Biography of the Scots Explorer Mungo Park

Life story of the Scots Explorer Mungo Park Mungo Parka Scottish specialist, and explorerwas conveyed by the Association for Promoting the Discovery of the Interior of Africa to find the course of the River Niger. Having accomplished a level of distinction from his first excursion, did alone and by walking, he came back to Africa with a gathering of 40 Europeans, every one of whom lost their lives in the experience. Conceived: 1771, Foulshiels, Selkirk, ScotlandDied: 1806, Bussa Rapids, (presently under the Kainji Reservoir, Nigeria) An Early Life Mungo Park was conceived in 1771, close to Selkirk in Scotland, the seventh offspring of a wealthy rancher. He was apprenticed to a neighborhood specialist and attempted clinical investigations in Edinburgh. With a clinical confirmation and a craving for acclaim and fortune, Park set off for London, and through his brother by marriage, William Dickson, a Covent Garden seedsman, he got his chance. A prologue to Sir Joseph Banks, a renowned English botanist, and pioneer who had circumnavigated the world with Captain James Cook. The Allure of Africa The Association for Promoting the Discovery of the Interior Parts of Africa, of which Banks was treasurer and informal executive, had recently financed (for a wage) the investigation of an Irish warrior, Major Daniel Houghton, put together at Goree with respect to the West African coast. Two significant inquiries commanded conversations about the inside of West Africa in the drawing room of the African Association: the specific site of the semi-legendary city of Timbuktu, and the course of the River Niger. Investigating the River Niger In 1795 the Association selected Mungo Park to investigate the course of the River Nigeruntil Houghton had revealed that the Niger spilled out of West to East, it was accepted that the Niger was a tributary of either the stream Senegal or Gambia. The Association needed verification of the waterways course and to know where it at last developed. Three ebb and flow speculations were: that it purged into Lake Chad, that it bended round in a huge circular segment to join the Zaire, or that it arrived at the coast at the Oil Rivers. Mungo Park set off from the River Gambia, with the guide of the Associations West African contact, Dr. Laidley who gave hardware, a guide, and went about as a postal help. Park began his excursion wearing European garments, with an umbrella and a tall cap (where he protected his notes all through the excursion). He was joined by an ex-slave called Johnson who had come back from the West Indies, and a slave called Demba, who had been guaranteed his opportunity on fulfillment of the excursion. Parks Captivity Park knew little Arabiche had with him two books, Richardsons Arabic Grammar and a duplicate of Houghtons diary. Houghtons diary, which he had perused on the journey to Africa served him well, and he was cautioned to conceal his most significant apparatus from the nearby tribesmen. At his first stop with the Bondou, Park had to surrender his umbrella and his best blue coat. Not long after, in his first experience with the nearby Muslims, Park was taken prisoner. Parks Escape Demba was removed and sold, Johnson was viewed as too old to even think about being of significant worth. Following four months, and with Johnsons help, Park at last figured out how to get away. He had a couple of effects other than his cap and compass yet would not surrender the campaign, in any event, when Johnson wouldn't travel further. Depending on the graciousness of African residents, Park proceeded on his way to the Niger, arriving at the stream on 20 July 1796. Park went similarly as Segu (Sã ©gou) before coming back to the coast. and afterward to England. Accomplishment Back in Britain Park was a moment achievement, and the main version of his book Travels in the Interior Districts of Africa sold out quickly. His  £1000 sovereignties permitted him to settle in Selkirk and set up clinical work on (wedding Alice Anderson, the girl of the specialist to whom he had been apprenticed). Settled life before long exhausted him, be that as it may, and he searched for another adventurebut just under the correct conditions. Banks was insulted when Park requested an enormous total to investigate Australia for the Royal Society.​ Sad Return to Africa In the end in 1805 Banks and Park went to an arrangementPark was to lead an undertaking to follow the Niger to its end. His part comprised of 30 troopers from the Royal Africa Corps garrisoned at Goree (they were offered additional compensation and the guarantee of a release on return), in addition to officials remembering his sibling for law Alexander Anderson, who consented to join the outing) and four pontoon manufacturers from Portsmouth who might develop a forty-foot vessel when they arrived at the stream. In every one of the 40 Europeans went with Park. Against rationale and exhortation, Mungo Park set off from the Gambia in the blustery season †inside ten days his men were tumbling to diarrhea. Following five weeks one man was dead, seven donkeys lost and the undertakings stuff for the most part wrecked by fire. Parks letters back to London made no notice of his issues. When the endeavor came to Sandsanding on the Niger just eleven of the first 40 Europeans were as yet alive. The gathering rested for two months yet the passings proceeded. By November 19 just five of them stayed alive (even Alexander Anderson was dead). Sending the local guide, Isaaco, back to Laidley with his diaries, Park was resolved to proceed. Park, Lieutenant Martyn (who had gotten a heavy drinker on local brew) and three troopers set off downstream from Segu in a changed over kayak, dedicated the HMS Joliba. Each man had fifteen black powder guns however little in the method of different supplies. When Isaaco came to Laidley in the Gambia news had just arrived at the shore of Parks demise †experiencing harsh criticism at the Bussa Rapids, after an excursion of more than 1 000 miles on the stream, Park and his little gathering were suffocated. Isaaco was sent back to find reality, yet the main stays to be found was Mungo Parks weapons belt. The incongruity was that having dodged contact with nearby Muslims by keeping to the focal point of the stream, they were thusly confused with Muslim bandits and taken shots at.

