Math Observations

Kindergarten Math Observations Mrs. Mill operator, Antelope Elementary, Kindergarten Observed: Wednesday (9:00am-10:30am) 3/27/13 Classroom pivot youngsters went starting with one room then onto the next for isolated subjects, additionally each gathering of children had been assessed and placed into cutting edge, moderate, and standard levels. This was otherwise called third level, second level, and first level children. Propelled Group-third level children Classroom was set up into three separate gathering tables. Children would move from work table to work table to finish diverse math activities.Before beginning their gatherings the educator originally went through math aptitudes they had taken in the earlier week (including the spots a two sided domino). At that point the educator went on to this week’s idea (including objects). She at that point read an anecdote about a young lady and a kid that needed to perceive what number of magnets they had together. The young lady ha d 3 dark magnets and the kid had 2 hand magnets. She at that point had the kids include (tally) the aggregate sum of magnets on the board. She at that point asked what they figured the math issue would be. They rehashed 3+2= 5.She at that point asked if all understudies had comprehended for what reason it was that and all replied with either the communication via gestures image for I comprehend or yes. Gathering #1-Played a variant of math bingo. Utilized math issues to discover what number to put there chip on. The response to that answer was the place there chip was then positioned. This game proceeded until all squares were filled. This gathering was helped by Mrs. Joyce (a. k. a teacher’s aide). At the point when children started to battle with issues for instance like: 3+4, the right hand hindered the game and ensured every understudy perceived that 3+4 was 7 and afterward to put their chip on seven.Group #2-This gathering was with the instructor. This gathering worked t hrough a worksheet paper with their instructor. The principal side of the worksheet was tied in with checking coins. Mrs. Mill operator initially solicited them the name from the coin (ex. Nickel). The kids addressed nickel. She at that point solicited what the incentive from the coin was (ex. Nickel= 5cents). The youngsters addressed 5. She at that point requested that the kids check by fives for each coin. She at that point inquired as to whether the appropriate response was 15 pennies or $15. They addressed 15 cents.Example issue : (three nickels) 5†¦10†¦15 = 15 pennies The second side of the work sheet was drawing what the story was stating as initial an image, or a visual, and afterward as a condition. Mrs. Mill operator initially read the story. At that point the understudies went through drawing the image with the instructor. Model issue: Tanya has 2 red inflatables and 1 yellow inflatable draw the image. Mrs. Mill operator at that point asked the understudies what the issue would resemble. The understudies addressed 2+1= 3. She at that point ensured that every understudy comprehended and had the right answer before continuing to the following problem.Example issue: Jamal has 3 blue squares and 2 green squares, draw the image. Mrs. Mill operator at that point asked the understudies what the issue would resemble. The understudies addressed 3+2= 5. She at that point ensured by and by that every understudy understood the issue and why it was 3+2= 5. After around 15-20 minutes the gatherings exchanged and turned to the next table. At 10:30 the youngsters arranged at the entryway and returned to their homerooms for nibble. (end of perceptions) Summary/Reactions †Mrs. Mill operator, Antelope Elementary, Kindergarten I appreciated watching this study hall over all.I truly loved the manner in which her homeroom had been set up with work areas straight as well as the understudies were relegated tables and afterward they likewise had an alloted sea t on the floor covering. I was wonderfully astonished at the degree of math the understudies had the option to finish and understand. I considered in the rear of my head what I had initially thought kindergarten was and recollected just learning my letter set and finger painting. I truly preferred that the understudies had been evaluated into various degrees of appreciation and was happy to see that a large portion of them succeeded more in the isolated math environments.I likewise loved that their math time had been part into two subgroups. I saw this helped the understudies get a break from the dullness of doing likewise math issues again and again by additionally permitting them to enhance a portion of their other math aptitudes all the while. There were a couple of contrasts inside each gathering level that I might want to consider moreover. First I might want to discuss my responses to the level three understudies. My underlying response to the understudies was that they were a ll centered gently acted kids for kindergarteners.The understudies had no issue and really seemed as though they appreciated playing the Math Bingo. I saw Mrs. Joyce didn't need to help them as much with including the numbers together and appeared to process the appropriate responses rapidly. At the point when the understudies were in the second gathering with Mrs. Mill operator they were posed increasingly troublesome inquiries, for example, the three factor issue (referenced in perceptions). I was astonished to see that the greater part of the understudies had no difficult drawing and working out the issue despite the fact that an extra factor had been added.Then when they proceeded onward to checking the coins I loved that dominant part of the understudies could perceive the coin, the estimation of the coin, and afterward by utilizing its sum