Medical School Essays Essay Example | Topics and Well Written Essays - 1250 words

Medical School Essays - Essay Example I then decided to become a doctor and to concentrate on medical research. Moreover, I have learned to value my education more, and this premium is reflected in the numerous academic accolades and scholarships that I have received during the last four years of my education. My parents are Mexican immigrants; while poor, they have lofty ambitions for their children. Because of our financial constraints, I have learned to live up to the responsibility of supporting them financially. I am able to provide my family with strength and inspiration because of my doggedness in obtaining a medical degree despite our poverty. They have also been edified by my example of struggling to learn the English language, and they too have taken courage to learn the language. I grew up in a neighborhood that was distinguished by poverty, with predominantly blue-collar workers. Because majority of residents were minimum wage earners, the neighborhood was characterized by crime and violence. I have been exposed to communities that lived in dire poverty, and I have witnessed their need for decent healthcare. This is also one of my motivators in pursuing a medical degree. This has developed in me compassion for the poor, and an authentic desire to help. My ethnic heritage has not hindered my social growth as a whole, but it had in the past affected my ambition to further my education financially. But my family’s difficult financial circumstances and my chance to witness poverty in the immediate community has given me all the more reason to work hard towards obtaining a medical degree. Perhaps, through my example, my family and my neighborhood will realize that poverty is not a reason for ignorance and for not going after your dreams. While it may be i ronic, I have taken inspiration from all these difficult circumstances that I grew up in. My

Microcredit, women and empowerment Essay Example | Topics and Well Written Essays - 3000 words

Microcredit, women and empowerment - Essay Example While other micro credit programs are usually subsidized by the government Grameen bank microcredit programs does not reduce interest rates but instead charges lower administrative costs (Hashemi, Ruler & Riley, 1996). In definition microcredit is an element of micro finance, which is to provide minimal amounts as loans to individuals who are not able to generate income for themselves and are considered as poor by the definition of that particular economy (Rahman, 1999). Microcredit is the provision of small amounted loans i.e. micro loans to poor people of any country. Such loans help those individuals to generate income for themselves and to live a better life. The role that microcredit plays in the empowerment of women is dependent on many different factors. The most important factor is the managerial control imparted by the program towards the women involved (Goetz & Sen Gupta, 1994). The index developed by Goetz & Sen, Gupta, 1994 shows two extremes sides of the index. On one end according to them are women who have no control over the administrative process of acquiring the loan. Moreover they were not part of the activities which were funded by using the loan. On the other side are women who were part of the entire process (Goetz & Sen Gupta, 1994). They should not only be part of the economic activities which result from the loan but should also be involved in marketing of the produce. According to the study carried out by Goetz and Sen Gupta, married women had very little control over the loans taken by them. This loss of control can have very negative implications for women. If the men are willing to take responsibility of the repayment of the loan it creates no problems for the female involved but totally negates the concepts of microcredit (Goetz & Sen Gupta, 1994). Two other situations can also arise. The members may be partially willing but unable to pay back the loan. In this case women are left to sell household items in order to

Certification goals ( ISM ) Assignment Example | Topics and Well Written Essays - 500 words

Certification goals ( ISM ) - Assignment Example her ISM certification plus two years of relevant business experience or have a bachelor’s degree or equivalent with two years relevant business experience or have five years of related business experience. CSCP is an ideal certification course for the students who want to venture into general supply chain careers. This certification course opens up a person to the best practices in the supply chain field and one becomes competitive in this field. CPIM is also another recommended certification course. This course is the most ideal for students who want to get in the field of inventory management. It is also advantageous in that it teaches a person about production planning, inventory management as well as scheduling hence getting the best skills in this field. CPIM require that you take five examinations which are in five different modules. (Humphreys) I would like to take at least one professional certification course to improve my competitiveness in the job market. My most preferred choice is the CPIM; this is because, though it has many examinations, there are fewer people who have taken the same course. There are also many opportunities for inventory managers hence this course will give me an upper hand. My plan would be to take the course after my mainstream studies so that I can dedicate myself to one thing at a time. I also plan to join a higher learning institution. My choice for a higher learning institution is influenced by the reputation of the institutions. I understand very well the various tests that I have to go through as requirements. First is the Graduate Management Admission Test. This test is used wen admitting students to graduate management programs in business schools assessing quantitative, integrated reasoning, reading and writing skills of a student in a test time of three and a half hours. Secondly is the Graduate Record Examinations (GRE). This is a test which is standardized and a requirement in most American graduate schools.