HG Wells †The War Of The Worlds Essay -- English Literature

HG Wells †The War Of The Worlds HG Wells utilizes proficiency procedures in The War Of The Worlds to include strain and make a superior all the more alarming climate. He utilizes four fundamental kinds of education strategies that are:  · Juxtaposition  · Pathetic paradox  · Omniscient perspective  · And cliffhangers The importance of these are as followed:  · Juxtaposition †this is the place two totally various realities are put close to one another to make a correlation that stands apart obviously and totally changes the air.  · Pathetic false notion †this is the place the climate coordinates the disposition of somebody.  · Omniscient perspective †the writer and the peruser realizes what is going to occur however the character doesn't.  · Cliffhanger †this implies fundamental things 1. An exaggerated sequential in which every scene finishes in tension. 2. A sensational circumstance happening toward the finish of a part, scene, or scene. 3. A challenge so firmly coordinated that the result is questionable until the end. Instances of these four methods are found in the HG Wells The War Of The Worlds. The models I chose particularly for this work are the ones I feel are generally significant and best show what these procedures. These were chosen from the book. Juxtaposition: â€Å"And this was the little world wherein I had been living in safely for quite a long time, this red hot chaos!† â€Å"About six at night, as I sat at tea with my better half in the vacation home speaking vivaciously about the fight that was bringing down upon us, I heard a muted explosion from the normal, and right away after a whirlwind. â€Å"The overwhelming terminating that had broken out while we were driving down Maybury Hill stopped as suddenly as it started, leaving the night very serene and ... ...t destroy, quickly implies speedy, lithe and agile and destroy importance striking and amazing, which is built to make the Martians look solid and ground-breaking. Wells likewise utilizes a differentiating pair to make a feeling of positive thinking where he says This was imprinted in gigantic sort on paper so new that it was still wet, which shows idealism in the way that a declaration had been made to guarantee the wellbeing in the individuals of London. A quick pace is made in this scene by having the city disordered at once, however at that point an affirmation is made that the individuals will be sheltered, however some may not accept that they are protected, which causes incredible strain in this scene, and for the following part of the book. This section portrays why the Martian intrusion fizzled, and how the Martians were pulverized. The climate made in this scene is one of rising idealism and reflection.