tallying up to discover how much cash they had. Over all, this gathering certainly indicated they were progressed. Next I might want to dis cuss my responses to the level two understudies. My underlying response to the understudies was that they were somewhat less centered yet understanding astute were still reasonably up there. I loved that the gathering movement had changed for bunch number one from math bingo to a more practice situated gathering. I noticed that Mrs.Joyce needed to help a couple of understudies in setting up their number in columns and would have jumped at the chance to see her possibly tell the understudies first the best way to place the numbers in lines. In Mrs. Miller’s gathering, or gathering number two, I saw she didn’t truly center around the composition of the issues to coordinate the tales. I saw that the children didn’t comprehend as much as the past level why they arrived answer as much as what their image resembled. And afterward when the understudies went through the coin side of the work sheet I imagined that a couple of understudies addressed all the more every now and again first and afterward different understudies would duplicate there answer.Over all, this gathering was somewhat less progressed yet additionally over the normal kindergartener. At long last I might want to discuss my responses to the level one understudies. My underlying response to the understudies was that they were certainly significantly more effectively occupied by the set up of the room and one another. I liked that Mrs. Mill operator experienced the numbers 1-30 on cheat sheets with this gathering and that when they started to battle she eased back down and went through them again before beginning the gatherings. I will think about this technique in my study hall. I acknowledged when Mrs.Joyce set aside the effort to show the understudies what their numbers ought to resemble when all together by keeping in touch with them on the board. This was an incredible reference and I saw greater part of the understudies utilized it in that capacity. I saw however with this gat hering, more than the last gathering, Mrs. Joyce helped he understudies locate each number as opposed to letting them discover them all alone. I accepted that possibly she was simply attempting to spare time. In bunch number one with Mrs. Mill operator I saw the understudies would lose concentrate a lot simpler and discovered coming up the appropriate response substantially more difficult.I particularly saw that at one point on the facade of the work sheet understudies were for the most part proclaiming surmises not real contemplations. I would have gotten a kick out of the chance to have scene perhaps a break as of now to return and clarify why the appropriate responses were what they were, however I comprehend while the gatherings were on a period plan. On the rear of the work sheet I saw lion's share of the understudies battled when asked what the coins were despite the fact that instances of similar coins had been set on the board. I would have likely helped them to remember the photos on the board.Over all, this gathering was certainly ready to learn, however lost center the regularly. Taking everything into account, watching this kindergarten class has truly changed my attitude toward what I used to think kindergarten was. I am presently additionally ready to consider this evaluation level as a potential profession. I saw a couple of things I would have possibly done any other way, however over the entirety of my perceptions of Mrs. Miller’s kindergarten class were for the most part positive and remunerating experience astute too. Third Grade Math Observations Mrs. Shaffer, Metteer Elementary, Third Grade Observed: Thursday ( 10:00am-11:00am) 3/28/13 Classroom setup:The work areas were set up in gatherings of two. Each gathering had been deliberately positioned there on account of their ability to chip in or the need there of. For example an understudy that addressed inquiries a ton would be put with another understudy that didn’t volunteer to such an extent as to make that understudy all the more ready to lift their hand and take an interest in conversation. The study hall was shrouded in rousing banners and fantastic work of art produced using every understudy. There was additionally a divider committed to the most elevated scored English tests. There were a lot of homeroom Do’s and Don’ts on the wall.Examples: Make great decisions, Make the instructor glad, and Fallow bearing rapidly. Each standard had a hand signal. For instance use sound judgment is taking your pointer finger and highlighting the side of your head. After the instructor experienced each standard she at that point had every understudy instruct it to their neighbor. There was a divider with little pockets on it with every understudies work area number on each and in each pocket was a green, yellow, and red card. At the point when an understudy talked amiss or was not fallowing bearings the understudy was then trained by the educator to go â€Å"turn their card† or change their card from green to yellow or from yellow to red.On the board there was a count framework set for when the class as a gathering were not on task or not fallowing headings. In the event that the understudies were

Term Paper on Cholesterol and Lipids

