Symbolism In Non

Symbolism In Non-European Art Essay The Native Americans of the northwestern United States and Canada believe that each clan or kinship group is descended from a particular animal, such as a whale, wolf, or bear. Coincidentally, continents away the Africans practiced this exact belief. Their animal has become the groups totem, a powerful symbol of its identity. People display their identity and status with totem poles? tall standing logs carved with images of mythical animals. Totem poles mark the approaches to villages and the burial sites of chieftains and stand at the entrance of each clan house. Originally, totem poles were raised to represent a family clan, its kinship system, rights, prestige, accomplishments, dignity, adventures, major events, clan histories, stories, and ridicule. A totem pole could be raised in honor of a deceased elder, to show the names of a specific important person, to record an encounter with a spiritual being, or to symbolize generosity. Totem poles are an important icon of identity, and the symbols presented within the pole say a great deal about the family, person, or reason for creating the pole. Totem poles are usually carved from mature cedar trees by a team of carvers. We will write a custom essay on Symbolism In Non-European Art specifically for you for only $16.38 $13.9/page Order now The chief carver personally carves the bottom ten feet of the pole, while his apprentices carve the upper portions. The lower portion of the totem pole (the part most easily seen by viewers), therefore, is usually the most professional and important. However, not all totem poles are constructed this large. The Liberian Monkey is a totem pole barely a foot tall. Seeming to be carved out of wood, it looks old and tarnished. The monkey would symbolize mischievousness in the African folklore, however the position and stance this monkey was carved in was rather peculiar. Carved with it was a stool, which the monkey would be sitting upon. The wood had sharp defined features with harsh shaping statures and curves. Elongated hands brought to its face in a rather religiously-suggestive matter, both sides symmetrically formed a U curve distinctly defining separation of the anatomy. Many symbols can be incorporated into a totem pole. Raven is identified by his straight beak and is a powerful trickster, curious and defiant but likable. Eagle has a downward-curved beak and is part of the Sky Realm. Bear has large paws and sometimes a protruding tongue and is one who can transform into human form he must not be insulted. Copper Woman grants wealth to her favorites and is the friend of Frog. A totem pole can be very difficult to decode for outsiders, as each symbol has many stories and legends associated with it. The true and deep meaning of a pole may only be known to the family, natives, or carver. Although it does not often occur, color is oftentimes incorporated in the production of these figures. As in the Liberian Monkey totem pole weve observed, there seems to be a faded off-tone color along the jaw to the elongated ears of the monkey. This is most likely to symbolize great age and bring more aesthetically pleasing features to the monkeys bare scalp. Many parts of the monkey were distinctly darkened such as the curve above the eyes (indicating eyebrows), as well as the limb of the the knees and separation of the stool on which the monkey sits upon. A combination of the slacked curve to delve into the face from the scalp with the enlarged eyes and low mouth gives the monkey a figure of wisdom and age. The hunched back of the monkey adds to this conclusion. The hands and fingers of the monkey are carved inaccurately but in a similar fashion to the haphazard yet smooth curvatures of the rest of the piece. .u407ff754e9dd2ae8fa5c3f7734fc6f63 , .u407ff754e9dd2ae8fa5c3f7734fc6f63 .postImageUrl , .u407ff754e9dd2ae8fa5c3f7734fc6f63 .centered-text-area { min-height: 80px; position: relative; } .u407ff754e9dd2ae8fa5c3f7734fc6f63 , .u407ff754e9dd2ae8fa5c3f7734fc6f63:hover , .u407ff754e9dd2ae8fa5c3f7734fc6f63:visited , .u407ff754e9dd2ae8fa5c3f7734fc6f63:active { border:0!important; } .u407ff754e9dd2ae8fa5c3f7734fc6f63 .clearfix:after { content: ""; display: table; clear: both; } .u407ff754e9dd2ae8fa5c3f7734fc6f63 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u407ff754e9dd2ae8fa5c3f7734fc6f63:active , .u407ff754e9dd2ae8fa5c3f7734fc6f63:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u407ff754e9dd2ae8fa5c3f7734fc6f63 .centered-text-area { width: 100%; position: relative ; } .u407ff754e9dd2ae8fa5c3f7734fc6f63 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u407ff754e9dd2ae8fa5c3f7734fc6f63 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u407ff754e9dd2ae8fa5c3f7734fc6f63 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u407ff754e9dd2ae8fa5c3f7734fc6f63:hover .ctaButton { background-color: #34495E!important; } .u407ff754e9dd2ae8fa5c3f7734fc6f63 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u407ff754e9dd2ae8fa5c3f7734fc6f63 .u407ff754e9dd2ae8fa5c3f7734fc6f63-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u407ff754e9dd2ae8fa5c3f7734fc6f63:after { content: ""; display: block; clear: both; } READ: Progressive Era EssayThe rather large feet with the stool the monkey sits upon maintains the balance it needs to remain upright. Anatomically, the monkey seems to have shorter legs, but this must be necessary for the totem pole to balance upon the stool even with its hunched back. The ears of the monkey are also significantly enlarged. In my research Ive found that one possibility this monkey might be preaching towards might be to the phrase See no evil, Hear no evil, Speak no evil, though this is quite unlikely.