Is Lena Dunhams First Book Worth $3.5 Million

Is Lena Dunhams First Book Worth $3.5 Million No. Its not. But thats the price reported in the NY Daily News. Dunhams book has the working title Not That Kind of Girl: A Young Woman Tells You What Shes Learned,  and it is reported to include a humorous essays about her life as a 20-something woman. There are already comparisons between her book and Tina Feys  Bossypants, which was a runaway success and earned her every penny of a reported $5 million advance and Im sure the royalty checks keep coming. Random House is betting that Dunhams book will sell in equally impressive numbers. But it wont. I had never heard of Lena Dunham until last Friday. Im not that familiar with  Girls (though Id heard of it), and Ive never seen  Tiny Furniture. Im also over 30 (not very far over), so maybe thats to be expected. Im not sure. I have been familiar with Tina Feys work for quite a while now. When her book came out, I saw her name, and I stopped to take a look. Lots of people did. Dunham does not have the name recognition that will draw in readers (this point is explored more fully over at Forbes). Even if all of her 360,000+ Twitter followers buy a copy, she still wont hit the break-even mark. There is also the issue of her audience to consider.  It is assumed (and seems likely from where I sit) that this audience is made up of other 20-something women who will be able to identify with Dunhams experiences. Thats great when it comes to TV shows, but it is less great when it comes to books. This demographic is not exactly known for its book-buying power. The people who are more known for buying books are not going to be as interested. If she were a hot young novelist, maybe.  But Dunhams making her first book a book of essays. That just doesnt have the same commercial appeal no matter how funny it might end up being. Jenny Lawson (aka The Bloggess) exceeded expectations with her comedic memoir  Lets Pretend This Never Happened  earlier this year. Readers were already familiar with her writing, though, from her wildly popular blog, and they had gotten to know her fairly well before the book ever hit the stands. Had Dunham gone a similar route, I would have more faith in her. Twitter and a show on HBO are not, I think, enough. Im not saying that Dunham doesnt have a great book in her or that people wont buy it. I just dont think that enough people will buy it to make the $3.5+ million price tag worth it for Random House.  It also means that a lot of other authors, even established and respected ones, will not get put in print this next year. The money is gone, and I dont think that it went to the right place. What do you think? Does Dunham have the name recognition and the skill to wow readers and sell books? Or did Random House bet on the wrong book? Sign up to Today In Books to receive  daily news and miscellany from the world of books. Thank you for signing up! Keep an eye on your inbox.

The Global Dimensions Of Culture - 2078 Words

INTRODUCTION GLOBAL DIMENSIONS OF CULTURE Dr. Hofstede performed a comprehensive study of how values in the workplace are influenced by culture. In the 1970’s, as a Dutch researcher Dr. Geert Hofstede, collected and analyzed data from 116,000 surveys taken by IBM employees in forty different countries around the world. From those results, Hofstede developed a model that identifies four primary dimensions of differentiated cultures. These include: Uncertainty Avoidance (UA), Masculinity-Femininity (MAS), Individualism-Collectivism (IND), Power and Distance (PD). After a further study of the Asian culture by researcher Michael Bond in 1991, Hofstede added a fifth dimension in his theory, Long- and Short-term time orientation (LTO), also referred to as the Confucian Dynamism. His research has framed how cultural differences can be used in professional business transactions. Geert Hofstede s dimensions analysis can show cultural differences that are meant to assist the business person in better understanding the inte rcultural differences within regions and between countries. Cultural differences between countries have strong effects on individual personality and behavior, as well as on organizational culture (Hofstede 2001). Failure to understand and adapt to these differences may result in undesired outcomes, which can have adverse effects on performance. In this paper, I will work to show the difference between Japan and the US based on Hofstede’s research.Show MoreRelatedInternational And Global And International Opportunities1069 Words   |  5 PagesOrganizations today are vastly becoming more global and international thanks to the advancement of technology. Global and international businesses are motivated by several goals, including the pursuit of new discoveries, the desire to attract the brightest minds, provide unparalleled knowledge, skills and information. The scope of international and global industries continues to expand today as more businesses and organizations are developing a more strategic approach to international partner shipsRead MoreAn Analysis of Management and Leadership Strategies Using the Hofstede Cultural Dimensions Model616 Words   |  3 PagesUsing the Hofstede Cultural Dimensions Model Introduction The Hofstede Cultural Dimensions Model is invaluable in evaluating the variations in cultural values across 93 different nations Dr. Hofstede profiled throughout his research efforts over the last three decades. Many corporations rely on this model for planning their globalization strategies, specifically looking at how best to align managers and leaders with specific attributes to nations whose cultures will be most complementary andRead MoreThe Impact Of Culture On The Business World1470 Words   |  6 Pagesadapts to these changes relies heavily on the culture, traditions, customs and overall way of life of the given society (Wharton). When it comes to the global economy, every country has its own definition of what being successful really means and the leadership that leads to success is defined differently as