Behavioral Learning Theories Applied Free Essays

Conduct Learning speculations Applied Education is a remarkable focal concentration in our present society. As the economy progresses, training happens to more noteworthy significance and our student’s future is unequivocally subject to their instructive chances. The same number of scholars have demonstrated, there is nobody method of instructing that objectives a whole crowd. We will compose a custom article test on Social Learning Theories Applied or on the other hand any comparable point just for you Request Now Rather, every youngster has their own one of a kind learning style that they react best to. Any instructor that assumes on the liability of training must acclimate themselves with the various methodologies so they watch the â€Å"No youngster left behind† act and satisfy their obligation as an educator. The a wide range of ways to deal with learning incorporate Behavioral, Social Cognitive, Information Processing, Constructivist, and Brain-based. The conduct approach is concerned principally with quantifiable and perceptible parts of human conduct (Good Brophy, 1990). Social learning hypotheses center around the manners by which pleasurable or horrendous results of conduct change individuals’ conduct after some time and manners by which individual model their conduct on that of others (Slavin 2006). The accentuation is put on reactions to encounters, particularly support and discipline, as determinants of learning and conduct. The 4 unmistakable behaviorist and key players in the improvement of the behaviorist hypothesis, that I like to identify with, were Watson, Pavlov, Thorndike, and Skinner. Pavlov’s fundamental intrigue was physiology however it was the Classical Conditioning hypothesis that made him so celebrated. Old style Conditioning is a learning procedure that happens through relationship between an ecological boost and a normally happening upgrade. Both Thorndike and Skinner-albeit distinctively communicated dug into the definition of Operant Conditioning. Operant molding is a learning approach that happens through remunerations and disciplines for conduct. An affiliation is made between a conduct and a ramification for that conduct through operant molding. Skinner’s hypothesis of Operant molding fundamentally clarifies how we gain our scope of scholarly practices that we show. In the event that an individual’s conduct is quickly trailed by pleasurable outcomes, the individual will take part in that conduct all the more every now and again (Slavin, pg. 137). The connection between the conduct and its results is the thing that later a scholarly conduct becomes. Skinner makes reference to support, discipline, elimination and awards as the components for his hypothesis. These reactions have a period and spot where its viability is at its pinnacle. Knowing our understudies, knowing ourselves, knowing the circumstance, and recognizing what we need our result to be will assist us with figuring out which way to deal with use. As kept up by the above behaviorists, our practices change in understanding to the quick response/result. These prompt responses are the distinct advantage that instructors should ace for ideal accomplishment in the homeroom. An educator can watch and observe the different reactions her understudies react best to. An instructor ought to continually be asking herself â€Å"What fills in as an inspiration or fortification for this specific understudy to do well†? â€Å"Does the understudy use the Expectancy Theory†? The hypothesis of inspiration depends on the conviction that people’s endeavors to accomplish rely upon their desires for remuneration, or do they lean towards accomplishment inspiration; the inclination to take a stab at progress and to pick objective situated, achievement/disappointment exercises? There are endless reactions that can work to propel our understudies. Albeit a few understudies appear to be normally eager about learning, many need that extra persuasive factor to assist them with their investigations. Therapists characterize inspiration as an inner procedure that initiates, manages, and keeps up conduct after some time (Murphy Alexander, 2000; Pintrich, 2003; Schunk, 2000; Stipek, 2002. ) As an understudy, I was regularly propelled to accomplish particularly great work when I felt the educator questioned my capacities. I rehearsed the statement â€Å"I do it since I can, I can on the grounds that I need to, I need to on the grounds that you said I couldn’t†. That truly pushed me to progress nicely. It might have been an adolescent yet it worked for me. By and by, I made some hard memories doing great under fortifications be it negative or positive. The absence of consistency and the time slip by between the activity and reaction never worked for me. If I somehow happened to use a token framework or some other framework (I. E. acclaim, outlines and so forth ) I would audit the upsides and downsides cautiously. I feel that utilizing such strategies imprudently can create damaging outcomes. Watching a subsequent evaluation class, I saw the instructor practicing brutal results to take out practices. To be sure, her study hall was consistently perfect, and calm. The understudy didn't set out get out of hand or not have a clue about their work inspired by a paranoid fear of discipline. Eventually, these understudies lived in dread. They hated the educator, they detested learning, and whatever they learned was simply to stay away from discipline. Is it safe to say that they were persuaded to carry on? For sure. They feared the outcomes. Was the air an ideal learning condition? Most certainly not! It was by then that I comprehended that utilizing Behavioral Learning Theories don't generally create positive outcomes. At the point when I was a momentary substitute educator, I had the chance to visit numerous study halls over the time of a couple of months. At the point when I entered the study hall with an air about myself and dressed well, the understudies naturally got the underlying portion of inspiration to carry on and to please. I at that point keep on holding their enthusiasm by educating in an offbeat way or in any capacity that they are not used to. Instructing capriciously is genuinely basic in one of the schools I substitute. The straightforwardness of the