Friday, December 13, 2019
Danielle Williams SPED 299 My Philosophy of Speech-Language Pathology My Philosophy of Speech-Language Pathology I believe that babies, toddlers, teenagers, adults, and elderly, many of them are afflicted with a speech impediment, there often seems to be a little hope. Many of these individuals are children, or cast out of society as young adults. Many are sent to doctors and specialists who try to determine what is wrong with them. We will write a custom essay sample on Philosophy of an Slp or any similar topic only for you Order Now On occasion, they will meet a person who can help them, and ultimately, change their life for the better. This person is a Speech-Language Pathologist. I want to help individuals that have speech disorders. Many individuals believe that speech-language pathology it has its merits; however there are a few noisy people who believe that speech pathology is a useless ambition. They believe that children suffering from a speech disorder will eventually grow out of it. Children will not eventually grow out of an speech disorder. My heart is with this particular profession. I want to help the kids and adults that has a speech disorder, care those individuals, and make sure they get the proper treatment needed for their disorder. The patients often suffer from a wide variety of problems: late development, cleft palate, hearing loss, mental retardation, brain damage, stroke, or emotional problems. I am very compassionate about this profession. An SLP work in early intervention is complex, challenging, and rewarding. In many ways, each day is different from the next. They have several roles and responsibilities, including (1) participating in assessments to determine whether or not a child is eligible for early intervention services, (2) home visits Ã¢â¬â working with infants and toddlers and their families in their natural environment (usually their home), and (3) leading a therapeutic play group two mornings a week. The children that I work with are all under the age of three years old. They are eligible to receive early intervention services either because they have significant developmental delays or because they and/or their families have at least four environmental risk factors. These environmental risk factors include Ã¢â¬Å"child characteristics,Ã¢â¬ such as extremely low birth weight, extended hospital stays, and chronic feeding difficulties, and Ã¢â¬Å"family characteristics,Ã¢â¬ including homelessness, substance abuse in the childÃ¢â¬â¢s home, and violence in the home. Most of the children that an SLP work with have significant developmental delays. These include, but are not limited to, receptive and expressive language delays, autism spectrum disorders, hearing loss, Down syndrome, and Global Developmental Delay. An SLP generally see about five families per day for home visits and assessments. They collaborate with co-workers during assessments, because they do those in groups of three in order to have a multi-disciplinary team. A typical assessment would include (an SLP), a social worker, and a special educator. On the days that an SLP lead the therapeutic play group, that takes up the entire morning, and They usually schedule a couple of home visits or an assessment in the afternoon. How to cite Philosophy of an Slp, Papers
Thursday, December 5, 2019
Question: Discuss about the Upward Communication And Senior Leader Behaviour. Answer: Introduction Upward communication is very important for the business environment as the managers need to communicate with employees in an efficient manner. Upward communication is the flow of information that coming from the employees towards the supervisor, directors, and managers. In most of the cases, multinational companies are dealing with the global trade and that will influence their business opportunities as well (Adelman 2012). Desirable leadership is important for the company to sustain their position in the competitive market. The main focus of the value and practices of leadership is highlighting the in-depth problem issues that may change the dimension of leadership to retain employees and to have an effective and experienced set of employees. Changing the style of Multi-National Companies Organizational changes are happening as the new competitors have come in the market and the existing company needs to make plan for protecting themselves and surviving in this market. Leaders are the most influential people in this situation and the decision taken by the leader is always considered as the significant approach for the company (Tourish 2014). 