Formal Outline Template Free Essays

Manual for FORMAL OUTLINING I. The diagram ought to be in sentence structure. A. We will compose a custom paper test on Formal Outline Template or on the other hand any comparative theme just for you Request Now That implies that each area of the blueprint must be a finished sentence B. Each part may just have one sentence in it. II. Every Roman numeral ought to be a fundamental segment of the discourse. A. Capital letters are central matters of the postulation. 1. Numbers are sub-focuses under the capital letters. 2. Little letters are sub-focuses under the numbers. B. Sub-directs need toward compare with the thought it is under. 1. This implies capital letters allude to the thought in roman numerals. 2. This implies numbers allude to the thought in the capital letter. III. All sub-focuses ought to be indented the equivalent. A. This implies the entirety of the capital letters are indented the equivalent. B. All numbers are indented the equivalent. IV. No sub-point remains solitary. A. Each An unquestionable requirement have a B. B. Each 1 must have a 2. C. You don’t need to have a C or a 3, yet you can. D. There are no special cases to this standard. Your discourse framework should look something like the one in the example. Your framework will likewise incorporate the full sentence subtleties of your discourse, including source references. The quantity of sub-focuses will contrast in every discourse and for every fundamental thought. FORMAL SENTENCE OUTLINE FORMAT Student’s Name: Date: Topic: General Purpose: Specific Purpose: Key articulation that portrays the subject of your discourse To illuminate OR To convince Your particular reason recognizes the data you need to impart (in an instructive discourse) or the demeanor or conduct you need to change (in an influential discourse). The focal thought of your discourse (ought to foresee, control and commit). Theory: I. Presentation A. Enticement: Something that catches the eye of the crowd. Instances of this: surprising measurements, stories, non-serious inquiries, citations, situations, and so forth. This point ought to be more than one entence long. For what reason should the crowd tune in to your discourse, make it individual to every one of them. Identical proclamation as above. B. Motivation to Listen: C. D. Postulation Statement: Credibility Statement: 1. 2. What by and by associates you to this subject? What kind of examination have you done to set up believability? E. See of Main P oints: 1. 2. 3. To start with, I will portray †¦ Second, I will inspect †¦ Third, I will discuss†¦ II. Rehash proposition, definite explanation as above. A. Explanation of the principal central matter; you ought not utilize a source in this sentence. 1. Thought of improvement or backing for the primary central matter a. Bolster material (ex: insights, citation, and so forth †refer to source) b. Bolster material (ex: insights, citation, and so forth †refer to source) 2. Greater turn of events or bolster a. b. Bolster material (ex: insights, citation, and so on †refer to source) Support material (ex: measurements, citation, and so on. †refer to source) 3. Progress: More turn of events if necessary (Required) Statement of development that thinks back (inside rundown) and looks forward (review). Explanation of second central matter. Try not to utilize a source in this announcement. 1. Thought of advancement or backing for the primary central matter a. b. . Bolster material (ex: measurements, citation, and so on †refer to source) Support material (ex: insights, citation, and so forth. †refer to source) B. Greater turn of events or bolster a. b. Bolster material (ex: measurements, citation, and so forth †refer to source) Support material (ex: insights, citation, and so f orth. †refer to source) 3. Progress: More turn of events if necessary (Required) Statement of development that thinks back (inner outline) and looks forward (review). Articulation of third central matter. Try not to utilize a source in this announcement. 1. Thought of improvement or backing for the primary central matter a. b. . Bolster material (ex: measurements, citation, and so on †refer to source) Support material (ex: insights, citation, and so on. †refer to source) C. Greater turn of events or bolster a. b. 3. Bolster material (ex: insights, citation, and so on †refer to source) Support material (ex: measurements, citation, and so on. †refer to source) More turn of events if necessary III. Decision A. Audit of Main Points: 1. 2. 3. B. C. Repeat your first central matter. Rehash your subsequent primary concern. Repeat you third central matter. Identical as above. Build up an inventive shutting that will give the discourse a feeling of completion. This point might be more than one sentence. You ought to allude back to your AttentionGetter. Rehash Thesis: Closure: References APA group; all references should be sited in APA design. Electronic sources must be . edu, . gov, or . organization so as to be worthy. Make certain to ensure that the references are in Alphabetical request. Twofold Spaced; all references ought to be twofold separated and indented. Five source least: You should have at any rate five sources refered to in your layout and recorded on your reference page. Make a point to give all essential data in the references. Step by step instructions to refer to Formal Outline Template, Essay models

Copper Sulphate Calibration

