Leadership Theories
When an individual manages to influence the minds of several people to behave in a certain way towards the fulfillment of a specific or a general goal, then that individual is said to have exhibited leadership qualities, and is considered as a leader.
Theories of Leadership
Many writers have put forward their own views and formulated their own theories regarding leaders and leadership. Some of the theories are briefly touched below to give an idea of the literature on the subject of leadership.
Great Man Theory – This theory assumed that leaders are born and not made. Leaders usually were members from the aristocracy since they only got a chance to lead; hence, it was considered that good breeding contributed in making great leaders. The concept of a Great Woman was not explored and androcentric bias was never realized. In addition, the theory also states that when there is a great need, then a great leader arises, like Buddha, Jesus, Churchill and Eisenhower.
The Trait Theory – This theory assumes that human beings are born with inherited traits and the right combination of traits makes them a leader. Hence, leadership was a matter of traits whether inherited or acquired otherwise. Stogdill (1974) identified certain traits like adaptability, socially aware, achievement oriented, decisive, dominant, energetic, cooperative, assertive, self-confident, persistent, responsible, and capacity to tolerate stress. McCall and Lombardo (1983) identified four basic traits, namely, emotional composure and stability, intellectual breadth, highly developed interpersonal skills, and the capacity to admit errors.
Participative Leadership Theory – This theory assumes that the conclusion of many minds makes a better decision than the judgment of a single mind. Hence, the leader invites participation from the persons responsible for carrying out the work, since it makes them less competitive and more collaborative, thereby increasing their level of commitment. Participants may be subordinates, peers, superiors, or stakeholders. The extent of participation may vary. The leader may outline the objectives or goals and allow the team to decide how it can be achieved or the leader may allow a joint decision to be taken with respect to objectives and its method of achievement or the team may propose but the final decision is always of the leader. Many varieties exist, like consultation, democratic leadership, Management By Objectives (MBO), power-sharing, empowerment, and joint decision-making. The negative side of this theory is that when a leader asks for opinions and does not find them suitable, then it leads to cynicism, feelings of betrayal, reduced motivation and decreased level of commitment.
Lewin’s Theories – Kurt Lewin along with others conducted experiments in 1939 and came up with three styles of participative leaderships, namely autocratic, democratic, and Laissez-faire. In the autocratic style, the leader took the decisions without consulting others. In the democratic style, the leader took the decisions after consulting others or let the majority decide on what is to be done. In the Laissez-faire style, the leader lets others decide on the decisions to be taken. Lewin et al. discovered that the autocratic style led to revolution, the Laissez-faire style lacked enthusiasm and coordination, while the democratic style proved to be the most effective. Since these experiments were done on children, they still required further study and research.
Likert’s Theories – Rensis Likert (1967) theorized four styles, namely, exploitive authoritative, benevolent authoritative, consultative, and participative. In the exploitive authoritative style, the leader uses methods as threats, coercion, and other fear-based methods to enforce conformance. It is always a top-down approach and the views, feelings, of others is given no value. In the benevolent authoritative style, the leader becomes a ‘benevolent dictator’ and uses rewards to motivate performance. The leader listens to ‘rose-tinted’ views from the subordinates as they tell only what the leader likes to hear in the hope of gaining rewards. Trivial delegation of decision is done, however important decisions are always made centrally. In the consultative style, the leader seeks consultations, however, most upward flow of information is still rose-tinted and the decision is almost taken centrally. In the participative style, the leader invites participation across all levels, including the shop floor worker, and attempts to make the employees psychologically closer are made. Dissensions, arguments, feelings of betrayal all take place in this style. The leader becomes a ‘father figure’ and a ‘cult head’, whose saying ultimately becomes the final decision.
