Personal and Profesional Development Essay Example | Topics and Well Written Essays - 1000 words

Personal and Profesional Development - Essay Example 8). In this regard, it has been established that employees who are highly motivated tend to be more productive at work which translates to positive gains for the company. On the contrary, employees who are less motivated or who have low morale tend to be less productive. The conclusion that the employees of Talk Team UK are demotivated or have no morale is based on the signs that they exhibit. Human resource experts note that some of the main signs that show that employees are not motivated or have low morale include: a plunge in productivity; the production of low quality work; higher rates of absenteeism; and higher turnover (Levine 1990, p. 89; Michael Page 2014). It is evident that employees of Talk Team UK suffer low motivation by the fact that the company’s profits are falling by the day; the company is experiencing high employee turnover; and poor quality work is a common phenomenon especially toward the end of the working shift. The issue of low employee motivation is best tackled by addressing the root causes of the problem. Some of the root causes of low employee morale at Talk Team UK relate to pay, benefits, rewards, non-appreciation, lack of communication between workers and managers, and perceived lack of growth opportunities. I n a bid to tackle the issue of low motivation among employees, Talk Team UK will have to institute a raft of measures that specifically target the root causes of the problem. These measures will be discussed in the following section. One of the strategies that Talk Team UK will apply in improving the situation of the company is by revising its reward strategy. Studies show that different kinds of rewards impact on employees in different ways. While some rewards boost intrinsic motivation, others boost extrinsic motivation among different employees. Evidently, the company currently gives most employees a constant

Poverty and pollution Case Study Example | Topics and Well Written Essays - 1250 words

Poverty and pollution - Case Study Example Ethical implications of businesses polluting in a third world country The world is ever concerned about the impact of business on the environment. A firm dealing with manufacturing operations must put into considerations how they operate. All business enterprises are not only responsible for ensuring sufficient ecological safety precautions, but are also liable for faults under their watch (Have & Henk, 2006). Doing business in a third world country requires a consideration that most nations do not have standards for environmental safety. In the current social and political climate, firms associated with polluting the environment in third world countries may face severe consequences especially in the American media. Everyone hates being associated with dumping chemicals into a water source and thus a company should consider integrity and ethics in running its business. Business ventures have an obligation to avoid damaging the surroundings in ways that affect human life in a negative way. In most cases, exocentric and anthropocentric interests overlap. For instance, water, air, and toxic waste pollution, release of fluorocarbons, and excessive carbon dioxide equally affect humans and environmental collections. When businesses are found guilty for polluting a certain environment in a third world nation, a number of corrective measures may be open to them. For example, they may be required to restore a stream, which is a costly procedure, or they may compensate a community for living near a polluted stream. This may be less costly. Businesses polluting in a third word country should be automatically bound to environmental regulations required by the nation’s law. If companies fail to respond appropriately, they may seem uncaring and arrogant, which harms both their reputation and human life (Callan &Thomas, 2007). Reasons why a business may conduct operations in a third world country and disregard any standards of pollution control Operating a business in a third world country may mean that the poor citizens pay the price of pollution caused by the operations of the business. The health-impairing pollution costs depend on the revenues relinquished from more injuries and deaths. The economic rationale behind polluting in a third world and ignoring the pollution control standards may be viewed by such companies as flawless. Another reason is that, pollution increases with disproportionate pollution costs. Everyone values a tidy environment when their incomes increase. If it balances with other needs, costs of pollution in developing countries fall. A business may disregard the pollution control measures to eliminate the restrictions that protect the citizens of that country in order to increase protection for business interests. Standards of commerce for health, environmental, or other social welfare may be strictly challenged or limited. By ignoring the right to condition investment on certain pollution control standards like redlinin g neighborhoods, a country may damage the control or power that it had to a certain business behavior, and thus allowing it to continue with its operations no matter the consequences. After all, imposing public social and environmental costs like toxic dumping is a way for firms to boost their profits. Consumers, communities, and workers in a third world country lose; short-term gains soar and complex ventures â€Å"wins.† Pollution is the price for progress Since environmental policies often involve trade-offs, there should be a balance between cots and profits. The greatest cause of depression in many countries is poverty. It is only by economic development that people can be lifted out of poverty. However, if economic growth signifies progress, then logical environmental policies are necessary for lasting economic growth, or at least environmental protection and progress are compatible. Environmental pollution can limit economic growth and the health impacts of pollution i n a nation’