Technique according to research center convention. Rest Its and Discussion From the table and diagram it shows that there is a direct connection among focus and retention (Beer-Lambert Law). As the focus increments so does the sponginess. The line of relapse fits into the midpoints of the UP Absorbency, the RE is 0. 9538 this shows the information is precise as it is exceptionally near the relapse line. Taking the midpoints of the CIVIC Absorbency permits the information to turn out to be increasingly precise and solid. Cavetti MM cuscus (ml) Distilled Water (m L)Concentration (M) XIV Absorbency (Average) Dividing the obscure arrangements by y is the best approach to discover the convergences of the obscure arrangements. Plotting the obscure arrangements On the chart Can test the unwavering quality of the consequences of the focus. The outcomes are near the line of relapse, this demonstrates the qualities which were determined are exact. The outcomes which were assembled could have b een slanted from the way the cavetti was put into the spectrophotometer.For occasion, if the puttee had fingerprints on it, the frequency would not enter the cavetti appropriately as the fingerprints may change the manner in which the light enters the arrangement, along these lines assembling an off base focus perusing. One approach to maintain a strategic distance from this is to clean the cavetti before setting it into the spectrophotometer, in addition to ensuring that it is put into the contraption the correct way. While the 1 mol of Copper Sulfate was estimated with the Gilson there may have been a little possibility of the estimation being off base, notwithstanding, a Gilson is bound to give an exact estimation of an answer than a pipette old.When utilizing a spectrophotometer it is basic that the mechanical assembly is turned on and left to get ready for in any event 15 minutes, if this isn't executed and the test is finished with a ‘cold' spectrophotometer the readings might be temperamental. Between each perusing of the arrangements the spectrophotometer transmittance should be hampered to O, if this isn't done the perusing will be off base, thusly risking the precision and unwavering quality of the outcomes. End Within this reasonable the point was accomplished, the ingestions of the weakened arrangements were resolved and exact.

Leaders Focus Too Much on Changing Policies, and Not Enough on Changing Minds

Leaders Focus Too Much on Changing Policies, and Not Enough on Changing Minds The age of globalization has changed the way  business is done.  Everything is much faster, everyone can have access to any information about the market and the business environment is constantly moving and changing.In order for companies to survive in that kind of environment, they need to be ready to  change  and adapt to the ever-changing market conditions, which doesn’t just require the  ability  to create a better product or find  new ways  of production.All of this is useless if the company doesn’t know how to handle that situation, how to apply that new way of production or to whom to sell that new product.And when their changed policy fails, companies just tend to find another policy and hope it will bring something good, instead of trying not just to change policies, but also try changing minds.In this text, we will try to explain why that is the case, what are the different types of changes company can do, what are the usual results of those changes, what should be done in order for a change to be successfully implemented and how can that affect managers and their relations with other people in the company.TYPES OF CHANGESWe have already noted that the only way to be successful in today’s business is to be able to adapt to the  constantly  changing market conditions.A  study  which was conducted by BCG revealed that around 85% of firms have made some changes in the past 10 years.Another thing which is important to note here is that many of these firms tried to make changes on several fronts.“Why is that important?” â€"  You  may ask.Well, in business, it is crucial to  survive  and every change  brings  risk  with itself. And the best way to fight a risk is to disperse it.That is why every firm tends to make changes in multiple fields at the same time.That way, the firm is protecting itself in case one of the options  meets  failure. If one fails, another might succeed.It is also important to, not just try to invest in several changes at onc e, but those changes should be from a different  category  because sometimes the market conditions do not allow some changes to be made successfully and it that case, it is important to invest in changes of another region of the firm. That said,  there are several types of changes which could be applied in any firm. They can be divided into 2 categories:Overall changes which  concern  the entire firm;Changes  which target specific areas of the firm and the way those areas function.The first group includes activities like changing the business model, executive organization achieving fast financial growth.The idea of these activities is to improve how the company as a complete entity works, by focusing on the  reorganization  of the most important activities in the firm.The second group includes changes which are focused more on improving the specific sectors inside the company.It is associated with activities like research and development, operational and commercial tasks or some sup port functions, like HR.Whenever the firm wants to make some changes, they tend to do a  SWOT  analysis (strengths, weaknesses, opportunities,  and  threats) in order to find  what are the most suitable areas which could be changed and improved  and then decide between them and start making the transformation strategy.THE NEW POLICY NO POSITIVE RESULT! WHY?Do you remember  that 85  %  of the firms we mentioned a bit earlier?Would you be surprised if we told you that around 3/4 of those firms do not succeed to achieve their goals by changing their policies?That is a hell of a number!You may ask what were they doing wrong or why they even tried to change themselves.Well, as we’ve already said, it is crucial for the firms to make changes nowadays, because of the fast-changing environment.There is no discussion  there;  it is a must for them.Then the right question isn’t “Why they are trying to change?”, but instead “What are they doing wrong?”