well. The way in which a leader needs to adjust their strategies are dependent upon the individual culture they are working with. Within each culture, there are certain elements that can impactRead MoreDiverse Populations1584 Words   |  7 PagesStrategies that Foster Collaboration Among Diverse Populations According to Azer El-Sherbini, (2011), understanding how cultures vary globally, we understand how important designing and implementing e-learning courses at the global level is. According to their study, global e-learning has challenges at the level of communication, technology, and world cultures (2011). The study of Geert Hofstede was monumental and developed out of a curiosity Hofstede had about worker values as a worker himselfRead MoreUnderstanding Cultural Dimension : Strategy For Globalization Business1596 Words   |  7 Pages Understanding Cultural Dimension: Strategy for Globalisation Business The maritime industry is a kind of vast business, which usually develop into multinational business. This business will involve many people from other countries. Since, the ship moves from one to another country, communicating with people from another country with different cultures is inevitable. Culture was defined by anthropologist as learning and sharing concept, value and belief or can be said as an adaptable systemRead MoreGlobal Leadership And Organizational Behavior Effectiveness1671 Words   |  7 PagesThe Project GLOBE (Global Leadership and Organizational Behavior Effectiveness). The GLOBE research followed in Hofstede s footsteps yet also searched for additional dimensions (Cater, Lang Szabo, 2013, p. 446) as depicted and defined on Table II. In light of the GLOBE findings, earlier conceptualisations of culture have been reconsidered with respect to the impact of culture on leadership (Dickson et al., 2012 as cited in Cater et al., 2013, p. 447). GLOBE researchers introduced twnety one first-orderrRead MoreThe Roles of Culture, Subculture, and Social Class in Consumer Behavior1215 Words   |  5 PagesRoles of Culture, Subculture and Social Class in Consumer Behavior Introduction The depth and variety of global expansion strategies today is accelerating rapidly as companies historically who have been highly effective in marketing, selling and service look to new nations to continue growing sales and profits. The roles of culture, subcultures and social classes serve as the framework for gaining new access into foreign markets. The effect of cultural distances in the areas of cultures, subculturesRead MoreHofstede And Globe ( Global Leadership And Organisation Behaviour Effectiveness1108 Words   |  5 PagesGLOBE (Global Leadership and Organisation Behaviour Effectiveness) research on Culture and Leadership. Hofstede and GLOBE is similar, they both investigation the behaviour of organisations in different countries and across culture. But the way and research scope still quite different. In this report we will summarized and reviewed the theoretical dimension of various culture and leadership. Include the deficiencies in Hofstede’s work which the GLOB E study sought to address. Introduction Culture isRead MoreCultural Differences Of The Workplace1046 Words   |  5 Pagesenvironment, leaders can get the most out a diverse workforce and be better equipped to compete in today’s global economy. To show how this can be done an overview of the research done by Professor Geert Hofstede will be discussed, followed by the examination of the differences and similarities between two different cultures and how they impact work relationships. Hofstede’s Six Dimensions of Culture Professor Gert Hofstede performed an extensive amount of research on how different cultural values affectRead MoreAnalysis Of Hofstede s Five Dimensions Of Culture906 Words   |  4 Pages Management styles differ with each country, region and industry. From varying leadership styles, religious beliefs, geography to social mores to gender differences, there are many challenges facing managers in today’s global economy. I work for a global medical device and software industry where we have offices and regional management structures across the globe. I’ve had the privilege of working with managers and team members in the UK and European markets and have noticed many differences between

Ideas, Formulas and Shortcuts for Medical School Admission Essay

Ideas, Formulas and Shortcuts for Medical School Admission Essay Moreover, medical schools already know about every one of the programs and resources they give, and that means you wouldn't be providing much value via your writing. Nonetheless, healthcare costs are gaining a proportion of the national GDP each year. With the wish to stimulate and boost the bodys immune system, homeopathic medicines are customized to satisfy personal healthcare requirements. Furthermore, men and women in the area of medicine should have strong leadership, communication and social skills. Sometimes though, just some of a Sample essay can help you. You may obtain just about any Sample essay online for unique subjects. Abortion Essay is a type of essay writing topic which consists of some healthcare terms. Viewing a Sample essay and considering the matter of plagiarism is quite important. Take a look at the next link if you would like more tips about how to compose the personal statement. It's possible for you to visit us to acquire more info on any subject that's in question in medical school. The list are found at www.naces.org. The price of the school and its physical location ought to be considered too, since the candidate spends a couple of significant years of his life there. Give comprehensive information and if at all possible, state a specific case where you had the ability to do a goal or a project, either by yourself or as an element of a group. The medical school personal statement is often the toughest part of an application. Your health care school personal statement should sell. Top Medical School Admission Essay Choices You are able to easily buy unique college essays and don't neglect to tell friends