training style has not changed from 20 years back. The instructors utilize the regular old course readings, they practice â€Å"one training style fit all† procedure, only one educator for the whole class, and so forth. At the point when I enter a class, I request that they improve their seats so they are sitting in a semi-hover or in bunches relying upon the exercise. As the exercise proceeds, I attempt to abstain from giving outward inspiration except if I feel the supreme need. I attempt to make the real exercise the motivating force. I acclaim after curious inquiries and appear to be truly content with right reactions. It’s an air that an instructor needs to make that will implant a feeling of ‘wanting to do well’, most much of the time by the craving to please. I have every now and again watched numerous instructors effectively pair less wanted conduct with wanted practices for extraordinary outcomes which is alluded to as the Premack Principle (Premack, 1965). One occurrence hangs out in my psyche when a third grade educator told an understudy that on the off chance that he finishes his schoolwork, he will have the option to expel his name from the â€Å"completed homework† sign outside the homeroom. The instructor disclosed to me, that this specific understudy hates the way that his name is up on the board, so she matches doing schoolwork with the good demonstration of expelling his name. Having his name on the board should be a fortification for doing schoolwork, anyway Slavin makes reference to that if the conduct doesn't increment or lessening in recurrence with the support than it isn't really a support (Slavin, 143). Conduct Learning Theories are very settled and they are helpful in evolving practices. It is imperative to recognize in any case, that the hypothesis has its confinement. For the most part, as a result of its emphasis on noticeable practices, other progressively dynamic and applied learning stays implicit. In any case, Social Learning hypothesis helps overcome any issues between the conduct and psychological planned (Slavin, pg 159). â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€â€ Appendix: 1)Slavin, R. E. (2006). Instructive brain research: Theory and practice (eighth ed. ). Boston: Pearson. 2)Premack, D. (1965). Support hypothesis. In D. Levine, Nebraska discussion on inspiration. Lincoln: Univeristy of Nebraska Press. Step by step instructions to refer to Behavioral Learning Theories Applied, Essays

The Fascinating Emperor Penguins Essay -- essays papers

The Fascinating Emperor Penguins Among the various types of feathered creatures on the planet one specific sort stands apart from them all. The ruler penguin rules as one of the most fascinating and obscure winged animals in scientists’ minds. The way that they acclimate and mix into the Antarctic condition, in any event, during the harshest condition, underlines the uniqueness of these terrific animals. Researchers have been enamored by the astounding regenerative existences of the Emperor penguins, who live and act in a way not at all like some other creature on the planet. Sovereign penguins have confused specialists and researchers for a long time on account of their bizarre techniques for mating among one another in outrageous and a few times hurtful climate conditions. Under typical conditions some other creature would not have the option to make due in the outrageous climate conditions that encompass the penguins. Antarctica, where the penguins call home, is the coldest condition known on the earth. (Oeland 56) The rearing of the penguins starts in March when the ice is simply starting to solidify underneath. During this time, researchers have been beguiled at the daringness of the penguins to remain in the south rather than panther seals and Adelie penguins that go northward to hotter conditions. Yet, despite the fact that the penguins themselves make get chilled, they keep their chicks at a pleasant warm temperature. The eggs and chicks are hatched at a consistent 98.8 degrees farenheight, and if an infant chick is out of the parents’ warm th for beyond what two minutes it can stick to death. These unforgiving conditions escalate the threat and riddle of the penguins. The most fascinating part of the Emperor penguins is their interesting mating style that separates them from some other creature on the planet. The whole procedure starts with a weeklong â€Å"courtship† meeting during the coldest months of the year. In contrast to practically all different types of creatures, the female starts the mating procedure instead of the male penguin. Any sort of correspondence carried on between the male and female is carefully perceptible. The penguins depend intensely on their intense feeling of hearing and discourse. The real mating succession happens in the dead of cold, which amazes numerous researchers and analysts. After the treatment is through the female lays softball measured egg, and leaves to go look for nourishment for two months. It is ... ... stunning animals for a few distinct reasons. Researchers are astounded at the possibility that an animal can make due in the coldest condition on earth for such an extensive stretch of time without moving huge spans or chasing food. Ann Bowles of the Hubbs-Sea World Institute in San Diego accepts that â€Å"compared with other marine feathered creatures, head penguins have everything backwards.† (Oeland 56) These flying creatures are viewed as giving another personal conduct standard among Antarctic creatures of their sort. Up until this point, however, not that numerous gatherings of new Emperor penguins have been discovered, when new gathering is discovered the revelation is enormous news in the field. To what extent these flying creatures will have the option to make due in the chilling Antarctic conditions is obscure. In any case, there are a few things that are thought about these triumphant creatures. The sovereign penguins have had the option to manage analysts and researchers into a universe of understanding and addressing concerning the penguins one of a kind proliferation strategies. The procedures and endurance techniques for the penguins have guided researchers onto another way of investigation. Be that as it may, generally speaking, the sovereign penguins have opened another entryway into the obscure of Antarctic animals.