How to Quit Your Job Professionally

How to Quit Your Job Professionally You’ve made plenty of mistakes; we all have. If you think about your entire career, the list can get pretty long. But there’s always the threat of making bigger mistakes, especially the kind you make by playing it just a little bit too safe. Are you feeling stuck in your job? Unsatisfied? Like the career you’ve always dreamed of keeps slipping further and further away? Convincing yourself to stay because it’s the path of least resistance can be the final nail in the coffin of your fulfillment.If you’re brave enough to take the leap and have decided to quit your job, remember these three things:Stretch OutIf you’re ready to make big, scary changes, you’re ready to be more flexible. In fact, you might have to be. Open yourself up to new positions and industries outside your comfort zone. Take a chance on yourself in the interests of your future.Pay it ForwardIf there’s something you don’t know how to do, something that†™s holding you back, take steps. Invest in yourself and in new skills that can take your career to the next level. A little passion and personal development now can pay off in the long run.Keep ConnectedYour current and past coworkers are the bottom of the pyramid. Maintain your relationships, build lasting connections, and never miss an opportunity to grow your network. You’ll never know when you will need it. The better you engage with your colleagues now, the better you’ll be equipped to engage with the people you meet in your next position.The bottom line is this: start behaving as though you already have your dream career, and it’ll be that much easier to step into it when you do find it.

Morale in the Workplace Essay Example | Topics and Well Written Essays - 2500 words

Morale in the Workplace - Essay Example In the workplace, employee morale can best be defined as the emotional state of a person or group as exhibited by confidence, cheerfulness, and overall willingness to perform assigned tasks. In today's business world, managerial professionals must come to recognize the psychological principles guiding human behavior. Oftentimes, the emotional needs of an employee are substantial drivers for motivation and commitment. If these needs are not sufficiently acknowledged, diminished commitment to long-term employment and decreased productivity are often the end result. Thus, the implication is for modern business leadership to recognize the employee as more than simply a paid laborer, but as a vital resource to securing business performance. As such, corporate management must consistently work toward mutually-beneficial peer/subordinate relationships and formulate methods to increase employee morale for the sake of preserving a harmonious, productive work environment. High employee morale can be linked to higher levels of corporate profitability as well as creating an effective, cohesive team of internal professionals who find adequate satisfaction with their job functions. Low employee morale can lead to substantially decreased motivation to perform as well as costing an organization substantial financial resources to combat high employee turnover rates. Esteem needs and self-esteem are universal human requirements, suggesting that every individual desire to feel important, needed, useful and respected.

Pimps up, ho's down Essay Example | Topics and Well Written Essays - 1500 words

Pimps up, ho's down - Essay Example In particular, the goal of the author was not to describe hip hop music or sexism, but to relate hip hop culture with the behavior of black women, especially in their response to the superiority of the black men. The book is a revelation of the worsening case of gender politics. Equally important, the Motivational Education Entertainment (MEE) Productions, Inc., a firm that specializes in research about urban and ethnic groups, also performed a study regarding the views of the Black urban youth on intimacy or sexual activity. The study was titled â€Å"This is My Reality: The Price of Sex: An Inside Look at Black Urban Youth Sexuality and the Role of the Media.† MEE was able to provide a picture of the present day value of sex to the black urban youth, who seems to have become unmindful of the consequences of sex. Apparently, the impact of hip hop culture to the lives of the younger generation has reached the point of affecting their relationship with the self, family, friends , and society. Hip hop is not only a trend, but a culture that is influencing the lifestyle of today’s younger generation. Thus, to a certain extent, because of its profound impact on the lifestyle of the young blacks hip hop culture created sexual abusers. The impact of hip hop culture on the lives of the African American youths is indeed profound to the extent that it is affecting their views about sex and relationships. In particular, the messages that are inflicted in hip hop music are often condemned because of expressing misogyny, or hatred towards women. Hence, the lyrics of hip hop music in it have encouraged the abuse of African American women through words that destroy their image in the society. The abuse of women has continued through the years, and this time not only through words but sexually and emotionally. The world sees movies that show Black women in strip clubs, and the adult entertainment industry obtains profit from this type of dirty business (Sharpley- Whiting 12). More and more men feed their illusion by making women object of sexual abuse. The worsening case of sexual abuse is already being manifested in the things people see in television or hear on the radio. With hip hop music going mainstream, it is no wonder why many adolescent black females are involved in sexual relationships (MEE 23), sexual relationships that bring them to the abuses of men at an early age. Males call their female sexual partners as the shorty while they call their other partner the wifey whom they consider for a long-term relationship (MEE 26). Thus, if one is the shorty better yet expect nothing more than sex. Apparently, hip hop is nowadays more than just a musical genre, for it has become a catalyst of change that influenced the black males to feeling that they are more superior compared to women and that women, at present, are vulnerable and easily deceive by their false promises. In relation to the abuses encountered by young black women in the so ciety, sexual violence, sexism, beat downs, sexual dishonesty and anti-lesbianism are some of the challenges that these women have to deal with in everyday life (Sharpley-Whiting 12). These female difficulties reflect how young black women are being maltreated by some men. However, because of the emergence of hip hop culture, these difficulties were made to appear as if it were a normal part of life (Sharpley-Whiting 12). The â€Å"patriarchal and misogynistic notions of manhood and masculinity combined with racism†