75% MNCs are heading towards the innovational change. The change is also heading towards improving employees ability and production. In comparison with the other sectors, production is one of the big issues in multinational companies and most of the companies are changing their tools and techniques to enhance their production (House, Javidan and Dorfman 2001). Geographical, export-import, success management, andsupply chain management all these are changing and varying in an effective way. For the International business success, a company needs to detect all the sections of business and then put their effective formulation over th e case to make a sustainable condition for the organization. In case of supply chain management, resources are the main aspects and trade agreements are conducted through this process with other nations (Fairhurst and Connaughton 2014). Quantitative dimension in MNCs are the concern factor for their sustainable condition. In that case, the decision-making statement is significant to make the way of success for the organization and leaders have taken this responsibility to achieve this momentum for the organization. Technological change is considered as one of the major changes in organization and that is the reason most of the companies are changing their tools and equipment for the better production with experienced employees. Challenges in leadership There are some challenges in leadership that persist in the organization and all the challenge situations are effectively mitigated by the leaders to get a good position in the company. Global expansion strategy needs to be implemented by the leaders to expand their global market of business and enable their product in all sections of the world. For this issue, maintaining the right balance between employee and target in production is essential. The major problem in this aspect is communication. Clarity in the communication is essential and it needs to be sorted by employees andmanagement (Javidan and House 2001). No third party influences are considered as a good outcome for the company as a consequence. For this reason leaders have to make some effective communication so that employees will understand their feeling and revert back in their way to the leaders (Geertshuis et al. 2015). Expertise problem and high potential growth is the important matter that creates a barrier for the leadership. Challenges like complexity, ambiguity, uncertainty are the concern factors that need to be mitigated by the leaders as well. In case of MNCs, performances of leaders are linked with the organizational success and this is the reason foundation needs to be strong where the leader's performance is expected from the organization. Volatility problem in employees can be mitigated through the effective use of communication between management and employees. Leaders need to take more initiation regarding this matter. The style of leadership and leadership theories Leadership styles are important for the organization to direct the operational process in a purposeful way. In case of new opportunities in MNCs, leaders have to think of innovative processes to enhance the companys market position (Zulch 2014). Change leadership style is one of the changing styles of leadership that establishes over a particular situation. The situation may be worse for the company and leaders have to improve the situation (Javidan and Dastmalchian 2009). The calculated leadership process is considered one of the risk worthy process as well and traditional leaders take this kind of decision. Traditional leaders are taking the business decision from their past experience and that is the reason their motivational approach and interaction with employees are the major pushes behind effective rganizational process. In that case, Herzbergs Two Factor Theory is the best way to bring in. There are two major factors and all these factors are considered as motivator and hygie ne factors. Both have two poles, one is considering the satisfaction and another is small case (Alshmemri, Shahwan-Akl and Maude 2017). In case of the employees, it is essential to motivate them in the workplace. Employees hygiene factor is consisting of adequate and reasonable job satisfaction that considerome external issues as well. Intrinsic and extrinsic are the types of motivation process that come into this account. The payment and benefits issues from the company are considered as the extrinsic one and the interpersonal relation with the employees and their mental state is the intrinsic factor of motivation. Employees need to get some boost from the management and that will be reflected in their work culture and deliverance. The conflict situation may arise in the organization but that is also mitigated through the effective communication process (Alshmemri, Shahwan-Akl and Maude 2017). Employees status and post is another important factor as up gradation of the postage needed by the employees so that they earn a good amount of monetary support through the process. Recognition and sense of achievements are also considered as the motivational factor and employees are getting motivated through the process. There are ample amount of opportunities in a big organization and from this perspective, employees can set their goal to achieve that in the targeted year. The organization needs meaningful wor k process from the employees and that is the reason their health and fitness for the work is essential as well. Open culture suggestion from Ed Schein The most important factor that has been suggested by Ed Schein is the upward communication in the organization. Upward communication is clear and