Tips for Working on College Applications Over the Summer

Tips for Working on College Applications Over the Summer The Perfect Pace for Working on College Applications over the Summer The Perfect Pace for Working on College Applications over the Summer Summertime has officially arrived. The “strawberry moon” solstice has passed and there’s some good energy in the air (if you believe in that sort of thing!). Two major soccer championships are underway and the Summer Olympics are right around the corner. Big things are happening, guys! As any good stargazer or athlete knows, timing is everything, and summer is an amazing time to power through a lot of work on your college essay. You have to know where to start, though, and how to pace yourself appropriately. Starting early gives you a huge advantage, but there’s no reason to sprint. Use our calendar to pace out your work appropriately over the next three months, and keep an eye out for momentous dates on the horizon. JULY: Have experiences! Will you be working over the summer? Traveling? Volunteering? Become a keen observer of any and all of your summer experiences. Keep a journal or blog. Take photos. Sketch people. Do your best to document and reflect on everything you do and see. The more details you capture, the more vivid your essays will be. If you think you’re boring (which you’re not, btw), this summer will be the perfect time for you to shift this perspective AUGUST: Start writing! We’ve said it once and we’ll say it again: start early! If you didn’t watch College Essay Academy back in February, now is also a great time to get your introduction to the writing process. You can watch the whole series through or attack one episode at a time, following the step-by-step process. Either way, August is a perfect time to collect your notes, mine for memories, and pull together a draft of your Common App essay. You’ll be able to hit the ground running when school finally starts, and will probably impress your guidance counselor in the process. (By the way, the Common App platform will probably go live sometime this month, so set yourself up with an account ASAP and start getting acquainted with your new favorite website.) SEPTEMBER: Keep writing! If you say the beginning of the school year is hectic, we say: so what?! You’re only going to get busier as the year goes on (and the time until your deadline dwindles). Keep up the writing momentum that started in August and continue working and creating opportunities for small successes. (Pro tip: setting aside time to work with the tips in College Essay Academy and our newsletter on a weekly basis will help you maintain a good pace.) Looking Ahead: OCTOBER: Polish up your early application(s)! NOVEMBER: Polish up your regular applications! (Yes, everyone.) DECEMBER: Hit submit! About Thea HogarthView all posts by Thea Hogarth » Still not sure where to start? Give College Essay Academy a Try. WATCH CHAPTER 1 FOR FREE »

Healthcare System in Great Britain - 3168 Words

Health Care System in Great Britain Organization of health care in Great Britain Health care in the United Kingdom is devolved depending states: other states like Scotland and Northern Ireland are separate entities and do not form part of the UK medical healthcare system. The states have their own private and public sectors of health care to the people. Devolution stretches to every activity that is concerned with delivering of health care facilities and personalities required that serve the citizens. The model of offering health care among the citizens of the United Kingdom is different from those of other states like Wales and Scotland. Moreover, the policies and strategies of health care are different between the United Kingdom and other states. Great Britain stands on its own as a separate entity that ensures the citizens of the federal government have accessed equitable health care services. The payments of the health care services offered by the states go all the citizens is catered for by the general taxation body within the federal government. Every state has a private health care centre that is smaller than the public health care sector. The private health care provisions are provided by the private sector through direct funding by the patient or through taxation accruals in cases where the patient suffers complicated cases like AIDS/HIV (Dewar, 2010). The United Kingdom was ranked as the fifth best in the world by the world health organization. ThisShow MoreRelatedHealth Care in Great Britain Essay examples889 Words   |  4 PagesRunning Head: Global Healthcare Healthcare in the United States Vs. Great Britain Tyra Baruti Kaplan University The healthcare system in the United States and Britain are different and many in ways. The purpose of the healthcare system should be to satisfy the needs and preferences of the individual patient who are ill but many countries have a different approachRead MoreGreatbrit vs Us1238 Words   |  5 Pagesthe following list whose healthcare system you will compare to the U.S. healthcare system: Great Britain, Japan, Germany, or Switzerland. Great Britain and American Health Care Compared 2.   Compare access between the two healthcare systems for children, people who are unemployed, and for people who are retired. Great Britain’s National Health Service (NHS) covers everyone children, unemployed and retired. There is no payment required. Taxes are higher in Great Britain to cover the medical costsRead MoreHealthcare Utilization And Finance : Organizational System And Quality Leader1082 Words   |  5 Pages Healthcare Utilization and Finance Organizational System and Quality Leader Task 3 Sherline Moise Western Governors University A.1) I choose the Great Britain healthcare system from the given list to compare to the U.S healthcare system. A.2) The united state health care system is the most expensive health care system around the world; this is why about 47 million people are without coverage because they cannot afford it. There many Americans’ who are inRead MoreOrganizational Task 3700 Words   |  3 PagesA 1. In this paper I will be comparing the overall healthcare systems between the United States and that of Great Britain. A 2. In the United States we have private healthcare which each individual person has to pay for, one way or another. There are some government programs such as Medicare, Medicaid, Veterans health administration and Childrens Health Insurance Program that help supplement healthcare but there are strict qualifications that must be met and not everyone may qualify for Read MoreHealth Care in the United States1041 Words   |  4 Pagesfinancial budget each year, ranking them #1 for the highest healthcare spending in the world. Ironically, Americans are among the few who are not guaranteed medical coverage. For Americans healthcare insurance comes in many forms, some receive it through job benefits or government programs such as, Medicaid and Medicare, while others are among the many not financially covered at all. There are many potential issues arising from the U.S healthcare plan such as high insurance cost, unfair selection andRead MoreSocialized Medicine and the Current Healthcare Debate934 Words   |  4 PagesSocialized medicine and the current healthcare debate One of the most demonized terms in American political discourse is socialism. When various healthcare reform proposals are being discussed, it is common to condemn them as socialized medicine if they call for greater government intervention to enable universal coverage of all Americans. However, socialized medicine refers to a very specific system of providing healthcare and virtually no American politician has dared to propose what wouldRead MoreSick Around The World Has Really Opened My Eyes About The