Robber Barons Vs. Captains of Industry Essay Example

Robber Barons Vs. Captains of Industry Essay Robber Barons Vs. Captains of Industry In comparison between robber barons and captains of industry, most of these people are considered captains of industry. This is because most of the given people all affected the country and the business world positively for reasons that are stated as well as others. Although a couple people are obviously Robber Barons, for example Cornelius Vanderbilt, most of the rest are obviously captains of industry, donating money, making money and becoming a key reason for how the business industry became as fair as it is now. All of these people have in some way either contributed to the increase of productivity, providing more jobs, or expanding the market in a very crucial way. A very important reason why these eight guys would be considered captains of there industries is because the captain of our industries today are also doing things that are going to help this country that kinda relate what they were doing back then. Back then they were doing many thing to help out there country for example Henry Frick began buying coal mines, and he eventually controlled 80 percent of the coal output of Pennsylvania. We will write a custom essay sample on Robber Barons Vs. Captains of Industry specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Robber Barons Vs. Captains of Industry specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Robber Barons Vs. Captains of Industry specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Also, another example of this would be James hill and how he started his own business called the St. Paul, Minnesota Manitoba Railway Company, and expanded until his production of agricultural and other products carried to the rest of the country. He helped out the country a lot, and really stepped it up a notch and showed the country what technology is about. Not only was he making billions of dollars but he was also giving away about 58% of all of his money to charity every year to people who need the money a lot more that he does. To me I think that the captain of industries today and the ones from back then really relate to each other a lot, in doing good things for the country. Another reason that these men were considered captains of industry instead of robber barons has to do with the amount of money they gave away. John D. Rockefeller alone gave away more then 80 million dollars before he died and Henry Fick gave away 15 million and the rights to his mansion so a museum could be built. Andrew Carnegie believed that men who died rich, died isgraced, which showed that he was a charitable contributor to the things he cared most about. Granted some of them held their money a little tighter then others many of them gave away more then enough to schools and libraries and other establishments that bettered America. The final reason that these people are very important captains of industries are because they did what was needed to be done to get make their company successful, sure they stepped on a few people on the way up but it was only to better their own company. For example, Carnegie was a very poor man who started working as a bobbin boy for less then $1. 20 a day and he ended up being one of the richest men. He knew what it was like to work and earn so little that when he became rich and had money to blow he gave up a large potion of his fortunes to cultural, educational, as well as scientific institutions for the improvement of humanity. In conclusion, these eight men should be classified as captains of industry because of the given information. These men are all important parts of our history and most of these eight men were a very positive influence on industry itself and what we decide to do nowadays. These are very important figures of the industry because they gave us the ideas that we use today to consider what is acceptable for industry and how we pay or treat individuals working today. Without these men, then the United States would have a completely different outlook on how industry is ran and why we do things the way that we do.

Reading 17th Century Scotland Essay

Reading 17th Century Scotland Essay Reading 17th Century Scotland Essay Reading 17th Century Scotland HY31016 26/3/2013 Source Review The church during the 17th century in Scotland had a lot more power within the country than churches do now in modern society. The general motive of the church was to set the standard of what was right and wrong in their society and how to behave as a church going person. Also, the church kind of served as a place of law, where people were sent to be disciplined if they did something against the moral conduct of the church. In the documents, there are cases of plundering, witchcraft, and adultery that in today’s society wouldn’t fit in within the rules of the church, but in this time period it falls under in the churches shadow. The first thing that really came out to me in The Annals of Banff, was the statements about the conducting of witchcraft in the town. Within the document it says that â€Å"about this time active measures were being taken against witchcraft and superstition in the district â€Å"Our Ladie Wei," near the Kirk of Ordiquhill, was a favourite spot for â€Å"ignorantes" resorting to, and thereafter kneeling about the said Kirk, but no one, so far as record bears, suffered death therefor, except one unfortunate man who was resident in that district. This was John Philp... his only offence apparently being that he was consulted and that he prescribed for the cure of simple ailments. Whether he was burned to death at the Market Cross of Banff, or on the Gallows from this are in the Records of the Meeting of the Exercise of Alford, when â€Å"James Gordoune and Janet Innes having been delated by the Sessione of Kildrumie as guiltie of adulterie, and being both fugitive together, the said Sessione upon that account having referred the matter to the meitting of the Exercise; it is ordained, in respect they could not be found whereby a personal summons might bee fixed upon them, that the said James Gordoune bee summoned from the pulpit of Kildrummie, and the said Janet Innes bee summoned from the pulpit of Towy, with in which parish she had her residence, to appear befor the next meitting.†2 What is interesting about these records is that next to a lot of the statements is the word ‘discipline.’ And for the ones that say discipline, they keep track if the people are doing what they were sentenced to do after they received their punishment. For example, for the case used above, although they didn’t receive a punishment because they were not there, the church still keeps track of their case and updates it, and for the two that committed adultery â€Å"no report anent James Gordoune and Janet Innes, the minister of Towy being necessarily absent. It is reported anent Janet Smith, that she is continuing in her publick professione of repentance.†3 And even after this update it goes on to another one later that states â€Å"anent James Gordoune and Janet Innes, the minister of Towy reported, that they had not only not entered to the professione of repentance, but that also they were continuing their sinne, and travelling through the country in company together. Whereupon it is ordained that the minister of Kildrummie proceed in processe against them, and that it be intimated from the severall pulpits within oar precinct, that none receipt them in company together, under pain of Church censure.†4 So it is easy to see