useful for the sustainable condition for the management. In case of crucial situation, reports and notification come from the employees for enhancing the organizational betterment (Theconversation.com 2015). This is a significant way to know the inner relation between management and employees. There are some grudges from employees for certain issues and management can track this kind of situation through upward communication. Ed Schein also highlights the awkward communication aspect as well. In an organization, if employees are not sharing their feeling in a legitimate way then it will be a tough situation for the organizations management to analyze the in-depth situation of the problem (Theconversation.com 2015). Golemans emotional intelligence theory also directs in that case where employees are not treated as the considerable part of th e organization and in that moment they feel the situation is quite not adjustable for them. Management effectiveness has an impact on this procedure if employees are not delivering their feeling or do not enquired about anything relating to implemention in the organization. Employees have to speak up as they are an integral part of the organization and Ed Schein highlighted this fact only. Through the upward communication, people can convey what wrong thing has been implemented in the organization (Theconversation.com 2015). Through the speech of Ed Schein, it can be judged that upward communication allows inter-dependency between boss and the employee by going through. This may be considered as the complex situation that both the parties and they are dependent on each other, which bosses are not part of in most of the cases. If the boss does not care what employees are highlighting over and over, then the boss may be reluctant to acknowledge this issues which employees are highlighting. Manager needs to take care of that situation and try to understand the position that employees are trying to highlight in the discussion (Theconversation.com 2015). The manager needs to create a supreme atmosphere that provides motivation to employees and judging employees in the same way. In this situation, a complete organizational success can be identified if employees are ready to take their thoughts and advocate the supreme authority to value their decision as well. Seemingly impossible communication mostly occurs in the organization and that needs to be changed. In case of communication process, Humble Inquiry is the most effective book to be analyzed as the a rgument of the book suggested that the manager needs to be enough co-operating with their employees and senior employees also need to take some responsibilities to know the problem faced by the new employees in the organization (Theconversation.com 2015). In this process, theemployee will understand that companies also trust their words and their thoughts to the management. Speaking up for the subordinates is important for enggaing with the company and gel with them in a correct manner so that employees can understand their value as well. In case of maintenance people, managers do not consider their views and thoughts; rather there are some situations when these employees are neglected by the management. However, management has to understand the opinions taken from those people are valuable enough and this might improve the production of the company and deliver something good for the organization. Factors of Multi-National Companies hindered open culture Multi-cultural companies are rich in diverse culture. In most of the cases, dynamic changes happen in the organization, and that comes off from the employees of different qualities. Projects are enriched by the influence of these people and resulting in that workplace buildup enhances. The diversified situation can be understood by the evaluating nature of the organization where cross-cultural communication will be the best methods to implement in the organization. Demographic changes are imposed on the organization, and this is important for the traditional workplace, where good relationships with employees are already sustained (Merchant 2012). Open culture is important for most of the organization as the companies need to diverse there range of products and services they have and that has come from the different level of employees as well. In case of most versatile business scenario, diversity in the workplace is needed and employees from the different background enhance the busin ess development possibilities (Men 2014). Stereotyping is one of the problem-related aspects that comes in case of ethnic, racial factor, gender, and even performance related issues. This is the process that comes in a case, where people from different background accumulated together and their nature is not same in an organization. Factionalism is another hindrance that companies are facing throughout the managerial process, and the reason, behind the case, is the complex situation of the team (Fairhurst and Connaughton 2014). This is a difficult situation where cultural factualism is important and cultural values need to be imposed incorrect manner. The