Research paper on Cholesterol and Lipids Research paper on Cholesterol and Lipids Research paper on Cholesterol and Lipids Need a decent example research paper on cholesterol and lipids? joins a large number of understudies from everywhere throughout the world and local English language speakers. In the event that you need singular assistance with composing, don't spare a moment to utilize our custom research project composing administration. You may likewise check our free paper blog and glance through our free research paper tests! Our authors can deal with any research paper point and convey an expertly composed research project before cutoff time! Test Term Paper on Cholesterol Irregular liver tests comprise of mellow to-direct heights of ALT and AST yet stamped rise of serum antacid phosphatase levels, reflecting obstruction with bile seepage. This example is additionally observed in different types of impediment to bile stream, and these must be precluded when PBC is thought of. Cholesterol and lipids can't be emitted typically for a similar explanation and aggregate in the blood. Serum gammaglobulin levels are dynamically raised. In PBC, it is the IgM type that are distinctively (however not perpetually) expanded. In this illness, the IgM globulins never become IgG type, as is valid in irresistible infections. Serum bilirubin isn't raised until late in the malady. Liver biopsy is frequently important to separate this malady from a few others that can be joined by comparable liver test variations from the norm. The demolition of little bile conduits can be perceived under the magnifying instrument, as can different discoveries related with this ailment. Fibrosis is available in factor sums. Cirrhosis might be available when PBC is first found. Tragically, treatment of PBC isn't agreeable. Corticosteroids and azathioprine have been tentatively assessed and found to have little impact. The previous compounds the bone ailment known to be available and in this manner isn't utilized. Another medication that smothers the invulnerable framework, methotrexate, has been utilized in a trial setting with just moderate and generally unacceptable viability. Right now, it creates the impression that solitary the manufactured bile corrosive ursodeoxycholic corrosive (Actigall or Ursodiol) postpones movement of this infection. It is given as tablets in isolated portions for an all out portion of 900 to 1000 mg. every day. Nutrient D and calcium supplements are prudent, in light of the fact that, in this sickness and for indistinct reasons, the digestion of ingested nutrient D by the ailing liver is inadequate. It has been seen that the subsequent bone infection seen in PBC can be forestalled by ingestion of this nutrient. Guess of PBC changes. A few patients never create cirrhosis, while in others it advances moderately quickly. Liver tests are firmly checked. At the point when the serum bilirubin gets raised and is reliably over a degree of 3 mg/dL, assessment for liver transplantation is suggested. Essential sclerosing cholangitis (PSC) is viewed as another type of immune system hepatitis of the liver, in spite of the fact that the hidden component has not been absolutely recognized. It is described by aggravation in numerous dissipated territories of bigger bile conduits, as opposed to PBC, in which the littlest pipes are assaulted.

Things Fall Apart and Ibo Community Essay Example

Things Fall Apart and Ibo Community Paper Depict the marriage and family arrangement of the Ibo, utilizing however many terms talked about in class as would be prudent. In the Ibo people group, polygamy is an acknowledged practice. Okonkwo is a prime case of the normal male in the clan. He has three spouses all out and numerous youngsters. In the Ibo people group, the more spouses a man has the more manly he is thought of. The individuals of the network love their precursors regularly. 2. For what reason did â€Å"things self-destruct? † Things self-destructed in the Ibo people group in view of the outside impacts coming into their town and changing their way of life. The Ibo had an absence of correspondence with the Christian evangelists. The religions of the different sides contrasted boundlessly and they couldn't genuinely concur on God or how to venerate. The Ibo couldn't comprehend the Holy Trinity and they were being informed that the sculptures of their divine beings that they accepted were made by their one preeminent god were phony divine beings. To keep the network from self-destructing, the ministers could have acknowledged that the Ibo would not have any desire to change their religion and left the network alone. 3. Was Mr. Earthy colored (the underlying teacher) ethnocentric? Why or why not? Mr. Earthy colored was very ethnocentric. At the point when he showed up to Umuofia he promptly told the individuals of the Ibo people group that they were revering bogus divine beings and they should acknowledge Christianity. He says that the divine forces of the town are unequipped for making any mischief him for the manner in which he talks about them. He acknowledged everybody into the congregation, even the individuals who were pariahs of the network and didn't focus on the principles of the residents. 4. We will compose a custom paper test on Things Fall Apart and Ibo Community explicitly for you for just $16.38 $13.9/page Request now We will compose a custom article test on Things Fall Apart and Ibo Community explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer We will compose a custom article test on Things Fall Apart and Ibo Community explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer What, as you would see it, is the most significant message in this novel? I think the most significant message in this novel is that a few things and a few people just aren’t intended to change. There are a few people that are so stubborn that when others intercede, it messes outrageous up. At the point when the errand person at the gathering close to the finish of the novel says that the gathering is finished, Okonkwo murders him promptly in light of the fact that he is so baffled with the manner in which his kin have dealt with the preachers since they showed up.

Essay about Creative Writing The Rain Falls Harder In...