Lessening Secondhand Smoke on Children Research Paper - 4

Lessening Secondhand Smoke on Children - Research Paper Example The truth of the matter is, when both an active and passive smoker inhale the tobacco smoke, they are exposed to the same chemicals and toxins, nicotine included. As opposed to adults who have the freedom and resources to choose smoke-free environments to live in, children are the most vulnerable group as pertains to secondhand smoke exposure. Children of smoking parents are exposed to second hand smoke at home and in the car when travelling with parents. Some parents actually smoke in the car when taking their children to school or when picking them up from school. To make the matters worse, some teachers smoke in schools and therefore broadening the cycle of exposure to children further. When such children move on the streets where people smoke in public, exposure is even worse. Considering the cycle of secondhand smoke exposure to young children, measures should be put in place to protect these vulnerable groups. Secondhand smoke as it is has far-reaching detrimental effects on the human body. These health problems and disease are caused by about sixty-nine different chemicals and toxins. Nicotine that is present in tobacco has been shown to cause addiction and physical dependence on tobacco products. Some of the harmful effects in the body include; cardiovascular diseases, chronic bronchitis, asthma, lung cancer, reduced healing processes and low birth weight in pregnant women. The misguided perception that smoking is cool sand modern has resulted in an increase in active tobacco smokers. This is even further fueled by the advertisement placed in the media by the tobacco processing companies. Active smokers being the source of secondhand smoke, if their numbers increase, the amount of secondhand smoke increases. On the other hand, the public is increasingly becoming informed on the health hazards of tobacco smoking. As a result, there has been a public outcry

Inca rebellion Movie Review Example | Topics and Well Written Essays - 250 words

Inca rebellion - Movie Review Example The responsible elements behind this conquest are the age old accepted notions of the various historians and archeologists. This documentary also holds horses, steel and germs, accountable for the invasion of the Spanish over the Incas. The documentation focuses mainly on the discoveries made by Guillermo Cook. The common notion behind the Inca devastation was the mismatch of the regimes but yet this documentary focuses on some other latest theories and contentions regarding the great fall of the civilization. The historians and archeologists, believing on the new theory feel that the horses, steel and germs were the beneficial point of the Spanish conquistadors but the major deciding factor for the conquest of the Spanish were the enlistment of some native tribes in the battle against the Incas. The documentary is divided into two neat divisions and the major deviation from the chronicles occurs in the first half. The second half is more interesting than the previous one. The cemetery supports the existing belief of the historians yet it is not shown properly. The episode regarding the arrival of the Pizzaro also demands more historical evidences. Every historical documentary, deviates a bit from the chronicles and this documentary is also not an exception in this regard yet it is a worth watching documentary as it opens up many more avenues of the age-old hidden and inquisitive controversies and contentions regarding the world’s greatest civilization - The Great

On literature review Assignment Example | Topics and Well Written Essays - 250 words

On literature review - Assignment Example The paper reviews the literature on the topic of the impacts of internet on information literacy and library skills. The use of the internet has led to increased skills in the use of the library (Probert, 2009). The use of the internet particularly â€Å"Web 2.0† has implications for libraries. Technologies of Web 2.0 which include a synchronized messaging and streaming data, social networks, blogs, tagging, RSS feeds and wikis have changed the way in which libraries provide access to their collections and the support for the library users (Probert, 2009). Internet has been used in learning institutions to check for plagiarism in student papers (Probert, 2009). Plagiarism simply refers to the use of one’s piece of work as your original text. With the invention of the internet many students have found the information especially for their assignment accessible (Probert, 2009). The internet provides relevant information which increases information literacy among the students. However, most students have engaged in dishonest practices. The use of the internet such as the Turnitin has made it possible to check for plagiarism on students papers (Probert, 2009). In conclusion, the use of the internet has led to information literacy and improved library skills. The use of internet has improved the research methods among the students increasing accessibility of relevant information. In order to improve the information literacy, there is need to encourage the use of the