United States Health Care System1357 Words   |  6 PagesThe documentary Sick Around the World has really opened my eyes about the United States health care system. The diversity of health-care systems in other countries would make individuals think that the United States would have thoughts of changing a majority of their policies. The information given in the documentary was factual and useful to my knowledge. The information also provides me with ways I could approach my future career in health care, which is epidemiology. As an epidemiologist, diseaseRead MoreInternational Healthcare Comparisons1741 Words   |  7 Pages International Healthcare Comparisons Globally, countries struggle with the challenge of providing adequate healthcare services to all their citizens. The United States spent approximately 17.6% of its GDP on healthcare in 2010, which could escalate to close to 19.6% in 2021 if cost containing measures are not put in place to control healthcare spending (The Commonwealth Fund, 2012). Even with this large amount of healthcare spending, the U.S. has almost 50 million residents without health insuranceRead MoreKot Task #21716 Words   |  7 Pagesgovernments to fund healthcare facilities and/or clinics designated to care for patients with chronic health conditions; providing public health nurses who are available to visit the patients in the home in order to educate him or her on disease and disease processes. Though Mr. Davis is frustrated with the healthcare delivery in the United States and may think he would be better served in another country, he may be gravely disappointed by in their healthcare delivery systems even more. CountriesRead MoreCountry Analysis : United Arab Emirates1097 Words   |  5 Pagesthe lands, including India, China, and Europe. Later on, Britain ceded to control the coastline on the Persian Gulf. In the 19th century, Britain signed an agreement with the people living in the region. After the Agreement was signed, the region was called the Trucial States. This new area was not able to cede any territory or engage with any foreign government, without permission from Britain. In exchange of these controlling rules, Britain agreed to protect them from Sea and they would also assist

William Blake The Common Symbolism Of The Lamb - 1677 Words

The common symbol of Christ has been a meek and mild lamb, and the child can clearly make that inference. â€Å"Little Lamb I’ll tell thee, Little Lamb I’ll tell thee! He is called by thy name† (Blake 723). The previous quote described that Christ was a lamb, and every person was a young lamb admired by God at one time. â€Å"The Lamb† was part of Blake’s Songs of Innocence and the viewpoint was from a child’s perspective. The child recognized the lamb’s gentleness and generosity. As a result, the lamb was symbolic of Christ, the lamb of God. Blake was tying the childlike innocence in the poem as the song is a metaphor of a childlike curiosity of its own creation. In the poem, Blake illustrates it; â€Å" Little Lamb, who made thee? / Dost thou†¦show more content†¦The poem, The Wild Swans at Coole, itself described a number of natural features and was about both the beauty of nature and about the environment that disti nguish the natural world. It is as if the narrator felt nature was both powerful and beautiful, something that appears not to age and change the way the rest of the world disengaged and became lifeless. While the speaker said that the swans would fly away, â€Å"But now they drift on the stillwater, Mysterious, beautiful; Among what rushes will they build, By what lakes edge or pool† (Yeats 1169). For the time being, the interpretation of the swans were still and quiet. While Blakes poem, â€Å"The Tyger† does not directly state the symbolism, it could be inferred in some ways. The tiger is not the devil, but a type of state of a human being progressed to the devil. But in the case of the poem, the tiger was the experience version of â€Å"The Lamb†, as innocence is taken and affected by the devil, the tiger was to restore it. In what distant deeps or skies./ Burnt the fire of thine eyes? (Blake). Some scholars believed the tiger was the version of the angel, Lucifer. Like Lucifer, the tiger works in the darkness and inspires the thought of death and is so strong and beautiful that the Bible portrayed of the fallen angel. The symbolism could be seen as the tiger was reflecting the fires of hell and the comparison of the tiger and the lamb, or the devil and angelShow MoreRelatedThe Lamb And The Tyger By William Blake996 Words   |  4 Pagesthings created, that are in heaven, and that are in earth, visible and invisible† (Colos sians 1:16). William Blake wrote poems about this very subject. In his twin poems, â€Å"The Lamb† and â€Å"The Tyger†, Blake uses different literary techniques such as sound, imagery and symbolism to echo the common theme of creation along with how it is viewed differently. William Blake’s use of sound in his poems, â€Å"The Lamb† and â€Å"The Tyger†, enhance the central idea of creation and the question of how one God can createRead MoreThe Lamb and the Tyger Essay1437 Words   |  6 PagesThe Tyger and The Lamb by William Blake, written in 1794 included both of these poems in his collection Songs of Innocence and Song of Experience, takes readers on a journey of faith. Through a cycle of unanswered questions, William Blake motivates the readers to question God. These two poems are meant to be interpreted in a comparison and contrast. They share two different perspectives, those being innocence and experience. To Blake, innocence is not better than experience. Both states haveRead MoreEssay How Romantic Was William Blake?1517 Words   |  7 PagesRomantic Poets and writers was one of the most turbulent to hit Europe ever. With the French Revolution sweeping the fields of Alsace, Lorraine and beyond, most monarchs, including those in England were wary of the new notions that were becoming common place among the commoners. Not since the Reformation of the 16th century was the continent in more turmoil. Yet with this build up of angst came a fertile bed for a new style of writing to grow in. This new style embraced many things that wereRead More Coexistence of Contrary States in Blake’s The Tyger Essay1883 Words   |  8 PagesCoexistence of Contrary States in Blake’s The Tyger Since the two hundred years that William Blake has composed his seminal poem The Tyger, critics and readers alike have attempted to interpret its burning question - Did he who made the Lamb make thee? Perhaps best embodying the spirit of Blake’s Songs of Experience, the tiger is the poetic counterpart to the Lamb of Innocence from Blake’s previous work, Songs of Innocence. Manifest in The Tyger is the key to understanding its identityRead MoreWilliam Blake s Poetry Of Innocence And Happiness1417 Words   |  6 PagesWilliam Blake was a poet, painter, and engraver, who was born in Soho, London on November 28th 1757. Blake lived in London at a time of great political and social change. The Industrial Revolution took place in 1760, the American Revolution began in 1775, and the French Revolution began in 1789, and all of these revolutions greatly influenced William Blake’s writing. Blake wrote his world famous Songs of Innocence in 1789 and later combined it with a dditional poems titled Songs of Innocence and ofRead More William Blake Essay3149 Words   |  13 PagesWilliam Blake The poet, painter and engraver, William Blake was born in 1757, to a London haberdasher. Blake’s only formal education was in art. At the age of ten, he entered a drawing school and then at the age of fourteen, he apprenticed to an engraver. ( Abrams Stillinger 18). Although, much of Blake’s time was spent studying art, he enjoyed reading and soon began