Leadership Style Assessment – Evaluating Leadership Style
Leadership style assessment is done to test the effectiveness of your skill as leader. In fact there are a lot of tests available that can help you assess yourself. It is as simple as filling out questionnaires that will help you determine your leadership style, your strength and your weaknesses.
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Some leadership style assessments are very simple and some are very detailed, but both have almost the same result. The assessment includes tests about your personality and the assessment of helping you understand your leadership style especially at work. This assessment is meant to let you crave for more tests about your leadership style.
Assessment on personality involves finding out whether you are an introvert person or an extrovert type of person. The introvert type of person keeps their energy to themselves. They are the type of person who thinks first before reacting. They may prefer communicating through voice mail rather than face to face conversation. And the extrovert type of person often communicates with energy and emotion. This type of person likes to communicate with others even to a large group.
The other leadership skill assessment has to do with the leadership style. Usually leaders would adjust their leadership style depending on the situation. Coercive leaders often demand immediate compliance with their orders. Authoritative leaders often try to mobilize workers towards a vision. They allow workers to see how they fit into the big picture. Democratic leaders on the other hands likes others to be involved in the decision making process. And pace setting leaders set high standards of performance for themselves and others around them.
The assessment test will help you articulate your natural role with clarity, as distinct from your career path, current position, or the current condition of your company. It will help you sort out the distinctions between your roles and titles, and identify where you get the greatest satisfaction and where your strengths lie.
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6 things women want
6 Things women want in a man
1. Responsibility/ A Provider
Generally speaking, women want a man who can take responsibility for himself and his actions. In the society we live in today, it is all too easy to become dependent on credit cards and loans. Before you know, you are sky high in debts and bills. It all stems back from the caveman days where woman would specifically choose a mate with qualities one of them would be, a man who could provide the cave with food and security.
2. Caring
Women tend to find a man with a caring nature attractive. It confirms that they are able to confide in you and you will always be there to listen and provide sound advice. But be careful with the strategy used to give advice, used with sensitivity does wonders.
3. Humor
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Being able to make a woman laugh uncontrollably is incredibly sexy. You will work magic with a bit of humor. Do not overdo it.
The aim is to make it seem natural and ingrained.
4. Affection
Don’t leave the house without it. Affection can save any marriage or relationship when you use it properly. It is very reassuring to your partner that she is valued. It keeps her guard down and she’ll be finding new ways to impress to satisfy you in return. Believe me.
5. To be made to feel special
Women like to hear how much they mean to you. Tell the things you love about them. It makes them less defensive and more loving towards you. Women, just like men like to feel appreciated. Tell them how much you love their cooking or the way they dance or dress. This is a very effective way to get into the good books of your woman.
6. Macho Man
However much they defy or claim they want to be treated equally, women love being taken care of and protected. It is very much an issue that baffles a lot of men as mixed messages are often interpreted as such. Women love men who take control and stand their ground. Chivalry is very much alive in the hearts of women they just don’t admit it show they are self-sufficient. Which is understandable is the society we live in today, where woman are forced to make it themselves. Ideologies today do sometimes suggest that women have to be superwoman, have a career and look after the home at the same time. Some woman do a good job, others find themselves bogged down in laundry, dishes and toys. Show your woman she doesn’t have to be superwoman.
50 DAYS LEFT TO SAVE THE WORLD – ARE WE ABLE TO DO IT, OR WILL WORLD LEADERS FAIL?
We have 50 days left to save the world
Prime Minister Gordon Brown from Great Britain puts fuel into the fire before the big meeting in Copenhagen in December.
Gordon Brown states a warning before the Climate Summit starting on December 7th 2009.
The world has only 50 days left to save the world from global warming he states the other day.
Mr. Brown launches a catastrophe scenario with heat waves, floods and periods of droughts unless the Climate Summit agrees on common goals during this meeting.
Brown counted down from 80 days as well, and stated the seriousness in making a green climate agreement in December.
He speaks to 17 top nations around the world, and concludes that if there is no agreement during the 12 days long Summit, much of the hope for a greener planet is over.
There is no Plan B for the earth. During a certain period of time there is only one to two times nations meet to make agreements that can change history, the Summit in Copenhagen is one of these events.