The Rain Falls Harder In August â€Å"Please don’t go Dad.† Ell said with tears forming at the corners of her eyes, â€Å"Please don’t†. â€Å"I’ll always be here honey, never stop trying† Ell’s father said with his last breath. The room fell silent, then the heart rate monitor let out a single droning beep. Ell’s father had gone still, and now with tears rolling down her cheeks, Ell hugged her father, â€Å"I’ll make sure of it Dad†. - 15 hours earlier - It was a biting cold, August day, where Ell Johnson, a fourteen year old student at Myers High School. It seemed like any other day, but this was special to her. Ell was never like the other kids. She would always look outside, watching the pitter patter of rain drops create puddles outside the classroom,†¦show more content†¦Ell was alarmed by the sharp tone in her voice, â€Å"Why wouldn’t she call me if it was so important† she said to herself. Ell took matters into her own hands and called her, preparing for whatever might come to her, and when the dial tone stopped ringing, she called out â€Å"Mom, what’s wrong?† She could hear sirens in the background and frantic breathing. â€Å"Mom?† she called out once more. â€Å"Ellen, get home as soon as possible†, her mother answered. At this point Ell became worried, â€Å"She never calls me Ellen†¦Ã¢â‚¬  she thought, â€Å"I’ll be there as soon as I can.† She ende d the call, and began running back to her house. Upon arrival she saw her mother in tears, â€Å"Mom!† She ran to her to see what all the commotion was about. She looked around and saw no more than her and a single cop car, â€Å"Mom, what happened?† â€Å"Come with us† a low voice spoke out. As Ell turned she saw a police officer ushering her and her mother to come with them in the police car. â€Å"What is going on!† Ell screamed in response. â€Å"We should go†, the officer repeated, showing Ell to the car once again, â€Å"We need to get to the hospital, there has been an accident involving your father.† As they arrived at the Chicago county hospital, Ell saw a stretcher with what looked like her father being wheeled inside. The trio stepped out of the police car, and ran inside after the paramedics pushing theShow MoreRelatedGoal Movie Review10720 Words   |  43 Pagesand Associate Producer Allen Hopkins. The film also stars Alessandro Nivola, Stephen Dillane, Anna Friel, Marcel Iures, Sean Pertwee, Lee Ross, Stephen Graham, Kevin Knapman, Cassandra Bell, Kieran O’Brien, Tony Plana and Miriam Colon. 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Features Of Organizational Transformation †Myassignmenthelp.Com

Question: Discuss About The Features Of Organizational Transformation? Answer: Introducation McFarlane teamed up with his new management group in ANZ Bank to develop a program for bringing about organisational transformation that aimed in bringing about a competitive and sustainable advantage for the firm in the long run. The ANZ Bank was suffering immensely owing to the closure of a number of branch outlets with also increases in the fee structure. McFarlane observed that ANZ had retreated from serving the rural communities with also the absence of women in responsible roles along the banks hierarchy. The change program initiated by McFarlane was implemented in a rapid fashion through generation of increased cost cutting in large number of branches of ANZ Bank and also in terms of bailing investments along different emerging markets that helped in reducing the risk profile of the bank. Further, McFarlane also focused in restructuring the operations activities of ANZs head office by means of streamlining and outsourcing of banking operations and also through generation of la rge scale reduction of staffs involved in the banks headquarters. The change management program brought about by McFarlane potentially contributed in reducing the cost-to-income ratio for ANZ Bank while also enhancing and sustaining the customer and employee satisfaction rates. Further, the change program of McFarlane also contributed inn shifting the banks focus from corporate banking to retail banking such that it started targeting high value retail customers. The initial steps towards organisational transformation were undertaken by McFarlane and his team during 2000 where they focused on enhancing and highlighting the human face of ANZ. The change strategy undertaken by the team were mainly based along three parameters like Perform, Grow and finally Breakout. In terms of Performance, the change program encouraged the bank to not only deliver increased performances but also generate high returns for its shareholders. In terms of Growth, the change program ideally focused on enhancing the potential of banks revenues, market leadership and brand image. Finally, in terms of Breakout the change management team aimed in generation of sustainable leadership and also in promoting long-term success for the banking firm(Kouzes Posner, 2017). Subsequently the management team at ANZ commissioned McKinsey and Co. for conducting an effective audit of the banks cultural parameters. The study conducted by McKinsey revealed potential gaps between the values of bank and personal employee and also the manner in which the employees perceived the banking organisation. The survey reflected a combination of both positive and negative inferences from the employees. Employees observed the existence of bureaucratic and hierarchal elements in the firm and also existence of a silo mentality while also exercising greater control over information and not sharing them with subordinate teams. McFarlane in terms of designing the change program rightly understood that banks are required to generate values based on the inputs rendered by employees and staffs rather than the values interpreted by the visions of the senior management team. Similarly, McFarlane also stressed on the generation of decisions in terms of engaging the inputs provided by the subordinate members of the different departments and also in contributing in the formulation of a shared vision promoting organisational success. The change program designed by McFarlane contributed in benchmarking the