communication style is another section that also confronts the success race for the management. In some cases, communication will be considered as the most important part to mitigate any undesirable situations. The offensive situation also happened in the organization and that diverse culture is liable for that. Power relation is harmful to the organization as the process di sorientated the states of employees and manager. Effective Humble Inquiry process in an organization Servant leadership process is the good way to make an understanding with employees and leaders. Authentic leadership process is a simple process, and that affects the leadership reality. In that case, authentic leadership process is not applied in reality. Humble Inquiry is a book composed by Ed Schein, and through the book, a basic understanding of the servant leadership has been drawn by the author (Trong Tuan 2013). The section mostly analyzes the obvious factor of authentic view that created by the leaders and also states the opportunity that stacks up to the factor of emotional intelligence in leadership. In case of operation expectation, performances are the recognized factor that underlines the companies development in global business. In this session, leaders are appointed as they have six dimensions and all these dimensions are addressing towards the profound vision. The first aspect showcases leaders as heroes. Some of the effective qualities are filled with them, and their behavior has shown that establishment on that ground. In any case, employees are demotivated, or they get some job out of their expertise (Holloway 2012). Then, leaders come to them, understand all the probable problems, they are facing and then react over this. The main statements of symbolic heroes are represented in that way. Leaders are represented as an actor as well, and their creativity and performing art is the kind of the mannerism that is plausible and coherent as the followers thought the process as real one. In case of framing a shield to save the organization, leaders are creating an image where they develop their performance and extend the market stretch of the company (Mittal and Dorfman 2012). As a dramatic, they need to be flamboyance and confident in their actions that influence the position of the company as well as provides some opportunities for the company. Leaders need to be immoralist as they have high self-esteem which is a visionary statement for them. There are some other sub-dimensions also, and these are well constructed for the leader. Inclusive leadership sometimes has this kind of vision that is extensively pointing the changes in business and providing a boost in business culture. Leaders are power brokers as they dealing with the power and direct channel of reconciling are i mplemented by them. Knowledge, skill, time, energy all these factors are the dealing with the changing mission of the organization and directing towards the better plan or implementation (Aaker and Joachimsthaler 2012). Lastly, it can be portrayed as the leaders are the ambassadors as they are the image or the personification of human identity that people believe and trust from the core of their heart. The self-esteem, confidence, empathetic relation, bonding, and helping nature they provided in the workplace are the best way to judge them from the organizational view. Emerge form of Disturbed leadership A distributed form of leadership is not accepted by the organization. In most of the cases, the effort given by the leader is the process of maintaining the productivity of the organization. This is not an easy path though; the leader has to know the servant leadership process and the caring for their employees. In most of the cases, all the qualities are not persisted in a single leader, the problem arises from that moment, and this is the most confronting situation that faced by the leader. Engaging employees in a positive way and to formulate them for the same objective is the main responsibility of a leader. In that case, leaders education, potential learning experience and positive frame of mind are necessary. Communication is another aspect that needed to be strong as the leader has to be a good motivator or speaker so that employees will obey leaders opinion. A distributed form of leadership has missed some of the basic processes that might be missed from the leader and In cas e of an impactful leader, man management and listening from their employees is the most significant matter for the leader to control an organization. Awareness, Persuasion, and conceptualization are the three mental pillar of leadership, and if any of the aspects missing from a leader, a general leadership style and values will be disturbed. Leadership ethics and values are not achieved if the distributed form of leadership will establish. Target and objective will not meet, the turnover ratio will increase as employees are not conformable with the leader and their workplace satisfaction will hamper in that case. As mentioned by Ed Schein, all form of leadership need to commit to the growth of the employees as well. If any case, employees