He points out that there will not be any future meetings that can straighten out the destruction already started around the world, and it has to happen fast.
Mr. Gordon Brown states that in the year of 2080 around 1.8 billion humans will suffer from lack of water, and its not only the poor countries that will be touched by the climate crisis coming up on us.
At this trend, Great Britain will have problems only in few decades, he warns us.
The purpose of the Copenhagen Summit in December is to continue and improve the existing Kyoto agreement from 1997, which ends in 2012.
The last time a similar meeting took place was under the coordination of United Nations Framework Convention on Climate Change (UNFCCC) in Bali in 2007. This meeting really did not accomplish the needed changes in the Kyoto agreement.
Despite the 1997 Kyoto Protocol’s status as the flagship of the fight against climate change, it has been a failure in the hard, expensive work of actually reducing greenhouse gas emissions.
Its restrictions have been so gerrymandered that only 36 countries are required to limit their pollution. Just over a third of those — members of the former Eastern bloc — can pollute at will because their limits were set so far above their actual emissions.
China and India, whose fast-rising emissions easily cancel out any cuts elsewhere, are allowed to keep polluting.
And the biggest polluter of all, the United States, has simply refused to join the treaty.
That leaves Western Europe, Canada, Japan and New Zealand to do the work of the world. Their emissions are rising despite their commitment, starting next year, to reduce them by an average of roughly 8% from 1990 levels.
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Fixing the flaws of Kyoto has become an urgent crusade, to create the successor to the treaty, which expires at the end of 2012.
The scientists say there is no leeway for weak measures. The push has come from a series of landmark reports by the U.N.’s Intergovernmental Panel on Climate Change that concluded that greenhouse gas emissions must begin declining in the next decade to prevent a dangerous temperature rise. The panel laid out a framework for reducing emissions that could cost trillions of dollars over the next two decades.
The UN climate summit in New York on September 23rd did make one concrete step forward. But the step has nothing to do with reduction goals or greenhouse gases. Instead, it has much more to do with one simple political realization: Forget Copenhagen.
US President Barack Obama addressed nearly 100 global leaders gathered in New York for a one-day UN climate summit. The meeting was meant to give momentum to the major United Nations climate change conference to be held in Copenhagen from Dec. 7-18. There, world leaders hope to replace the Kyoto Protocol, which expires in 2012, with a new, comprehensive accord on climate change.
The Climate Conference in Copenhagen is essential for the world’s climate and the Danish government and UNFCCC is putting hard effort in making the meeting in Copenhagen a success ending up with a Copenhagen Protocol to prevent global warming and climate changes.
The Climate Conference will take place in the Bella Center. The conference centre is placed not far from Copenhagen and near the Copenhagen Airport, Kastrup.
Governmental representatives from 170 countries are expected to be in Copenhagen in the days of the conference accompanied by other governmental representatives, NGO’s, journalists and others. In total 8000 people are expected to Copenhagen in the days of the climate meeting.
Gordon Brown has said the Copenhagen climate change summit in December is “a profound moment for our world” – but does it have a chance of success?
We can differ in opinion, whether it will be a success or not, however, we just have to hope the skeptics amongst us will be proven wrong, otherwise we are in for a rough ride the next decades to come, and we all will be suffering.
We all know if not USA, China and India together with Russia can make the commitments and follow up on any agreement, any text signed in Denmark this year will be a dead document.
China’s policy changes to combat climate change are a positive element but there are still many challenges to overcome.
According to a report compiled by the U.N. Office for the Coordination of Humanitarian Affairs and the Internal Displacement Monitoring Centre (IDMC), it is estimated at least 20 million people have been displaced due to climate change.
For developing states such as China and India the main issue is how to cope with climate change without compromising economic development. Developed states have long enjoyed the benefits fossil fuel for decades and caused the offset of climate change. Developing nations feel they are at a disadvantageous position without the provision of alternative energy supplies, and find it unfair to emphasize on reducing carbon emissions. Developing nations house 80% world population but produce only 40% of the world’s emissions, while 60% of global emissions originate from the rich nations that house 20% of the world’s population. Developing states do not necessarily have the technology or resources to combat climate change, and feel developed states should offer more aid to compensate this gap. Developing states and developed states remain at odds as to how to spread out greenhouse emission curbs, and how much rich nations should pay poor nations in coping with climate change.