performances of the bank with other high performing organisations operating in Australia. The study enabled ANZ determine its areas for improvement and thereby helped in designing a performance and value assessment survey. Inferences gained from the assessment of value and performance ethic contributed in providing guidelines to the upper management of ANZ for developing and in also effectively undertaking the strategic elements of Perform, Grow and finally Breakout. The Breakout strategy of the Change Management program was considered as the pivotal or the central focus such that it focused on bringing about a cultural transformation in ANZ Bank. This strategy essentially focused in generating newer experiences for the different stakeholder communities of the bank like employees, customers, shareholders and also other members of the different external communities. Further, the Breakout strategy also focused on reducing the element of bureaucracy involved with ANZs operations and rather aimed in generating greater freedom to the internal people. The employees were further encouraged for handling greater responsibilities and also in generating effective feedbacks both positive and negative freely to the higher management(Keller Price, 2011). McFarlane and his team also contributed in designing a team catered for generating breakout and cultural transformation in the firm. Three major initiatives were undertaken by the breakout and cultural transformation team like designing of breakout based workshops and also in designing charters and consulting for generating Breakout. The Breakout workshops were focused on being designed to promote both emotional and also personal development of the individuals. It encouraged the participants for evaluating their thoughts and values that contribute in driving their behaviours for generating performances, effectively explore the impact of such interactions on workplace standards and also help in developing an understanding of shared interests and values of internal members in actionable terms. Breakout strategy designed by McFarlane and his team is viewed as an effective charter marketing guides process changes in ANZ for enabling cultural transformation in the banking organisation. The charter also contributes in generating consulting and also diagnostic services for assisting different business units in bringing about necessary cultural changes such that the internal people can both dwell and work in a newly built cultural system. The Breakout Program designed by the team is observed to be operational for a period ranging from two to three days wherein it assists both the subordinates and the management team by providing needed diagnostic tools for effectively probing and understanding the factors that help in duly motivating them and also other stakeholders of the firm. It also contributes in both engaging and in empowering the team members to work in a collaborative fashion for generating effective decisions(Barrett, 2006). The management team in the organisation was required to generate effective discussion with the internal team members such that the same would be linked with performance assessment programs for helping in tracking and monitoring the annual performances of the employees. Further, employee development programs were also focused on being implemented such that the same was taken to enhance the learning and growth of the people in the firm. The Performance Assessment program undertaken by McFarlane was also taken to be developed in terms of aligning positive reinforcements or rewards with the performance outcomes of the employees. The generation of bonuses to employees in a half-yearly fashion was taken to be generated annually to help in ideal cost savings for the firm. McFarlane and his team also focused on designing a talent development program in the organisation through the integration of the first line and HR managers. The line and HR managers are required to be effectively trained t o lead the performance assessment practices of the firm. The quality and effectiveness of the talent management and development programs carried out at ANZ were assessed through the installation of an external assessment team(Keller Price, 2011). Similarly, the transformation program carried out by McFarlane and his management team also contributed in designing of a leadership program in the organisation such that which helped in the identification and also development of the leadership potential among the junior managers. ANZ focused on investing in a potential fashion for the development of internal leadership potential in the firm(Kratschmer, 2013). Challenges for Managers in Implementing Transformation Strategies Managers tend to face increasing challenges in their bid to change the organisational culture. In fact the changes to be brought about in the organisational culture are observed to be more complex in nature compared to endeavouring of generating structural changes in the firms. The mandatory nature of cultural changes to be brought about by the managers makes the employees behave more pessimistically and suspiciously to the changes planned by the management team. The employees being pessimistic and suspicious about the aftermaths of the change process tend to create potential resistances in implementing the transformational changes in the organisation. The employees tend to fear the unknown and always have a feeling of becoming jobless owing to the transformations being introduced in the organisation. The same makes the internal people generate potential resistances(Rutherford, 2011). Similarly, the internal people adept to an existing culture seems very disinterested in shifting towards a new cultural paradigm. These people tend to reflect a sense of comfort in working along the existing cultures. The resistance to changes reflected by people adept to existing culture can be reduced in that they have a feeling that the existing culture is obsolete and more stereotyped in nature which in turn requires them to desire working in a new cultural setup. Further, employees facing cultural changes required for