Homework Case Study Example | Topics and Well Written Essays - 500 words

Homework - Case Study Example A pivot table can then break down the numbers to show the amount sold by each employee. Then, it could even go further and break those numbers down by cities. So you would know which employee made the most number of sales, in which city the most number of sales were made, and which singular employee made the most number of sales in just one city. Data from the pivot table could then be used to allocate funds and estimate future sales based on the data from the pivot table. Comparisons could then be made across previous time periods and a comparison could be made to show the trends of certain employees or locations. Changes could then be made based off this data by either firing an employee or stop selling products in a city that is underperforming. 1- Because they are amazing tools used to quickly explore and manipulate data from a spreadsheet. A pivot table uses existing data and allows users to sort that data by any field they choose. The user can select which fields they would like to be displayed and whether it should be a column or a row header. That table can then be manipulated by integrating formulas into the table to quickly get inventory counts, cost percentages, sales commissions, regional growth, or anything else you need to determine. Using pivot tables to explore crosstab data is much easier than searching through spreadsheets, pulling out the pertinent data, then creating a new spreadsheet with the data necessary. Pivot tables make analyzing large quantities of data a user-friendly experience. You can actually create a pivot table in as few as 10 mouse clicks! You are correct in that using a pivot table can significantly reduce the time it takes to analyze data. All it needs is for just a few spaces to be filled in and the pivot table will display all the information you need in a nice and easy format. You might want to mention though that the use of pivot tables is not simply reduced to business-related activities but can

Marketing communications Essay Example | Topics and Well Written Essays - 2000 words

Marketing communications - Essay Example Marketing communications involve creating a message that is used in the marketing tools. Baker, Graham and Harker (1998, p.348) indicate that, marketing communication comprises of promotional activities for a product or service. In addition, marketing communication communicates the benefits of a service or product, and as a result, a consumer is able to weigh the options and choose wisely. Paragon Software Limited has been experiencing a decline in sales, which has promoted the CEO to implement an advertisement campaign worth ?100,000 on trade publications. However, as the company’s sales director, I feel there is need to change our marketing communication strategy, as advertising alone cannot generate sales. The following report will explain the capabilities and limitations of advertisement as a marketing communication vehicle. Recommendations on how advertisement and other communication tools can be employed in order to increase sales will be discussed as well. The Capabilit ies and Limitations of Advertising as a Marketing Communications Vehicle Capabilities Advertising is one of the marketing communication tools, reaching geographically dispersed public. ... First, advertisement enables the brand name to be well known among consumers; indeed, organizations practically advertise their products for several reasons - increasing their sales, meeting certain target, and attracting more customers among other reasons. The continuous repetition of a company’s product may create trust from the audiences. Generally, marketing effectiveness is dependent on communications effectiveness. A market is comprised of information flows. The manner in which a buyer perceives the seller’s market offers is heavily influenced by the amount and kind of information he or she has about the product offering, and the reaction to that information. Marketing relies heavily on information flows between the seller and the potential buyer; as a result, the market is filled with many organizations that use marketing communications. Therefore, marketing communication is probably the most preferred form of marketing activity that affects everyday life. Advert ising is cost effective, since it reaches many audiences; nevertheless, advertising involves huge spending. According to Frankenberger and Graham (2004, p.18), advertising is capable of creating an asset through influencing the organization’s future cash flows, and as a result, guaranteeing benefits in the future. Therefore, despite the high expenditures on advertising, the possibility of future high earnings is high. Needless to say, persuasive advertisement builds an image for an organization, and as a result, increasing sales simultaneously. Quinn (2012) adds that, advertising in a daily or weekly newspaper is beneficial, as it targets different types of customers in a section related to an organization’s operations. In addition, newspapers can be reviewed after some period, and as a