Transformational Leader Essay Example for Free

Transformational Leader Essay The entire world has been caught up in the events leading up to the 2008 United States Presidential election. The selection of Barack Obama as America’s first African American President, and his highly effective campaign, provides us with a prime example of the power of transformational leadership, and the means by which change occurs. The notion of transformational leadership is not just pertinent, however, to the worlds of politics and the community. It is highly relevant to the corporate world and organizations as well. While Obama’s ethnicity is obviously noteworthy and is a large part of what makes this election so significant, there is another critically important component of this moment which people have a tendency to ignore. It has to do with the transformation that has taken place in the minds of voters in the US and the hearts of people around the world. The change that has occurred is a direct result of the President-elect’s ability to inspire change. He didn’t change the people themselves, which would be impossible. What he did change was the way they see the world and their place in it. Business leaders operate under similar circumstances because they also must engage employees and inspire them to feel a part of an organization. Transformational leadership involves more than charisma and emotion. It involves more than giving good speeches and making people feel good. In his hallmark definition of the term James MacGregor Burns coined the term transformational leadership as â€Å"leaders inducing followers to act for certain goals that represent the values and the motivations the wants and needs, the aspirations and expectations of both leaders and followers.† [Italics original] The leader is not merely wielding power, but appealing to the values of the follower. In this sense, values mean, â€Å"A principle, standard, or quality regarded as worthwhile or desirable,† (Webster’s New Riverside University Dictionary). Burns insists that for leaders to have the greatest impact on the â€Å"led,† they must motivate followers to action by appealing to shared values and by satisfying the higher order needs of the led, such as their aspirations and expectations. He said, â€Å". . . transforming leadership ultimately becomes moral in that it raises the level of human conduct and ethical aspiration of both leader and the led, and thus it has a transforming effect on both.† Change doesn’t just happen. It needs an impetus. Einstein in his Theory of Relativity applied the laws of physics to matter and we can apply this theory to universal behavior. As force is applied to an object in the direction of motion, the object gains momentum and gains energy. President-elect Obama was the force for change; he introduced a new direction that would address the needs as he saw it. In order for the notion of transformational leadership to be relevant, three elements must be present: 1) A Clearly Articulated Vision 2) Statements that Inspire People to Connect; and 3) A Detailed Plan to Execute. 1) A Clearly Articulated Vision The history of the world is replete with examples of charismatic leaders who have led their nations and a cause. The names of Mohandas (Mahatma) Gandhi, Napoleon Bonaparte Julius Caesar, Mao Tse-tung, Nelson Mandela, Martin Luther King Jr., Winston Churchill and Franklin Delano Roosevelt evoke tremendous feeling. The Industrial Revolution also evokes thoughts regarding the titans of industry like Thomas Edison, Henry Ford, Alexander Graham Bell and JP Morgan who had an incontrovertible and formative impact on that era. The vision that was articulated by the individuals in these two categories, the ability to inspire people to connect and the plans that were executed to make the vision a reality is indisputable. In the present, we may not know the names of all of the transformational leaders who are making change in their sector, but it certainly is happening. Apple, Google, Tata Motors, Carrefour, and Toyota, for example, are having an undeniable global impact on our everyday behavior and interaction. Apple’s iPod, for example, has revolutionized the way we think about listening to music, the way we purchase music, the way we share music, and even the way we define our personal space. The question for business leaders within organizations such as Apple is how to achieve the multiplier effect of this leadership pattern in order to bring about continuous innovation and improvement? How do we replicate this leadership pattern at the department and team level in order to generate change in every sector of an organization? How do we grow transformational leaders so they can rise to the positions of influence to positively impact organizational change? Transformational leadership must occur throughout the organization, not just at the top, in order to bring about the full synergistic effect. For example, when a CEO articulates the vision of a company, it is up to the global presidents and department vice presidents to execute the vision. But they must also be able to communicate that vision in a way which translates into local or regional needs. People must buy into the vision and relate it to â€Å"what’s in it for me.† To the extent that they do this, the overall vision becomes more compelling. This starts the process of aligning the vision and connecting it to local needs and desires. A clearly articulated vision must have in it the elements which point to a better way for dealing with the present and the future. It must provide a context to address the most pressing issues in a manner which is innovative and compelling. Innovative because any change strategy needs to outline what will be different from the status quo. It must be compelling because it must be believable. People must feel that this vision will definitely lead to a better way of doing things. 