks. This encourages the pursuit of goals. Once an employee is acknowledged, a higher level of pride and respect is achieved. This inspires them to take advantage of new learning opportunities and lead within the team. It is also important for the leader to give regular praise and positive feedback when the standard of work is high. On the other hand, it is also important for the leader to offer support during times of struggle and conflict in order to decrease the influence of stress. For managers who actively keep and open dialogue are putting their people first. They are more focused on nurturing and training. Research suggests leaders are more interested in mentoring and training their team rather than focusing on output of numbers or turn around time. This once again acts a mini-strategy to manage communication within the team. This development in team building allows for â€Å"providing people opportunities to learn from their work rather than taking them away from their work to learn† (Hughes, 2004, p. 4). A healthy culture inspires options and the innovations that grow out of creativity. Another issue when creating an intimate team experience is building trust. In an example, the South African Breweries, plc or SAB found itself needing to create trust in a post Apartheid era where racism was still very much causing conflict and lack of communication among workers. As part of implementing an integrated management process, the organization carried out workshops to target its 6,000 employees. These workshops encouraged open discussion about South Africa's past, Apartheid's influence and how shared values increased a sense of workplace community (Supporting workplace learning for high performance working, p. ). The President of the United States has a tremendous pressure on his shoulders as he represents our country to the world. The President can be considered the most powerful man in the world. Is he a good leader, effective in his communication, motivation, team orientation skills? Does he understand the needs of the people and actively lead on this premise of continually making the country a better place or is he a puppet acting out the agenda of his political party? From this standpoint, the United States government can be seen as the ultimate organization with the President as the CEO. Within this structure, is the foundation of leadership present or is the term just used to clean up past mistakes and create new policies only to be changed by future leaders? In this respect, it can be difficult to separate the human from the leader while in public view. He will be analyzed from every angle. From an Organizational Behavior standpoint, it is only logical to believe how one conducts his personal life also reflects his business integrity. Many would argue because of President Clinton's indiscretions that he was a poor leader. He lied and therefore, that changes the public view of him and the level of trust that can be instilled in him. This indiscretion calls his accountability into question or does it? In order to examine Clinton's leadership ability and skills, one must have a handle on their own Emotional Intelligence and be able to separate his business practices from his moral decision of his personal life. There is a reason the business world leaves the personal life at the door; there is a job to be done. Leon Panetta (2001) reflects, â€Å"Clinton is a paradox. He can be described as brilliant, dedicated, slick and dishonest† (p. ). Liberals claim he was passionate about the issues and succeeded in changing many policies concerning civil rights, education, the environment, medical ethics and women's rights. Conservatives liked him because he was able to balance the federal budget, fight for free trade like NAFTA and create tough crime programs. Still does addressing these issues make him an effective leader? Panetta (2001) explains, â€Å"to get a better measure of the man and his presidency, it helps to look at him, both accomplishments and failures. Only then can we understand Bill Clinton, the leader† (p. ) Discussion, Application and Implications The issue of ethics raises another concern for Organizational Behavior and how one conducts themselves within the construct. Communication can lead to misunderstanding but so does lack of action. Sometimes it is not evident that taking action could have changed the outcome. What is important to an organization is that they follow through with every possibility. This is where employees pick up on non-verbal communications from management. If a leader appears not to be concerned, then more than likely the team members will not be either. Internal cues, both verbal and non-verbal are extremely important to not only success but just day-to-day functioning. First leadership must be put in place then a change of policy can be put into place. There must be consistent with the chain of command where both the product and the use of the product are concerned. Everyone must have the same perception of the organization's objective. By having a trusting, open door policy with people creates an atmosphere of safety where communication can take place. Also another idea is to have a program of due diligence where people back each other up and support each other through periods of conflict. This will enable teams to have not just one chain but multiple chains of communications where information is double-checked and triple checked before put into use. This will ensure that any new issues or mistakes are found and addressed before they are put into real-world situations. This can also lead to teams thinking outside the box to create new innovative ideas to fix the problems. By building this type of culture, allows the organization to maintain a high level of integrity with the public but to also remain competitive within the market. The implications of doing business in today's world means constantly being open-minded and remaining comfortable knowing that not every day is same. Some people cannot work in such conditions. As Stephen Robbins (2001) comments, â€Å"As humans, we are creatures of habit. Changes substitute ambiguity and uncertainty for the known† (p. 546). People, by human nature, inherently resist change. Management may find older employees are more loyal but have a harder time embracing new ideas like the Internet because they remember the old days. This resistance to change can result in conflict but it also creates opportunities for innovation. The practice of innovation also begins with embracing or adopting the unexpected. Peter Drucker (1998) describes, â€Å"unexpected successes and failures are such productive sources of innovation opportunities because most business dismiss them, disregard them, and even resent them† (p. 3) and this type of behavior represents people's resistance to change but at the same time creates recognition of new opportunities within the market. Change in the global market, including multicultural demographics and new technologies, has required perceptions to change. The attitude toward knowledge has evolved because more than one type is needed in order to implement a new idea. This changes the needs of workers and organizations as diffusion of innovation takes place as many different points of view are considered. This adds value as it spawns creative thinking but it must also fall within economic reality. It is important to carry out a detailed implementation but also to remain on budget and schedule. The concept of innovation brings up other implications, however. It produces a whole