to write poetry. Blake’s first book of poems, Poetical Sketches, showed his dissatisfaction with the reigning poetic traditionRead More William Blake Essay2131 Words   |  9 PagesWilliam Blake William Blake was born in 1757 during a time when Romanticism was on the rise. Romantic poets of this day and age, living in England, experienced changes from a wealth-centered aristocracy to a modern industrial nation where power shifted to large-scale employers thus leading to the enlargement of the working class. Although Blake is seen as a very skillful writer his greatest successes were his engravings taught to him by a skilled sculpture. Blake differed from other poets inRead MoreAN ANALYSIS OF WILLIAM BLAKES SONGS2960 Words   |  12 PagesAN ANALYSIS OF WILLIAM BLAKE’S SONGS OF INNOCENCE AND OF EXPERIENCE AS A RESPONSE TO THE COLLAPSE OF VALUES TIMOTHY VINESâˆâ€" Blake’s Songs of Innocence and of Experience are a much studied part of the English canon, and for good reason. Blake’s work depicts a quandary that continues to haunt humanity today: the struggle of high-order humanity against the ‘real’ rationality and morals of institutionalised society. This essay seeks to explore both Blake’s literary reaction to the Enlightenment and the

MBA leadership and organisational behaviour at W L Gore Free Essays

string(99) " motivate employees in the global business world is a fundamental managerial and leadership skill\." Abstract This paper provides an exploration of leadership and organisational behavioural issues at W L Gore Company, which is the UK branch of a renowned US company. The introduction section of the paper includes details about the company’s performance and context industry setting. Moreover, the paper focuses on three major paradigms that are discussed in the literature review, such as management and leadership, motivation, groups and teams, and group leadership. We will write a custom essay sample on MBA leadership and organisational behaviour at W L Gore or any similar topic only for you Order Now Once these concepts are presented, the researcher moves onto a critical analysis of how these paradigms are applied in the organisational context of Gore. The paper concludes with a summary of major conclusions drawn from the case study of Gore and recommendations to improve the situation in the company. Introduction and Context Setting W L Gore has emerged as a company which succeeded to maintain high performance in the service industry regarding the manufacturing of Gore-Tex. The unique form of work organisation is designed to support employee creativity and contribution (Gore Official Website, 2014). As a result of the transformation of traditional management principles, Gore’s managers and leaders have developed a quite innovative platform for the company. Delivering continuous innovation within the organisation has become the primary principle of operating and communicating (Gilbreath and Karimi, 2012). Moreover, it has been emphasised that the company has implemented rules of transparency and fairness (Gore Official Website, 2014). It is apparent that teams are changing constantly, which means that the organisation adequately implements a vision of change. The operating teams are kept small because this is considered an appropriate strategy to address the individual needs of each stakeholder (Gore Official Website, 2014). Team members at Gore are free to determine their objectives that are aligned with the organisation’s core values and mission. Therefore, leadership and organisational behaviour is properly developed at this company. The innovative work organisation of Gore implies that leaders are constantly working to embrace a culture of highly innovative and flexible principles of operation (Luthans and Youssef, 2007). Each employee in the organisation has a clear perspective of assigned roles and responsibilities, and this contributes to better organisational performance. The concepts that are used to analyse the case study of Gore refer to management and leadership, motivation, groups and teams, and group leadership. These paradigms are found useful in the discussion of leadership and organisational behaviour issues within the selected organisation (Gilbreath and Karimi, 2012). The purpose of this paper is to provide an analysis of how the paradigms of management and leadership, motivation and group leadership can be applied in the context of Gore (Lian and Tui, 2012). A section of literature review is included in order to expand individual perspectives into essential leadership and organisational behavioural issues identified in the company. In addition, the paper critically discusses the application of these three main theories to the case of the company. In an attempt to set the context of the case study, it is important to clarify that Gore is the UK branch of a US multi-national company that specialises in the manufacturing of the Gore-Tex textile. This is the product for which the company is widely known around the world (Rehman and Afsar, 2012). Moreover, Gore indicates a commitment to developing various products for next-generation electronics, for medical implants and for innovative fabrics (Gilbreath and Karimi, 2012). The unique business strategy adopted by the company illustrates its dedication to innovation which is obvious in all organisational processes. Literature Review Management and Leadership In the leadership development world, substantial confusion exists regarding the relationship between management and leadership. Many individuals tend to use these concepts in an interchangeable manner, while others consider them as separate categories in the business field (Lian and Tui, 2012). Researchers have emphasised the necessity that management and leadership should be balanced in contemporary organisations (Sharma and Jain, 2013). Although the two concepts do not imply the same thing, they are closely linked. While managers are more likely to focus on systems and structures as well as administer specific rules and procedures, leaders are focused on innovation and change within the organisational context. Leaders also consider the importance of people and the development of their skills in a proper direction (Northouse, 2007). In the modern business environment, employees do not simply expect that their managers should assign them specific tasks but they also seek a purpose pe rtaining to those tasks. Managers try to organise employees in order to expand organisational efficiency along with the idea to develop talent and inspire achievement (Sharma and Jain, 2013). The emergence of the ‘knowledge worker’ is a significant tendency in most organisations. Such change requires that employees should not be managed. It becomes apparent that the main objective of combining management and leadership in companies is to lead individuals, with the utmost goal to expand the strengths and knowledge of each employee (Rowe, 2007). Management and leadership are fundamental for the delivery of high quality products and services. A common rule has been identified in terms of expecting that good managers should possess adequate leadership skills, while good leaders are recognised as those professionals who need an array of management skills to increase their effectiveness (Gilbreath and Karimi, 2012). Leadership is mostly based on the concept of creating a strong sense of mission and vision, while management refers to the idea of getting things done. One of the conditions for good management practices is that both managers and team members should be selected on the basis of merit (Sharma and Jain, 2013). The balanced involvement of individuals is an important element of management and leadership concepts that are applied in modern organisations. It has been argued