Concocting a Divisive Theory Free Essays

Concocting a Divisive Theory The phenomenal recovery of an mtDNA section from the arm of the Feldhofer Cave Neandertal was greeted with the enthusiasm and yes, even with the ballyhoo it deserved. 1 It was a truly important discovery, and from a research lab that every bit late as a twelvemonth before had predicted it could n’t be done. The protagonists of the theory that Neandertal mans are a different species were beyond exuberance ( few others were quoted on the issue ) . We will write a custom essay sample on Concocting a Divisive Theory or any similar topic only for you Order Now And so, in a crescendo of excitement, Stringer and McKie2 delivered their putsch de gra?ce in a New York Times op-ed discoursing the significance of the Neandertal mtDNA findings: The deductions for the thought of race are profound. If modern humanity is made up of people who are all recent posterities of a few African innovators, it is every bitclear that Homosexual sapiens must be a startlingly homogeneous species. We merely hold non had clip to diverge genetically in any meaningful mode. However, some scientists and those with narrow political dockets have put frontward statements to prolong the thought that races exist with cardinal biological differences. Alternatively of concocting dissentious theories, we would be better served to acknowledge the importance of recent informations that will assist us happen the properties that separated Homo sapiens from other early worlds like the Neanderthals. Is this more opera or is it all over? Have the antediluvian DNA surveies brought us a existent discovery and ended the Neandertal contention so exhaustively that the lone holdouts should halt concocting their dissentious theories because they can merely differ if they have a political docket about race? Tattersall3 believes it is all over. He interprets the mtDNA consequences as demoing that the Neandertals were a distinguishable species for 600,000 old ages. For this reading, one must presume that the history of the Neandertal mtDNA line of descent section is a population history, that invariably roll uping mutants are the exclusive cause of mtDNA development, and that the mutant rate of mtDNA is known with sufficient truth to day of the month the putative split. Belief in the Eve theory of modern human beginnings is the most of import requirement for these premises because it ties mtDNA history to population history through the account that low mtDNA diverseness inworlds comes from a recent population- size constriction ( in this instance, a new species ) . It is no surprise that Eve theoreticians reacted to the intelligence with joy. It is non that I want to rain on anybody ‘s parade, but there are some shrewish inside informations. Let ‘s expression at what was really done. Krings and coworkers1 reported that the 379 base-pair section of mtDNA found in the Feldhofer specimen has 27 differences from the mention human sequence and, significantly, that 25 of these differences were at places that varied in at least one of their comparative human samples of 2,051 persons. When the Neandertal sequence was compared with 994 modern-day human line of descents of known geographic beginning, the figure of differences was more than three times greater than the average figure of differences between the worlds. But possibly the most surprising determination was that several of the worlds were found to differ from each other more than the Neanderthal differs from some worlds. Lineages in the human sample have between 1 and 24 pairwise differences reflecting mutants, while the Neandertal differed from these worlds by between 22 and 36 mutants. Taking the difference in ages into history, every bit good as the fact that any peculiar mtDNA line from that clip had merely a little opportunity of prevailing until today, this form of fluctuation is to be expected, given that an ancient Neanderthal man is being compared with modern-day worlds. In such a comparing, the pairwise differences must ever be greater than they would be for the ascendants of the modern-day worlds in the analysis who were populating at the same clip as the Neandertal. This is because the modern-day homo mtDNA lines have had a longer clip to mutate. Whether the magnitude of fluctuation is to be expected is a different inquiry. The reply could depend on the mtDNA mutant rate. Here, excessively, there have been surprising finds. Until late, the rate of alteration for human mtDNA was determined phylogenetically. Dates for mtDNA coalescency were estimated by comparing the maximal pairwise difference among worlds to the figure of differences dividing human and chimpanzee sequences. Dates for human and chimpanzee divergency were so used to gauge the rate of alteration. The Neanderthal divergency day of the month estimated by Krings coworkers assumes a mutant rate at about the center of the But possibly the most surprising determination was that several of the worlds were found to differ from each othermore than the Neanderthal differs from some worlds. scope for phyletic findings: 0.01 to 0.2 permutation sites each million old ages. But, in fact, even the fastest of these rates may be wrong. When Czar Nicholas II and his household were exhumedin 1991, their designations were based on fiting their mtDNA with that of other descendants of the Czar ‘s female parent. These analyses out of the blue