Conflict Management and Negotiation Critical Thinking Essay

Conflict Management and Negotiation Critical Thinking - Essay Example The essay "Conflict Management and Negotiation Critical Thinking" discovers the Negotiation Critical Thinking and Conflict Management. In the modern world, handling of conflicts constructively is one of the paramount challenges. Even with maturing humanities, technology and scientific knowledge understanding, not to mention a more educated population, damaging conflicts are still prevalent. When conflicts intensify, the parties reach impasses, and gradually end up hurting each other in the conflict progression. This may lead to psychological problems, personal relations break down and group fights. Nevertheless, even with such adverse effects, conflict management academics still hold that many conflicts are potential to integrative resolution means. As such, parties can reach a mutual satisfactory settlement if they determinedly search for it. In order to handle conflicts constructively, the conflicting parties must be willing undertake an integrative approach. Hence, they must look for evidence in relation to facts and interests. Accordingly, they should be able to creatively exploit that information to breed mutually satisfactory settlements. As a consequence, integration is a significant concept in the conflict management methodologies. It is used in relation to numerous features of the conflict management practice such as integrative potential, integrative outcome, integrative procedure and integrative purpose conduct and helps both parties to arrive at a win-win situation. Case Facts In the case at hand Peter Smith and his wife Catherine Smith became involved in contemporary art in the 1970s. Subsequently, Peter was invited to become a member of the MCA board of trustees which he agreed to and was prepared to donate more money to the $10000 the organization had earlier requested. In 1989, Peter was elected as the chairman of the board. On the other hand, Keith Schmidt was hired by the board to hold the post of executive director at the start of the same ye ar and this was because of his wide knowledge on matters related to museum management. However, these two executives were in constant conflicts mainly in regards to expansion and fund management. Peter was more conservative especially when it came to expansion while Keith was objected towards growth and he viewed Peter as a barrier. The peak of their conflict reached in November 1991 when the board chose to vote for Schmidt’s projects to rapidly expand the MCA against Peter opinion. After this eventuality, Peter and Catherine disappeared from the Chicago art community. In 1997 MCA was under the leadership of Peggy Fischer as the chairperson of the board while Schmidt was still the executive director of MCA. It came to the realization that MCA was under financial constraint since it