that management is mostly about making decisions (Rowe, 2007). Planning is an essential tool for both management and leadership, as professionals in these fields are expected to anticipate unplanned events in a relevant manner by considering the needs and interests of all stakeholders in business (Moynihan and Pandey, 2007). Motivation Demonstrating adequate knowledge of how to motivate employees in the global business world is a fundamental managerial and leadership skill. You read "MBA leadership and organisational behaviour at W L Gore" in category "Essay examples" Motivation is referred to as a set of factors that cause individuals to select specific behavioural patterns from other alternatives (Burton, 2012). In organisations, employee performance is affected by motivation and the precise work environment. It can be suggested that motivation is a significant determinant of performance. There are different historical views of motivation as presented in the management literature (Moynihan and Pandey, 2007). The premise of scientific management is that work normally emerges with inherently unpleasant characteristics for the majority of employees. As a result, their income is more important than the specificity and nature of their job. Furthermore, the human relations movement stressed the impact of social process es that occur in organisations (Gilbreath and Karimi, 2012). For instance, this management philosophy illustrates the principle that the individual need for contribution, importance and usefulness is more relevant than income in motivating employees (Mizuno et al., 2006). In line with the ideology of the human resource approach, individuals are determined to contribute to team effectiveness. Yet, organisations are required to establish a solid work environment that properly utilises all available human resources (Mizuno et al., 2006). The human resource approach is the most relevant approaches used by contemporary organisations regarding motivation. However, there are certain integrative approaches that provide a better conceptualised view of employee motivation, such as need-based, process-based and reinforcement-based models (Burton, 2012). Need-based approaches to motivation mostly focus on the aspects that motivate employees to select specific behaviours among others. Initially, a certain need or deprivation is identified in the organisational context, followed by drives to fulfil that particular need, actions and satisfaction (Morris, 2009). Maslow’s hierarchy of needs is the most widely used need-based approach, according to which people’s motivation is driven by their willingness to satisfy five distinct levels of needs. These are physiological needs, sense of security, belongingness, esteem, and self-actualisation as the highest need in the hierarchy to be satisfied (Mizuno et al., 2006). Individuals usually progress in terms of determining specific objectives and thus needs to meet in the process of such hierarchical organisation. Process-based approaches to motivation focus on how exactly motivation occurs in organisations. It is important to determine the way in which employees evaluate their own satisfaction once they have achieved their goals (Moynihan and Pandey, 2007). A common process-based approach to motivation is expectancy theory which was introduced by Victor Vroom. Expectancy theory indicates that motivation along with effort leads to performance which is directly linked to outcomes (University of Cambridge, n. d.). As a result, high performance may lead to high satisfaction of employees. Another process-based approach to motivation is identified as equity theory which was developed by J. Stacy Adams (Gilbreath and Karimi, 2012). The main assumption of equity theory is that upon the selection of particular actions to satisfy employee needs, individuals tend to evaluate the equity of the expected outcome. The equity element is important to maintain principles of accountability and transparency in t he workplace. Equity emerges as the firm belief that employees are treated in a fair and transparent manner which is relative to the treatment of other individuals in the workplace (Burton, 2012). Reinforcement-based approaches to motivation emphasise the impact of rewards on causing certain changes in individuals’ behaviour. For instance, such approaches are based around understanding that behaviour which arises from rewarding factors or consequences is more likely to be repeated in the future (Mizuno et al., 2006). Reinforcement contingencies reflect the emergence of possible outcomes that individuals may experience due to their specific choice of behaviour. Employees tend to select behaviour that can bring them immediate satisfaction and motivation to work in order to meet their personal and professional goals. Moreover, there are different approaches that have been implemented to provide reinforcement which is closely associated with motivation (Morris, 2009). A fixed-interval schedule has been found useful to reinforce employees at fixed intervals of time, irrespective of behaviour. A variable-interval schedule provides reinforcement at various times (Gilbreath and Karimi, 2012). Regardless of the specific way of providing reinforcement, it may be indicated that this technique is considered a valuable method to increase employee motivation. Groups and Teams, Group Leadership Research shows that effective leaders are expected to manage their responsibilities of being leaders and members of a team (Wu et al., 2010). It is important to ensure throughout the process that goals are realistic and measurable. It has been indicated that when groups and teams properly integrate their actions, the final result is improved performance. They have distinct roles in organisations, as the fulfilment of each role corresponds to collective goals and success (Val and Kemp, 2012). Team processes emerge as an adequate aspect of team performance. The formation of teams is necessary to facilitate the work of the entire organisation. Groups and teams are expected to perform in dynamic business environments. Therefore, group leadership appears an essential characteristic of effective team performance. Group leadership emphasises the necessity for leaders to define a proper team direction (Wu et al., 2010). The organisation of groups and teams should be done with the objective t o optimise progress at all organisational levels. Researchers have stressed the substantial amount of interdependence which exists among team members. Constant collaboration is required in the process of achieving specific team goals (Li et al., 2012). For instance, groups and teams devote their efforts and time to exchange important information and resources in companies. The adaptation of team interaction is usually flexible considering the specific conditions that are present in organisations. Highly efficient groups and teams are identified as individuals whose aim is to demonstrate dynamic collective performance (Boos et al., 2014). Promoting individual and collective flexibility is a main driver of team effectiveness. As a result, group leadership is noted for its impact on team effectiveness. This type of leadership provides a realistic framework to team members of how they can complete their collective tasks in an efficient manner (Wu et al., 2010). Leaders usually emphasise the necessity of collaboration and active communication among team members. Leader planning and coordination activities represent part of the overall concept of group leadership. Group leadership suggests a solid element of facilitating the actions of groups and teams. The group efforts mostly matter in this process in terms of shared responsibility and accountability. The laissez-faire style is a relevant approach