.There are  multiple causes, t hat’s for sure.1. Not thinking about the long-term effectsWhen firms want to make some changes, they usually do that because the company’s current performance is probably not so good.But, since humans are usually not known for their patience, then the long-term strategies suffer.The firms are mostly focused on improving their performance and in  return,  they usually expect almost immediate results.Like John Maynard Keynes had said: “In the long run we are all dead”.But we know that is not always the case. Sometimes you need to think wider and have a bigger picture in your mind.That is exactly the problem with some of the changes made in firms.Managers often  just  want to fix the problem as fast as  possible  because they want to see fast results.And adding to that, their salary also depends  on  how well the firm performance is, so that is one of the  reasons  they are mostly focusing on the short run.2. Not changing how employees workWhenever you get a new, more modern TV or any other device, you need to learn how it works, what are the new options, what is different from your old device.It is the same in business. Whenever you, as a firm, change policies or some operational or organizational systems and tasks, the same principle  applies.People need to learn about the new system, adapt and just then try to meet the  company’s  expectations.The problem occurs because firms do not create such  environments, where people can think about what they do, where they can try to be innovative, thus improving the system.Most companies do not encourage their employees to do that, some even try to restrain innovative thinking, despite knowing that it is one of the most important ways for a firm to develop and  rise.3. All for one and one for allWe mentioned that firms often tend to pursue changes in multiple areas in order to minimize the risk of failure, which is completely fine.But the problem can occur when they are looking at each area separately.What is the main goal of these changes? No matter if you just make changes in one area or 6 areas, all of these changes have one same goal to achieve.And that is to improve the company’s overall performance.Then why would you, as a manager, look at just one or 2 aspects of the firm separately and decide for each of them separately?What is meant to be done is to look at the firm as a complete puzzle and its areas as puzzle  pieces.  The puzzle cannot be completed if even one of the pieces is wrong.The firm cannot just do an  analysis  of one sector it wants to change and make a prediction just for that sector and how it would influence the company’s performance.I mean, theoretically, it could, but then it wouldn’t be a very thoughtful company.Instead, the firm should analyze sectors in which it wants to make some changes, then do analysis on how those changes would affect not just the company as a whole, but the other sectors as well, and only then it should decide if the changes in ce rtain sectors would be efficient and effective.WHAT ARE THE CRUCIAL THINGS TO FOCUS ON?We just saw why there  is  a high percentage of the companies who tried to change  something  but didn’t succeed. But there  is  still 1/4 of them who were successful.Let us find what they did right and what  their main focus while making those changes was.The firms we are about to talk about didn’t just focus on changes which could benefit them in  the  short  run.They focused on changes which would create a  long-term  functioning business.According to the research done about  these  companies, we can segregate the six most important things they focused on when they conducted their changes.1. Give your employees a purposeWhen managers want to make changes, they should try to tell other employees what is the nature of those changes, why it is so important to make them and how employees,  who are  bones and  skeleton  of a company can help in that process.That way, employees would know they ar e a part of something important and good, so they would be more reluctant to help in any way they can.By telling employees how they can contribute to the very important cause, managers can share the load of the entire process, which should make it much easier, because when the employees are satisfied and prepared to help their firm, they are more reluctant to accept any changes which could benefit the entire firm.2. Change is a marathon, not a sprintAs the title says: “Change is a marathon, not a sprint”.  That means that results cannot come  overnight, nor can the process of conducting changes be done in a short time.That said,  a firm need to know when it’s a good time to slow down a bit and when it’s a good time to  push  things forward.It is really important not to overload the employees too much, because they still have their work schedule and if they, apart from that, had more additional work, eventually their ability to help with the  changing  process would be lessen ed.3. Adapt and learn new abilitiesWhenever there are changes in any company, it often requires an adaptation and sometimes  knowledge  of a new set of abilities, because some of the regular processes could be changed or refined.The firm has a task to create an environment in which their employees can adapt to that new system and learn new abilities, needed for effective functioning of the entire firm.4. Create a flexible compositionIn order for the people to adapt to changes and learn the new skills, the firm should create an environment where people have some level of autonomy, so they could learn their own ways which could  make  it easier for them to adapt and acquire new