The Charismatic Leader Theory – This theory assumes that leaders gather followers simply by their charm, grace, and personality. If a leader is not a natural charismatic leader then that individual takes a lot of trouble in maintaining the image and developing requisite skills. They are usually very persuasive and use their body language very effectively. In a theatrical sense, charisma is played out as exhibited by politicians, religious and cult leaders. Conger & Kanungo (1998) have elucidated five characteristics of charismatic leaders, namely, clear vision and its lucid articulation, sensitivity to the environment, sensitivity to the needs of the members, ability to take personal risks to support their viewpoints, and ability to perform unconventional behavior. Musser (1987) noted that charismatic leaders wanted their followers to commit to absolute devotion to themselves. The charismatic leader may not want to change anything or transform anything unlike the transformational leader. If the charismatic leader is well-intentioned then they can contribute significantly to the growth of the entire group, however, if they are Machiavellian and selfish, then by the creation of cults, they can effectively rape the minds and bodies of their followers. Their own self-belief can lead them into psychotic narcissism and their self-absorption is so high, that their irreplaceability, intentional or otherwise, can guarantee no successors and thus they make a permanent mark in history.
The Transformational Leader Theory – This theory assumes that a leader with vision and passion can achieve great things by inspiring, injecting enthusiasm and energy, and thereby transform the individual or the group towards the attainment of individual or group goals. Transformational leaders have a vision and they sell their vision and themselves in the process of creating trust. They lead by example and are always in the thick of action. In order to motivate their people, they use ceremonies, rituals, and other cultural symbolism. They believe that success comes by deep and sustained commitment and are extremely people-oriented. However, transformational leaders seek to transform, and if the company has no need to transform, then they feel frustrated.
The Quiet Leader Theory – This theory states that actions speak louder than words. The leader leads quietly by his actions and gives credit to others rather than take it all himself. The quiet leader does not always meet with success and is often faced with extroverted individuals whom he simply cannot handle.
The Transactional Leadership Theory - This theory states that people work for reward and punishment. A clear chain of command with loyalty as the primary focus works best in social systems. The subordinate should only do what the leader tells to do without trying to find out the justification for it. The leader creates clear structures and the subordinates are required to follow. For successful completion of the work, they are rewarded whereas for unsuccessful completion, they are punished. The leader uses management by exception, that is, once the operation has defined performance expectations then it does not need much attention. Exceeding expectations gets praise whereas not fulfilling expectations gets corrective actions. The limitation of this approach is that it is assumed that the individual is a ‘rational man’ (a person who is largely motivated by money and hence whose behavior is predictable), which he may not be due to emotional and social factors. In such a situation, other approaches may prove to be more effective.
The Situational Leadership Theory – This theory assumes that the action of a leader depends on a number of situational factors, like motivation and capability of followers, relationship between the leader and the followers, stress, mood, etc. Yukl (1989) has identified six situational factors namely, subordinate effort, subordinate ability and role clarity, organization of the work, cooperation and cohesiveness, resources and support, and external coordination.
Conclusion
Leaders generally do not follow a single approach and they mix and match as per their needs and requirements. In critical situations, they are more dictatorial in nature as they face the prospect of failure. Leaders generally exhibit integrity (alignment of words and actions with their values), dedication (spending whatever time and energy that is required to get the job done, rather than giving it the available time), magnanimity (giving credit where it is due, accepting defeat graciously, and allowing defeated persons to retain their dignity), humility (not diminishing or exalting oneself), openness (ability to understand new thoughts and ideas), and creativity (ability to think differently).
-o-
Few Sources:
(1) Robert R. Blake and Anne Adams McCanse, Leadership Dilemmas—Grid Solutions (Houston: Gulf Publishing, 1991); and Blake and Jane S.Mouton,
The Managerial Grid III (Houston: Gulf Publishing, 1985).
(2) Fred E. Fiedler, “Research on Leadership Selection and Training: One View of the Future,” Administrative Science Quarterly (June 1996), pp. 241–250; Fiedler, “Engineer the Job to Fit the Manager,” Harvard Business Review (September-October 1965), p. 117; Fiedler, A Theory of Leadership Effectiveness (New York: McGraw-Hill, 1967); and Fiedler and Joseph E. Garcia, New Approaches to Effective Leadership: Cognitive
Resources and Organizational Performance (New York: John Wiley, 1987).
(3) Robert J.House, “A Path-Goal Theory of Leader Effectiveness,”Administrative Science Quarterly (September 1971), pp. 321–328; and House and Terence R.Mitchell,“Path-Goal Theory of Leadership,” Journal of Contemporary Business (Autumn 1974), pp. 81–97.