Looking At The Golden Age Of Hollywood Film Studies Essay

Looking At The Golden Age Of Hollywood Film Studies Essay The Great Depression was a depressing time of hardship. There were economic troubles, financial collapses, and agriculture declines, but that didnt stop the fun. There was music, radio, dancing, dating, and family time. Also in the 1930s, movies became popular to social classes. Movies provided the reassurance of the future. Movies gave glimpses of what could be, and fascinated the people of the rural life, which led movies to become popular in demand. As the world entered a depression, Hollywood entered its Golden Age. The first attempt to make a movie was by Thomas Edison in the late 1870s. After creating the phonograph, he got the idea of creating a device that would show pictures along with the sounds from the phonograph. Although it was not a success, the process enlightened and sparked the ideas of others. In 1903, the first real attempt to make a motion picture movie or story-picture was by Edwin S. Porter with The Great Train Robbery. After Porters first story-picture came the following of many more. Not long after, Harry Davis came with the idea of creating a place to show these story-pictures. He built the first nickelodeon or five-cent theater in 1905, which caused the rise of many others. The first Hollywood studio, Nester, was built in 1911 and was followed by many others. Story-pictures earned the name movies from the locals and provided work for the local community. The first actors were not named because as the studios predicted, they would demand higher pay. The revealing of actors and actresss names started after Florence The Biograph Girl Lawrences accident. Studios also assumed that an audience would not sit through a film any longer than a short film. This assumption was stopped by the movie Birth of a Nation, a 3 hour film about the civil war. When the 1930s rolled around, there were horror films, comedy films, drama films, mystery films, and musicals. The most popular were horror and comedy films. Horror films of the 1930s were alluring and extraordinary films. The ominous characters pulled audiences in with their creepy costumes and strange accents. Back then, horror was escapism of the tragic feeling of The Depression. People gathered in cinemas to be scared by mythical monsters of fictitious worlds. Three famous horror films are Dracula (1931), Frankenstein (1931), and King Kong (1933). All three were crowd favorites and today are classics that people still watch in awe. Comedy films provided a temporary escape from life. They left, and still today leave, joy and smiles on peoples faces with their normally happy endings. Slapstick comedy and screwball comedy were both popular in the 1930s. Slapstick comedy was a silent, physical, and visual comedy that included horseplay. The Three Stooges (1930), is an example of slapstick comedy. Screwball comedy was included in the romantic comedy genre. Screwball comedy also included slapstick comedy. Screwball comedy was sophisticated romance films that pinpointed the battle of the sexes. The Awful Truth (1937) and Bringing Up Baby (1938) are examples of screwball comedy. In the 1930s, Shirley Temple was an extremely popular child actor/star. People believe Shirley Temples popularity and fame came from the hope and entertainment she gave during The Depression. Shirley Temple played in The Little Colonel, Curly Top, Little Miss Marker, and Heidi. Two other famous child actors were Carl Alfalfa Switzer and Scotty Beckett. Alfalfa and Scotty were introduced to the world in Our Gang aka The Little Rascals, a comedy series. They were two of the most well-known child stars on the show. Both are still very popular today because of the modern film The Little Rascals. Judy Garland, Dorothy from The Wizard of Oz, was a famous actress from the 1930s. She started acted at the age of 2  ½ and worked her way up. She was the only actress that was signed by MGM without a screen test. Judy went on to be a not only an actress, but also a singer. She was very popular in the 1930s. A popular actor of the 1930s is Bela Lugosi. He played as Count Dracula in 1931 film Dracula. It was his signature performance on Broadway that was made a classic by Universal Studios. Both actors are remembered today for their lead roles in those popular classics. Movies have come a long way. They showed the glamour of high society life. Movies were great ways to escaped hardships. Movies were reassuring and everyone enjoyed them. Movies have become more and more popular throughout the time periods. Hollywood s Golden Age is over, but yet still growing. McLellan, Derek. The Birth of Motion Pictures : From the Slot Machine to the     Ã‚  Ã‚  Ã‚  Ã‚  Nickelodeon.  The Golden Age of Hollywood. N.p., 2007. Web. 10 May 2010. McLellan, Derek. The Early Years.  The Golden Age of Hollywood. N.p., 2007. Web. 10 May 2010. Horror Begins To Talk And Scream.  Horror Film History. N.p., n.d. Web. 10     Ã‚  Ã‚  Ã‚  Ã‚  May 2010. Dirks, Tim. Comedy Films.  Filmsite. American Movie Classics Company LLC, 2010.  Web. 10 May 2010 Shirley Temple, SuperStar.  MovieActors. N.p., n.d. Web. 10 May 2010. Carl Alfalfa Switzer 1927 1959 Hollywood Forever .  Cemetery Guide. N.p.,     Ã‚  Ã‚  Ã‚  Ã‚  n.d. Web. 12 May 2010. Garland Biography.  The Judy Room. Scott Brogan, 1999-2010. Web. 12 May 2010. Biography.  Bela Lugosi. Lugosi Enterprises. Pasadena Computer Works, 2006.     Ã‚  Ã‚  Ã‚  Ã‚  Web. 12 May 2010.