and family about it. You'll be thrilled to obtain an outstanding admission paper in no moment. Make It Interesting Perhaps the main purpose of all though is to continue to keep your essay interesting. What's more, besides the countless papers on distinct subjects, you may have a number of other responsibilities which require significant attention. How to Find Medical School Admission Essa y Online Medical schools search for candidates that are passionate about medicine for a profession. Medicine is a subject that mainly addresses the study of the way to cure the sick. Undergraduates are anticipated to donate a few of their time and service to medical institutions. Students may go through the sample medical school essays which are available on our site and know the caliber of work we provide. They are given assistance because they have a special skill or ability, display a particular talent, have a certain grade point average, or are enrolled in a specific program. The standard of internet nursing education has greatly improved over recent years. So if you're searching for the ideal school in Mumbai, then RBKIS is the very best selection for you. Therefore, if you're interested in becoming a health doctor, be ready to make substantial sacrifices, first in medical school and later in your internship and residency. If you're following several directions, and you've got a great emergency kit that's acceptable for college living, then whether you're a college student or whether you're the parent of one, you will learn that everything was accounted for and everything is going to be taken care of. There are a few simple measures to applying for medical school and they're outlined below. When thinking about a career for a doctor, you will discover that the medical school admission requirements are more then grades that you produce in undergraduate classes. The entire procedure of writing an admission essay for practically any statutory law school or other institutions can be rather complicated. As a result, the competition and medical school requirements have come to be much tougher.

Leading and Developing a Work Team Free Essays

string(26) " that its work gets done\." UNIT 9 LEADING AND DEVELOPING A WORK TEAM Distinguish between management and leadership and assess the implications of each on effective team performance. Managers depend on their people. They cannot do without their wholehearted commitment and support. We will write a custom essay sample on Leading and Developing a Work Team or any similar topic only for you Order Now But gaining that support, motivating and engaging them and ensuring that they know what they are expected to do and how to do it is down to managers and it is a difficult task. This book How to Manage People of Michael Armstrong 2008 is designed to make it easier by going into the main actions that managers have to carry out to get things done through people, namely: managing effectively overall, leading, motivating, team building, delegating, interviewing, managing performance, developing and rewarding people, managing change and handling people problems. As a manager you are there to get things done through people. You are engaged in a purposeful activity involving others. But you are concerned with defining ends as well as gaining them. You decide what to do and then ensure that it gets done with the help of the members of your team. You deal with programs, processes, events and eventualities. All this is done through the exercise of leadership. People are the most important resource available to you as a manager. It is through this resource that other resources are managed. However, you are ultimately accountable for the management of all resources, including your own. When dealing with immediate issues, anticipating problems, responding to demands or even a crisis, and developing new ways of doing things, you are personally involved. You manage yourself as well as other people. You cannot delegate everything. You frequently have to rely on your own resources to get things done. These resources include skill, know-how, competencies, time, and reserves of resilience and determination. You will get support, advice and assistance from your own staff and specialists, including human resources, but in the last analysis you are on your own. It is important to examine particular aspects of managing people, such as leadership, organizing and motivation including teamwork. There is a need to exercise your people management responsibilities effectively. It starts with an overall look at the criteria for managerial effectiveness. This is followed by a review of the attributes of effective managers. The rest of the chapter deals with a number of the key aspects of management. As a manager and a leader you will be judged not only on the results you have achieved but the level of competence you have attained and applied in getting those results. Competence is about knowledge and skills – what people need to know and be able to do to carry out their work well. You will also be judged on how you do your work – how you behave in using your knowledge and skills. These are often described as ‘behavioral competencies’ and can be defined as those aspects of behavior that lead to effective performance. They refer to the personal characteristics that people bring to their work roles in such areas as leadership, team working, flexibility and communication. As a manager of people your role is to ensure that the members of your team give of their best to achieve a desired result. In other words you are a leader – you set the direction and ensure that people follow you. It is necessary to distinguish between management and leadership: Management is concerned with achieving results by obtaining, deploying, using and controlling all the resources required, namely people, money, facilities, plant and equipment, information and knowledge. Leadership focuses on the most important resource, people. It is the process of developing and communicating a vision for the future, motivating people and gaining