(4) Victor Vroom and Philip Yetton, Leadership and Decision Making (Pittsburgh: University of Pittsburgh Press, 1973). Also see Vroom and Arthur G. Jago, The New Leadership: Managing Participation in Organizations (Englewood Cliffs, N.J.: Prentice-Hall, 1988).
(5) Paul Hersey and Kenneth H. Blanchard,“Great Ideas: Revisiting the Life-Cycle Theory of Leadership,” Training & Development (January 1996), pp. 42–47; and Hersey and Blanchard,Management of OrganizationalBehavior (Englewood Cliffs, N.J.: Prentice-Hall, 1993).
(6) The concept of transformational leadership was developed by James MacGregor Burns, Leadership(New York: Harper & Row, 1978). Also see Bernard Bass, Leadership and Performance Beyond Expectations (New York: Free Press, 1985); Noel M. Tichy and Mary Anne Devanna, The Transformational Leader (New York: John Wiley & Sons, 1986); and Bass, “From Transitional to Transformational Leadership: Learning to Share the Vision,” Organizational Dynamics (Winter 1990), pp. 140–148.
What Makes A Great Leader: 10 Vital Traits Of A Great Leader
Over the years, many people have talked and written about what makes a great leader. They have derived examples from some of the greatest public and private figures in both the past and the present.
Fine examples of good leadership have been seen in political figures, philosophical thinkers, and entrepreneurs, among others. We can certainly learn a thing or two from these individuals.
To help you improve your own leadership skills, here are 10 good examples of what makes a great leader.
1) Determination
A great leader has an almost inexhaustible stock of determination. He is the first one to initiate an idea and the last one to give up. It is because of a leader’s determination that projects are completed.
2) Flexibility
What makes a leader great? It is his ability to adapt to any situation. He sees the situation from many different angles and can adjust himself accordingly.
3) Resourcefulness
Sometimes, not everything is handed to you on a silver platter. In these cases, you’re going to have to think of other ways to get what you want, or to achieve what you want to achieve. Coupled with flexibility, resourcefulness is definitely a powerful leadership tool.
4) Creativity
Another vital factor on what makes a great leader is his creativity. Creativity is not just about art and aesthetics. It is also about being able to solve a problem with the least amount of time, money and effort.
5) Self-confidence
Without self-confidence, how can a leader expect to get his people to follow him? But keep in mind that self-confidence is different from arrogance. Don’t make the mistake of confusing one for the other, or you’ll soon find yourself being the target of everybody’s ire.
6) Positive Attitude
A great leader has a positive countenance but is not overtly idealistic. Instead, he tries to make the best out of everything.
7) Responsibility
Responsibility is a double-edged sword. A great leader understands that whatever happens in his team (whether good or bad) is his responsibility. He does not hog all the glory and does not play the blame game with his subordinates either.
Good Communication Skills
Never underestimate the power of good communication skills. As a leader, you will be tasked to oversee everything that comes and goes.
What makes a leader great is his ability to communicate effectively with his team. A good leader understands that people don’t perceive messages in the exact same way.
9) Consistency
How credible, do you think, is a person who only does well during certain months? A great leader is a fine example of consistency. He takes actions and delivers, project after project.
10) Forecasting
A good leader knows what’s up ahead. He has the ability to estimate the projected value of a certain object in the future.
So what makes a great leader? It is a mix of these qualities. You don’t necessarily have to possess all of them, but you should at least strive to develop many of them.
Hair straighteners have the power let women can’t live without them
Crazy! Girlfriends, daughters, wives, she just can’t live without them. Hair straighteners sales have increase year on year since GHD release their first style. Stars can’t live without hair straighteners. While attended the banquet, it is so important for them to use hair straighteners. It proved that women all want to become focus in the world.
There are many beautifying gadgets that are result of pure science and technology, all of which are use for the purpose of beautifying and styling women. Especially hair straightener is one of the greatest contributions of science for the better styling of hair that women have always been seeking for beautifying themselves. Hair straightener with its versatility has grown to the rank of the most commonly used hair styler and is the popular choice of the people all over the world because they it is a very handy and useful tool with which you can do a lot of styling to your hair.