to group leadership, as emphasised by some researchers. It is commonly described as a ‘hands-off’ method, in which the group is provided with the resources which are necessary for the completion of a particular project (Li et al., 2012). However, group members are free to complete the outlined tasks with virtually no direct involvement by the group leader. In this case, the group leader serves a major facilitating function in the sense of being available to answer appropriate questions and motivate team members (Gilbreath and Karimi, 2012). Another approach to group leadership is identified as the abdacratic style, in which the group leader has no authority over team members. Even though this model of group leadership enhances individual and group creativity in organisations, it has been considered insufficient to perform major corporate tasks (Morris, 2009). The autocratic approach to group leadership places importance on a central process for making decisions in companies. The main leadership responsibility in this approach is usually given to a group of managers (Wu et al., 2010). They are held accountable for the decisions they make. Employees are free to discuss any suggestions or recommendations for improvement with their managers as part of this flexible approach to group leadership. Another style associated with team performance and group leadership is the democratic approach to leadership (Mizuno et al., 2006). This approach refers to extensive freedom and flexibility granted to employees who feel empowered to initiate certain activities in the workplace. The most proper utilisation of this method is in situations where different individuals indicate a high level of group shared responsibility for the actions of team members. The key decision-maker within the group tends to act as a facilitator of team goals and effectiveness. Critical Evaluation of Leadership and Organisational Behavioural Issues at Gore The fact that Gore is extensively focused on innovation at all organisational levels is indicative of the presence of strong leadership skills in the company, which along with good management practices have contributed to its success over the years (Gore Official Website, 2014). Considering that leaders replace managers to deliver high levels of innovation shows a strong commitment to an innovative corporate culture which aims at expanding the potential of employees and increasing the organisation’s capacities to differentiate the products and services it provides. This is important in achieving a substantial competitive advantage (Mizuno et al., 2006). The model of blending management and leadership can help individuals clarify specific categories or practices that help businesses prosper with time. At Gore, all employees communicate in a free and open manner which is an essential requirement to maintain a flexible, innovative corporate climate. In turn, employees are empower ed to expand their knowledge and responsibility (Boos et al., 2014). They clearly know that their opinion and practical contribution to the company is highly valued, and as a result, they devote their time and resources to demonstrate their capabilities in practice. Gore’s managers and leaders work together to improve organisational efficiency and productivity which would not have been possible without adopting an integrated and holistic approach to management and leadership (Gore Official Website, 2014). The company provides adequate examples of the role played by the ‘knowledge worker’ in the organisation’s procedures, plans and activities. Such type of employees is known for being able to boost productivity in organisations. Engaging the right people at Gore is crucial for its optimal performance throughout the years (Cicero et al., 2010). The ability to make commitments and keep them is a strong differentiating factor that has helped the company maintains a solid market presence. In addition, it has been indicated that the levels of employee motivation at Gore are high considering their constant engagement in different organisational activities, with the purpose to contribute to organisational excellence and success (Li et al., 2012). The specificity of work at Gore as well as the present relationships between the company and employees shows that employee motivation cannot be identified with the principles of scientific management (Cicero et al., 2010). The impact of human relations movement is quite strong at this organisation because all employees are motivated not by monetary rewards but by the necessity to be recognised for their contribution. Based on the performance of employees at Gore, it can be concluded that process-based approaches to motivation are mostly applicable. Motivation at this company is perceived as process oriented in the sense that employees are extensively focused on how they can participate in various processes to expand their knowledge and competencies (Gore Official Website, 2014). Gore’s employees act upon certain expectations in terms of motivation. This means that they clearly know that their actions will produce important results for the company, and thus their motivation is outcome based (Gilbreath and Karimi, 2012). In addition, the company’s employees try their best to ensure that they remain flexible and open to new suggestions for improvement within the organisation. It can be suggested that Gore has succeeded in building trust through the consistent engagement of teams. Therefore, the model of teams and group leadership corresponds to the specific business environment in this organisation (Li et al., 20120. The core activities of the team are important for achieving initially set goals for organisational performance. Gore has adopted a promising philosophical paradigm because it has persistently relied on prospects of developing the people (Wu et al., 2010). The lack of strict rules in the company implies that managers and leaders are oriented to ensuring a flexible culture in which employees have an opportunity to develop and share their voice in the company’s policies and procedures (Gore Official Website, 2014). It has been recognised that the company can function better without written rules. It can be more effective when all team members are enabled to participate actively in changing certain practices within the organisation. Gore’s philosophy of sharing values has been properly developed to reflect the company’s focus on introducing successful initiatives. Trust is one of these shared values making employees function as one whole (Morris, 2009). Innovation has become the norm, and the exploitation of new information technology has led to a better understanding of the dynamic relationship among all stakeholders. Teams set specific targets themselves, and this serves as a basis for their motivation to perform better in the long term (Mizuno et al., 2006). The sense of engagement of all team members in the projects introduced by leaders is evident throughout the organisation which has maintained a competitive position in the industry. Gore has been devoted to maintaining such culture of shared values. An important norm adopted by the organisation refers to the structure of a culture that energises associates. The expected outcome is the formation of effective teams, implying that the concept of group leadership is mostly relevant to the specific circumstances in which the organisation functions (Cicero et al., 2010). Sustained business success has become achievable because the company has placed importance on developing and enhancing its culture in a flexible way. The implementation of high performance practices shows that the company is results oriented in the sense that leaders introduce a framework of change and innovation with the presumption