Telecommuting :: Essays Papers

Telecommuting I found this article to be of great interest to myself because my work and life has revolved around telecommuting for the past several years. As the article indicates, â€Å"a telecommuter is anyone who works at least part of the time at home, in their cars, from clients’ offices, and/or in hotel rooms and telephone booths.† Although the article is somewhat dated (1995 to be exact), I feel that what Robert Moskowitz wrote about telecommuting back in 1995 still applies today. When I chose to go to work for ADP-Automatic Data Processing several years ago, I already had some previous work experience as a telecommuter. At the time, I had no idea that my current position would actually transition itself to a telecommuting position or as I would like to call it now, â€Å"a virtual office position.† As a Software Implementation Consultant, I feel that a telecommuting position has been a viable solution for my employer, for my work responsibilities, and for my overall job satisfaction. With the help of hardware devices such as my laptop computer, pager, cellular phone, voicemail, etc., and software applications such as pcANYWHERE, MS-NetMeeting, MS-Project, MS-Internet Explorer, MS-Office, MS-Outlook, etc., I can accomplish everything from home-or anywhere else for that matter-than being in an actual home office. Because I can be reached during the workweek, virtually anyplace at anytime, and I can work pretty much anywhere at anytime, this requires a lot of responsibility, organization, and dedication to my company and it’s clients. Although it appears that I do have this flexibility in my current position, I do tend to be in my home office one or two times a week for meetings, personal contacts, etc. I feel this is still necessary, so that I don’t loose touch with the company and associates I work with at ADP. Finally, telecommuting has allowed me the independence without the direct supervision to become more productive in my position. I feel most people, including myself, would tend to be more productive if they didn’t have someone looking over their shoulder everyday. But I do realize it takes a special person with a good combination of a strong discipline and a strong work ethic to be an effective telecommuter. My Future: I am sure as technology advances, my current position as a telecommuter will become more efficient in the ways of doing business with my company and with my clients.

Anti-Corruption Drive in India

â€Å"Anna Hazare’s Leadership† and Anti –corruption campaign in India 16th august 2011, was a day of vanity in Indian history which has putted curiosity among most of Indians. Many of us coveted to be part of the activities happening all around in Delhi, a wish to join hands with Anna Hazare. It was really hard to believe that a tenacious soldier could turn into an anti-corruption crusader by brilliantly executing an amazing series of checks and counter checks, leading to eventual checkmate. It was great experience to see a charismatic leadership in role of Anna Hazare that’s effect was so much subliminal which has shaken the backbone of deep rooted corruption in this country. Two questions were striking. Why this campaign? & why we need Anna for this campaign? Do we desperately need a leader like M. C. Gandhi again, who can cave in a right direction? Why we forgot real Gandhi and His sacrifice? We only remember that â€Å"Note wala Gandhi† by Munna Bhai MBBS. When we go to any office, Office clerk ask us â€Å"bhaiya Gandhi ke darshan karaa do Kaam ho jayega†. This campaign under Anna’s leadership is purposeful in following dimensions. 1. Creating dominance against corruption The major force behind this campaign was creating environment against corruption, if we turn up with association of corruption, we formulate it asCorruption = Authority + Monopoly – Transparency Authority, we cannot ignore the fact that authority should be given to some peoples to govern. But intension to choose those peoples plays importance. When transparency enforces to choose authority outcome is better, if somebody an ets absolute authority to govern then, its’ clear that corruption would be there. ‘Absolut Authority, Absolute Corruption’. If only some people have the control over all the resources, resulting decisions become biased, certain group who hold the resources, drives monopoly. This campaign is about to include transparency in the society and system to prevent government, social and corporate corruption. 2. Promoting re ctitude among individuals As well said a civilized economy cannot ignore the social value of business and responsibilities towards society, and environment. This is what not happening in Indian Economy, to keep and realize â€Å"civilized economy† a strong need of moral rectitude is required. Inclusiveness of all sections of the society, participation of each class families in this campaign gives an indication to take forward that people should realize their responsibility towards others and make the system better by considering each spot transparent. 3. Optimism for clean Institutions Corruption has been deeply rooted in peoples’ day to day life. Even sometimes we take or give bribe and don’t realize it. It has been strongly associated with status in society, fast growth and richness. Such kind of environment leaves an honest person alone and hopeless. This campaign has created some hope of truth, honesty and evoked to clean social and corporate Institutions from corruption. 4. Uprising humanity A development can be sustainable and unsustainable. In India, development is taking place at cost of others that’s why the gap between rich and poor becoming wider. We feel proud when we look our GDP is growing around 8. 5 to 9. % per year, on other side we fall under that category where we have the world’s largest population below poverty line. Sustainability which comes with collective humanism, must be our intention in development process, only then we can be able to develop ourselves with providing space for others to develop. The development stature of Anna’s village depicts an example of sustainability and this campaign under his leadership is pointing towards susta inable development. Reference: 1. http://nvonews. com/wp-content/uploads/2011/10/anna-ram-rajya. jpg