Church Growth Essay Example | Topics and Well Written Essays - 500 words

Church Growth - Essay Example It not only tells about the principles but also tells us that why we want to grow It tells us about the core motivations behind church growth. It tells us about the relationship between leadership and church growth. It gives description about larger and smaller churches. Chapters seventeen, eighteen and nineteen speak about the basic principles of the Church Growth movement. This movement is based upon the use of sociological devices in order to attract new converts. The next idea that the author tells the reader in chapter twenty is that of laity and ministry. This section states that for both pastors and the other laity there are different things that must take place, which are not always pleasing and difficult to do. One of the most thrilling principles of church growth is to set free laity to do the work of ministry1. Chapters twenty one till twenty six chronicle the various strategies that have been used by the Church Growth movement in order to improve its clout and influence. Numerical strength will always help Christianity while every effort should be conducted in order to capture the heart of potential converts. The remaining chapters focus on the organization, planning, and preparation of the Church Growth movement. Church planting is the next idea of this book.

Study On Charismatic Leadership Management Essay

Study On Charismatic Leadership Management Essay Introduction Nowadays, managing people is a common issue on all type of businesses but it is important. To effectively and efficiently leading the personnel in the organization without wasting intellectual capital or the companys resources is the ideal that organizations want to achieve. In our research, we attempt to clarify the correlation between the charismatic leadership and the organizational change. Charisma is the extraordinary ability that a person possesses naturally and let them able to influence people, attract their attention and admiration. Charismatic leadership is the type of leadership which make people admire and willing to follow them. Charismatic leader is a person who is dominant, self-confident, convinced of the moral righteousness of his beliefs, and able to arouse a sense of excitement and adventure in followers. According to Max Weber, Charismatic leader has a fire that ignites followers energy and commitment, which produce results beyond the call of duty. Thus, he had the ability to inspire and motivate people. There are several qualities of Charismatic leadership: Lofty visions Ability to understand and empathize Empowering and trusting subordinates Proactive, high energy and action orientation Everything is changing except the status quo of change. Every individuals, every things, could not running out of the scope of change. Similarly to organization, changes will always affects every part of the companies include their business, their environment, their people and so on. The Objective of this report is to enhance the leading style of charismatic leadership on the organizational change. Besides, improve the organization to adapt to the changes of environment, and the organization growth through globalization. Content Analysis From the study, the researchers found that the followers who rated their leaders as charismatic also reported being open and accepting the changes occurring in their organization. Specifically, followers of charismatic leaders were much more open to their work-roles changes and had a positive outlook on the benefits of the changes to their organization. Given the nature of organizational change and the pervasiveness of employee resistance to change, this finding suggests that charismatic leadership behaviours may engender follower attitudes and beliefs that promote rather than resist organizational change. Besides, a necessary ingredient of successful organizational change is leadership behaviour capable of overcoming resistance to change by causing followers to experience a felt need for the proposed changes. Indeed, the results suggest that charismatic leadership behaviours, including the ability to powerfully articulate an inspiring vision and communicate to followers a sense of ownership of the vision, may affect followers openness to organizational change and perceptions of leadership effectiveness. (Kevin, 2005, p. 19) In conclusion, the effectiveness of the charismatic leadership will influence the followers behaviour. From the study, the researchers found that the both of the visionary and expressive delivery components of charismatic leadership can influence follower task performance. The expressive delivery includes having energy, leaning toward followers, maintaining direct eye contact, having a relaxed posture, and exhibiting animated facial expressions. Second, they also found that the extent to which each of these components affects the follower task performance is dependent on the type of tasks in which followers are engaged. They suggested that organizations should consider the importance of performance quantity versus quality in their decision to select or promote a charismatic leader or non-charismatic leader. For example, if performance quality is much more important than quantity, the use of charismatic vision might be especially relevant. Regarding task type, charismatic leaders in non-charisma-conducive jobs or industries might be encouraged to adopt a contingent-reward or structuring style of leadership rather than focusing on the communication of a charismatic vision to followers. When followers are in a more charisma conducive job or industry, leaders should communicate a vision to followers to improve followers task performance. In addition, a charismatic vision may provide meaning to the task, which can add to followers motivation. Under these conditions, followers might work to get the task done right, resulting in high quality rather than simply working to get the task done. A lack of vision for followers could, therefore, translate into very poor performance on more difficult tasks. (Stefanie Robert, 2008, p. 102) Charismatic leader Work Engagement OCB In the diagram above, it is the combination of the four hypotheses. Four of the hypotheses are all links with each other. Work engagement is a mediator which is likely an intermediary trying to find solution and between the two disagreement of two parties (charismatic leader and Organisational Citizenship Behaviour-OCB). OCB is defined as individual behaviour that is discretionary. The relationship between charismatic leaders is also closely related. As OCB discuss