The hair always has some special attention in this process of beautification of the women. But unfortunately it was not so easy and followed by very few that could counted on your fingers earlier. But with the advent of hair straightener which is the best gift of science can help you out of the unmanageable curls that you are having and style your hair as per your wish. It is one of the most advanced and successful products that can create many variations to your hair thus bringing a change to your overall appearance.
In this world of hair straighteners the GHD straighteners are the most popular ones. It is far better than any other flat irons available in the marke as it can not only straighten your hair but also can create curls or waves on your hair along with creating for you a lot of styling to your hair with your all new innovative ideas. An amazing tool, you can always keep it at your side and can give your hair a different look whenever you need to give and that too within just the half the time that other regular hair straightener takes that is 15 minutes. What can be the can be best than hair straightener from GHD for your dynamic and busy lifestyle. Hair irons from GHD are lightweight and so you will find the process of hair straightening easier to follow. Plate size of a hair straightener have its on several things like- first and foremost effect is found with styling hair that is right plate size for your hair type will give you desired result besides this for its size and weight it is much easier to store and to carry for traveling. Next is the presence of ceramic heating technology that emits negative ions while straightening which helps in closing the hair cuticles and thus locking the natural moisture into the hair thus making your hair smooth and silky and preventing your hair from getting damaged due to hair breakage and dryness of hair. It also retains your hair color, which gets lost with any other cheap hair straighteners.
As a new product CHI Iron increasing important. As a kind of CHI iron, CHI flat irons are excellent in removing frizz and creating a flat and sleek look. Chi hair straighteners first turned to popularity with the use of ceramic plating. The high quality ceramic plate in CHI hair straightener has microscopically smooth surface that do not snap hair and provide equal distribution of heat. They are designed in such a way that they help seal in color and moisture. They also offer an adjustable temperature dial in addition to a flat heating option that provides intermittent heat for specific parts of the hair thus preventing excessive heat damage from happening. Another important feature is that the hair straighteners from CHI offer removable plates that also help to protect the hair cuticle. With so many beauty benefits CHI hair straighteners are becoming the standard of choice for hair salons all over the civilized world.
No wonder that women are more and more beautiful, maybe God will try to owning hair straighteners.
Women’s History Month
March is Women’s History Month. I tried to do some reading about distinguished American Women, and found somewhat limited resources available online. It was difficult to even find out that Women’s History Month wasn’t even established until 1987 – a mere 21 years ago. So, I’ve gathered some Women in History links for Women’s History Month. Most of the links are related to Women in American History – but there are also general links for Women’s History timelines and History of the Women’s Movement etc. – anything I felt could be related to Women’s History Month, and just want to share the informational links with all who are interested.
IN CELEBRATION OF WOMEN’S HISTORY MONTH:
Women’s History Month: http://www.loc.gov/topics/womenshistory/ http://www.nwhp.org/whm/history.php http://www.jhu.edu/wforum/events/nationalwomenshistorymonth.html http://usinfo.state.gov/scv/history_geography_and_population/population_and_diversity/women_in_the_us/womens_history_month.html http://www.nwhp.org/ http://www.defenselink.mil/specials/womenhistory03/ http://www.edu-cyberpg.com/Teachers/womenmonth.html http://www.feminist.org/other/womenshistorymonth/default.asp http://www.nmwh.org/