While the European Commission recently proposed that the EU should provide -15 billion annually to poor nations to protect themselves from climate change, it falls short of UN estimates of 0 billion for poor nations to effectively adapt to climate change. Joris den Blanken, climate and energy policy director of Greenpeace-EU has criticized that the EU is just leaving “a tip” instead of “paying the bill for climate change”.
China plays a significant role in combating climate change, as it is one of the biggest carbon emitters and emerging state. China and USA each account for 20% greenhouse emissions. The EU accounts for 14% emissions, followed by India and Russia 5% each. China has taken a positive step forward during the G20 summit. China’s President Hu Jintao revealed plans of curbing carbon emission per unit of GDP (i.e. carbon intensity) to a “notable margin” by 2020. China plans to tackle climate change by developing renewable energy, and plant a forest the size of Norway. China also plans to acquire 15% of its energy from clean energy (hydro, wind, and solar energy) by 2020. In comparison EU has set its target at 20%. However, China has been criticized for not providing specific target numbers in reducing carbon intensity.
So far the US has only provided nice words and rhetoric’s and not implemented any plans with commitment within the budget to reduce the negative effects of climate change.
Japan is the only developed state that has vowed to further reduce carbon emissions to 25% by 2020.
Whether the upcoming Copenhagen summit will be a success will depend on US and China’s political will to commit and follow up in practice with real actions in their own backyard..
Domestic Violence Against Women as a Workplace Concern
Domestic violence against women would seem to be a private family problem, but it spills out into the workplace making it an economic problem as well. Millions of women are verbally, physically, and sexually abused all over the world leading to countless injuries and sometimes even death. This unfortunate and devastating personal problem has several repercussions in the work place. It leaves the victims, and their co-workers, vulnerable to their attackers as well as having emotional implications making them less productive.
Abusers use the workplace to find and harass their victims via phone or email, and can even show up to harm them. Victims can be trapped in low paying jobs because of changing jobs frequently, absenteeism, and lateness; all because of the effects of the abuse. Co-workers have a concern for the victim, as well as needing to take over some of the victim’s work, and this reduces productivity further.
According the Centers for Disease Control (CDC), domestic violence victims lose a total of 8 million days of paid work per year, and cost businesses 4.1 billion in health care services, and an additional 727.8 million in productivity losses. The U.S. Department of Justice has found that about 20,000 workers are threatened or attacked at work every year. The leading cause of death in the workplace of women is homicide by intimate partners.
Studies show that knowing the signs of domestic violence against women can lessen the risk of danger to the victims and co-workers. Employers can take steps to protect employees and help them find resources for assistance. They should have policies for recognizing warning signs and training on how to properly communicate with a victim. Additional policies can be in place and employees should be aware of them, and know where to seek help when needed.
An employer should have a formal domestic violence policy on file and in the employee handbook. They should make efforts to provide a secure work environment including safe entry, screening victim’s phone calls, and changing her email or phone number if needed. They can also ensure that she is safely escorted to her car, change her payroll address, and change her work station or schedule if considered necessary. These policies keep the victim safe, and will also help them keep their jobs. A company will benefit by having a more productive employee, and the emotional well being of all employees will be more stable.
Go East Young Woman! Tips for Corporate Women, Female Leaders to Solve Their Sales Business Problems
No I’m not directionally challenged. Nor are the corporate women, women CEOs, successful business women and female leaders that we’ve spoken to at recent events.
In the frontier era, the phrase Go West Young Man was popular. It encouraged younger entrepreneurial pioneers to seek greater opportunities in the undeveloped western part of the United States. California was the land of gold and unlimited opportunity. And until recently, this model and that direction had not changed too much over the last hundred years. It was the preferred part of most everyone’s problem solving strategies to fix your sales business problems. Seek growth in the West.