2) Statements that Inspire People to Connect The most powerful visions also are those which have a few words that are easily understood and restated. This eases the communication process and enables everyone to embrace the vision as their own. In the 21st century a brief statement is marketing sin qua non. In others words, it is essential to excellent communications. As transformational leaders seek to communicate their vision using various venues, they begin to appreciate the marketing challenge of disseminating their message out and ensuring comprehension of their message. In 1964 Marshall McLuhan coined the phrase The medium is the message meaning that the form of a medium embeds itself in the message, creating a symbiotic relationship by which the medium influences how the message is perceived, creating subtle change over time. 21st century transformational leaders ignore the medium at their peril. In order to give a vision the wings it needs to travel, it must Inspire People to Connect. This is when a vision really begins to come alive. It comes alive because people believe that the vision will take them from where they are to where they want to be. In organizations it means that employees can begin to align to a better way of doing their work; reaching their customers or constituencies; and providing the goods and services which will make them more effective, productive and profitable. When people connect on a cognitive and emotional level it begins to move them to action. This action contains the seeds for producing change. Einstein stated that â€Å"no problem can be solved with the same type of thinking that created it†. Inspiring people with a different message gives them an alternative way to approach their challenges. It is this connective element that provides the momentum to a vision and gives it longevity. It is this connective element that enables people to align with each other in a different way to meet their challenges. By connecting with the vision they are also reenergized to act. When we talk about motivation this is where it begins. People are motivated to act and engage differently because they can connect to something new, innovative and inspiring. Obama’s incredibly effective â€Å"Yes We Can† slogan is a great example of how a simple statement can encompass a lofty inspirational theme, yet still pertain to day to day action. The slogan was simple, inspirational, easy to remember, and resonated on a number of levels regardless of one’s unique personal circumstances. Furthermore, Barack Obama and his team revolutionized the way they used the internet to connect their vision to people. They provided a continuous stream of messages via mobile phone, internet, the web and countless other technological mediums in a personalized manner practically every day for two years! You always felt that the vision was on top of mind and that they were speaking directly to you. Every message had your name on it. You didn’t feel you were part of a mass communication campaign. The messages were simple, informative and compelled you to action. Corporate transformational leaders need to embrace these same innovative techniques if they are to connect with the workforce of today. This type of connection or engagement is crucial to attracting and retaining high potential workers. When workers are fully engaged, a noted Gallup study of Oct 2006 indicates, they are more motivated and more productive. Specifically engaged employees work with passion and have a profound connection to their organization. They drive innovation and move their organization forward. Unfortunately, not enough attention is paid to how people connect to a vision. They must go through a process of enrolling with the vision so that they feel it is their own. In essence, a vision connects when people internalize it and say that it is not just someone else’s vision, it is their own. This feeling of ownership is crucial to success. By implementing goal alignment processes, organizations can involve every department in the effort. Individual departments need to know tactically what their role is in contributing to the greater good. They must feel that this vision will definitely enhance their way of performing and interacting. When they have this ownership, then they are motivated to act in different ways. This engagement is directly correlated to employee retention as staff will leave an organization when they can’t get their needs met, and they feel that they don’t identify with the way things are done and with the values or vision of the organization. In short, just having a vision statement will not achieve results. 3) A Detailed Plan to Execute In order to increase the ownership process, one has to move from â€Å"what â€Å"and â€Å"why† to â€Å"how†. Transformation falls short when this is not in place. Invariably many great plans fall apart at the connect points. A critical connecting point is a detailed plan to execute the vision. This begins to complete the circle. It is no surprise that when you have a wonderfully articulated vision, people will then want to see how it works. For many, this is the litmus test of whether the vision is a good one or bad one! Consequently, transformational leaders must help people understand that their vision is just the starting point. They must articulate the complete process that individuals must go through to make true change a reality. During the transition period, it is easy for people to get discouraged because the path to a new future can be difficult to see and follow at times. There must be constant communication and education along the way to keep people focused on the goal. The vision becomes a compass leading people through the turbulent times. Conclusion Indeed change can happen in any organization when there are transformational leaders who clearly articulate the vision; inspire people to connect to the vision and detail the plans in order to achieve the vision. It is this type of leadership that will bring about true innovation, productivity and employee satisfaction as organizations strive to be relevant on a global basis. The success of the Obama campaign was not magic. It relied on a disciplined approach articulating the vision, inspiring people to connect to it, along with a plan of execution. This same pattern can be duplicated in the business world on an organization-wide level. And if done correctly, it can yield awesome results from the entry level to the corporate suites. The challenges in front of us demand no less. Turning middle managers into transformational leadersIn these turbulent times, nearly every organization is facing the need to transform to survive or thrive.The concept of Transformational Leadership (TL), which plays a direct role in creating change, establishing a vision, and giving confidence