mainly about the organization behaviour, it will also reflect charismatic leadership. Since charismatic leaders can spark an employees engagement in work, it will lead to more participation in positive behaviours that promote the organization. In the journal Toward a Behavioural Theory of Charismatic Leadership in Organizational Settings, there are some significant variables discussed. The term charisma here refers to the particular type of character by follower and leaders behaviour. First, the behavioural and nature of the charismatic leader can be determined by doing empirical test. The method can through questionnaire to identify it. Then, they can use the result to compare with the person to find out that whether he is a charismatic or non charismatic leader. Second, after determining charismatic leader, it can be use as a tool to change the organization. A charismatic leader may not only key to success of an organization but also vital to countries that are developing which may require to adopt new technologies and transform traditional way of operating. From the study of Workgroup gender diversity-asymmetric among men and women, the need of charismatic leadership is generated from a situation of uneasiness and uncertainty created in context of weak social diversity. For example, increasing levels of gender diversity comes with lower levels of pro-social behaviour where the behaviour that is beyond the requirements of the job, higher levels of conflict, lower levels of friendliness, and lower levels of job-related satisfaction and self-esteem. This situation brings indefinite and doubtful social circumstance when role expectations are less clear. The reason of these negative effects of gender heterogeneity comes from similarity-attraction paradigm, which is people with similar attitudes are attracted among themselves, in contrast, distrust and discomfort could occur when dissimilarity of attribute in group are happened. In the circumstance of gender heterogeneity, tendency of needs of charismatic leadership is greater than in homogen eous group or attribution of charisma is lower in homogeneous group than in heterogeneity group. Meanwhile, the hypotheses are made based on the journal. Hypothesis said that as the level of gender diversity increases in the work team, individual members would attribute higher levels of charismatic leadership to their elected leader and the result are partially supports this hypothesis. So, as expected, the higher the gender diversity, the higher the needs of charismatic leadership to their elected leader. Besides, they also made a hypothesis that the positive effect of gender diversity on individual charismatic relationship with the leader will be stronger for men than for women. The result shown that, it may happen when teams are formed in major; minor or a balanced condition. From the journal of Team climate, work team members tend to share their mood at work, so called team affective climate that related to job satisfaction, commitment, and performance of the workers. Related with the climate, team leaders need to play an important role in influencing individuals different dimensions and modelling the group climate. The key is leaders with charisma, which can strongly influences the work-team effects, such as performance and other intangible aspects. In fact, charismatic leadership is said to be the result of an attribution based on followers perception of their leaders behaviour, specifically behaviours that articulate and help build a positive vision and foster an impression of the importance of the followers mission. Hence, leader with charisma is said to have an important implication of building team affective climate and they need to articulate a constructive affect that results in a positive affect facing by followers. From the study, they had made few hypotheses. First, they posit that higher levels of perceived leaders charisma will predict higher levels of team optimism whereas higher levels of perceived leaders charisma will predict lower levels of team tension. As the result, team optimism and charisma leaders are correlated meanwhile lower levels of team tension cannot create by charisma leaders. Besides that, they also hypothesizes that Leaders influence will make the positive relationship between leaders charisma and team optimism stronger; at the same time, leaders influence will make the negative relationship between leaders charisma and team tension stronger. The result shown that, both hypotheses are supported by their findings. Lastly, they had made guesses that more frequent leaders interaction will make the positive relationship between leaders charisma and team optimism stronger and negative relationship between leaders charisma and team tension stronger. After they had processed th eir findings, the result showed that both guesses are not correct. From the study of Political Connection: The Missing Dimension in Leadership, Strong Networks cans Supplement Other Leadership Deficiencies. While, Larry Chasteen, the PhD holder state out that many people will think leadership is just a part of the business. It is a key ingredient for successful firm, making profit or non profit and even using in the countries. They have examines in the combination of traits to find out the change in organization behaviour in the organization. Some even use more than three of the traits such as emotional intelligence versus intellectual quotient or charismatic leadership versus instrumental leadership. The Classical Myers Briggs has made a classification on uses the four dimensions. There are physics notes that more dimension will lead to confusing from explaining our original traits. This article just focus on leadership :charismatic leadership instrumental leadership and political connections .These three tools can be use as a tool for self-assessment .It has combine the attributes of leaders , managers and networking. The research showing a charismatic leader is not enough to change the organization in long term as it can wear off easily .The instrumental leadership has been include the strength of charismatic leadership. It will lay over through structuring , controlling and rewarding to give out support for achieving the organization final goal .Charismatic leadership is needed to generate the initial energy and to create commitment. Many government and industry leaders who uses charismatic and instrumental leadership have fail to make changes to the organizations. For example, Colin Powell has exhibit a great charismatic and instrumental that serve him exceptionally well during his early career. But because of his lack of