Kingston-Galloway Neighborhood and Its Peculiarities Assignment

Kingston-Galloway Neighborhood and Its Peculiarities - Assignment Example It must be underlined that â€Å"the population of Kingston-Galloway is 28,042 people† [Hayes D., 2008] in their diversity of nationalities.  On the one hand, Scarborough is one of the most beautiful, green and livable territories in Toronto. Consequently, Kingston-Galloway neighbourhood as its part can be recognized as a good place to give birth and raise children. On the other hand due to the settlement of the black, Hindus, Tamils, and the crime situation it is not attractive to stay there (although the white live in the district too). So the result is that such surroundings are not able to be a priority to encourage people to do their best in rising of a population. As for the statistic data given readers by workers of the University of Toronto, Deborah Coven and Vanessa Parlette (they both were active in community projects in Kingston-Galloway for five years), Kingston-Galloway â€Å"had a population of 31,715 in 1971, and 40,846 in 2006† [Cowen D., Paulette V., June 2011] in comparison. Furthermore, we can analyze the percentage of population growth up during these years which is small - 7 % in 1971 and 11% in 2006 respectively. Probably a certain effect has a bad level of life in this district. The figures speak for themselves - Kingston-Galloway has â€Å"†¦the highest concentration of subsidized housing in all of Ontario, 42% of all families with children are lone-parent families – much greater than the Toronto average† [Shark S., 2009]. All these facts depict not so optimistic financial situation in the neighbourhood. When people have good living conditions and confidence in the future they can afford themselves to have children. As we see there is no positive picture in this aspect in Kingston-Galloway. Moreover, the statistics say that household income has dropped 35% from 1971 till 2006 years. Still, there is some successful tendency in the development of social life norms in Kingston-Galloway. The main achievement is the organization of the Storefront, an interaction group which consists of service providers and people of the district.  Ã‚  

Poverty and pollution Case Study Example | Topics and Well Written Essays - 1250 words

Poverty and pollution - Case Study Example Ethical implications of businesses polluting in a third world country The world is ever concerned about the impact of business on the environment. A firm dealing with manufacturing operations must put into considerations how they operate. All business enterprises are not only responsible for ensuring sufficient ecological safety precautions, but are also liable for faults under their watch (Have & Henk, 2006). Doing business in a third world country requires a consideration that most nations do not have standards for environmental safety. In the current social and political climate, firms associated with polluting the environment in third world countries may face severe consequences especially in the American media. Everyone hates being associated with dumping chemicals into a water source and thus a company should consider integrity and ethics in running its business. Business ventures have an obligation to avoid damaging the surroundings in ways that affect human life in a negative way. In most cases, exocentric and anthropocentric interests overlap. For instance, water, air, and toxic waste pollution, release of fluorocarbons, and excessive carbon dioxide equally affect humans and environmental collections. When businesses are found guilty for polluting a certain environment in a third world nation, a number of corrective measures may be open to them. For example, they may be required to restore a stream, which is a costly procedure, or they may compensate a community for living near a polluted stream. This may be less costly. Businesses polluting in a third word country should be automatically bound to environmental regulations required by the nation’s law. If companies fail to respond appropriately, they may seem uncaring and arrogant, which harms both their reputation and human life (Callan &Thomas, 2007). Reasons why a business may conduct operations in a third world country and disregard any standards of pollution control Operating a business in a third world country may mean that the poor citizens pay the price of pollution caused by the operations of the business. The health-impairing pollution costs depend on the revenues relinquished from more injuries and deaths. The economic rationale behind polluting in a third world and ignoring the pollution control standards may be viewed by such companies as flawless. Another reason is that, pollution increases with disproportionate pollution costs. Everyone values a tidy environment when their incomes increase. If it balances with other needs, costs of pollution in developing countries fall. A business may disregard the pollution control measures to eliminate the restrictions that protect the citizens of that country in order to increase protection for business interests. Standards of commerce for health, environmental, or other social welfare may be strictly challenged or limited. By ignoring the right to condition investment on certain pollution control standards like redlinin g neighborhoods, a country may damage the control or power that it had to a certain business behavior, and thus allowing it to continue with its operations no matter the consequences. After all, imposing public social and environmental costs like toxic dumping is a way for firms to boost their profits. Consumers, communities, and workers in a third world country lose; short-term gains soar and complex ventures â€Å"wins.† Pollution is the price for progress Since environmental policies often involve trade-offs, there should be a balance between cots and profits. The greatest cause of depression in many countries is poverty. It is only by economic development that people can be lifted out of poverty. However, if economic growth signifies progress, then logical environmental policies are necessary for lasting economic growth, or at least environmental protection and progress are compatible. Environmental pollution can limit economic growth and the health impacts of pollution i n a nation’