Distinguished Women of Past & Present: http://www.distinguishedwomen.com/subject/field.html
Biographies of Notable Women: http://womenshistory.about.com/library/bio/blbio_list.htm
Timeline Women’s Movement: http://www.infoplease.com/spot/womenstimeline1.html
History of Women’s History: http://www.infoplease.com/spot/womensintro1.html
Women’s History: http://en.wikipedia.org/wiki/Women
History of the Women’s Movement: http://en.wikipedia.org/wiki/History_of_feminism
NOTABLE AMERICAN WOMEN
Jane Addams: http://www.educationalsynthesis.org/famamer/Addams.html
Madeline Albright: http://www.infoplease.com/ce6/people/A0803112.html
Susan B Anthony: http://www.educationalsynthesis.org/famamer/Anthony.html
Anne Bradstreet: http://www.infoplease.com/ce6/people/A0808679.html
Clara Barton: http://wneo.org/WebQuests/TeacherWebQuests/women/clarabarton.html
Shirley Temple Black: http://wneo.org/WebQuests/TeacherWebQuests/women/shirleytemple.htm
Antoinette Blackwell: http://www.infoplease.com/ce6/people/A0807814.html
Elizabeth Blackwell: http://www.infoplease.com/ce6/people/A0807815.html
Rachel Carson: http://wneo.org/WebQuests/TeacherWebQuests/women/rachelcarson.html
Hillary Clinton:
http://www.infoplease.com/us/government/presidential-campaign-2008-hillary-clinton.html
http://en.wikipedia.org/wiki/Hillary_clinton
Amelia Earhart: http://wneo.org/WebQuests/TeacherWebQuests/women/ameliaearhart.html
Mary Baker Eddy: http://www.infoplease.com/ce6/people/A0816737.html
Gertrude Ederle: http://www.infoplease.com/ce6/people/A0816749.html
Geraldine Ferraro: http://www.infoplease.com/ce6/people/A0818528.html
Dian Fossey: http://www.educationalsynthesis.org/famamer/Fossey.html
Mae Jamison: http://quest.arc.nasa.gov/space/frontiers/jemison.html
Helen Keller: http://wneo.org/WebQuests/TeacherWebQuests/women/helenkeller.html
http://www.educationalsynthesis.org/famamer/Keller.html
Jacqueline Kennedy: http://www.whitehouse.gov/history/firstladies/jk35.html
First Ladies: http://www.whitehouse.gov/history/firstladies/
Maya Lin: http://wneo.org/WebQuests/TeacherWebQuests/women/mayalin.html
Belva Lockwood: http://www.infoplease.com/ipa/A0878411.html
Antonia Novello: http://www.infoplease.com/ipa/A0878914.html
Annie Oakley: http://wneo.org/WebQuests/TeacherWebQuests/women/annieoakley.html
Sandra Day O’Connor
http://wneo.org/WebQuests/TeacherWebQuests/women/sandradayoconner.html
http://www.educationalsynthesis.org/famamer/OConnor.html
Georgia O’Keefe: http://www.educationalsynthesis.org/famamer/OKeefe.html
Rosa Parks: http://www.educationalsynthesis.org/famamer/Parks.html
Pocahontas: http://www.educationalsynthesis.org/famamer/Pocahontas/
Jeanette Rankin: http://www.infoplease.com/ce6/people/A0841128.html
Janet Reno: http://www.infoplease.com/ce6/people/A0841536.html
Condoleezza Rice: http://www.infoplease.com/ipa/A0878620.html
Sally Ride: http://wneo.org/WebQuests/TeacherWebQuests/women/sallyride.html
http://www.educationalsynthesis.org/famamer/Ride.html
Eleanor Roosevelt: http://www.whitehouse.gov/history/firstladies/ar32.html
Betsy Ross: http://www.educationalsynthesis.org/famamer/Ross.html
Wilma Rudolph: http://wneo.org/WebQuests/TeacherWebQuests/women/wilmarudolph.htm
Sacagawea: http://wneo.org/WebQuests/TeacherWebQuests/women/sacagawea.html
http://www.educationalsynthesis.org/famamer/Sacajawea.html
Sojourner Truth: http://www.educationalsynthesis.org/famamer/Truth.html
Harriet Tubman
http://wneo.org/WebQuests/TeacherWebQuests/women/harriettubman.html
http://www.incwell.com/Biographies/Tubman.html
Maggie Walker: http://www.educationalsynthesis.org/famamer/Walker.html
Edith Wharton: http://www.infoplease.com/ce6/people/A0852017.html
Laura Ingalls Wilder
http://wneo.org/WebQuests/TeacherWebQuests/women/LauraIngallsWilder.html
Victoria Woodhull: http://www.infoplease.com/ce6/people/A0808679.html
Eight Qualities That Make a Great Leader
Very few people start out in life as a leader. Most people who are effective leaders have gone through many trial and errors before learning the basic leadership skills of what makes a effective leader.