skills.The firm can do that by reorganizing its structure so it is more lenient towards its employees.In that kind of environment, employees would be able to try to solve problems on  their own,  learn more about their jobs and even learn more about other people’s jobs, which could be very useful if they need ed to move to do another  work  in the firm.5. Encourage employees to learnIn the more lenient environment mentioned in previous part, employees tend to be more encouraged to think on their own and solving their own problems and by doing that, they can learn a lot of new and useful things.A good company should always encourage its employees to seek more knowledge.Yes, there is always a risk that employee will leave the firm, but the potential benefits  outweigh  that  risk  because that employee can contribute much more to the firm, thus improving its performance.Firms can do that by organizing  special  training  for a specific individual or a group of people, where they could acquire more knowledge and some new skills.6. The built-inteam responsible for the  change  When firms make changes, they tend to change the management team at the same time.Now, the argument about new people being able to look at the problem from a different perspective is valid, but there are a lot of thing s new management team from the outside wouldn’t know.That’s why it is a good thing to build a team inside the company which would serve as a managing body when it comes to  the process of making changes.People from that body would already know what are the strengths and weaknesses the company has and what  opportunities  it can grab to improve its performance.WHY IS HR SO IMPORTANT?The human  resources sector is usually considered as a sector which supports all other sectors and  serves  as a link between the leadership and employees.But, when the firm starts making changes, HR has to become much more, not just because it is an important link with employees, but because it is one of the two crucial factors which contributes to the success of a process of making changes.HR sector has to be there when some important decisions about the changes are made and when the overall transformation strategy is delivered, in order for it to be able to assess and predict what kind of influence it would have on the employees and the way they are doing their jobs.If HR  assumes  the strategy would be ineffective or harmful in any way, it could present it to the board and then a  better  strategy could be created and delivered.That is  why  it is very important for the  HR  sector to be connected and  acquainted  with everything related to the process of making changes.THE EFFECT ON THE LEADERSHIPWhen we talked about the importance of the HR during the process of making changes, we mentioned it is one of the two crucial factors which  contributes  to the success of the process. Well, the other crucial factor is  leadership.Managers and managing boards probably have the toughest job when it comes to this process.They need to be aware of everything, from the minor changes in some specific  sector  to a major change in the organization etc.Apart from that, the  managing  body needs to coordinate all activities related to the process of making changes and make sure that all six of the most important tasks we mentioned above are implemented and used, in order to guarantee  success.Being a leader is not for everyone, so it is crucial to select the right people to lead in order to make, not just the process of making changes, but other activities successful as well. CONCLUSIONYou now know why the change is so important part of every firm. You also know that every change comes with a risk and its own dangers.Success is never guaranteed and the consequences can be lethal to the company.You have seen that a lot of companies who conduct this process of making changes don’t succeed in their efforts, but it is not like that because change is bad.The problems occur when companies do not conduct those changes as they are supposed to, following the important guidelines and including those six important factors we mentioned earlier.But, without the change, the firm wouldn’t be able to survive in today’s ever-changing business environment.Therefore, what  disting uishes  the firms who survive and the ones who don’t is the ability to adapt, evolve and successfully make changes when it is necessary.

Summary Of Her Dealings With The Jellyby Family

In her dealings with the Jellyby family, Esther observes what could be written off as simply a dysfunctional family. With a mother figure who has her eyes firmly and narrowly set upon the distant shores of Africa and her charity work there, Dickens creates a vital representation of the problems of telescopic philanthropy. Mrs. Jellyby’s husband and children are all but ignored. While he could have entrusted the Jellyby family fully to his third-person narrator, Dickens instead uses Esther as the vessel through which their story is primarily told. When Esther and Caddy Jellyby visit Mrs. Jellyby, after gaining Mr. Turveydrop’s blessing for Caddy’s engagement to Prince, Esther wishes an absent Mr. Jellyby well. In reply, Mrs. Jellyby says,†¦show more content†¦This is not the first time she does this, nor is it the last. In Chapter Six, â€Å"Quiet at Home,† Dickens gives us another example of her more important purpose in the novel: [Jarndyce] asked me what I thought of Mrs. Jellyby. She exerts herself very much for Africa, sir, I said. Nobly! returned Mr. Jarndyce. But you answer like Ada. Whom I had not heard. You all think something else, I see. We rather thought, said I, glancing at Richard and Ada, who entreated me with their eyes to speak, that perhaps she was a little unmindful of her home. Floored! cried Mr. Jarndyce. I was rather alarmed again. Well! I want to know your real thoughts, my dear. I may have sent you there on purpose. We thought that, perhaps, said I, hesitating, it is right to begin with the obligations of home, sir; and that, perhaps, while those are overlooked and neglected, no other duties can possibly be substituted for them. (Norton 60-61). It would be difficult to find a more direct statement regarding Dickens’ personal opinions about foreign policy and domestic charity in relation to misguided overseas philanthropy. While he presents situations surrounding Mrs. Jellyby and Mrs. Pardiggle to convey this thematic message, as relayed through both his omniscient narrator and Esther’s observations, this is the only time he uses a character to make such an