The treatment of bulimia with psychoanalysis Research Paper

The treatment of bulimia with psychoanalysis - Research Paper Example ...17 4.1 Recommendations†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦....17 References ABSTRACT This paper was based on literature review and it explored many available research papers evaluating the effectiveness of psychodynamic psychotherapy for the treatment of the eating disorder, bulimia. It was found as a result of a thorough review of available relevant material in different authentic research journals, that psychodynamic therapy is quite effective in treating bulimic patients, psychodynamic therapy is not an easy form of therapy and the psychologist attempting psychoanalysis of a bulimic must be well equipped to handle the transference phase effectively. Finally, CBT is a quicker option in treating bulimic adults, but the results of CBT are not temporally stable as compared to those of psychodynamic therapy. There is need of more research to test and compare t he effectiveness of psychodynamic therapy when integrated with CBT for treatment of bulimia. INTRODUCTION This paper attempts to review the effectiveness of psychoanalytic techniques used for successful treatment of the eating disorder, bulimia. Psychoanalysis involves various treatment methods that can be used for treating bulimia. This paper will explore and evaluate different psychoanalytical techniques available for treating bulimia with regard to effectiveness. Relevant literature will be thoroughly searched for any evidence of comparative effectiveness of two or more psychoanalytical treatment methods with patients of bulimia. The literature search will be followed by a discussion and the paper will conclude with a summary of the findings. 1.1 The Psychodynamic Approach to Psychology   The first proper theory of human psychology surfaced in the 1800s. Sigmund Freud is the neurologist and proponent of this theory and school of thought namely the psychodynamic approach. The fo under of this school of thought divides human mind into three components: the conscious, unconscious and pre-conscious (Burger, 2008). The conscious consists of the awareness zone and contains thoughts of which one is aware. The thoughts in the pre conscious mind are not readily available, but can be retrieved easily. The last part, namely the unconscious makes up the major part of human mind and is of great interest to psychoanalysts. According to Freud, thoughts in the unconscious are the key to understanding one’s personality and these can only be brought to the conscious mind in certain extreme situations (Burger, 2008). According to the structural model of personality, psychoanalytical school of thought believes in existence of id, ego and super ego. The id is the psychic representative of drives; ego is the component which deals with the ‘relation’ functions of humans and their environment while the super ego consists of the moral precepts. Other main conce pts of the psychoanalytical school of thought include defense mechanisms that humans use to deal with conflict (Brenner, 1973). Sigmund Freud was the founder of this school of thought but it hasn’t died with his death. There have been many changes and advancements in the theory and therapy of psychodynamics and it is accepted

Bread & Roses Essay Example for Free

Bread Roses Essay â€Å"It is bread we fight for, but we fight for roses too. † This quote, originally in a poem written by a man named James Oppenheim, embraced a fierce social movement created by large number distraught textile workers who eventually created what we now know as the â€Å"Bread Roses Strike†. This strike proudly showed the lengths one working under such unruly conditions would go in order to achieve respect, better working conditions, and enough food to feed their families. The book, â€Å"Bread and Roses†, written by Bruce Watson, is a novel concerning textile workers living in Lawrence, Massachusetts in the year 1912. Potential workers flocked to the city of Lawrence to better their lives, many of which soon realized posters and advertisements beckoning them to join in and share the city’s wealth did not prove to be as true as they claimed. Bruce Watson illustrates the working conditions of textile workers during this time period and proves as a reminder that during times of struggle, you gain your rights. Effective January 1, 1912, a new law was passed reducing the numbers of hours one could work. The workers wouldn’t have had a problem with this reduction if there was no cut in pay, but there was. That seemingly small pay cut, for multiple families, proved to become a financial splinter in their lives as they struggled day after day to keep food and warmth circulating throughout their already-small homes.