their engagement. The distinction is important. Management is mainly about the provision, utilization and control of resources. But where people are involved it is impossible to deliver results without providing effective leadership. Describe the processes of team formation, and evaluate strategies for encouraging team formation and development One of your most important roles as a manager is to act as a team builder – developing and making the best use of the capacity of your team so that its members jointly deliver superior levels of performance. Team building takes place when you clarify the team’s purpose and goals, ensure that its members work well together, strengthen the team’s collective skills, enhance commitment and confidence, remove externally imposed obstacles and create opportunities for team members to develop their skills and competencies. A team is a group of people with complementary skills who work together to achieve a common purpose. Their team leader sets the direction, provides guidance and support, coordinates the team’s activities, ensures that each team member plays his or her part, promotes the learning and development of team members, consults with the team on issues affecting its work and, in conjunction with team members, monitors and reviews team performance. However, some organizations have developed the concept of self-managing teams which are largely autonomous, responsible to a considerable degree for planning and scheduling work, problem solving, developing their own key performance indicators and setting and monitoring team performance and quality standards. The role of their team leaders is primarily to act as coordinators and facilitators; their style is expected to be more supportive and facilitative than directive. An effective team is likely to be one in which its purpose is clear and its members feel the task is important, both to them and to the organization. The structure, leadership and methods of operation are relevant to the requirements of the task. Team members will be highly engaged in the work they do together and committed to the whole group task. They will have been grouped together in a way that means they are related to one another through the requirements of task performance and task interdependence. The team will use discretionary effort – going the extra mile – to ensure that its work gets done. You read "Leading and Developing a Work Team" in category "Papers" The main features of well-functioning teams as described by Douglas McGregor (1960) are that the atmosphere tends to be informal, comfortable and relaxed; team members listen to each other; most decisions are reached by consensus; when action is taken, clear assignments are made and accepted, and team leaders do not dominate their teams – the issue is not who controls but how to get the work done. The performance of teams should be assessed in terms of their output and results and the quality of team processes that have contributed to those results. Output criteria include the achievement of team goals, customer satisfaction and the quantity and quality of work. Process measures comprise participation, collaboration and collective effort, conflict resolution, joint decision making, planning and goal setting, interpersonal relations, interdependence and adaptability and flexibility. How you and your team apply these criteria will be related to the following factors that affect team performance: the clarity of the team’s goals in terms of expectations and priorities; how work is allocated to the team; how the team is working its processes in terms of cohesion, ability to handle internal conflict and pressure, relationships with other teams; the extent to which the team is capable of managing itself – setting goals and priorities, monitoring performance; the quality of leadership – even self-managed teams need a sense of direction which they cannot necessarily generate by themselves; the level and range of skills possessed by individual team members; the extent to which team members work flexibly, taking advantage of the multi-skilling capabilities of its members; the systems and resources support available to the team. Good support to your team-building efforts will be provided if you conduct regular team performance review meetings to assess feedback and control information on their joint achievements against objectives and to discuss any issues concerning team work. The agenda for such meetings could be as follows: general feedback review of the progress of the team as a whole and problems encountered by the team which have caused difficulties or hampered progress, and helps and hindrances to the operation of the team. Work reviews of how well the team has functioned. The group problem solving, including an analysis of reasons for any shortfalls or other problems and agreement of what needs to be done to solve them and prevent their re-occurrence. Update objectives – review of new requirements, opportunities or threats and the amendment of objectives as required. Evaluate the stages of development of their work group as a team and select and employ strategies to improve and develop team working. One of your most important, if not the most important, responsibilities as a manager is to ensure that the members of your team achieve high levels of performance. You have to ensure that they understand what you expect from them, that you and they work together to review performance against those expectations and that you jointly agree what needs to be done to develop knowledge and skills and, here necessary, improve performance. Your organization may well have a performance management system which provides guidance on how this should be done but ultimately it is up to the manager. You are the person on the spot. Performance management systems only work if managers want them to work and are capable of making them work. You have to believe that your time is well spent in the process of managing performance as described in the first part of this chapter. You need to know about performance