Inclusive Curriculum Education And Inclusive Education

Inclusive Curriculum In the 19th century, special needs learners, particularly students with disability have to be segregated in the special schools. However, over the past decades, humanity’s progress has occurred in acknowledging that students with special needs enjoy the same education rights as their peers. Nowadays, this group of student cohort has access to mainstreaming schools and inclusive education. In Australia, today’s classrooms are becoming increasingly diverse. According to Australian Curriculum, Assessment and Reporting Authority (ACARA), student diversity may include general students, students with disability, gifted and talented students and students for whom English is an additional language or dialect (EAL/D) (ACARA, 2014). Meanwhile, the change of the student cohort in the mainstreaming classroom make teaching job more challenging and complex than before. Due to a wide range of individual differences, general education curriculum may be inappropriate to meet individual needs of the growing diverse student population, particularly, student with disability or culturally and linguistically diverse background. As a result, modern education system calls for adapting general education curriculum and developing a broad and inclusive curriculum. The aim of inclusive curriculum is to ensure all students could have access to the content knowledge and engage in the learning process so as to maximize their achievement (Foreman, 2013). In the light of this,Show MoreRelatedThe Inclusion of Inclusive Education in Teacher-Training: Issues of Curriculum, Pedagogy and Staffing2717 Words   |  11 PagesThe Inclusion of Inclusive Education in Teacher-Training: Issues of Curriculum, Pedagogy and Staffing Introduction UNESCO has defined inclusive education as the opening up of ‘schools, centre of learning and educational systems†¦to ALL children. For this to happen, teachers, schools and systems may need to change so they can better accommodate the diversity of needs that pupils have and (ensure) that they (the pupils) are included in all aspects of school life. It also means a process of identifyingRead MoreMy Experience As A Primary Teacher839 Words   |  4 Pagesdiverse abilities and to meet their learning needs. At the beginning, I found it challenging to practice the inclusive education strategy in my classroom, so I started to read more about the definition of inclusion and the factors that affect the teachers’ practical experience. Later, I was inspired by the relation between the inclusive education and the Australian Curriculum. The Australian Curriculum establishes expectations which are appropriate for all the students (ACARA, 2012). For example, it mentionsRead More Inclusive Education For Children With Disabilities1631 Words   |  7 PagesAbstract Inclusive education is where children with disabilities receive special education services in the general education setting. Many factors can make inclusion difficult or complex. Accommodating instruction to meet the educational needs of all students is one of the most fundamental problems in education. Many argue that inclusive practices benefit all students. While others argue that inclusive education is inadequately designed to meet the needs of exceptional students. Benefits of inclusiveRead MorePrinciples, Policies Frameworks of Inclusive Schooling Essay1176 Words   |  5 PagesBriefly discuss how you believe policies and legislation related to Inclusive Education could influence attitudes towards the way society accepts difference. In recent times I believe there has been a heightened awareness regarding the necessity to develop Inclusive Classrooms that celebrate difference and cater for a diverse range of learning styles and needs. My belief is reflected in the increasing amount of policies and legislation being developed at both state and Commonwealth levels. TheseRead MoreThe Role Of Teacher s Is Particularly Complex1729 Words   |  7 Pageswhether arising from disability, gender, behaviour, poverty, culture, status or any other reason. Inclusive approaches to teaching and learning should emphasize the creation of instructional environments that expand mainstream thinking, structures and practices, which promote educational success and a sense of belonging for all students. One approach that attempts to accommodate all students in an inclusive and diverse manner is that called the Universal Design for Learning (UDL The Universal designRead MoreWhat Does Inclusive Education Means? Essay1626 Words   |  7 Pages â€Å"What does inclusive education mean for me as a teacher in 2014 and beyond? â€Å" In first being able to define inclusive education, it is necessary to understand the diversity of the student population. Disability comes in my varying forms and can be physical, sensory, intellectual, mental health and emotional, developmental, and non-visible (e.g. asthma). If disability was the only agent to consider in the diversity scenario things would be easier for teachers but there are a number of other classificationsRead More Inclusion in the Classroom