Relevant leadership theories in relation to Steve Jobs

Relevant leadership theories in relation to Steve Jobs Introduction The topic of leadership has continued to be a subject of interest in the modern world both from practitioners as well as academics and the extensive research for decades has not exhausted the topic (Bennis W. , 2007). Leadership has an influence on all the facets of business. Organizations are often successful because of the set of relationships existing between the leaders and the followers. Through this essay efforts are made to apply relevant leadership theories in relation to Steve Jobs, CEO of Apple Inc, one of the most commended leaders of recent times. An attempt is made to evaluate Steve Jobs leadership style using the following theories Hersey-Blanchard Situational Theory (Hersey Blanchard, 1988), Transactional Leadership (Bass, 1985; Adair 1990), Transformational leadership (Goodwin, Woffard Whittington, 2001; Tichy Devanna, 1986; Yammarino Dublinsky, 1994, Bass, 1990)theory will be used. After reviewing the literature on leadership theories relevant to this case study, based on the frameworks it will be argued whether Steve Jobs can be considered as an effective leader. Literature Review Today leadership is the one of the most known management topic at the same time attempts to understand still represents a challenge. A single definition cannot encompass many aspects of leadership (Bennis Nanus, 1985:4; Pfeffer, 1977; Kenny Zaccaro, 1983; Lord, DeVader, Alliger, 1986; Kirkpatrick Locke, 1991). The various theories of leadership help to solve somewhat the ambiguity of the definition . One of the reason for popularity to the leadership topic is that leaders action or inaction can effect people, not only in the success of an enterprise, but also in social field i.e.a group, an organization or a larger entity or a nation. (Hollander, 1992) The review of literature shows the concept of leaders trait and characteristics in the earlier studies of leadership {Bass (1990); Curphy, and Hogan (1994);S. A. Kirkpatrick and Locke (1991) ; Kenny and Zaccaro (1983); Zaccaro, Foti,et al., (1991) ; Ferentinos (1996); Howard and Bray (1988)} and later theories considering various contextual environment of leadership along with the followers (Hollander, 1992). The research on leadership has evolved from the great man theory to the trait theory to behaviourist theory to Situational theory to contingency theory to transactional theory and to transformational leadership (Bolden, Gosling, Marturano, Dennison, 2003) Hersey Blanchard situational theory (McKenna E. , 2000) This model adopt consideration to relationship and task behaviour . It extends these two dimensions of leadership to four styles i.e. tell, sell, participation, and delegation. Maturity consists of two parts-job maturity and psychological maturity. Job maturity relates to technical knowledge and task-relevant skills. Psychological maturity relates to feelings of self-confidence and ability, peoples willingness to take responsibility for directing their own behaviour. Emphasis is placed on matching a style of leadership to the maturity of subordinates, and this relationship is important in determination of leadership effectiveness (Hersey Blanchard 1982). Tell : A task oriented and directive style where highly immature subordinates would be told what to do. Sell: A relationship oriented style where Subordinates on the low side of maturity, would be persuaded that a particular course of action is the most appropriate. Subordinates on the high side of maturity will be treated with a certain amount of consideration and support would be allowed to Participate in decision making . Delegation: where subordinates, highly mature will be considered capable of exercising self-direction and self control, and a high degree of autonomy. Most important in Hersey and Blanchards theory is the focus on truly situational nature of leadership and their recognition of the need for behaviour flexibility on the part of the leader (Yukl, 1981). Barrrow (1977) and Yukl (1981) argue that though the model is prescriptive for measuring leader style, style range, and effectiveness it merits much less favourable evaluations. The concept of task-relevant maturity that has been conceptually ambiguous. According to a study by Graeff (1983), it has internal consistency problems, substantial conceptual contradiction, problems with the conceptual definition of relationship behaviour and inconsistent arguments regarding the appropriateness of participative decision making contribute. Transactional and Transformational Leadership Transactional leadership occurs when one person takes the initiative in making contact with others for the purpose of an exchange of something valued; that is, leaders approach followers with an eye toward exchanging (Burns, 1978) In transactional leadership, leaders gain control of their subordinates through praise, intimidation and coercion. The transactional leader specifies the standards for compliance, and