The comment that leaders are born not made is partially true. However, some techniques can help anyone become a effective leader.
What are the traits of a effective leader? Henry David Thoreau once said, “To affect the quality of the Day that is the highest of arts.”
1. A leaders vision is to shape the lives and transform people into being better than they were. An effective leader has the ability to inspire collaboration versus trying to control people.
2. They have the ability to persuade others to do what is right compared to having to order people to do what is right.
3. In addition, leaders get others to commit voluntarily versus committing out of fear or compliance.
4. These men and women tend to be great thinkers and focus on things that they can control. Most leaders will lead by example.
5. Leaders tend to be great scholars of self-improvement through reading or attending seminars.
6. Great leaders also tend to be great problem solvers. They view every set back as a chance to learn from the situation.
7. Leaders pattern themselves after other great leaders. Finally, great leaders will often pause to reflect on life experiences and find ways to improve the lives of others.
8. Finally, men and women in leadership roles embrace challenges instead of running away from them.
Women and hair loss
For women, says Brace, the spiracle of pilus departure is often writer unenviable to appendage.
She says association considers fabric as a defining object of a friend and a indicant of her muliebrity, cohort, health and thanksgiving.
“Filum is such an burning object of how you appear,” says Brace. “I opine it’s perhaps much big to women than men.
“Filament release isn’t life-threatening but it can wipeout your experience in so numerous ways,” she says.
An estimated digit 1000000 women in the UK undergo from sincere hair red, directing to amount of self-confidence and heightened self-consciousness.
Whisker diminution is a well-known side-effect of chemotherapy, and around 50% of women retrograde writer tomentum than wonted after they’ve conferred change.
Trauma
Withal, there are fewer intimately glorious or taken conditions where the enation decline can be lasting. The most usual alopecia conditions in women let:
Telogen effluvium: solon sloughing and thinning of the filum. This usually occurs a few months after a fighting to the scheme, much as extreme accent, febrility, birthing, unexpected metric deprivation, an performance, or as a reaction to drug. The hair going is commonly temporary.
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Female-pattern hairlessness (androgenetic alopecia): women’s fabric gradually thins with age but they often exclusive regress cloth from the top of the subject. This ordinarily gets more discernible after the climacteric. Parthenogenesis alopecia also tends to run in families.
Alopecia areata: affects about one in 100 fill, mostly teenagers and adolescent adults. Symptoms permit patchy filum casualty. This process is linked to a job with the unsusceptible grouping. The hair follicles are not permanently spotted, and in umteen of these cases the whisker grows posterior in a few months.
With alopecia areata there’s a benevolent possibleness that your cloth gift eventually colour backward. But with alopecia totalis (realized going of scalp pilus) or universalis (good deprivation of all body textile), regrowth is remote.
Steel was a illustrator and TV proponent when she started to lose her fabric after developing alopecia areata at the age of 30. Within a few months she had cursed 90% of her textile.
“When it happened I matte totally lonely,” she says. “I mat similar a staring panic.”
Steel’s own get, and that of added women she has helped, exposit how the trauma of filum casualty among women isn’t full pleasing.
A examination by Hairline Transnational saved that 78% of soul patients no individual change equal women, 40% said their wedlock had suffered, and 63% had thoughtful killer.
Search by the Lincoln Infirmary of Wales in 2001 recovered that women believed that going open was worsened than nonindustrial a strip disease like psoriasis.
“The psychological consequence is dreadful. I no thirster matte dinky. I cerebration my economise wouldn’t requisite a denudate mate,” says Steel.
Trenchant treatments
The only proven direction for female-pattern depilation is rogaine. Most users see improvements, including a halting to the balding or swiftness trailing of it, as shaft as thicker tomentum. Up to 25% of women participate filament regrowth.
Different solutions permit wigs, material transplants (attractive fabric from the sides and gage of the coil) and impressible surgery (such as scalp reduction, where the open region is removed and the bit with textile on is extended fore).