political support, he has been hindered of accomplishment and legacy as a U.S. Secretary of State. However, Condoleezza have a political connections led to a longer-lasting accomplishments at the Department of State. As a fact, General Electric has passing by such a leadership matrix to allow more variation in selected parameters for company decisions. In a great changing of an organization, charismatic is not enough to achieve an effective institutional re-organization. It requires both the charismatic and instrumental leadership as well with political powers to move on to the higher position. A good political connection can overcome the weakness of the leadership and bring strength in any firms and government offices. Make sure you are clear enough on which goals are most important and for the organization are the first steps to career advancement. From the study of Charismatic Leadership: A Phenomenological and Structural Approach The author of this journal propose that the most direct impact of the visionary charismatics characteristics is on the perceptions and feelings of the followers. Their interpretative schemes and what flows from them purposefully, emotionally and motivationally. Intrinsic and extrinsic validity are experienced whenever perceptions and feelings are congruent with behaviour is congruent with consequences. Changes in follower perceptions, feelings or behaviour in the consequences of that behaviour therefore could establish the necessary conditions for phenomenological validity to be experienced. The direct impacts of leader behaviour on the feelings of followers will an indirect impact on the followers. As an example, when leaders changes task or environmental variables, which hypothesized to affect internal and external correspondence such as task design, reward systems, and organizational structure. There are some proposition consists in charismatic leadership. Proposition is that it believes that it must be based on the articulation of an ideological goal. The writers may not fully agree as in crisis situation, ideological is too restrictive to be broadening to include the cognitions, values and need structures. Propositions 2 will lets he followers experiencing the leaders and others behaviours as well as their own. Propositions 3 to 8 primarily concern factors that influence whether cognitions and feelings and behaviours will be high on internal correspondence and will be experienced by the followers as intrinsically valid. Propositions 9 to 15 is concern about the primarily thought to affect external correspondence. The implication of the writer model is that charismatic effect may not be limited to a few who are endowed with exceptional gifts or supernatural qualities. They imply that charismatic effect may be widespread. They feel that their model invites an understanding of meaning, reasons motivations, and intentions as it seeks explanatory connections between formal structural arrangements and behaviour. From the study of The role of emotional intelligence and personality variables on attitudes toward organizational change People-oriented research in organizational change explored issues of charismatic or transformational leadership, the role of top management in organizational change and the phenomenon of resistance to change, without considering the psychological traits or predispositions of individuals experiencing the change, which are equally crucial for its success. Nevertheless, they argued that individual difference variables, such as locus of control, positive affectivity, openness to experience and tolerance for ambiguity play an important role in employees work attitudes (e.g. organizational commitment, satisfaction) as well as they predict self and supervisory assessments of coping with change. King and Anderson (1995) also indicated the role of individual differences along with previous bad experiences of change as responsible for high levels of negative attitudes and re sistance to change. It shows that there is correlation between charismatic leaderships role perception, personality and organisational change. From the study of Beyond the Charismatic Leader: Leadership and Organizational Change By: David A. Nadler Michael L. Tushman While the subject of leadership has received much attention over the years, the more specific issue of leadership during periods of change has only recently attracted serious attention. What emerges from various discussions of leadership and organizational change is a picture of the special kind of leadership that appears to be critical during times of strategic organizational change. While various words have been used to portray this type of leadership, we prefer the label charismatic leader. It refers to a special quality that enables the leader to mobilize and sustain activity within an organization through specific personal actions combined with perceived personal characteristics. There are three types of behaviour that categorises these leaders. They are envisioning, energising and enabling. In envisioning, it involves the creation of a picture of the future, or of a desired future state with which people can identify and which can generate excitement. By creating vision, the leader provides a vehicle for people to develop commitment, a common goal around which people can rally, and a way for people to feel successful. It is then easier to achieve the new organisational goals. Energising means that the role of leaders to motivate members in the organisation. Different leaders engage in energizing in different ways, but some of the most common include demonstration of their own personal excitement and energy, combined with leveraging that excitement through direct personal contact with large numbers of people in the organization. They express confidence in their own ability to succeed. They find, and use, successes to celebrate progress towards the vision. Las tly, enabling is where the leader psychologically helps people act or perform in the face of challenging goals. Charismatic leaders demonstrate empathy-the ability to listen, understands, and shares the feelings of those in the organization. They express support for individuals. Because of this, people tend to be motivated in achieving their goals when there is change in the organisation. From the study Journal of ERP Implementation lifecycle, it revealing the changes made by the charismatic leadership. Charismatic leadership is an exemplary type of leadership that shows significant relationship to the level of ERP assimilation. Environmental sensitivity of a charismatic leader will lead the organization change and make