to achieve adequate results (Gilbreath and Karimi, 2012). As mentioned, traditional management practices are not valued at Gore because of its innovative direction presented by leaders. The pursuit of group objectives indicates high levels of motivation in the company whi ch employees accept as an opportunity to prove they are capable to fulfil their responsibilities. The replacement of management directives and rules with forms of constant, open communication has become one of the determining factors for Gore’s success. Research indicates that organisational communication is interrelated to better organisational efficiency and productivity (Morris, 2009). Regular communication also facilitates associates to share their ideas and insights into the performance of the organisation. The result is the formation of a flexible corporate culture that motivates employees to grow and develop in their area of expertise (Gore Official Website, 2014). When providing employees with freedom, they tend to demonstrate an intrinsic belief that they should deserve the trust of their managers and leaders. The company is constantly seeking new improvements in order to defend its prestigious image as an innovator in the field. The valuable contribution that employees make to the company is an indicator of the successful strategies implemented by leaders (Mizuno et al., 2006). Continuous innovation and success are the two main drivers of the organisation’s performance. Conclusion and Recommendations This paper focused on the exploration of major leadership and organisational behavioural issues in the context of Gore Company. The main conclusion drawn from the case study of this organisation is that it has a unique form of organisation when it comes to work responsibilities and employee relations (Gore Official Website, 2014). Gore has emphasised that constant communication and employee participation in work processes are fundamental for the success of the company. The paper also illustrated that leaders have been continuously introducing a culture of innovation which contributed to the substantial success of the organisation (Li et al., 2012). Therefore, another important conclusion that was derived from the critical evaluation of Gore’s case study is that the model of group leadership has proven efficient and reliable to improve employee productivity and motivation. However, it is important to provide specific recommendations to improve the situation in the company in terms of enhancing the group leadership model. The company should analyse its strengths and weaknesses in order to explore all relevant parameters of leadership (Wu et al., 2010). Being natural and humane in practice is an important condition to improve the performance of all stakeholders within the organisation. Humanity serves as an inspiring element as well as allows individuals to base their decisions on organisational reality (Cicero et al., 2010). Understanding of corporate unwritten rules is also fundamental for the future growth of the organisation. Team discussion should be encouraged along with training opportunities that can expand individual performance. Consistency and integrity of leaders’ actions are expected in the process of improving the company’s rules and principles which are applied in practice (Li et al., 2012). Individuals should have a clear id ea of any shortcomings pertaining to leadership and organisational behavioural issues in the company so that they can act accordingly to attain better performance indicators. References Boos, M., Pritz, J., Lange, S. and Belz, M. (2014). ‘Leadership in Moving Human Groups’. PLoS Computational Biology, vol. 10(4), pp1-9. Burton, K. (2012). ‘A Study of Motivation: How to Get Your Employees Moving’. Thesis. Indiana University. Available at: http://www.indiana.edu/~spea/pubs/undergrad-honors/volumn-6/Burton,%20Kelli%20-%20A%20Study%20of%20Motivation%20-%20How%20to%20Get%20Your%20Employees%20Moving%20-%20Faculty%20Cheryl%20Hughes.pdf [Accessed: 7 August 2014]. Cicero, L., Pierro, A. and van Knippenberg, D. (2010). ‘Leadership and Uncertainty: How Role Ambiguity Affects the Relationship between Leader Group Prototypicality and Leadership Effectiveness’. British Journal of Management, vol. 21(2), pp411-421. Gilbreath, B. and Karimi, L. 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International Congress Series, vol. 1294, pp167-170. Morris, R. J. (2009). ‘Employee Work Motivation and Discretionary Work Effort’. Thesis. Brisbane Graduate School of Business. Available at: http://eprints.qut.edu.au/31725/1/Robyn_Morris_Thesis.pdf [Accessed: 7 August 2014]. Moynihan, D. P. and Pandey, S. K. (2007). ‘The Role of Organizations in Fostering Public Service Motivation’. Public Administration Review, vol. 67(1), pp40-53. Northouse, G. (2007). Leadership Theory and Practice. London: Sage Publications. Rehman, M. and Afsar, B. (2012). ‘The Impact of Paternalistic Leadership on Organization Commitment and Organization Citizenship Behaviour’. Journal of Business Management and Applied Economics (5), pp1-12. Rowe, W. G. (2007). Cases in Leadership. Thousand Oaks, CA: Sage Publications. Sharma, M. K. and Jain, S. (2013). ‘Leadership Management: Principles, Models and Theories’. Global Journal of Management and Business Studies, vol. 3(3), pp309-318. 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Culture and Diversity

Question: Race and ethnicity are interconnected, but separate concepts that are often used interchangeably. In this assignment, write a short essay that compares and contrasts these concepts. How are they similar? How are they different? How are they related to one another? Answer: This essay represents the various aspects of race and ethnicity of United States. The census of USA mentioned various distinctive race and ethnicity. US is the home of various immigrants across the globe. So, it is not free from racial and ethnic issues. Race refers to the physical structure of a person. It represents the color of skin, height, bone structure, color of hair etc, whereas, the ethnicity represents the persons cultutre, ancestral, language, nationality etc (Kost Henshaw, 2014). According to US census, there are six categories of races. These are as African American, White American, Native Hawaiian and other Pacific Islander, Native American and Alaskan Native, two or more race and some other race (https://www.census.gov, 2016). The ethnicity is characterized as Hispanic or Latino and non Hispanic or Latino. According to Dallam (2014), the genetic structure defines the race and the differences in the skin color or body structure can drastically change in 100 years. Researcher also found that the randomly selected DNA of same person can be similar. This would prove that they are under same race. As in the case of USA, people with black skin color are considered as black or African American. But, some people are white whi le they have ancestral origin from sub-Saharan African. They are also classified of black (Kost Henshaw, 2014). In another scenario, when a immigrants come to US, they gradually learn the US culture and tradition and speak English without their native accent. So, the people of USA fall under different races but same ethnicity. As a result, the differences among people in terms of ethnicity gradually assimilate and what is left with is strata of various races. References Bureau, U. (2016).Census.gov.Census.gov. Retrieved 13 March 2016, from https://www.census.gov Dallam, M. W. (2014). Race and Ethnicity.The Bloomsbury Companion to New Religious Movements. London: Bloomsbury, 295-299. Kost, K., Henshaw, S. (2014). US teenage pregnancies, births and abortions, 2010: National and state trends by age, race and ethnicity.New York, NY: Guttmacher Institute.