There is no operative handling for alopecia areata. Many treatments can encourage filum to cultivate, such as endocrine injections or creams, or vasodilator application. In 60-80% of cases, the material grows place after near a twelvemonth without any direction.
Brace used vasodilator for eighter years before her fabric grew backmost. Whether it was due to the handling, she can’t say for reliable.
In the meantime, she says that wigs helped her to deal. “Erstwhile I plant one that I likeable, I mat similar I’d got my experience sanction again,” she says. “I recovered my self-esteem now.”
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The Seven Tricks Can Help Women Keep Health
Nowadays, the pressures that women bear are not less than men. Under this circumstance women’s health become worrying problem that we have to face. There are eight tricks can help women keep health.
Eat breakfast every morning, and go to bed on time. According to the experiments abroad, the nutrition that are not get enough in breakfast will be hard to get from other meals. Without breakfast or have a poor breakfast are the main reasons that cause the insufficient energy and nutrition of one day. Have a good sleep at night will not only supplement energy, but also can help women keep beautiful.
Supplement vitamin C and E frequently. Vitamin C is an important antioxidant; it can retard aging, prevent the formation of melanin, and whiten skin. The synergistic effect of vitamin C and E can improve human immunity, and contribute the absorption of calcium and iron.
Supplement calcium frequently. Calcium can enhance the bone, slow down the osteoporosis that caused by aging, ease the symptoms of women’ pre-menstrual, and prevent high blood pressure and colon cancer. Especially for those pregnancy women, calcium is the most important thing.
Supplement iron. Women are prone to anemia; this is caused by the deficiency of iron. Deficiency of iron can lead to a reducing of women’s appetite, shortness of breath, and also their concentration and endurance will be affected as well. So, it is important to supplement iron.
Do exercise frequently. Women can make a small motion after dinner; this has a great anti-aging effect. Walking 15 minutes after a meal, in the process of walking, you can share equally with your hands, and spin a slow massage on your abdomen. With a long time persist; you will have a flat abdomen.
Record your period. Physiological period is the most important period for women; recording period can help women understand the secrets of their body, and pay attention to the change of their body.
Have a good mood. It is certainly that a good mood can bring many benefits to our health. Women should develop their unique preferences; you can raise flowers, painting, and yoga. Select a beneficial life style that can edify your mood.
A Recognized Leader In The World Class Product Manufactureing Industries
The Piyush Steel has always believed that mutual benefit of countries, corporations and communities is the most effective route to growth. Piyush Steel has not limited its operations and businesses within India but has built an imposing presence around the globe as well. Our Corporate values are dear to us and they guide our approach to work and environment, transforming the way we deliver our products and services On its road to growth and expansion, the Group is also conscious about its responsibility towards environment and social development. Eco-efficiency is a matter of principle. Preventive measures for damage to the environment are taken into account at the planning stage of production and growth It has become the most aspired material of construction for thousands of small and big things, apart from the chemical and food process industry where the use of stainless steel is mandatory. With the economy booming, there is increasing demand for a wider range of products and services in stainless steel. we have only initiated the curiosity for stainless steel. Much bigger volumes are on their way and we as an industry An enterprising spirit and ability to discern future trends have been the driving force behind the company’s remarkable growth. The company has scaled new heights with the combined force of innovation, adaptation of new technology and the collective skills.Kindly visit our website for further questioning:
http://www.stainlesssteelfittingsindia.net/
Amco Metal, Maharashtra Established in the year 1982 Established in the year 1982, we are pipe fitting manufacturer in India. By using the excellent manufacturing and inspecting system and producing the products, Our products elbows,bends,tees,reducers,caps, flanges, socket fitting, pipes Through continuous management revolution and strict process control, we will make our best effort of providing better service, best quality, best delivery and the lowest price to satisfy our customers and cope with this endlessly competitive period. If you are interested, please do not hesitate to contact with our office for more information, and at the same time we hope to set up a long-term business relationship with your esteemed company in the very near future.I hope we can Common development together, exchange of needed goods.If you have any question, please feel contact me or visit our web site:-
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Industrial Compressor Component manufacturer, exporter and stockiest of compressor parts for your industrial refrigeration compressor. Ask for any compressor parts for your ammonia refrigeration equipment. We carry a large range of compressor spares in stock for all leading models. However if you do not find any special parts in our range, we can develop it if your quantity requirement is sufficient. We are supplying these spares to several industries in India and around the world. Don’t make your plant suffer a downtime because of inferior quality compressor spare. Get in touch with us!