People and Leadership

People and Leadership Abstract During the development of youth employment programs as a pilot project, the Department of Employment faced an issue associated with the ineffective leadership. The project failed because of problems with the work of the team. Several employees quitted participating in the project development after six weeks because of the overwork and exhaustion.Advertising We will write a custom case study sample on People and Leadership specifically for you for only $16.05 $11/page Learn More The analysis of the case demonstrates that the leader set unrealistic deadlines for the project completion, and the schedule was organized inefficiently. Moreover, there were no clear goals communicated to the employees to coordinate their work. The necessity to replace the employees who rejected to participate in the team made the leadership decide on shifting responsibilities, and employees spent much time for adapting to the work for which they did not have enough experien ce. In addition, they did not receive the necessary training. The informal leader of the team became to act as a manager, and his tasks contradicted the previously set objectives. As a result, the project was frozen. To address the leadership and management problems, it is planned to reorganize the project team with the focus on the scope of tasks and concrete goals. Thus, the number of high-skilled employees in the team needs to be increased. The followed leadership style should be improved with the focus on supportive or inspirational leadership. The proposed schedule and deadlines should be set depending on concrete objectives and the working potential of the staff. These actions are necessary to overcome the problematic situation and predict failures in the future. People and Leadership Case Study The development of new programs and policies is typical for such agencies as the Department of Employment. However, there are cases when the development and implementation of the progr am can fail because of the inappropriate leadership and management. The team working on the youth employment program faced a problem of completing the pilot project because the leader invited the unreasonable number of employees (6 individuals) for the 12-week project. The scope of the tasks was considerable, but there were only weekly meetings, and the final goal was not communicated appropriately. The leader avoided any additional discussions of the projects, but he encouraged the overwork. As a result, two employees quitted the team because of unclear tasks and the increased stress levels. This situation made the leader re-distribute the duties among new team members, but they were expected to demonstrate high results in a week to fit in the schedule. The productivity decreased because they had no enough skills, and no additional training was provided. The lack of communication and motivation from the leader made team members choose the informal leader and insist on freezing the project.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The discussed issues are important because they indicate how the ineffective planning and communication strategies selected by the leader can affect the success of the whole project because employees are stressed and not aware of the goals (Van Wart, 2014; Yukl, 2014).  The problem was in the fact that the pilot project developed by the team failed because of the leader’s impossibility to make effective decisions regarding the distribution of tasks among employees, planning, setting deadlines, and communicating. Therefore, it is important to propose improvements in the sphere of organizing the teamwork, planning tasks, appointing responsible persons, communicating with employees and motivating them. In addition to summarizing the issues in the case, this paper aims to present the analysis of the situation with the focus on the MORETOOLS framework and the leadership role in the project failure. In addition, the solution is proposed, and conclusions are made regarding the case importance for the future practice. The Analysis of the Case Mission and Purpose of the Agency The mission of the Department of Employment is to develop policies and implement programs that are effective to address the employment questions in Australia while creating the advantageous environments for employees. The purpose of the Department’s activities is to improve the current policies and develop new ones to address unemployment issues and protect the vulnerable categories of the population in terms of employment. As a result, the mission is to create the secure and socially friendly workplaces for the Australians (Australian Government Department of Employment, 2015). The mission and purpose are followed while planning and implementing any project oriented to reforming the current policy or proposing a new one. Objectives of the Manager Guided by the main agency’s mission, each unit of the department has its own management team, and it is responsible for developing concrete projects with specific objectives. The objective of a manager responsible for introducing new employment campaigns for the youth in Australia is to develop programs addressing the mission regarding the secure and advantageous environment and launch them within the fixed period of time. In the near future, the aim is to organize the work of a project team. Therefore, in the critical situation of the project failure, the leader of the unit and team is responsible for completing such short-term objectives as the reorganization of the team and the implementation of the new working strategy to achieve higher results and improve productivity (Felà ­cio, Gonà §alves, da Conceià §o Gonà §alves, 2013, p. 2140). The team reorganization is necessary to respond to such problems as the exhaustion, impossibility to a ddress the deadline, and low-quality outcomes of the project work. The manager’s long-term objective in this case is to create the single unit in the agency formed of experts in the area of the youth and employment.Advertising We will write a custom case study sample on People and Leadership specifically for you for only $16.05 $11/page Learn More Risks and Problems Focusing on the discussed project failure and such manager’s objectives as the organization of the team’s work to address schedules and high productivity, it is possible to prioritize identified leadership risks and problems in the following manner: The absence of the clearly communicated goal and adequate training sessions, team meetings, and discussions of the progress. Ineffective distribution of roles and tasks among the team members that leads to the employees’ exhaustion. The lack of the progress monitoring and coordination according to the observed success. Th e inappropriateness of the fixed schedule in relation to the scope of the project and tasks that lead to the inability to address deadlines. The performance of the leadership role by more than one team member. The failure of first pilot projects in relation to proposing the effective program in the sphere of youth employment within the fixed deadlines depends on the absence of clearly communicated goal of the project to guide the team members’ activities. Thus, the leader used only the formal approach to informing the team about the project goal. The ideas were shared and discussed during weekly meetings, the additional training was not provided, and the discussion of the progress was limited and irregular. Focusing on the theory of ethical and motivating leadership, the leader failed to demonstrate the supportive communication style to inspire employees to achieve higher results (Schyns Schilling, 2013). The employees lacked the opportunity to be informed of the short-term goals and progress, as well as to receive the additional consultation or guidelines.  