In the United States, we’ve typically focused on developing opportunities and economic growth for ourselves within this country, particularly in the South and Western regions. And despite the current tough economy, many corporate women, women CEOs and others still find some opportunities in these places. However, as recent experiences have taught me, there’s an even greater potential offshore. Especially with the growth in women leaders in Asia from countries such as China, Indonesia, etc. The best female leaders, women CEOs, entrepreneurs and executives looking for growth and increased opportunities would be wise to take a stronger look at Asian markets and in particular, how the growth of the Asian female leader’s segment will impact their businesses and global economies.
The growth of women CEOs and female entrepreneurs in the Far East region has been astoundingly rapid. Just a few decades ago, the primary concerns for many women was simply just finding enough to eat, the lack of running water, poor government services, limited education and confinement to the traditional role of exclusive and primary care giver for their families. Fast forward to today and we begin to see how quickly this has changed. While most female leaders still have primary care-taker roles, the percentage of women starting new business and yearning for new opportunities has skyrocketed.
We’ve discovered this in the growth of the Facebook fan pages for women that we monitor. Most of the new fans come from outside of the US.
While Facebook should not be confused with solid economic research, it’s a great metaphor to understand how fast globalization, integration and the break-down of barriers between countries is shrinking the globe. These trends have increased the speed and effectiveness of communications throughout the world, facilitating interactions between almost anyone, anywhere at any time. Most importantly, it provides immediate and almost free access to the most important capital that any new business owner with limited experience needs – knowledge and information. Women CEOs and entrepreneurs in these developing areas are now able to take this information and turn it into actionable knowledge to avoid or at least mitigate the impact of mistakes that would have derailed even the best of their female leader predecessors.
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Avoiding these pitfalls accelerates the speed, decreases the time and dollars needed to get a business up and running. This dramatically increases the probability of a success. This acceleration of success is evident when you compare and contrast the starting positions of women CEOs in the US versus women in China over the last decade. You’ll be amazed at how quickly the growth and development of Chinese female leaders has occurred. Is the question really, “Will they over take us?” or is it “When?” Regardless of which question you ask, you should really be thinking, “What are the opportunities’ for my organization in these emerging markets?”
But remember one caveat – what works over here, doesn’t always work over there.
We tend to be influenced and our perspectives shaped by our experiences working and living with the corporate women and successful business women expatriate populations of these countries. We see them, work with them and think that everyone in their native country is just like them. But if you believe that, you will be making the same fatal mistake that many other companies have done before you. The billions of dollars of money wasted in attempts to penetrate a sizable portion of these markets are enormous and might equal the GDPs of some of these smaller emerging countries.
The reality is what you see here is not always what you get there. What works here doesn’t necessarily work over there. Expatriates represent just the tip of the iceberg. There is a far larger segment of the greater population in these countries that you rarely see because they do not speak English and their access to technology and the Internet has been limited – until this point. But just wait – as the Internet, with tools such as Facebook, Google, Xing and others expands along with the improvement in technology infrastructure needed to support them, you’ll likely see an even greater acceleration in the growth of female leaders and women-owned businesses in Asian markets. While the impact on you and your business is unknown, both male & female leaders should pay attention attention.
So if you are looking for increased growth opportunities for your business, look east, not west.
Wayne Tarken is a senior business adviser, problem solver and performance coach to corporate men & women, female leaders, wom
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Transformational Leadership Should Lead Market Recovery
You are probably as fed up, and frustrated, as I am with corporations to whom you entrusted your hard earnt money, and who are not returning solid results, but instead trying to confuse you with beautifully scripted results and announcements that portray a positive future and a one time exceptional (usually poor) result. These promises for a bright future though, never seem to materialize with funds in your dividend account, except in the good times, do they?
How often are the questions asked: WHY are there ongoing one time exceptions? Who just one quarter ago did not expect what should have been expected? Why are there redundancy round after redundancy round in some large companies? Why were all those people employed in the first place? Can someone in a very senior position not plan more than three months ahead? Where is the holistic leadership, the sound planning, and the real understanding of what contribution the human resource is making, or could make? Does anyone senior in that organization touch, and really listen to the people who are in the trenches of commerce, or do they only consult their trusted circle?