to employees to explore new directions, therefore becomes popular once again in management development.By Uwe Napiersky, Business Psychologist Learning Architect, PhD.The transformational leaders Undergoing such development empowers an organization to greatly exceed previous levels of accomplishment. The transformational leaders are able to challenge and motivate an entire organisation – top to bottom. They care about people and want people to succeed. Th e result is individual, group, and organizational achievement and morale. Many organisations consider the transformational approach of leadership as a revitalisation to increase competitiveness, sustain growth and to develop their talents further (remember the war for talent hasn’t stopped!).Instead of exercising formal authority and power over others resulting from a manager’s formal position in the hierarchy, empowering and enabling people is a key behaviour. The approach represents positive values like quality, performance, respect and fairness.To create a culture of high performance, where everyone in the  organisation is consistently working together to improve performance, not only top management needs to exercise transformational behaviour, but the middle management does as well. Leadership needs to be demonstrated at times by everyone in the organisation. How can middle Managers develop Transformational Leadership? 1. A change of mindset 2. Development of new (transformational) behaviours 3. Three fundamentals for the design of a transformation process in the organization. 1. A change of mindsetFrom organizing work and â€Å"doing things right† to motivating, inspiring and coaching Typically technical professionals, with e. g. engineering, IT, finance or scientific background are promoted to positions in middle management. Entry and middle management roles mainly consist of task oriented behaviours like planning budgets, setting priorities, controlling and solving problems etc. which are often summarized as â€Å"doing things right†; This is known as a â€Å"transactional† management mindset.This kind of management is necessary for the every day functioning of the business but does not bring about change or major innovation. To use a popular expression, it is good in â€Å"rearranging the deck chairs of the Titanic, but can’t keep the ship from sinking†.To increase personal impact, a person has to shift his/her mindset (and subsequently behaviour) towards influence oriented behaviour, relationship trust building skil ls, combined with caring to sustain a motivational environment, which inspires and empowers.The manager needs to shift his/her mindset radically, by perceiving his/her role as focusing on people, their dreams, development needs and emotions; rather than primarily managing tasks and planning. 2. Development of new (transformational) behaviour: A – Openness to feedback, via 360 degree feedback data A 360 degree feedback tool provides a structured approach to self discovery and a process of understanding yourself which creates awareness about your strengths and areas for development. B – Coaching subordinates Coaching and facilitating subordinates to develop their strengths and work on their development needs enables both the acceptance and understanding of feedback as well as the commitment and relevant action plan steps and practicing of new behaviours.Coaching can be done in one to one sessions, in teams or with peers. It is essential to work on real life/business situations and how to translate theory into manageable relevant action steps.Developing openness to feedback and coaching skills  and behaviours can build confidence, openness and ability for the participant to deal positively with the challenges to exercise new behaviours like motivating and coaching others. C – The understanding, commitment and endorsement of the top management to the objective of a transformational leadership process The implementation of TL via training programmes will not be effective unless part of its objectives and design principles are coherent with what TL is really about. The commitment of all stakeholders is necessary for the success of the training programs (trainers, participants (managers), their bosses, senior management, CEO of the firm) and is a critical success factor to make TL work!Senior management will need to facilitate and nurture a culture of transformational leadership, and to be ready to become mentors who will assist the new managers to develop their own self-confidence to lead change, their own skills set as well as develop the self-concept that allows the transformation from a manager to a leader. 3. Three fundamentals for the design of a transformation process: A – Start by stopping to work with purely cognitive models of change It’s a process and not a 2-day course! And a successful process will not be mastered only on a cognitive level; it has to be exercised on a behavioural level too. Therefore it needs a safe space for learning, reflecting and experimenting. To develop TL means that intentional effort must be made to adopt a transformational style.The process of the self transformation and a learning journey for middle managers mostly starts with understanding ones own personal visions, values and how to manage the developmental process. B – Behaviour change takes more than a good theory and good explanations It needs self awareness and behaviour change interventions. In particular, it needs self directed learning and motivation to challenge oneself in a field which is mostly new for most middle managers with a technical background.The transition for a transactional manager into a transformational leader requires time to learn a new skill set, demonstrate new behaviours and embrace a new mindset. The appropriate understanding of how to apply TL is not about some things you do with your employees, it is the positive stimulating relationship with your employee. C – Include a systematic approach of Monitoring Either include existing instruments for measuring the impact of TL or they can be developed – tailor made – to the specific needs of the organisation. The evaluation methods and  tools provide information about individual and organisational processes as well as the impact on business results. Conclusions * Create an integrated and flexible process design * Build positive dynamic for middle management