planning (agreeing what has to be done), managing performance throughout the year and conducting formal performance reviews as covered in the next three parts. You should have no problems in appreciating the importance of the first two activities. It is the third activity – performance reviews – managers often find hard to accept as necessary and even more difficult to do well. The process of managing performance is based on two simple propositions. First, people are most likely to perform well when they know and understand what is expected of them and have taken part in defining these expectations. In other words, if you know where you are going you are more likely to get there. Second, the ability to meet these expectations depends on the levels of knowledge, skill, competency and motivation of individuals and the leadership and support they receive from their managers. As a manager or team leader you need skilled, knowledgeable and competent people in your department or team. You may appoint able people from within and outside the organization but most of them will still have a lot to learn about their jobs. And to improve your team members’ performance you must not only ensure that they learn the basic skills they need but also that they develop those skills to enable them to perform even better when faced with new demands and challenges. Most learning happens at the place of work, although it can be supplemented by such activities as e-learning (the delivery of learning opportunities and support via computer, networked and web-based technology) and formal ‘off-the-job’ training courses. It is your job to ensure that favorable conditions for learning ‘on the job’ exist generally in your area as well as taking steps to help individuals develop. To do this job well you need to know about: the conditions that enable effective learning to take place; the importance of ‘self-managed learning’, i. e. individuals taking control of their own learning; the contribution of formal learning; the advantages and disadvantages of informal learning and development approaches; how you can contribute to promoting learning and development in your department or team; the use of such learning and development aids as coaching, mentoring, learning contracts and personal development plans; how to instruct people in specific tasks should the need arise. Set standards and targets and review performance. Managing performance is about getting people into action so that they achieve planned and agreed results. It focuses on what has to be done, how it should be done and what is to be achieved. But it is equally concerned with developing people – helping them to learn – and providing them with the support they need to do well, now and in the future. The framework for performance management is provided by the performance agreement, which is the outcome of performance planning. The agreement provides the basis for managing performance throughout the year and for guiding improvement and development activities. It is used as a reference point when reviewing performance and the achievement of improvement and development plans. You should treat your responsibility for managing performance as an integral part of the continuing process of management. This is based on a philosophy which emphasizes: the achievement of sustained improvements in performance; the continuous development of skills and capabilities; that the organization is a ‘learning organization’ in the sense that it is constantly developing and applying the learning gained from experience and the analysis of the factors that have produced high levels of performance. You should therefore be ready, willing and able to monitor performance and define and meet development and improvement needs as they arise. As far as practicable, learning and work should be integrated. This means that encouragement should be given to your team members to learn from the successes, challenges and problems inherent in their day-to-day work. You should carry out the process of monitoring performance by reference to agreed objectives and to work, development and improvement plans. You have to decide how tightly you monitor on the basis of your understanding of the capacity of individuals to do the work. Identify own leadership style and skills, and assess own effectiveness in leading and developing the team and its performance. Self-managed learning style involves encouraging individuals to take responsibility for their own learning needs. The aim is to encourage ‘discretionary learning’, which happens when individuals actively seek to acquire the knowledge and skills required to perform well. It is based on processes of recording achievement and action planning, which involves individuals reviewing what they have learned, what they have achieved, what their goals are, how they are going to achieve those goals and what new learning they need to acquire. The learning program can be ‘self-paced’ in the sense that learners can decide for themselves, up to a point, the rate at which they work and are encouraged to measure their own progress and adjust the program accordingly. Self-directed learning is based on the principle that people learn and retain more if they find things out for themselves. But they still need to be given guidance on what to look for and help in finding it. Learners have to be encouraged to define, with whatever help they may require, what they need to know to perform their job effectively. They need to be provided with guidance on where they can get the material or information that will help them to learn and how to make good use of it. Personal development plans as described later in this chapter can provide a framework for this process. People also need support from their manager and the organization, with the provision of coaching, mentoring and learning facilities, including e-learning. The leadership style I would apply is the combination of a Transformational and Transactional Leader. As a leader I can be both arouse emotions of my followers which motivates them to