In the preparation of a recent proposal, I learnt that an entire division had been laid off redundant due to lack of profitability. In that division there was a core of lower level managers who had the solution to a return to profitability for more than a year, but nobody in the Executive was prepared to take the time to listen. Their plan was so effective that a staff buyout has already seen a fast return to profit!
Any CEO can look good in boom markets, it is not hard when the market is growing rapidly and the customers cannot get enough of whatever it is you have. Some CEOs manage to retain their roles, whilst even in good times still bringing in very average results!
What differentiates the top leaders from the masses is the results they can consistently deliver, even in recessionary economies. The planning they undertake with a full understanding of exactly how their businesses operate, and what talent they have on board. The effective people management where the best are retained, and the weakest quickly identified and moved on. The inspiration and passion with which they infuse their organisation every single day. The sense of identity they encourage.
If you look at the history of companies with exceptional leadership, then you will see organizations that perform consistently well and have minimum redundancies. These organizations are unfortunately very rare, and are often privately held where the owners personal funds are directly impacted. He or she cannot just resign and walk away with their last bonuses, into a new life. These private entrepreneurs lives are inextricably interwoven with their companies, but sadly we rarely get the chance to invest in these leaders.
There are some examples in todays public company sector that stand out as beacons in a bleak economy, these companies have had minimal lay offs of employees and yet are still returning forecasted positive results, even in the so called global recession. They are just quietly going about doing what they are supposed to be doing, focusing on selling their goods and services and responsibly utilizing their funds for the growth, and long term future, of the organisation. They planned for recession, identified the impact early and adjusted or reorganized accordingly. They likely grew, without merger or acquisition, in the gloom. These companies have exceptional leaders, usually long term passionate and committed leaders, the Truly Great Leaders of todays’ corporate world.
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Many, particularly large, corporations are hampered by serious issues that are overwhelming productivity that include, but are not limited to:
Blame cultures that allow people to spend far too much time on who did it, rather than how to fix it.
The amount of time key executives spend preparing large and complex presentations for internal use. The use of internal Powerpoint has become truly viral in many organizational cultures. It is eating productivity, and executive time, like a cancer.
Enormous amounts of business analysis and reporting that is actually read by noone, not acted upon and becomes just an adjunct necessary to support the powerpoint presentations.
Complete undervaluation, even to the edge of irresponsibility, towards the human resource. Ever more elaborate, automated systems are replacing true face to face evaluations and career planning for employees. This results in employee frustration, waste of talent and extra headcount. It also results in poor performance employees having the chance to stay longer with their umbilical cords firmly plugged in. In addition, often new people are hired when existing people could manage expanded roles, but no one knows their CV, or their talent, anymore!
Executive overload with both personal stress, and too many senior roles created, due to the amount of time spent on internally focused matters. This results in an inwardly looking organization with low customer satisfaction levels.
Transformational Leadership, if embraced fully, can increase productivity by as much as 50% in the lower level roles, and up to an additional 60% in senior executive contribution to the ROI. Under this type of leadership, every department in the organisation will view any function, or operation, from the position of the customer and/or the regulations. In other words if it doesn’t improve our fiscal responsibility or customer experience, why are we doing it? Positive growth in ROI comes primarily from customer satisfaction and a well run business, where the most expensive asset – humans – are fully utilized and productive.
Transformational Leadership must start at the top, the person charged with leading the organization. It is less effective if started any lower in the organization. If the CEO or COO still expect yesterdays values, when the executive management layer is embracing transformational leadership principles, then you have a damaging disconnect that will impact the productivity and frustration of the management team. Once embraced by the Leadership, it should be taught and rewarded down through the ranks to the lowest levels of management.
Transformational Leadership principles will ensure that every decision maker in the organisation knows exactly what to expect, and what is expected of them. There will be consistency in all matters. It will ensure that every person expected to act in the companys’ interest will really understand the business, and how it interacts from one part to another. Decisions will be taken holistically, and quickly, instead of agonized through analysis loops and still made without knowledge of the impact on another area of the business.
Mergers and Acquisitions will be better recommended and executed. Cultural synergy will have new and productive significance. Reporting will be more accurate and consistent, because unless there is a substantial disaster to which no one could expect to have been prepared, then the results should be relatively predictable!