new reality that employees may not be prepared to handle. Product diversification could mean failure. Technology, while it is wondrous and makes jobs easier, can also be dangerous. With telecommunications, a new breed of crime has been created with identity theft and corporate brand protection becoming important. Technology can be disastrous if put in the wrong hands. Antibiotics used to cure infections have saved numerous lives while there is a continued threat of biological weapons of mass destruction. With innovations come new inventions that make our lives easier but also have a higher risk when used. This is the nature of the realm of possibility. This can backfire as it can also destroy and impose new rules of conduct upon communities. As much as many like the idea of innovation, for those scared of change, it is difficult o embrace fully. This means as change rapidly flourishes out of control, those resistant aim to gain control of laws and rules to make change more difficult. This leads to Big Brother watching every public move and return to conservative leadership. One can look to the events of recent months to see the value of Bill Clinton's leadership. He has not retreated from the limelight but instead applied his passion and hope for people in his daily life of action by carrying on his role as a leader. Rather it be his participation in aiding Tsunami victims or right here at home, recent victims of Katrina, he continues his objective of serving the people of the United States. This communicates to us that he cares. Panetta (2001) reflects. â€Å"only in crisis is a president fully tested as to what part of his character will prevail† (p. 6). He may have failed many times but he also used failure as a positive means to evolve as a better man and leader for today's people and their needs. His ability to reach the every day man still defines his leadership power. This paper explored key elements that build a foundation for leadership. Two main attributes discussed in this paper is the ability to effectively communicate and display emotional intelligence. This brings into focus other skills needed to manage the day to day conflict and corporate environment of today's changing business world. Not only is leadership a key to success and a reflection of the organization's cultural values but it is group of skills needed. This paper also discussed how leadership skills have implications and define the work environment for employees. It discussed how leaders must be mindful of change agents and possible outcomes due to innovation and new technologies available. In this respect, the workplace is constantly evolving and without leadership as a framework, the organization would be motivated or able to communicate and teams would dissolve. In order for an organization to carry on success, it must turn to role models in the community for inspiration. Rather these role models be present within the culture is important but inherently, people will look around them to leadership already within the framework. This means looking to American culture for such leadership models. It can be continuously debated rather or not the most important leader in the world is effective. This person falls under tremendous scrutiny and accountability. The President of the United States must lead by example and be active in their leadership but one aspect of leadership that must be understood is that people are human and they err in the human way, nor are they perfect. As a role model, this paper looked at organizational examples of effective leadership skills but also examined the leadership of Bill Clinton. It is important in leadership to embrace change and stick to a vision. By having Emotional Intelligence one can â€Å"recogise the physical and mental signs of our feelings/emotions before we can act on them meaningfully and constructively† (Eby Ruin par. 20). It is by recognizing these attributes that one can build an effective team structure. A leader acts as a coach to not only reinforce the game plan with directions but also encourage creativity, new ideas and acquiring new skills. Foundations for Leadership include: effective communication, motivation and team building. In order to better understand leadership, we must look for role models within the organization but also outside to society. The President of the United States can be considered the ultimate definition of leadership but can he live up to the standard? This allows an organization to build a value system where the foundations of leadership are prized and seen as tools for success. And in order to survive in the business world, leadership and its foundations must be valued by the organization.

Compulsive Hoarding A Stifled Chaos Essay - 746 Words

Addiction can be a disorder filled with denial and regret, and is often sparked by one’s free will. Children are taught, as early as elementary school, to abstain from drugs and alcohol, which constitute the two of the largest culprits of addiction. Naturally, when one ponders addiction, his or her mind automatically travels to the realm of addictive substances, and does not consider what else may constitute as an addiction. What about an addiction affecting nearly a million Americans that does not involve choice? It is an addiction so mysterious that a significant percentage of sufferers go undiagnosed due to hidden mounds of unnecessary clutter. According to Randy Frost and Tamara Hartl, hoarding is medically defined as â€Å"the acquisition†¦show more content†¦Much less common, but possibly far more extreme than compulsive hoarding is the hoarding of animals. Hoarders may reside in their home with a strikingly high number of dogs or cats, in some cases reaching the hundreds. Caught up in the chaos of the disorder, they may continue to live in their home with rotting corpses of their deceased pets, unable to dispose of them in a proper fashion (Claiborn). As hoarding appears in a variety of fashions, the actual items being hoarded are also variable. Items that a normal person may collect out of sport are typically hoarded in excessive amounts, such as stamps or tax records. Commonly hoarded items of compulsive sufferers include excessive amounts of papers or documents, such as brochures, junk mail, newspapers, wrappers, and shopping lists. More often than not, these items are of very little realistic importance (Claiborn). Because hoarding is often either directly or indirectly associated with a person’s inability to let go, items such as food products, clothing, books, craft materials, or even broken items that need to be fixed are commonly stockpiled. In the reality-warped mind of a hoarder, each of these items is of significant value and could be put to future use in some way. Therefore, it is absolutely imperative that the items be saved and never discarded (Claiborn). The reality of a hoarder’s lifestyle is fairly difficult to comprehend unless one takes a deeper look. Take prime subject Langley Collyer, forShow MoreRelatedOrganisational Theory230255 Words   |  922 Pagesstructure and functioning of organizations so as to advise upon how to better manage and lead them, those ends become unquestioned and hidden in the apparently neutral technical ‘fixes’ that managers claim to deploy. Debate and critique are thereby stifled with regard to the nature of those ends, and the unequal status quo is subtly reinforced. Moreover, we may be unable to imagine any alternative to the status quo. In response to these perceived problems, the task of the critical theorist is directly