act beyond the framework of what may be described as exchange relations at the same time be aware of the link between the effort and reward. I can be proactive and form new expectation and be responsive from the basic orientation in dealing with present issues. Transformational leaders are distinguished by their capacity to inspire and provide individualized consideration, intellectual stimulation and idealized influence to their followers while transactional leaders rely on standard forms of inducement, reward, punishment and sanction to control followers. Leaders create learning opportunities for their followers and stimulate followers to solve problems at the same time they can motivate followers by setting goals and promising rewards for desired performance. A trait that a leader should possess good visioning, rhetorical and management skills, to develop strong emotional bonds with followers and depends on the leader’s power to reinforce subordinates for their successful completion of the bargain. Lastly, leaders motivate followers to work for goals that go beyond self-interest. REFERENCES: http://www. ehow. com/how_5485211_evaluate-team- performance. html#ixzz1sqUbPZyH accessed on July 18, 2012 How to Manage People. Michael Armstrong 2008 accessed on July 24, 2012 How to Evaluate Team Performance | eHow. com accessed on August 3, 2012 http://www. ehow. com/how_5485211_evaluate-team-performance. html#ixzz1sqUbPZyH accessed on August 10, 2012 How to cite Leading and Developing a Work Team, Papers

Packet Generator Essays - Network Performance, Network Architecture

Packet Generator MOTIVATION / GOALS When it comes to real-world network throughput, there are as many opinions about network performance as there are network installations. Every network site is unique, and the performance of the network is a function of the number of stations contending for access to the Ethernet, the type of hardware in use (station interfaces, switches), the layout of the cables (are they the right type, right length, and do they meet the configuration guidelines?), the quality of the cable installation and the mix of applications. However, with the ever-increasing number of networks, the traffic over the Internet is going to be saturated and performance will be down. In light of this problem, the testing, simulating and troubleshooting of a network device become very important. Therefore, in order to develop a more efficient and effective method, the project's goals is ? To provide the users more functions and flexibility in terms of the packet arrival pattern and the packet size generation. ? To assess network or the network component's ability to support the given traffic load in terms of packet loss, delay, delay jitters etc. ? To source and sink real-time multicast/unicast UDP/IP traffic flows with optional support for operation with ISI's rsvpd. ? To transmit, receive and log time-stamped, sequence numbered packets. ? To provide a traffic controller using the Leaky Bucket method. INTRODUCTION Informations Technology personnel often look to network benchmark tests to measure monitor and predict the performance of the LANs. This is especially valuable in the case of high-performance backbones that continually support a large number of users and consistently high traffic volumes. However, the current technology of packet generator is very limited in functionality and usage. The project will aim to increase the flexibility of the packet generator in the following areas: ? Increase the range of options and flexibility with regards to the packet transmission pattern. ? Instead of just specifying the packet size, the user would be able to specify the distribution function he/she wants to be implemented. ? Add a traffic controller module to control the number of generated packets that is being sent to the network. ? Implementing the leaky bucket method and combining it with the dropping method for the traffic controller. HIGHER-LEVEL BLOCK DIAGRAM OF SYSTEM CONCEPT OF LEAKY BUCKET DROPPING METHOD LEAKY BUCKET ALGORITHM Background Our project was actually spawned from the idea of MGEN. It was actually designed and developed by The Naval Research Laboratory (NRL). Multi-Generator or MGEN is currently running on most operating systems, namely SunOS 4.1.x, Solaris 2.x, Intel-based Linux, NetBSD, etc. Furthermore, MGEN is a specific set of software that provides the ability to generate and receive packets through the network base on an input script file. However, the MGEN script is very limited in terms of its flexibility and functionality. For example, packet arrival generation can only be set to either a Periodic or a Poisson Distribution. Therefore, in order to exploit the MGEN's full capability, a Data Flow On command can be further developed. These two distributions do not represent the real time traffic flow in the network. Therefore, our project will involved developing this MGEN code and coding it in C language so that its packet generator pattern will have few more distributions that better represent a ne twork flow. Among the distribution functions we will include are Exponential, Uniform Distribution, Gamma Distribution etc. In addition, the packet size is to be changed from a fixed value to a varying amount of packet sizes. Also, we have to include the Traffic controller so that we will be able to control the new traffic flow generated by different distributions. As a result, the implementation of leaky bucket will be necessary in order to achieve this goal. Strategic Plan Proposed Approach Our first objective is to work on the packet generator module, study and develop the MGEN code, which was coded in C program. We will choose to run and develop our project on SunOS machines. Using the inputs specified by the users, MGEN will generates packets pattern to the network. The second step is to introduce different distribution functions and add them to the source code in the form of modules. So far, the Exponential and Uniform distribution are the two distributions to be added. Depending upon the progress of the