are not satisfied enough then persuasion and control over the organization will confront a real threat. A distributed form of leadership is the main reason behind this kind of disaster. Community building process will not be sustained during the disturbed form of leadership, and that will encourage the organization to spare in parts. Servant leadership method as mentioned by Ed. Schein is one of the possible mitigating processes that precede all the obstacles and provide a good environment for the organization. As mentioned by Ed. Schein, the leadership lesson has the opportunity to maintain the prerequisites dynamics. This is the reason leaders need to be influential but not conceited, egoistic and power relation making a person. If all these aspects arise then, it will be a worse situation for the company to work in a right form and formulate in the right manner. Conclusion Therefore, from all the discussion that the paper has presented, it can be concluded that leaders outcome and work culture in multinational companies are significant. They have to look after every aspect of workplace operations and develop an inclusive form of leadership behaviour with employees. Cross culture or the open culture enforcement in the organization is a correct form of building the nature of the organization. For the better management employees views and opinions are needed to be taken by the management. They may have some good suggestions; they may have some product innovation for the company that provides enough advancement to the company as well. Leaders have some challenges to face, and through the leadership quality, they have to mitigate those obstacles and provide a constructive outcome for the company. In case of development, productive open culture and diverse form of people and set of different mindset is important and this process diversity in the workplace wi ll sustain. Leadership process and qualities are the concern thinking in this paper, and that somehow develops the emerging level of the organization as well. References Aaker, D.A. and Joachimsthaler, E., 2012.Brand leadership. Simon and Schuster. Adelman, K., 2012. Promoting employee voice and upward communication in healthcare: the CEO's influence.Journal of Healthcare Management,57(2), pp.133-148. Alshmemri, M., Shahwan-Akl, L. and Maude, P., 2017. Herzbergs two-factor theory.Life Science Journal,14(5). Chhokar, J.S., Brodbeck, F.C. and House, R.J. eds., 2013.Culture and leadership across the world: The GLOBE book of in-depth studies of 25 societies. Routledge. Dorfman, P., Javidan, M., Hanges, P., Dastmalchian, A. and House, R., 2012. GLOBE: A twenty year journey into the intriguing world of culture and leadership.Journal of World Business,47(4), pp.504-518. Fairhurst, G.T. andConnaughton, S.L., 2014. Leadership: A communicative perspective.Leadership,10(1), pp.7-35. Geertshuis, S.A., Morrison, R.L. and Cooper-Thomas, H.D., 2015. Its not what you say, its the way that you say it: The mediating effect of upward influencing communications on the relationship between leader-member exchange and performance ratings.International journal of business communication,52(2), pp.228-245. Holloway, J.B., 2012. Leadership behavior and organizational climate: An empirical study in a non-profit organization.Emerging Leadership Journeys,5(1), pp.9-35. House, R., Javidan, M. and Dorfman, P. 2001. Project GLOBE: An Introduction. Applied Psychology: An International Review, 50 (4), 489-505 Javidan, M. and House, R. 2001. Cultural Acumen for the Global Manager: Lessons from Project GLOBE. Organizational Dynamics, 29 (4), 289-305. Javidan, M. and Dastmalchian, A. 2009. Managerial Implications of the GLOBE Project: A Study of 62 Societies. Asia Pacific Journal of Human Resources, 47 (1), 41-58. Men, L.R., 2014. Why leadership matters to internal communication: Linking transformational leadership, symmetrical communication, and employee outcomes.Journal of Public Relations Research,26(3), pp.256-279. Merchant, K., 2012. How men and women differ: Gender differences in communication styles, influence tactics, and leadership styles. Mittal, R. and Dorfman, P.W., 2012. Servant leadership across cultures.Journal of World Business,47(4), pp.555-570. Shekari, H. and Nikooparvar, M.Z., 2012. Promoting leadership effectiveness in organizations: A case study on the involved factors of servant leadership.International Journal of Business Administration,3(1), p.54. Theconversation.com 2015 Has the CEO really changed or is it business asusual? Retrieved from: https://theconversation.com/has-the-ceo-really-changed-or-is-it-business-as-usual-36739 [Accessed on 6th March 2018] Tourish, D., 2014. Leadership, more or less? A processual, communication perspective on the role of agency in leadership theory.Leadership,10(1), pp.79-98. Trong Tuan, L., 2013. Corporate social responsibility, upward influence behavior, team processes and competitive intelligence.Team Performance Management: An International Journal,19(1/2), pp.6-33. Zulch, B., 2014. Leadership communication in project management.Procedia-Social and Behavioral Sciences,119, pp.172-181.