In addition, the leader distributed the tasks and roles within the project team without referring to the employees’ position responsibilities. Certain team members were not skilled enough to adapt their knowledge to the new area and perform successfully. According to De Vries, Bakker-Pieper, and Oostenveld (2010), such persons experience much stress while adapting to new conditions and cannot demonstrate high results within the short period of time. The leader did not motivate employees to perform better in the new area because of failing to provide opportunities for training and adaptation (Schyns Schilling, 2013, p. 139). In this situation, the schedule was proposed without focusing on such risks as the inability to employees to complete tasks before starting the other project stage. As a result, the lack of the necessary monitoring and coordination led to failures in addressing the pr oject deadlines. The other important problem is the appearance of another informal leader as a result of the lack of the main leader’s communication with the team (De Vries, Bakker-Pieper, Oostenveld, 2010, p. 369). The absence of trust in the leader’s competence and success led to delegating some leadership responsibilities to the informal team leader at the final period of the project development. The reason is that feeling the constant stress, employees need support, and the informal participative leadership works better than the task-oriented formal leadership in this case.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More External and Internal Actors and the Environment While focusing on the approaches to reorganize the teamwork to complete the primary project effectively in contrast to the pilot ones, it is necessary to analyze the role of stakeholders in the process. The most influential actors are the staff of the Department of Employment. To address the problem and predict further failures, it is necessary to organize the collaboration of the team leader and the agency’s human resources coordinators who can provide the additional training for the team members in the context of the project (Yukl, 2014). In addition, the reorganization of the current team leads to inviting other professionals working in the Department to complete set tasks with the focus on their expertise and skills. The external stakeholders include the youth because the project is developed to address their needs and the social organizations working with the young people. It is important to plan more time for analyzing th e statistical information regarding the situation in the sphere of youth employment and collaborate with the Bureau of Statistics. Tools and Constraints The observed project failure can be analyzed in terms of contributing tools and determined constraints. One of the most important tools contributing to the project success is the skilled employees (Van Wart, 2014). The employees were skilled enough in their particular areas, but they needed the additional experience to work in the areas determined by the leader. As a result, the potential tool became discussed as a constraint. At the current stage, the available tools include the required number of the high-quality employees, the availability of the skilled workforce, and the increased funds for the project completion. However, barriers to the project improvement and the reorganization of the team are still significant. The observed constraints include strict deadlines, lack of the training, lack of the set time for employees meetin gs, and underdeveloped communication channels. If a leader fails to overcome barriers with the focus on the available tools, the primary projects can also fail. Opportunities In spite of being associated with a crisis in the leadership, the discussed situation provides many opportunities for the manager to develop the new model of the work in the agency. The reorganization of the teamwork associated with projects in the concrete sphere leads to the development of the specific working model or pattern that improves the performance and increases the productivity of the staff. If a new proposed strategy for managing the project is effective enough, the small number of the skilled employees can complete the larger number of tasks within the limited period of time (Felà ­cio et al., 2013). The leader needs to organize the work of the team in such a way that this team can serve as the expert team for providing consultancy in further similar projects to decrease the time and costs associa ted with the training of other employees. Outcomes and Elements of a Stable Solution To achieve the efficient solution to the determined problem associated with the project failure in the agency, it is necessary to focus on the outcomes of the proposed solution to discuss it as stable and sustainable: The team working on the development of programs comprises out of the adequate number of employees that is correlated with the scope of the project. 80% of assigned tasks are completed at the high-quality level. The productivity of the team increases by 25%. The team works according to the stated schedule, and delays decrease by 30%. The leadership is effective, and the monitoring of the project progress is regular. The degree of cooperation between employees representing different project teams and units of the Department increases by 20%. The level of the stress in employees decreases by 25%. These outcomes of the solution are identified as important because the discussed aspects le d to the failure of pilot projects, and the planned reorganization is aimed to address these issues. Long-Term Improvement The improved approach to organizing the team regarding its size and responsibilities will lead to optimizing the work of the staff and reducing associated costs. Thus, the increases in funds can be required only for the additional training of employees and their compensation. The other long-term benefits include the changes in the approach to the leadership in the organization. It is important to focus on developing