significant improvement to the organization since he is able to diagnose and update himself to the internal and external environment. Communication of the leaders vision is significantly important it will influence and lead his follower to align the vision with the organization and make the organization growth stronger and change accordingly to the leaders vision. Expectation of leader also will indicate a positive outcome from his follower and organization. According to Self-fulfilling prophecy, positive expectation from a leader will create a positive desired result from his followers. It shows that, the complete guide and influences of the vision from a leader toward his followers, will affect them to be motivated and collaborated to help in achieving the vision of the leader. Furthermore, complete guide and influences of the vision from a leader toward his followers, will make them to be motivated and collaborated themselves that help in achieving the vision of the leader. Similarly caring of the leader will make the followers feel more supported and secure and trust to the leader. Besides, it also builds confident to the followers. If the leader is trusted and respected by his followers, his followers are more likely to follow and help the leader to achieve his vision. Therefore, the followers do not mind to work hard for achieving the organization vision and thus the organization change and performance increase. Cohesiveness from the follower shows changes in organizational norms and culture. It shows that a positive norms and culture such as organizational citizenship behaviour. Thus, the cohesiveness of the follower will indicate changes in organizational norms and culture, if this type of positive norms and culture stay longer; the growth of the organization will be undoubtedly fast. It shows that a leaders charismatic leadership is significantly related to organizational change and all level of ERP implementation lifecycle. Conclusion: In our research there are significant relationship between Charismatic leadership and Organisational Change. Firstly, it shows that a Charismatic leadership behaviour is an exemplary or model for his followers which enable and capable for overcoming the constraints for organisational change. It drives the followers to learn from many aspect of the charismatic leader. Significantly, the behaviour of the leader creates organisational citizenship behaviour toward the employees that allow them to take good care about the organisation image and the internal environment. Similarly to the norms of working of employees, it is also creating a working culture and work standard that improving the performance in an organisation. Secondly, the role perception of a Charismatic leadership is significant important as well as the personal meaning for the leadership. It influences their follower understand of their role and this will incur the organisational change. Form this aspect, it shows that if the leader able to give motivation, support and cheer the work of employees will smoothen the organisational changing process. Thirdly, the relationship and collaboration among group, team and the charismatic leadership also will indicate significant changes in the organisation performance and organisational culture. Similarly to the workgroup diversity, the strong and cohesiveness workgroup will indicate high performance culture that makes the organisation have high sustainability where the entire organisation culture can aligns with the organisational performance. Lastly, good attribution from charismatic leadership such as environmental sensitivity, persuasive communication, and unconventional vision will foster and lead the changes in the organisational environment. Recommendation Unconventional styles used by charismatic leader will often create the undesired conflicts among the colleagues in the organisation as changing the status quo of works. Therefore the charismatic leader had to consider the others feelings and try to make them follow and align with his vision even if he is able to take the accountability and risk by himself. Morals are often covered up by the deficiencies of wisdom. However, wisdom is not always filled up by morals. This is referring to the negative charismatic leadership. Some charismatic leaders tend to use the leadership style for their own personal gain and thus neglect the moral values. In order to manage change in the organization efficiently, charismatic leaders must put the organizations interest above his personal interest. Being a charismatic leader gives an advantage to him because he may influence others in the organization to follow his bidding and if it is against the organizations interest, it will be very much unhealthy to it. That is the reason why charismatic leaders should have strong moral values in them. Besides that, organizations should also encourage whistle blowing in the company. This can help reduce the negative charismatic leadership from expanding in the organization. When an organization is facing with changes, it will be chaotic and this will give chances to charismatic leaders to do under the table exchanges. By encouraging such behaviour among employees, executives are able to keep most charismatic leaders under control from influencing others for personal gain. Charismatic leaders should also make contingency plans. This serves as a backup plan when the original plan fails to work. During a change, charismatic leaders may be responsible to keep followers in track and to maintain order. This needs the leaders to come out with more plans to keep followers motivated into accepting the change. Some employees tend to resist change and so the charismatic leaders must form plans and considering the scenarios that may happen so that it will make him or her influence them to accept the changes. In addition, during a huge crisis, these charismatic leaders must think conventionally and behave unconventionally. During a change, things will be hectic and many problems may arise or perhaps conflict may happen among followers. Leaders need to think rationally on how to handle this kind of situation and not just simply jump into it and create even more confusion. Charismatic leaders should also come up with strategies to minimize the resistance of followers to the change. Many followers tend to resist change because they think that it is going to mess up their normal routine. As a leader, charismatic leaders need to come up with ways to persuade these types of followers to accept the change instead of going against it in order to reduce the conflict that might have arise if it is not handled properly.