implementation of transformational strategies also suffer from the fear that working in the new cultural framework would require them to unlearn their present work procedures and styles and rather learn and enhance on their existing skills and expertise for handling of new tools and job processes. The same affects the motivation of the staffs and encourages them to generate potential resistances to cultural changes brought about in the organisation(Kratschmer, 2013 ). Again, lack of trust on the business managers involved in planning and bringing about cultural changes for implementing transformational strategies also tends to affect the drive or motive of the people in supporting such changes. The managers involved in bringing about cultural and structural changes in a repetitive and frequent manner make the subordinates feel very tired for facing of continual changes. The same also triggers the employees for generation of due resistances to changes(Nieswandt, 2015). Evaluation of the Attributes of Key Leaders at ANZ Attributes of Jon McFarlane as CEO The attributes of John McFarlane as the CEO of ANZ is observed to rightly resemble that of a transformational leader. As a transformational leader, John McFarlane served in a highly motivated and passionate fashion for generating needed transformation along the internal culture of the banking organisation. McFarlane acted in a highly focused fashion for helping the banking firm gain on needed profitability and returns in the long run. He acted in a very committed fashion for planning the change process in the organisation. Further, John McFarlane did not fear the taking of risks while focusing on to implement the change process in the organisation. Several cost cutting measures were undertaken by John McFarlane that resulted in severe consequences like removal of excess managerial and other subordinate staffs from the banks headquarters and different branches. The result was immense job loss for different individuals. McFarlane undertook the above risk in terms of generating a strong decision which in turn helped in enhancing the margin for ANZ Bank(Schppel, 2014). Apart from the above decision another set of strong decisions were also undertaken by Jon McFarlane as is required of a transformational leader. John McFarlane was instrumental in outsourcing and in streamlining the job operations of the headquarters. The same contributed in emptying the staff population involved in the headquarters and contributed in cost cutting and in improving the cost-to-income ratio. Similarly, John McFarlane as a transformational leader is also observed to focus on motivating and inspiring people to think about new and creative ideas at the workplace. Jon McFarlane focused on the introduction of positive reinforcements like rewarding and recognising the performances of the individuals both managers and staffs inside the organisation. Further, John McFarlane also focused on development of the skills and qualities of the internal leaders through incorporation of coaching programs. The same helped in the sharing of ideas and experiences by staffs and managers in a mutual fashion(Rumley, 2012). Attributes of Michael Smith as CEO The leadership attributes of Michael Smith as the CEO of ANZ Bank is observed to resemble that of a contingent or situational leader. Smiths joining as the CEO of the bank made him face potential challenges like difficulty in sourcing money, volatility of the debt and equity markets and also lack of trust of the people on the banks. Smith facing the above situation worked with his managerial team in generating different types of actions like enhancing the capital structure of the bank while also in improving the liquidity situation and in enhancing the balance sheet of the bank. Further, Michael Smith and his team were instrumental in generating needed restructuring in ANZ Bank for improving the customer focus; enhance the level of accountability of the staffs and management to the customers and also in developing a stronger management position. Michael Smith also focused on developing the efficiency of the banking organisation to face future economic emergencies(Hogue, 2013). Role of Leadership in Influencing, Directing and Managing Change The role of leadership in influencing, directing and in managing the change process in ANZ Bank can be largely attributed to the leadership style of John McFarlane for being greatly instrumental in bringing about changes in the organisation. John McFarlane influenced the transformation or the change to be brought about in the existing culture of ANZ through the generation of the slogan, the bank with the human face. Further, McFarlane and his team directed the transformational program through the introduction of three sets of strategies like Perform, Grow and Breakout. The Perform Strategy was directed for delivering greater performance for the organisation and in generating greater value to the shareholders. The Growth Strategy was directed for strengthening the potential of the brand and also in augmenting the revenue and leadership position of the organisation. Finally, the Breakout strategy was enabled for promoting long term success and growth of the banking institution. Finally, regarding management of the change process, John McFarlane stressed on rendering a cultural change in the organisation through the effective implementation of the Breakout Strategy. Workshops, Charters and Consulting were developed for righ tly implementing and fulfilling the objectives concerning the Breakout Strategy. Further management activity was also concerned regarding the generation of Key Result Areas (KRAs) across different domains like financial, internal and external people and also general communities for evaluating the efficacy of the Breakout Program(Keller Price, 2011). Cultural Dimensions between Poland and Columbia The comparison of the cultural dimensions between Poland and Columbia is reflected in terms of Hofstedes Six Cultural Dimensions as follows. (Geert Hofstede, n.d.) Both Poland and Columbia reflect high scores in Power Distance. The same reflects the