Thursday, November 28, 2019
Frankenstein By Mary Shelley This is an English book report on "Frankenstein" by Mary Shelley Frankenstein The story of Frankenstein by Mary Shelley is about a man who created something that messes with nature, and nature came back to mess with him because nature is more powerful than man. Victor Frankenstein was very interested in natural philosophy and chemistry and basically tried to play G-d by creating life. When he found the secret of activating dead flesh, he created a superhuman being composed of rotted corpses. What he did was considered unthinkable, and he was haunted by his own creation. When the monster escaped, Frankenstein knew that he had to deal with the consequences of what the monster might do. Frankenstein received a letter one day which informed him of his younger brother William's murder, and immediately suspected that he was responsible, for he was the creator of the hideous monster. A friend of the family named Justine Moritz was the "presumed" murderer, and Frankenstein was determined to prove her innocent. Circumstantial evidence, however, led the courts to believe Justine guilty, because found in her pocket was a photograph which had belonged to William. Justine had been put to death, and Frankenstein had yet to find his creation. Finally, upon their meeting, the monster confessed to his creator of what he had been through, how he was rejected by society, and finally, how he had come to kill William. When William had revealed his name to the monster, the monster immediately figured that by killing the young boy, he would have revenge on Frankenstein for giving him life. The monster did not understand the concept of right and wrong and he especially didn't mean to kill anybody. His expression of anger ended up being violent, even fatal to the victim, and it just worked out that he killed people. As the monster's story continued, he demanded of Frankenstein a female mate who he can be with until his end, and promised to live away from society. Frankenstein, meanwhile, tried to restore the monster's demented mind so he could live a normal life. Although at first Frankenstein agreed to create a friend for the monster, he changed his mind for fear that between the two of them, his life, as well as many others, would be in danger. The creature wanted revenge, and so everything important in Frankenstein's life ended up being destroyed, including his wife and best friend.
Monday, November 25, 2019
Cool Music Girls essays Lately I have been interested in girl singers. Such singers as Madonna, Cindy Lauper, Pat Benetar, Pink, Jewel, and so on. Their music inspires me. So, while I was looking for a topic for class, I noticed an article called 'Cool music girls". It's about six bold chicks who march to their own beat. Each girl has her own way of singing. They all have a CD out. Their ages range from 22 to 31, so they're not teeny boppers. They explain how they became interested in what they write/sing about. Neko Case is 31. She has been writing songs since she was 15. Her album "Blacklisted" gives off the feeling of lost and homesick. Lamya is 28. She started writing songs at age 11. Her big inflences are writers not musicians. She writes classical and lyrical. Norah Jones is 22. She dropped out of college her sophmore year and moved to the Big Apple. Started singing in local gigs and finally got signed to Blue Note Records. Her deput CD, Come Away with Me, combines jazz with pop, with a little Texas twang. Rosey is 29. Her lead track from her debut Cd, Dirty Child is about trying to fing the perfect love in your self, rather in other people. Aimee Allen is 29. Last year she scored a deal with Elektra Records. Her deput album is called "I'd Start A Revolution If I Could Only Get Up Last but not least, Shelia Nicholls, age 29. Left her tiny town in England to Las Angeles at 19. She worked her butt off to get where she is today. Her latest CD, "Wake" shows off her emotionally charged singer- ...
Thursday, November 21, 2019
Leadership - Essay Example All organizations should have a purpose that brings people together to work towards achieving it. It is the role of leaders to put human beings in the best environment to meet the objectives of the organization by proving to them all they need in order to accomplish the purpose of the organization (Burns, 2012). Groups are preferred to solve problems in organizations due to the fact that groups have a variety of talent and abilities that can be pooled together to solve the inherent problem amicably. However, the individuals in a group possess different skills and each one of them will try to utilize his/her own abilities to outshine the other in order to stand out as the most valued member of the group. In the process, the primary intention of group work that was meant to be cooperation turns out to be competition among individual members. In some instances the competition among group members turns out to be unhealthy as members will resort to utilizing uncouth techniques to outshine each other thus losing the core purpose of the team and in the long run the purpose that the team was meant for is not achieved (Burns,