Flags of All Countries
Flags hold a personal fascination for me. On the World Wide Web, “Flags of all Countries” made me sit up and take notice. This site can be found at www.immigration-usa.com/flags/. I have written of certain flags and the memories they invoke in the past. Who would have thought so much information could be packed into a site that at face value is about rectangular pieces of fabric?
Even though I did no research of my own into this area, the site seemed factual and well documented. Flags of all Countries chose as their “Web Master” noteworthy ITA, or Information Technology Associates. This company specializes in geographic references, web design, software, and domestic and international flags. ITA is a company that strives to help people by making information available. They sell software to immigrants, the United States government, foreign governments, large corporations, hospitals, and to interested individuals. With such a broad range of consumers, ITA has established a reputable, trustworthy reputation.
Photius Coutsoukis, a man known and rewarded for his online translators and online stores, founded Information Technology Associates in 1994. From that date the company blossomed from an education site for United States immigrants to a software boutique, e-merchant, and a major Internet publisher. All this information contributed to the credibility of the “Flags of all Countries” site.
“Flags of all Countries” is also very user friendly. Every contemporary country in the world is listed. Each country listed is a link to either a list of the states in that country or the flag of the country itself. This list is located in the visible center column where it is easily accessible. The site also has links located on a column on the left side where the user can find the symbolism and brief history of each flag, or bring up “quick-maps” of any and all countries. Also available is information on immigration and general facts about the specific countries listed. There is so much information offered it appears impossible to exhaust.
This site also gives the user an opportunity to easily paste any of the flags on a personal web page.
Situational leadership is a theory which was designed in 1969 by Paul Hersey and Ken Blanchard. The “contingency theories of leadership” states that a leader’s effectiveness is dependent on their behaviours in relation to different situational factors. Thus, situational leadership theory, relates to how a leader 's effectiveness is depend on their ability to adjust their leadership behaviour to the required level of the “followers” capability or if the situation is modified.
In October 1939, the Nazis established the first ghetto in Piotrkow Trybunalski, Poland. During the course of the holocaust, the Nazis set up over one thousand ghettos. All Jews were forced out of their homes, leaving most of their possessions behind, and put into ghettos where they were held prisoners. Some ethnic groups w...
According to this theory great leaders are born, not made. These great leaders have inherited few or several favorable traits which distinguishes them from common people. For example, Napoleon, Mao-se-Tung are considered to be natural leaders, who have had all qualities of leadership built-in them(Biju 2010). The great man theory notion has been used for the first time by Carlyle in his article on heroes, he has defined the leader as someone gifted with a set of an exceptional qualities which capture the minds and souls of the public(Carlyle 1993).
Relation Between Styles and Situations: This is the concluding component of Fiedler’s contingency representation, wherein he discussions the connection linking the circumstances and the suitability of leadership design. In accordance to Fiedler’s representation, the leadership efficiency is contingent on the circumstances, while one approach benefiting one condition may not automatically be applied in another. Consequently, it is the circumstances that provide an opening for the leader to encourage their underlings through the appropriate style of leadership technique. (Business Jargons, n.d.)
Thomas Carleyle, an influential Scottish historian, is given credit for the dictum: “the history of the world is but the biography of great men”. We can easily relate to Carleyle’s view since specific examples of men who seem to have changed the course of history come readily to mind de Gaulle, Hitler, Jesus Christ, Lincoln, Alexander the Great, Napoleon, Lenin, and Martin Luther King. Winston Churchill, a man who for many personifies the great man, is the main subject of a recent book, the great man. On a less grand scale, there have been great man leaders in business and industry Rockefeller, Carnegie, Ford, Mellon, Gould, Sloan and Harriman.
Beginning in about 1950, the emphasis in leadership research shifted from the trait approach to the situational approach. In 1948, Ralph Stogdill survey of trait research concluded there were no universal leadership traits. In 1949, J.K. Hemphill published a book focusing completely on the situational factors in leadership. Thus, a new emphasis came into leadership research, not on whom or what the leader is, but on where leadership occurs and the condition under which it occurs. A corresponding de-emphasis on personality variables accompanied the new emphasis on situational factor.
It holds that various situations require different leadership styles to result in effective outcomes. According to this school of thought, it is the assessment of the competence, as well as the commitment of the leader’s subjects that makes the whole practice a success. As a result, a leader should access the two factors before deciding on either directive or supportive form of management.
There are four styles of leadership, the first is the autocratic leader. This leader makes all the decisions and the followers have no freedom to disagree. For example, musicians in an orchestra. Another leadership
The leadership is a result of a combination of traits, with special emphasis on the personal qualities of the leader, which he should possess certain personality traits that would be special facilitators in leadership performance. This theory shows that leaders are born as such, there is no likelihood of 'making' them later with personal development techniques.
The behavioural theories came in reaction to the trait leadership theory. These theories are offering a new perspective which focuses on the behaviours of the leaders as opposed to their mental, physical or social characteristics. Thus, with the evolutions in psychometrics, notably the factor analysis, researchers were able to measure the cause and effects relationship of specific human behaviours from leaders. From this point forward anyone with the right conditioning could have access to the once before elite club of naturally gifted leaders. In other words, it believes that leaders are made and not
2.various materials supplied by the leader who makes it clear that he or she would supply information when asked. Takes little part in work discussion.
Leadership has been described as a “complex process having multiple dimensions” (Northouse, 2013). Over the past 60 years, scholars and practitioners have introduced a vast amount of leadership models and theories to explain this complex field and examine its many perspectives. Numerous leadership theories and models have attempted to define what makes a leader effective. From the early 1900s, the trait paradigm dominated leadership literature, focusing on inherited traits of leaders and suggesting that “leaders are born, not made”. However, during the 1950s, the trait approach lost enthusiasm as focus shifted to the behavior of leaders. Similar to the trait theory, the behavioral paradigm was based on general effective leadership behaviors
You show sensitivity to individual team members ' needs. This leadership style is best when tasks are repetitive or stressful.
Trait theories are theories that consider personal qualities and characteristics that differentiate leaders from nonleaders." Early results aimed at confirming this theory were inconclusive. Many research studies were conducted and each identified key traits supposed to differentiate leaders from nonleaders. The problem is that they didn't get the same results, thus failing to discover common traits, which should have shown in each research study. When applying the Big Five Personality framework (extraversion, agreeableness, conscientiousness, emotional stability and openness to experience) to the study and research of leadership traits, results were more encouraging. They showed that the most important trait for leaders was extraversion. Still, this founding sh...
In this paper I will look at the four major leadership styles, their characteristics, advantages, disadvantages, and in what situations a particular leadership style is desired. Additionally, I will look at my leadership style and how I acquired this style throughout my career.