existence of hierarchal structures within the firm and also centralisation of authority and decision making functions. The subordinates in the organisation are required to follow the directions and guidelines shown by the management and superior authorities. In terms of individualism and collectivism, Poland reflects the existence of an individualistic culture where individuals focus on gaining their own career growth and development. Promotion is generated on the basis of merit. Colombia on the contrary, reflects the existence of a collectivist culture where individuals focus on working in groups rather than individually. They also like to take care of the needs and expectations of the group workers(Mandal Vong, 2015). The culture of both Columbia and Poland reflects existence of a Masculine culture. The masculine character reflects that they are highly ambitious in nature and focus on meeting their achievements. Further, the Columbians and the Polish people are also driven by potential competition and thereby enhances on their expertise for generating greater efficiency in the long run. Both the Polish and Columbian culture is observed to reflect increased scores of Uncertainty Avoidance. These cultures resist the incorporation of innovation and moving over to untapped markets or segments. They are also interested in sustaining links to their traditional cultures(Binder, 2016). In terms of long-term orientation, both the Polish and Columbian cultures reflect lower scores. Columbia tends to reflect lower scores than Poland. Increased scores regarding Long-Term Orientation reflect that the organisations focus more on generating and meeting of short-term objectives and are also linked with their tradition. Finally, in terms of Indulgence, the Polish culture reflects very low scores compared to Columbians. The low indulgence score for Poland reflects that they are less interested in incorporating the elements of leisure and hobby in their working spheres compared to the Columbians. The Columbians are rather interested in integrating the elements associated to leisure and hobby with their day-to-day working activities(Petrakis, 2014). References Barrett, R., 2006. Building a Values-driven Organization: A Whole System Approach to Cultural Transformation. New York : Routledge. Binder, J., 2016. Global Project Management: Communication, Collaboration and Management Across Borders. United Kingdom : CRC press. Geert Hofstede, n.d. Poland in Comparison to Columbia. [Online] Available at: https://geert-hofstede.com/poland.html [Accessed 13 September 2017]. Hogue, W., 2013. Elements of Leaders of Character: Attributes, Practices, and Principles. United States : WestBowPress. Keller, S. Price, C., 2011. Beyond Performance: How Great Organizations Build Ultimate Competitive Advantage. United Kingdom : John Wiley and Sons. Kouzes, J.M. Posner, B.Z., 2017. The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations. United Kingdom : John Wiley and Sons. Kratschmer, P., 2013. Organisational Culture Is Highly Resistant to Change - Discuss. Germany : GRIN Verlag. Mandal, P. Vong, J., 2015. Smart Technologies for Smart Nations: Perspectives from the Asia-Pacific Region. United Kingdom : Springer. Nieswandt, M., 2015. Fast Cultural Change: The Role and Influence of Middle Management. United Kingdom : Springer. Petrakis, P.E., 2014. Culture, Growth and Economic Policy. United Kingdom : Springer Science Business Media. Rumley, D., 2012. Transformational Leadership: The Senior Pastor's Impact on Church Effectiveness. United States: Lulu.com. Rutherford, S., 2011. Women's Work, Men's Cultures: Overcoming Resistance and Changing Organizational Cultures. United Kingdom : Palgrave Macmillan. Schppel, F., 2014. Differences and Similarities between Charismatic and Transformational Leadership. Germany : GRIN Verlag.

Intolerance Within The Novel The Adventures Of Huckleberry Finn The En

Intolerance Within the Novel The Adventures of Huckleberry Finn The entire plot of The Adventures of Huckleberry Finn is rooted on intolerance between different social groups. Without prejudice and intolerance The Adventures of Huckleberry Finn would not have any of the antagonism or intercourse that makes the recital interesting. The prejudice and intolerance found in the book are the characteristics that make The Adventures of Huckleberry Finn great. The author of The Adventures of Huckleberry Finn is Samuel Langhorn Clemens, who is more commonly known by his pen name, Mark Twain. He was born in 1835 with the passing of Haley's comet, and died in 1910 with the passing of Haley's comet. Clemens often used prejudice as a building block for the plots of his stories. Clemens even said,? The very ink in which history is written is merely fluid prejudice.? There are many other instances in which Clemens uses prejudice as a foundation for the entertainment of his writings such as this quo te he said about foreigners in The Innocents Abroad: ?They spell it Vinci and pronounce it Vinchy; foreigners always spell better than they pronounce.? Even in the opening paragraph of The Adventures of Huckleberry Finn Clemens states, ?Persons attempting to find a motive in this narrative will be prosecuted; persons attempting to find a moral in it will be banished; persons attempting to find a plot in it will be shot.? There were many groups that Clemens contrasted in The Adventures of Huckleberry Finn. The interaction of these different social groups is what makes up the main plot of the novel. For the objective of discussion they have been broken down into five main sets of antithetic parties: people with high levels of melanin and people with low levels of melanin, rednecks and scholarly, children and adults, men and women, and finally, the Sheperdson's and the Grangerford's. Whites and African Americans are the main two groups contrasted in the novel. Throughout the novel Cle mens portrays Caucasians as a more educated group that is higher in society compared to the African Americans portrayed in the novel. The cardinal way that Clemens portrays African Americans as obsequious is through the colloquy that he assigns