Does Halstead Need a Bypass

Halstead is a small market town in South East England, North Essex, and within 15 miles west of Colchester. Halstead is next to the River Colne, and is situated in the Colne Valley. Halstead has a population of 10 000 and is also the only settlement of its size in the Essex region without a bypass. Halstead was also a weaving town (where sheep's wool is made into clothe). Halstead is central to several big towns, such as Colchester, Braintree and Haverhill. Everyday traffic from all these towns has to pass through Halstead high street in order to commute, this usually results in Halstead becoming greatly congested on a regular basis, increasing air and noise pollution, and therefore Halstead central could hugely benefit from a bypass. A bypass is a route, which is built to avoid or ‘bypass' congestion in a built up town or village, this lets traffic flow without interferences from local traffic, this improves congestion and road safety. There are many reasons for and against the construction of a bypass. Advantages: * Less congestion in town. * Less pollution in town central. * Lorries would no longer have to drive through the town. * Both noise and air pollution would decrease in town. * Local builders would hugely benefit, from work needed. * It will be quicker for people to travelling to work. Disadvantages: * Expensive, local tax payers of Halstead would compensate. * An increase in noise pollution. * An increase in Air pollution. * Bypass would destroy surrounding environment. * Less customers and income from commuters in the town centre. In the past there have been several proposals for a bypass to be built in Halstead. In 1987, the Essex County Council classified main roads into the town a ‘busy' and found that nearly 50 % of the traffic was passing through Halstead. A bypass was first proposed in 1990, and public discussions were held, and a preferred route emerged, although it was the most costly of all options, costing à ¯Ã‚ ¿Ã‚ ½11 million. Four Years later two small changes were made to the route, following further discussions. Later, in 1997, it was decided that a bypass may be built after 2000, when sufficient funds may become available, but has continued to be put on hold. After analysing my results I conclude that I do not believe that a bypass should be built in Halstead. I think that he environmental impact, and impact on local residents is too big. Taxes would increase enormously and the consequence on businesses in the town will also be huge. The environment would be destroyed, ruining many habitats and bridle paths so horse riders and hikers wouldn't benefit at all. Although I don't believe Halstead needs a bypass, if one were to be built, I reckon that route A is the best choice, as this route goes further around the town than route B, therefore the town of Halstead would be much quieter, and less disturbed by the air and noise pollution.