A huge challenge facing CEOs today, is that they are often expected to fill the role of a talking head more than 50% of their time, yet still expected by Boards of Management to understand the machinations of their businesses. Then this same CEO reports a set of numbers presented to him or her, by a team of business analysts and yet really the CEO may not have the depth of understanding on the operational side of their businesses to be certain of the outcome.
A consequence of long running good times in the share market, is unrealistic expectations of shareholders for quarter on quarter results, resulting in many CEOs being unable or unwilling to consider the consequences of next year until it arrives.
In the 80’s, responsible organizations were supposed to have short and long term plans for their businesses, a long term plan being usually 3-7 years. Today, a long term plan rarely extends beyond the year except for development of product. This phenomenon is blamed on the internet age, but actually that is an excuse for poor reactive decision making at each quarter end. There is more reason than ever that long term planning must also still be clearly evidenced in large organizations. In my experience no one gets anything they expect without a solid written plan! Let alone a large corporation with thousands of employees.
A transformational leader will present a consistent and deliverable plan that that will regain shareholder confidence by solid execution, and attract particularly institutional shareholders looking for longer term, sound investments with lower risk. Pension plans should not be gambled on decisions taken by stressed, underinformed CEOs acting reactively to try and deliver an ill advised forecast!
If you think this article is harsh, then you must have your funds invested with companies run by Truly Great Leaders already! Congratulations!
Most of us did not, and we are suffering today the consequences of poorly selected leadership in many public companies.
Now is the time for Transformational Leadership. Continuing poor performance from those entrusted with enormous amounts of shareholder funds is no longer acceptable to investors, regardless of the economy, forecasts should be met and correctional activities that make full use of human resources should be applied where necessary.
Truly Great Leadership is just 12 simple holistic principles that if applied will transform an organizations results.
Who Future Leaders in Your Company?
If you want someone to continue the company you are building, who is most right now in? What are the key to the sustainability and progress of the company? Of course, the answer is there are many, and one of them is a reliable leader. Leaders are not printed in an instant but develops through the process. That’s why the organization needs and build a leader early on. – The larger-scale firms, there are many possible candidates obtained from the company’s leaders. However, it is quite possible leader is a person who was taken from outside the company. The good news, the leader can be predicted! A leader can be predicted from the character. And, based on the results of research for many years, an extraordinary leader who can be predicted through the system.
Several systems have been widely used assessment firms, including 360 ° system and the system of HR Chally. One of the uses HR Chally in predicting future leaders are KLM and Air France merger kala, 2003 ago. The complexity of predicting the leader can be overcome by large-scale companies that have employees in over two thousand people. Such as finding a needle in a haystack, of course not easy to find. However, there must have leadership qualities and meet the expected criteria. What are the character and leadership traits that can diterawang?
According to Russell Consulting in his article The Core Competencies of Leadership, is mentioned several competencies that need to be owned by a leader, as shown in Table 1. Interestingly, studies conducted to predict the future leaders has been developed by HR Chally since five years ago. Meet Howard Stevens and Sally Stevens, a married couple who founded the HR Chally, in Jakarta some time ago, they explained about how an ordinary leader built. Howard and Sally from the United States has been examining it for several years.
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Apparently, according to them, future leaders can be predicted through the system. HR Chally researching on how to predict the leaders and this can help large scale companies (with employees in over 2 thousand people, red) to determine who their future leaders, “said Sally Howard welcomed the approval. In his research, noted there are seven key leadership skills.
First, develop a comprehensive perspective (developing an overview). Second, create a vision of (creating a vision). Third, identify the critical success factors (identifying critical success factors). Fourth, has the objective to assess the organization / company (objective self assessment.) Fifth, capable of selecting the winner in the organization (selecting champions). Sixth, be able to monitor and follow-up system within the organization (Establishing monitoring and follow-up systems), and seventh, maintaining the focus of leadership (leadership maintaining focus).
One of the challenging experience of HR Chally retold by Rio Kondo from the American Management Association (AMA), which took HR Chally as a partner. When the HR Chally help KLM and Air France merged in mapping leader. “From their presentation, I heard that KLM and Air France merger is a merger that is considered unlikely to happen,” said Rio. Why?