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Why Do Successful Women CEOs & Leaders Get a Bad Rap? Is a Female CEO Less Helpful Than a Man?
You’ve heard the characterizations about women CEOs – that female CEOs are selfish, too bitchy, and uninterested in helping other women. But does this perception equal reality? Are successful women in CEO roles less helpful to other women than men?
Not according to Professor Linda Carli, co-author of the book “Through the Labyrinth”, who states “women are often blamed for other women’s lack of success, even though women leaders, on average, are more helpful then men.” And shouldn’t we admire women CEOs, women executive who have navigated their way to success?
So why do women CEOs get this bum rap?
Because of differences in perceptions about the struggle – the ease or difficulty that each woman experiences in navigating the labyrinth to higher positions. Successful women CEOs often tell me that they’ve never experienced a glass ceiling. That they’ve always found new opportunities at the right time. For these female CEOs, achieving success has been seamless. They rely on their talent, to which they attribute 100% of their success. Although, you still have to wonder if they were objective, what part luck, contacts and mentoring really had in their careers.
They hear other women complain and say “what’s the problem? I did it; so can you.” But if that really was the case, why are they often the only woman in executive meetings? Is it because other women don’t work hard enough or want it? I doubt it. Maybe there really are fewer opportunities, and other women who have tried just couldn’t get there.
Those who haven’t made it remain frustrated and feel like the women at the top don’t care. Instead of learning and leveraging what’s made others successful, they feel they’ve hit a brick wall, stop trying and leave responsibility for their success to others. And of course business isn’t fair, just as life isn’t fair. So, if you’re aspiring to higher positions you have two choices – wait until it gets better in 5, 10 or 20 years or figure out how to push your way through.
For those still struggling – learn from the successes and failures of others. Adapt what works to your own style and skills to keep navigating through your challenges. You’ve done it before to get where you are, so do it again.
For those women in CEO roles or other positions at the top, continue to be the role model that prove to others that women can make it. But honestly analyze why you were successful and pass these insights onto others. Remember too, you’ll probably hit your own obstacles some day. Did you not get that corporate board, foundation or CEO position because you didn’t try hard enough or because there are still limitations for getting to be a female CEO, women executive? You may be navigating your next labyrinth before you know it.
In fact, why don’t we learn from each other? Understanding that both sides are right and wrong, taking both lessons to help each woman achieve their own goals.
Note: I can’t tell you how many times I’ve heard the comment “I don’t really have any women in business who are my friends.”
ADD TO THE EXPERTISE OF YOUR LEADERS WITH LEADERSHIP TRAINING PROGRAMS
Preparing for a leadership role has often times been a long and steady process. With the current economic status, employees are finding themselves within leadership roles with very short notice. A lack of preparation and training of these individuals can have detrimental business effects. Leadership training programs can help to alleviate the pressure placed on emerging leaders within businesses through the identification of needed skills, characteristics, and knowledge.
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Leadership development training can infuse leaders with the energy and focus that they need to continue to be productive. Leadership training is designed with the individual in mind. Leadership training often includes an assessment of the leaders’ strengths, weaknesses and leadership developmental needs. It can also include tips and strategies on how to negotiate in difficult times. Many leadership training sessions include practice sessions so that leaders can “try out” new behavior in a simulation. Finally, most leadership training programs allow leaders to develop a personal leadership development plan. This plan helps the leader to carry forward critical learning points back to the work place. The leadership development plan reinforces the leader’s ability to make needed and useful changes in their leadership approach. This allows them to become more effective leaders. Leadership training involves not only current uses of instruments, assessments, coaching, and discussion to try and instill change, it also looks towards the future and how businesses are changing concerning which skills and abilities will be relevant for a long time to come.
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