the role model of a leader who is flexible, emotionally involved, motivating, communicable, and decisive (Yukl, 2014, p. 121). The currently followed task-oriented leadership style is not appropriate, and the reorganization of the teamwork can also lead to shifting to the supportive and even inspirational leadership styles (Van Wart, 2014). In addition, the long-term improvement involves the enhancement of the work with external stakeholders with the focus on building partnerships with social organizations oriented to the youth well-being and development. Strategies for Actions To solve the identified problems and address the future risks in leadership and management of projects on the subject of youth employment, it is necessary to formulate the clear steps for the solution implementation. The first step is contacting the HRM team, unit leaders, and project coordinators for forming the working team that will include the increased number of skilled employees with the expertise in the sphere of youth and employment programs development. It is also necessary to discuss the opportunities for the training sessions.  The second step is the actual formation of the working group. Those persons who worked on the pilot projects need to be invited to work further. Those employees who experienced the stress and problems in communicating with the leader needs to be replaced with the representatives of other units to increase the workforc e potential. Only high-quality professionals are expected to be invited for the work. This approach guarantees the reasonable distribution of tasks among team members. The third step is the identification of the communication channels to share ideas, visions, tasks, and feedbacks. It is necessary to plan not only weekly meetings but also face-to-face sessions and e-mail reports, as well as training sessions. The next step is the development of the realistic schedule for achieving the goal and completing concrete tasks. It is important to take into account the time for training, meetings, completing tasks, coordinating tasks, revising, and addressing possible barriers while planning the schedule and setting the deadline. The tough deadline is one of the main constraints for this project. Thus, the effective leader needs to develop the schedule while addressing the objectives and responding to the real work potential of the team without leading them to the burnout (Schyns Schilling, 2013). Another point is the correlation of the available workforce and deadlines with the proposed funds. The distribution of resources should depend on the project goals and the number of involved employees. When the communication channels are determined, and the schedule is set, it is important to motivate employees to work at completing tasks for achieving the concrete goal. Therefore, the next step is the building of the cooperating team during the first weeks of the project through the effective communication and supportive leadership. This step also includes the building of partnerships with social organizations and the Bureau of Statistics to receive the outdated information on changes in the sphere.  Ã‚  It is also important to address such constraints as the set short deadlines for projects and destructive leadership. The deadlines need to be set with the focus on the scope of tasks and its priority for the Department. The manager demonstrating the destructive leadership techniques needs to be replaced with the other person, who was discussed as the informal leader during the development of pilot projects (Schyns Schilling, 2013, p. 139). The range of tasks can be delegated according to the partnerships agreement with social organizations and the Bureau of Statistics. Assessment of the Potential for Success The effectiveness of the proposed strategy needs to be assessed in order to guarantee the completion of long-term goals. In this context, the assessment should include the following steps: the weekly monitoring of changes in the team workers’ quality of work and stress levels; the weekly monitoring of the achievements within the set schedule; the monthly monitoring of the performance and progress of the project implementation; evaluations of the individuals’ work with the focus on personal performance assessments. It is important for a leader to evaluate the employees’ attitudes to the work regularly in order to predict po ssible risky situations. Conclusion The Department of Employment faced a problem of developing the effective youth employment programs because the first pilot project failed to be appropriately developed and implemented by the project team. The analysis of the case demonstrated that the problem was in the destructive leadership techniques followed by the manager. As the result of the ineffective leadership, employees had to share responsibilities for which they did not have enough experience; they was not properly informed of the project goal and trained; they suffered from the tension to complete the unrealistic deadlines; and they chose the informal leader among them to address the stressful situation. In order to address similar problematic cases, it is necessary to reorganize the working team according to the project scope and goals. In addition, the selected project leader should follow the supportive or even inspirational leadership style to build a team that can effectively w ork to address the agency’s mission and develop secure and advantageous employment programs for the population, including your people. This case study analysis is important to refer to while discussing similar issues associated with the ineffective leadership, when a leader ignores interaction with the team, cannot communicate the objectives, cannot analyze the project scope, and determine what resources are required to achieve the goal. Moreover, this case study is an example of the leadership that cannot motivate employees, leading to their dissatisfaction. References Australian Government Department of Employment. (2015). De Vries, R. E., Bakker-Pieper, A., Oostenveld, W. (2010). Leadership = communication? The relations of leaders’ communication styles with leadership styles, knowledge sharing and leadership outcomes. Journal of Business and Psychology, 25(3), 367-380. Felà ­cio, J. A., Gonà §alves, H. M., da Conceià §o Gonà §alves, V. (2013). Social value an d organizational performance in non-profit social organizations: Social entrepreneurship, leadership, and socioeconomic context effects. Journal of Business Research, 66(10), 2139-2146. Schyns, B., Schilling, J. (2013). How bad are the effects of bad leaders? A meta-analysis of destructive leadership and its outcomes. The Leadership Quarterly, 24(1), 138-158. Van Wart, M. (2014). Leadership in public organizations: An introduction. New York, NY: Routledge. Yukl, G. (2014). Leadership in organizations. New York, NY: Prentice Hall.

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