Essay1638 Words   |  7 Pages1999). This will enhance their communication skills later in life. Inclusive classrooms provide students with disabilities a better education on the same level as their peers. Since all students would be in the same educational environment, they would follow the same curriculum and not separate ones based on their disability. The main element to a successful inclusive classroom, is the teachers effort to plan the curriculum to fit all students needs. Teachers must make sure that they are makingRead MorePolicies and Legislation Related To Inclusive Education Could Influence Society993 Words   |  4 PagesBriefly discuss how you believe policies and legislation related to Inclusive Education influence attitudes toward the way society accepts difference. As I have eagerly anticipated meeting my practical classes in the last three years, I take with me the knowledge that I will find a class that is full of unique individuals. These students will have different cultures, types of families, socioeconomic status and learning needs just to name a few of the diversities. Although this is the type of classRead MoreDeveloping A World Class Inclusive Education System Essay1476 Words   |  6 Pages The Special Education 2000 programme was introduced by the New Zealand Ministry of Education 1996. By introducing such a programme the government intended to develop a world class inclusive education system. The model and aim at that stage was to reform the education system where children with disabilities could be integrated into the mainstream education system. This would enable children with disabilities to attend their local community schools where having the same opportunities as their siblingsRead MoreInclusive Teaching for Acquired Brain Injury Students847 Words   |  3 Pagespara.3) The teacher in this video does not set the example for inclusive teaching, nor does she seem educated in management, particularly behaviour of an ABI (Acquired Brain Injury) student. This report will detail arguments explaining teacher and student rights, why adopting an inclusive approach in the classroom is important, as well as teaching strategies that are inclusive to Doug’s needs aft er his accident. The Department of Education, Training and Employment refer to the Disability Discrimination

Entrepreneurship And Business Skills Free Essays

Question 1 I consider an entrepreneurial individual to be a person that exercises initiative through organizing a venture with the aim of taking benefit of the opportunity presented. In addition, this individual is not afraid to make decisions regarding their venture and always accepts full responsibility of the outcome that results from their decisions (Caird, 1990). Referring to myself as entrepreneurial means I do not just wait to be given directions on my tasks but rather I set out to look for information that other people do not have and I proceed to use it appropriately. We will write a custom essay sample on Entrepreneurship And Business Skills or any similar topic only for you Order Now I can fit in any department because I focus my attention on the set goals, strive to learn quickly enough and develop new ideas. My ideas, energy, and vision would remain theoretical until I get that opportunity to practice what I do best. Brockhaus regards the entrepreneur’s dedication, talent and commitment to be valuable traits that would go to waste if the individual lacks the necessary resources, an equally talented team, and the opportunity to put their ideas into practice (Brockhaus, 1982). Once the opportunity presents itself, the entrepreneur is always prepared to utilize it appropriately. Whenever I was engaged in a group project, I always carried out my research thoroughly, focused all my efforts on the given assignment, and coordinated my group members with the aim of ensuring the project was performed in the most organized manner possible. My group members always relied on me because I am always accountable for the decision I make regarding the task at hand. However, often the decision I made turned out correct because prior to making the decision, I prefer to gather the necessary information, and then proceed to use it appropriately. In a diner that I used to work part-time in while in school, I recommended having a special dish for the customers on a particular day every week. This suggestion resulted from an observation that I had made whereby the customers often had a specific meal they consumed frequently but on occasion they preferred a change. On this occasion, I would recommend the alternative meal. I figured that a special dish once every week would create that alternative meal option. The idea worked amazingly and every Wednesdays when the special dish was offered, the diner would always be full. My entrepreneurial skills would be beneficial to the company because I place priority on achieving the set goal therefore every task assigned to me would always be performed in an exemplary manner. Because I am responsible and accountable, supervision would not be required because I never waste my time while working and instead I focus all my efforts on achieving my goal. I am willing to take risks because I consider the risky, different, or even controversial things to have an underlying opportunity that is mostly unexploited (Caird, 1990). The entrepreneur does not just look at the idea and wait for directions on how to proceed but rather develops a plan of action which will create a road map which will raise the venture from the idea stage and set in on the course of growth and materialization (Gunther and MacMillan, 2000). The position I would be assigned would present me with the necessary resources, technology and capability to focus on achieving the goals of the company. The conclusions that I come to in the Company