may punish followers for being out of compliance with those standards (Bass Avolio, 1997). Transactional models of leadership emphasize the implicit social exchange, or transaction, that exists between leader and followers as a feature of effectiveness. This transactional approach emphasizes a more active role for followers, with the potential for two-way influence, rather than coerced compliance (Hollander, 1992) According to Bryant (2003) Consequence of transactional leadership workers are not motivated to give anything beyond what is clearly specified in their contract. Workers may also choose to utilize their excess brain capacity by consulting or starting their own business if they are not challenged and rewarded for extra effort in the firm. The transactional leadership theory is known for its in-ward looking and self-satisfying feel, known to be most appropriate for a culture with stable conditions. (McKenna E. , 2006). Burns (1978) idea of the leader as a transforming agent has been applied to organizational leadership by Bass (1985) and Bennis and Nanus (1985) especially as a source of exceptional performance. The essential point is that the leader strives to go beyond the bounds of the usual to bring about a change in followers thinking that will redirect their action(Fiedler House, 1988). The central concept in transformational leadership theory is change and the role of leadership in envisioning and implementing the transformation of organisational performance (Bolden, Gosling, Marturano, Dennison, 2003) Transformational leaders create an atmosphere conducive to knowledge creation, sharing and exploitation. In particular, by using charisma, encouraging intellectual development and by paying individual attention to workers, transformational leaders motivate their workers to create and share knowledge. Transformational leaders inspire workers on to higher levels of innovation and effectiveness.(Bryant, 2003) Transformational leadership has been shown to have a positive relationship with performance.(Lowe, Kroeck, Sivasubramaniam) Despite the support that transformation leadership theory received there are still weakness which is identified by Yulk (1999) that is the transformational behaviours are found to be missing in Bass (1996) which are identified as inspiring (infusing the work with meaning), developing (enhancing follower skills and self-confidence), and empowering (Providing significant voice and discretion to followers). Authors (Bass 1985, 1996 ; Pawar Eastman, 1997; Pettigrew, 1987) are of the view that the situational variables which are missed may increase the likelihood of transformational leadership or moderate its effect on followers. Transformational leadership theory can have several detrimental consequences for the organisations as identified by (Harrison 1987; Stephens, DIntino, and Victor (1995); Porter, L. W., Bigley, G. A. 1997) first is that followers transformed to high degree of emotional involvement which makes them burn out their long-standing stress secondly, was being biased toward the top management, customers at the cost of others of the employees thirdly, different leaders with competing visions can create role ambiguity and role conflict. Bass and Steidlmeier (1999) argue that transformational leadership is unethical, it may appeal to emotions rather than to reason and it lacks the checks and balances of democratic discourse and power distribution. Yulk (1999) argues that the theory deals primarily with the leader follower behaviour and has given less attention at the group and organisational level. Part three Background to Case Study Critical Analysis In the late 1970s, Jobs, with Apple co-founder Steve Wozniak, Mike Markkula, and others, designed, developed, and marketed one of the first commercially successful lines of personal computers, the Apple II series. Steve Jobs is the CEO of Apple, which he co-founded in 1976. In the early 1980s, Jobs was among the first to see the commercial potential of the mouse-driven graphical user interface which led to the creation of the Macintosh. After losing a power struggle with the board of directors in 1985, Jobs resigned from Apple and founded NeXT, a computer platform development company specializing in the higher education and business markets. Apples subsequent 1996 buyout of NeXT brought Jobs back to the company he co-founded, and he has served as its CEO since 1997. Steve also co-founded and was the CEO of Pixar Animation Studios, which created some of the most successful and beloved animated films of all time including Toy Story, A Bugs Life, Monsters, Inc., Finding Nemo, The Incredibles, Cars and Ratatouille. Pixar merged with The Walt Disney Company in 2006 and Steve now serves on Disneys board of directors. Jobs also previously served as chief executive of Pixar Animation Studios; he became a member of the board of The Walt Disney Company in 2006, following the acquisition of Pixar by Disney. With Steve Job , Apple commands a dedicated consumer base and is know for its premium brands