them. Their dialogue is composed of nothing but broken English. One example in the novel is this excerpt from the conversation between Jim the fugitive slave, and Huckleberry about why Jim ran away, where Jim declares, ?Well you see, it ?uz dis way. Ole missus-dat's Miss Watson-she pecks on me all de time, en treats me pooty rough, but she awluz said she woudn' sell me down to Orleans.? Although this is the phonetic spelling of how some African Americans from the boondocks used to talk, Clemens only applied the argot to Blacks and not to Whites throughout the novel. There is not one sentence in the treatise spoken by an African American that is not comprised of broken English. The but in spite of that, the broken English does add an entrainin g piece of culture to the milieu. The second way Clemens differentiates people in the novel of different skin color is that all Blacks in the book are portrayed as stupid and uneducated. The most blatant example is where the African American character Jim is kept prisoner for weeks while he is a dupe in a childish game that Tom Sawyer and Huck Finn play with him. Clemens spends the last three chapters in the novel to tell the tale of how Tom Sawyer maliciously lets Jim, who known only unto Tom is really a free man, be kept prisoner in a shack while Tom torments Jim with musings about freedom and infests his living space with rats, snakes, and spiders. At the end of this charade Tom even admits, ?Why, I wanted the adventure of it The next two groups Clemens contrasts are the rednecks and the scholarly. In the novel Clemens uses interaction between backwoods and more highly educated people as a vital part of the plot. The main usage of this mixing of two social groups is seen in the development of the two very entertaining characters simply called the duke and the king. These two characters are rednecks who pretend

Dracula Essays - Fiction, Literature, English-language Films

Dracula Essays - Fiction, Literature, English-language Films Dracula Bram Stoker's Dracula The setting of the story begins in 19th century Europe, in the eerie country of Transylvania. The story begins with a solicitor from England named Jonathan Harker is sent by a business man to meet with an old Count named Dracula at his castle located far from civilization. Residents of Transylvania who become aware of his destination begin crossing themselves and giving him garlic and blessings. As a result of these gestures, Mr. Harker soon develops an uneasy feeling about visiting the mysterious Count. He arrives at Castle Dracula regardless, and makes his acquaintances with Dracula. He soon realizes that the count is no normal human, but an evil, blood-sucking vampire, who can command animals and elements with the wave of his hand. Harker escapes but the Count has devised an intricate plan to move to London and exercise his evil forces on innocent people there. However, a group of friends, including an open-minded, but ingenious professor, a psychologist, an American, a rich man, as well as Jonathan Harker and his wife Mina, learn of the Count's sinister plan and pledge to destroy him before he can create an army of un-dead vampires. They systematically destroy his coffins with holy wafers and chase him out of England back to Castle Dracula. There they carry out an ultimate plan to destroy Dracula. The Author uses suspense as a storytelling device rather effectively throughout the story. There are a fair number of parts in which the reader is left suspended on the edge of seat, eager to find out what is to happen next. However, there were parts where suspense could be used in a manner that would enhance the gravity of the plot. Nonetheless, The book is written in a unique way that allows suspense to be used easily and effectively built up. Dracula is written in first person like many other novels but then it differs slightly. The book starts off as a first person Journal of the first character describing his experiences. But then it switches to someone else's journal, and then to letters between two characters, and later to a newspaper article. It follows this pattern roughly throughout the book. At various points, the plot builds up with one character's journal and then it jumps to another character's journal so that you must read a ways through it before the exciti conclusion to that particular event is revealed. At other times deductions must be made on what a character has written to ascertain what has occurred. There is a good example of this when the first character, Jonathan Harker, is imprisoned in the castle close to sunset and knows that the Count will attack him that night. His journal ends as he describes what he might do to escape. But the success of his escape is not evident until the first part of his fiancee's journal is completed. This sort of suspense can be quite frustrating and annoying at times. Thus it's purpose is often defeated and the plot suffers. But there is also the more prevalent type of suspense used where the character is on the verge of an important discovery or he is in a dangerous predicament but the author is slow to divulge what is to happen. When the suspense was used properly, it proved to be both interesting and very dramatic. In conclusion, Bram Stoker's Dracula turned out to be a very exciting and fascinating nove l. The plot was well structured and was very suspenseful. The author used his historical knowledge of Europe, particularly Hungary and Transylvania, very well in conveying a certain idea in the book. For example, Count Dracula was described as a noble of the Magyar peoples of eastern Europe who fought valiantly against invaders during the 14th and 15th centuries. Full insight was given into the minds and personalities of almost all of the well developed characters. Initially, the Count remained somewhat mysterious for a specific reason. This allowed for the main characters to slowly discover who the Count really was thus developing the character slowly for the reader. The intrigue built into his character intensified the mystery. Suspense was used extensively throughout the novel. The book probed