would be reliable since I conduct thorough researches and make decisions based on comprehensive information. The Company would therefore not have to worry about reckless decisions or question the validity of my recommendations and strategies. Question 2 Every successful individual often has a story to tell regarding the challenges and obstacles that they had to overcome on their long road to success (Hauser, 2012). The biggest obstacle that I have had to face is the negative traits that I posses. However, over time I have come to the conclusion that what one lacks on one side, they compensate for it on the other. I am for instance a poor networker. The network of contacts that I started off with was very narrow and since I am not so good at connecting with people, the situation did not get any better. What I lacked in network skills, I made up for in commitment and determination. The important thing is to match the strength that compensates for your weakness and apply it (Hauser, 2012). Although, I could not connect with people easily, I could rely on myself to get the job done. The feeling that I was an ‘outsider’ reduced my reliance on other people’s help and I immersed myself in the mission that I worked towar ds. Failure was not a letdown but rather an opportunity to learn and avoid a similar mistake in the future. As a result of my commitment and determination, prospective partners sought me and my network grew not because I was good at connecting with other people but because of my drive to succeed that appealed to them. It is important to find one’s weaknesses and strengths followed by strategies to turn the weaknesses around. Every business is an entire system that contains numerous tasks which cannot be accomplished by a single individual no matter how strong that individual is. As a result, the best strategy is to focus an individual’s energy on those areas that they are strong therefore compensating for the weaknesses (Collins and Lazier, 1995). I applied the recommended strategy by Collins and Lazier in my weakness regarding poor communication skills by maximizing on my ability to think of the big picture. Although I could not persuade people to support my views, ideas and business as a whole, I could see the patterns and relationships in the environment I traded in. These patterns and relationships made me an excellent predictor of market as well as competitor moves. As a result, I did not have to persuade anyone to follow my lead, adopt my ideas, or engage in transactions with me because the statistics talked on my behalf. The consistent positive results made others to gain confidence in me. The other trait that disadvantaged me was my strong action orientation that caused me to sometimes desire to act prior to comprehensive contemplation. There are several occasions that my ventures failed resulting from my immediate actions that were based on incomplete information. These ventures failed but I did not give up on them and instead kept on trying until they succeeded. My strong action orientation was my weakness but the motivation to excel is the strength that avoided my downfall. Every time I went into a venture because I felt the need to act, my goal and result orientation pushed me until the goal was achieved. I overcame my weaknesses through the strengths that compensated for what I lacked. I would recommend such an approach to every individual who desires to overcome or turn their weaknesses into strengths. Question 3 I would choose the role of either an organizer or a moderator. Often the group is split over which is the right and the wrong approach to an activity or task (Adeak, 2010). Every individual in the group seems to think that their idea, suggestion, or plan is the correct one. However, the best plan, strategy, and organization come from extensive preparation, assessment, and consideration. I prioritize these three elements because I do not like to undertake a task while unprepared and I set my mind to achieving the goal therefore the approach used, the organization chosen and the strategy formulated all have to be centered on the goal. Since this is a group activity, achieving the goal is not only dependent on my effort but on each group member’s effort. It is therefore my responsibility to organize the team and ensure that the plan that I have formulated to achieve the goal is integrated into the whole team. Team organization is a critical component of long-term success of any b usiness therefore ensuring the team’s procedures and plans are formulated and each team member is assigned a role that they will perform effectively would guarantee positive results (Collins and Lazier, 1995). A particular occasion that I played this role was in a research project on advertising where I divided the group into sub-groups so that every sub-group could research on a sub-topic which would then be followed by consolidation of all the sub-topics. The role of a moderator would also be an appropriate role for me because I am impartial and maintain an open mind at all times. Through such an approach I believe the interests of every group member would be addressed therefore ensuring that no member is dissatisfied. One hurdle that often arises in group activities is the allocation of resources and resolution of internal disagreements (Adeak, 2010). I believe in fair treatment and therefore would ensure the resources are coordinated and allocated fairly. This step would also help reduce disagreements in the group. This quality is an indication that the moderator is an appropriate role for me. The role that I would least play in a group is that of a critic. This is majorly because I choose to look at things positively whereas the critic searches for the flaw in order to expose it. A team needs to be motivated in order to perform well but criticism