like iPad, iPhone, iPod, iTunes etc . Apples success is known under Steve Jobs Leadersip. Although it is not easy to characterize Steve Jobs leadership style to any one particular theory, to evaluate his leadership style two theories of leadership will be used the Transactional and Transformational theory and secondly the Hershey Blanchards situational theory. Steve Jobs leadership style seems to be both transactional and transformational theory. According to Bass (1985) and Burn (1978) both these theories more complementary than being competitive. Steve Jobs as a Transformational Leader As per the above literature review, transformational leaders are charismatic, vision oriented, encouraging intellectual development of their followers, inspiring and motivating to higher levels of effectiveness. The aspects that strongly claim that Steve Jobs leadership shows signs of transformational leadership is his charismatic personality. According to Rakesh Khurana (2002) Steve Jobs, the New Age wunderkind of Apple revered for his sucess in introducing people to the personal computer that could gaurantee our freedom (Khurana, 2002). As Steve Wozniak , the co-founder with Jobs of the Apple , tersely noted : he can always couch things in the right words . Steve Job is described as heart and soul of Apple. (Patterson, 1985) What was visionary about Jobs approach -where he surely added value- was his evangelical zeal to show people the future potential of the product. With this vision as foresight has caused Jobs to be dubbed the priceless proselytizer.(Uttal, 1985) Cocks (1983) argues that Apples co-founder, Steve Wozniak, blodly stated that Jobs did not understand computers, and the actual design of the machine has been widely credited to Wozniak. But as Wozniak also said, it never crossed my mind to sell computers. It was Steve who said Lets hold them up in the air and sell a few. It was Jobs who insisted that the computer be light and trim, well designed in muted colors. Jobs likewise pushed his engineers to make machines that will not frighten away a skittish clientele. (Cocks, 1983) Butcher (1988) argues that Jobs a perfectionist, adn as the organsiation gre, many in Apple experienced this as intolerance and self-absorption. Steve Hawkins an employee said Jobs such a perfectionist that people can never please him , hes extermly ambitious , almost to the point of megalomania.(Butcher, 1988) Transformational leadership is about encouraging innovation, bringing about a change in the thinking of its followers and being visionary in implementing transformation in the organisation performance. Steve Jobs as a transformational leader is seen in his efforts to bring innovative digital technology to mass consumer so that they can open their wallet(Deutschman, 2001). Evidence of Steve Jobs vision in making innovation accessible was Apple is committed to bringing the best personal computing experience to students, educators, creative professionals and consumers around the world through its innovative hardware, software and Internet offerings (Young, 2005) In terms of motivation and inspiring employees to give their best of performance is a characteristic of transformational leadership . Evidence of Steve Jobs motivating and inspiring his employees is when Job when first spoke of any new idea to his employees not everyone thought it to be a successful product also at times the employees were not keen on working on such new ideas. But Jobs along with his employees was able to convert the innovative ideas into a technology which changed the way digital technology is used today . Whether it is the Macintosh computer or the newly launched ipad or iphone. It was Jobs leadership which motivated and inspired and Apple created the systems and structures that were able to convert knowledge into a valuable product. Job challenge engages his employees to reach nearly impossible goals(Bryant, 2003) (MCB UP Ltd, 2002). Job used inspiring speeches to keep his employees motivated and convey his innovative ideas to them(Harvey, 2001) Butcher (1989) agrues with an evidence by Steve Hawkins, employee of Apple puts it that most of the people werent good enough for him and would really be in a state of shock after encounters with Steve. Also Steve was very ambitious along with perfectionist and that caused a lot of trouble with moral. Young (2005) adds that apple employees were pushed to the best of their capability and performance and interactions with Steves were the ones which most of the employees feared. According to Peter Elkind (2008) Steve job has conflicting behaviours and he often had his subordinates to tears and in his angry temper he fires the employees. And yet the top management has worked with him for years and they give credit Jobs for the best job they ever did was only with him.