Differences in corporate culture from France and the Netherlands that is the big problem. “Dutch and French culture is very different. So called for the HR Chally to map its people,” said Rio. Another obstacle is how to put people in the right position because a lot of double position. For example, there is an accountant at KLM and Air France also have an accountant. So who would be leaders?
“Air France said, I want to be the head. While the KLM says he wants to be chief. Well, it does not need assessment. The process was long, but they consider the HR Chally system is a fair system,” added Rio. Rio System is a system for predicting intention leader. According to Howard and Sally, the leader can be predicted from certain aspects.
Of the various aspects of it, Howard said, the most important of a leader is integrity. According to him, integrity was not built in a day and can not be manipulated. Every company should pay attention aspects of one’s integrity before being appointed to be the leader in the future.
you can read more about this article on pages Infocpnsbumn.Net
Contribution of Print in imbibing Leadership Qualities in Youth
Needless to say that the youth that lacks confidence, expertise, awareness, values and self worth cannot be expected to make good leaders. All of these above qualities have to be instilled within these young people at home itself. The parents of these children can play a very important role in encouraging them into developing all the skills required to be an efficient leader.
With the immense development of media in the near past, there have been a lot of mediums through which people can build their leadership skills. Out of all these available forms of media that we have access to, the impact of the print media stands out the most. It is the most popular form of teaching as its circulation is tremendous.
The expert opinion is that the one that reads magazines which impart knowledge on leadership can be of great help to potential or new leaders. They also introduce them to the new concepts of leadership. Hence, one of the simplest ways pf bracing yourself for leadership is to simply walk up to a bookstore or newsstand and buy magazines that you think contain relevant information on leadership skills.
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These leadership magazines are available a dime a dozen. There is also a sea of leadership related information available over the internet. The kind of magazine you pick up or the website you choose to access is bound to influence your leadership qualities.
Here is how you should get started with reading about leadership:
Begin to read
Reading is the most basic step to understanding the various concepts of leadership. However, plainly reading the magazines will benefit to a very miniscule level. It is important that you keep a highlighter handy and mark points that you think are significant. Keeping a notebook in which you can note down all the important points is also a good idea. Understand what you are reading and how you can put it to practice.
Don’t hesitate to ask
The main purpose of reading the magazine is to ensure that you understand all the important aspects of being a good leader. This information that you receive by way of these magazines is of no use unless you interpret all the given points in the correct manner. To achieve this, you should ask yourself various questions regarding how you can make use of everything you just read in order to improve your leadership skills.
Another important point is to be able to derive the purpose of the article. Try to understand why the article was written and to what extent can it help you. You must be acquainted with all the details given in the magazine before following whatever is written and putting it to practice.
Put your knowledge to use
Simply reading magazines and piling yourself with ideas and information is useless unless these ideas are used in the right direction. All your research and reading will be a waste if you fail to effectively put your thoughts into action. These magazines will give you incredible knowledge about what a leader should be doing and it is imperative for you to not only remember these pointers but also do what is mentioned therein.
The Position of Women Worldwide
Hasan A. Yahya, Professor of Philosophy
Many countries in North Africa, Asia, and South America still caught between archaic tradition and modernity. In advanced countries the progress in women’s position have different perceptions but still discriminate among women. To see the truth about these perceptions, look at percentages of women in administrative and managerial leadership position, and wages. In these countries, women always find themselves in a state of dependency, or let us say submission in some countries, and sharing under democratic systems. This is true in many countries where women’s rights are significantly developed, but where men are still heads of families and departments of the important decision making positions in social, political and economic spheres.
In most cultures, women are used to being placed in the “background”. A second to man, especially in systems founded on gender differentiation, where men mainly have social, economic, political and sexual privileges. In other words they have “power” over women, women being confined to the private sphere, to easily broken personality, emotionally and intellectually. Men keeping for themselves the noble sphere of public life to have responsibility to feed and control them. This remains the case in most societies despite some progress towards women’s rights to participate in social and political affairs. The situation may be, of North African and the Middle East for instance, inspite of developing women issues in a positive way in the last few decades. Since their declarations of independence, proclaimed in the second half of last centutury, Some countries have adopted positive legal texts in favour of women. Legislation recognises rights equally to women and men in theory, and there is, at the legal level, which is understood partly of no discrimination between sexes. Because in practice, discriminatory texts still exist, the reality of women position did not change much. Taking into consideration the low level of literacy among women which sometimes reach 70% promotes that position negaitively.