often dampens the motivation of the team (Adeak, 2010). This role is therefore not appropriate for me at all. References Brockhaus, R. H. (1982), The Psychology of the Entrepreneur. In Encyclopedia of Entrepreneurship , edited by Calvin A. Kent, Donald L. Sexton, and Karl H. Vesper, Prentice Hall, New Jersey. Collins, J. C. and Lazier, W. C. (1995), Beyond Entrepreneurship: Turning Your Business into an Enduring Great Company, Prentice Hall, New Jersey. Caird, S. (1990), What does it mean to be EnterprisingBritish Journal of Management, vol. 1, Issue 3, pp. 37–145. Gunther, M., R. and MacMillan, I. (2000), The Entrepreneurial Mindset, Harvard Business School Press, Boston. Hauser, A. (2012), How to Overcome Business Weaknesses, Resources for entrepreneurs, viewed May 2, 2012, http://www.gaebler.com/Small-Business-Administration-SBA-Advice.htm What is a Team Role StructureAdeak. 2010, viewed May 2, 2012, http://www.adeak.com/2010/02/what-is-a-team-role-structure/ How to cite Entrepreneurship And Business Skills, Essay examples

Disease and Patients in ICU

Question: Discuss about the Disease and Patients in ICU. Answer: Introduction: Aggression and anger are common among the aged people with dementia and Alzheimers disease. Anxiety and agitation are also common in elderly with chronic conditions such as Alzheimers disease and patients in ICU. Early in this disease, aged people may undergo irritability andanxiety. Later in the disease, persons usually develop agitation. Depression can be a consequence of Alzheimers disease, dementia and chronic diseases. Alzheimer'sand progressive dementias are the main causes ofhallucinations among the aged. The core underlying source ofmemory lossandconfusionis the progressive impairment of brain cells triggered byAlzheimer'sdisease (Solomon et al. 2014). Two tools to report on behaviors of concern Revised Memory and Behavior Problems Checklist tool measure observablebehavioral It is recommended as a reliable and valid tool to report on behaviors of concern in the clinical settings (Jackson et al. 2014). Behavior Documentation Toolkit covers the strategies of challenging behaviors, delivers an understanding of analyzation method of those behaviors, and offers valuable practical resources (Lum et al. 2015). Management strategies Management strategies for preventing aggression and anger consist of avoiding the situation that can initiate fear, anxiety, and frustration. Effective communication and encouraging them to vent their emotional state can be effective. It extreme conditions it may be indispensable to take away the person to an isolated area away from the others (Karel et al. 2012). Interventions to cope with anxiety and agitation involve eliminating or modifying the stimuli. Distraction is a usual approach to extricating harmful feelings. Music therapy can be very useful in these cases as a source of distraction and relaxation. Reassuring communication from the caregiver is important. Pharmacological managements include the use of sedatives or analgesics (Lum et al. 2015). Psychological interventions can be very effective in depression. Management guidelines recommend cognitive therapies, behavioral therapies, supportive psychotherapies, interpersonal therapies and problem-solving for the older people (Solomon et al. 2014). Several antipsychotics are effective in the management of hallucination. Transcranial magnetic stimulation, hallucination-focused integrative treatment psychoeducation, cognitive behavior therapy are some useful methods. Many coping strategies are there to manage hallucination (Jackson et al. 2014). Approaches for coping with memory loss involves lie story and reminiscence works. Cognitive stimulation therapy and cognitive rehabilitation can assist to improve the quality of life (Karel et al. 2012). Impact Aggressive and angry patients can harm themselves and their careers. Carers of old patients can find aggression to be frustrating, challenging, and often highly distressing. In old age, anxiety and agitation can be very strong and persistent. This can interfere with a person's everyday life. Major depression can influence coronary artery disease or stroke and people with depression have a higher death rate after a heart attack. Depression also poses the potential threat of self-harm and suicidal thoughts. The overwhelming burden on the carer associated with caring depressed persons can negatively influence their personal lives. Hallucination and memory loss can place the patients in an utter confusing state. All these behaviors can create burden and grief on the caregiver and impact the quality of life of both the client and carer (Ornstein and Gaugler 2012). References Jackson, M.A., Fauth, E.B. and Geiser, C., 2014. Comparing the neuropsychiatric inventory and the revised memory and behavior problems checklist for associations with caregiver burden and depressive symptoms.International Psychogeriatrics,26(06), pp.1021-1031. Karel, M.J., Gatz, M. and Smyer, M.A., 2012. Aging and mental health in the decade ahead: what psychologists need to know.American Psychologist,67(3), p.184. Lum, H.D., Sudore, R.L. and Bekelman, D.B., 2015. Advance care planning in the elderly.Medical Clinics of North America,99(2), pp.391-403. Ornstein, K. and Gaugler, J.E., 2012. The problem with problem behaviors: a systematic review of the association between individual patient behavioral and psychological symptoms and caregiver depression and burden within the dementia patientcaregiver dyad.International Psychogeriatrics,24(10), pp.1536-1552. Solomon, A., Mangialasche, F., Richard, E., Andrieu, S., Bennett, D.A., Breteler, M., Fratiglioni, L., Hooshmand, B., Khachaturian, A.S., Schneider, L.S. and Skoog, I., 2014. Advances in the prevention of Alzheimer's disease and dementia.Journal of internal medicine,275(3), pp.229-250.