(Elkind, 2008) Steve Job in an interview stated that he has really capable people and his job is to make the whole of his executive team good enough to be successors, so thats what hes trying to do, to push them he has aggressive visions (Morris, 2008). As an Evidence the discussion of Steve job with Morris (2008) sheds light to the criticism made by researchers Steidlmeier (1999); Yukl (1999) about the transformational leadership style in the literature review and steves transformational leadership style shows the unethical or unmoral dimensions of transformational leadership style. Also Steve jobs interactions are limited to the top management and he states that his job is to work with sort of the top 100 people, among the 20000 people at Apple. This shows his interactions are not closely related with the majority of his employees. (Morris, 2008) Steve Jobs as a Transactional Leader In addition to the above arguments about the leadership style of Steve Job. Bryant (2003) is of view that Job exhibited a combination of transformational and transactional leadership style and this helped him sucess in Apple. According to Bryant (2003) Job when visited the Xerox Parc and he took a vision of how future computers should operate. And he made his employees create the systems and structures in his company Apple where knowledge was converted into valuable products e.g. the Macintosh personal computer. The transformational leadership style was used in his vision to change the way personal computer will be operated in future and transactional leadership style was used when he incorporated his vision into reality by making his the products with the help of his employees. In an interview with Morris (2008) Steve talks about his role in the company is to recruit at the same time focus on its strategy and manage the whole business from different departments and people of the company and this is a characteristics of a transactional leadership style. Hersey Blanchard situational theory applied to Steve Jobs Steve Jobs leadership style is more reliant on his followers skills and capabilities. The Hersey Blanchard situational theory model emphasis on matching a style of leadership to the maturity of subordinates this relationship shows the determination of leadership effectiveness as mentioned in the literature review. The way job leads and his style relates to this theory . The delegating style M4-S4 is evident from Steve interview with Morris (2008) where he says that if he has hired good people and they have potential he would give them a business and left them run on their own and when a good idea comes, part of my job is to move it around, just see what different people think, get people talking about it, get ideas moving among that group of 100 people, get different people together to explore different aspects of it . The participating style M3-S3 of Hersey Blanchard situational theory is where Jobs talks about the way he takes a new idea to his employees is the environment of excellence and how his employes are self motivated , he does coach them at first and inspires them and then the employees surprise him time and again with the best of their performance (Gendron, 1989). In aanand2010-08-29T23:01:00 Did not get this para. Review it televsion interview (Cringely, 1996) Steve jobs telling style M1-S1 was evident Where he argues that he is committed to the vision and rather than for money and that he has been there always for the ultimate good of the company and there has been cases where they stopped their internal work and people did not like it and but he got a better deal for the company . this radical nature of dealing with things shows he used telling style of the Hershey Blanchard theory. Conclusion: personal reflection and recommendation In contrast to Steve Job, the managing director at my work place was a person who believed in group work at the same time allowed creative talent and ideas from each person. He involved employees in the decision making and took individual views on various projects of the company. The success of Apple following return of Steve Job is credited to the effective leadership Steve has used. The review of the literature and the theories applied to Steve Jobs and my personal experience has opened my mind to areas where Steve style of leadership can progress and can be further developed. According to Bass (1985) Leaders are central to the process of creating cultures, structures and systems that fosters knowledge creation, sharing and cultivation. Certain Industries have faster rates of technological, higher level of regulation and higher competition levels and these factors impact the leaders of the organisations (Bryant, 2003). Hence, a lesson learnt from leadership is that a leader can judge the situation and can adapt different style of leadership and this makes a leader more effective and efficient. In Steve jobs style of leadership a soft approach adopted with his employees will prove him to be more affective. Because his job involves handling people who are highly knowledgeable in the field of technology, being soft on his employees or benevolent leadership can help him get best of their performance and in return profit from his human resources and realise his vision.