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In most Arab and Muslim societies women, especially Saudi Arabia, Egypt, Libya, Algeria and Morocco, cultural systems remain in inferior situations. Thus, we can say that Arab and Muslim societies, trapped between the ways of life and customs of archaism in one side, and modernity in the other toward women, where ambiguity and injustice are practiced widely. The position of women in the society and in mentalities remains anachronistic, since the initial principle remains that women depend on men, in what the Muslim societies know that “al-Rijalu Qawwamuna ala al-Nisa’” . Interpretation of such saying makes people dogmatic toward women, because they believe that God does not lie. And Qur’an is the supreme source of morality. The cultural ways and perceptions toward women among Muslim and most Arab societies still find sources for backward positions, while the objective of such sayings is not the cultural interpretation of the source, but interpretation of people mentalities to deal with women.
In many countries, women’s rights are significantly developed according to social change and progressive political systems, but some inequalities between men and women encouraged to survive. The women, in the region, like all women on earth are discriminated against, with different levels of discrimination, where women take half a man’s share of an inheritance according to Islam, and have less managerial and administrative in the advanced societies. In addition to sexual exploitation of women. In Many of both advanced and developing societies, verbal repudiation in divorce (talaq) and polygamy or separation and having more than one girlfriend are maintained.
Among different factors determining identities and belongings of each individual, religion has a significant role. We must consider what the weight and influence of religious ideologies may be on the participation of Muslim women in political life and decision making. Certain other questions may apply: for instance, to what extent do reforms introduced in legal texts and especially in family codes of the these countries translate to a larger participation of women in political life? What is the position of Islamist parties towards the involvement of women in social and political bodies? And finally, what is the role of the political system dealing with these issues? The answer to these questions needs establishing factors to change men’s perceptions before accepting women as a more than half of the society everywhere, Because as one put it, women constitue half of the society and teach the other half. Thus the need cries for free-thinkers depend only on reason to find facts rather than emotions which the Arab and Muslim world still swimming in. The world is in serious need to distinguish between the needs of women and wishes of men or vise versa, in every society on earth to curb such discrimination. (783 words) www.askdryahya.com
History of Women’s Fragrances
Well lets talk about fragrances. Fragrances have been reported to have been around in the ancient Egyptians time. There is a reference to perfumery and even perfume formulas in the Bible, women used pomegranate for there lips and would use spices and oils for their skin to make them smell nice. The fragrances today are much more refined and last longer. Some of the things used to make the wonderful scents we have today are:bergmont, melon, apple, cinnamon, green leaves, sea breeze, magnolia, violet, rose, teak,jasmine, amber, musk, lantana flower, raspberry, white muguet, lemon, sandalwood, peach, pineapple, white lily, mandarin, gardenia, rosette, camellia, satinwood, neroli, ginger, cumia, copahu wood, myrrh, vanilla, iris, neliotrope, nerolie, lime, lilac, fig, tuberose, maple wood, osmanthus, plums, orange flowers, ylang-ylang, patchouli, cloves, moss, carlgrey, honeysuckle, white pepper, orris, carnation, mimosa, juniper berry, grapefruit, tobacco, white sage, cedar, lonka bean. Fragrant product that result fron the artful blending of certain odoriferous substances in appropriate proportions word is derived from the Latin per fumum, meaning “through smoke.” The art of perfumery was apparently known to the ancient Chinese, Hindus, Egyptians, Israelites, Carthaginians, Arabs, Greeks, and Romans. Fine perfumes may contain more then 100 ingredients. Each perfume is composed of a top note, the refreshing, volatile odor perceived immediately; a middle note, or modifier, an providing full, solid character; and a base note, also called an end note or basic note, which is the most persistent. Information was gathered from the Encyclopaedia Britannica. We have 100′s of fragrances, parfums, spray. body lotion, powder, eau de toilette and deoderant.