revealed immensely more mutational alterations than the phyletic rates predicted.4 Subsequent computations of mutant rates between coevalss proved to be dramatically higher than had been assumed from the longer-range phyletic considerations. In two different surveies, 100s of base brace from the mtDNA control part ( more than in the Neandertal analysis ) were sequenced and intergenerational mutant rates of 1.2–4.0 permutations per myr were derived.5,6 The Eve theory postulates that a recent population-size constriction took topographic point at the clip of mtDNA coalescency in worlds. But if mtDNA mutant rates are so every bit high as the intergenerational analyses indicate, the ‘‘Eve † of these surveies could good hold been a Biblical figure because she would hold lived merely about 6,500 old ages ago. Of class, a population-size constriction this recent is extremely improbable because ‘‘it remains puzzling how the known distribution of human populations and cistrons could hold arisen in the past few thousand old ages. †6 A much more likely account for today ‘s mitochondrial diverseness is that there was no recent population constriction, but that the mtDNA has limited fl uctuation because of choice. It is known that the development of human mtDNA departs from neutrality. Choice can explicate this and the limited fluctuation in human mtDNA by, for illustration, long-run background choice against somewhat hurtful mutants, 7 or by episodes of directional choice, or, possibly a selective sweep.8 Selection is an of import component in mtDNA development because mtDNA does non recombine. Therefore, choice against any part reduces variableness in the full genome. 9 Even on the same chromosome, nonrecombining parts have much lower fluctuation than do recombining parts. One dissentious theory is that choice has reduced mtDNA fluctuation in worlds since the Neandertal lived. A concluding item is related to the claim of Krings and coworkers1 that the Neandertal is every bit related to all life people. This contributes to the perceptual experience that he was genetically isolated from them. But these writers merely presented their comparings for wide continental groups ( Africans, Europeans, and so on ) . A more appropriateanalysis is populational. A comparing of the Feldhofer Neandertal with gene-bank informations for 14 world-wide populations resulted in an mean pairwise difference of 27.3, the same average difference as in the survey by Krings and coworkers.1 But in this instance, pairwise differences for specific populations could be straight examined. These ranged from 21.3 to 33.2: the smallest average difference was between the Neandertal and a sample from Finland. One can conceive of the dissentious theory that might be concocted from these findings. There are others, largely geneticists, who besides have been busy concocting dissentious theories about modern human lineage agree on one point: The Eve theory is wrong.9,11 The job they all reference is that a population constriction terrible plenty to reset mtDNA fluctuation to zero would reset atomic fluctuation as good. Mitochondrial cistrons should retrieve their fluctuation and return to equilibrium much more rapidly because of their higher mutant rate and smaller effectual population size. But it is merely the antonym. MtDNA is out of equilibrium and has small fluctuation, whereas all impersonal atomic cistron systems studied so far are in equilibrium and have more variation.7,8,12 This entirely regulations out a terrible population-size constriction. One late supported theory is that modern worlds are non a new species but descend from a little hereditary group that lived in Africa for at least a million years.13 Others are based on analyses of the beta-globin genes14 and the Y chromosome,15 each of which reveals grounds for important genetic exchanges both out of Africa and into Africa much earlier than the period of mtDNA coalescency, even when the phyletic mutant rate estimations are used. A population-size constriction would hold erased this older fluctuation. But if the Eve theory is incorrect, there is no ground to restrict accounts of the Neandertal mtDNA to past species divergency ; nil to confute the contention that the Neandertal reflects a greater magnitude of mtDNA fluctuation in the yesteryear than in the present ; and nil to take away from the impression that mtDNA can differ dramatically between sections of the same species. Human fluctuation with and without Neandertals is similar to the difference between Pan troglodytes races. In that comparing, Pan troglodytes verus has much more mtDNA fluctuation than does Pan troglodytes schweinfurthii.12So what does the antediluvian DNA mean with regard to the topographic point of Neandertal mans in human development? The deductions are inconclusive. It seems that dodo anatomy still provides cardinal informations about human development. Many Neanderthal characteristics persist in much later post-Neandertal Europeans.16 Furthermore, it is normal to happen mixtures of assorted Neandertal characteristics in Europeanstoday. One recent analysis of Neandertal and early Upper Paleolithic European nonmetric traits indicates that their fluctuation requires Neanderthal alloy of at least 25 % .17 Further survey of these informations estimated an about 6 % Neandertal familial input in modern European cistron pools, a determination that is in line with the pairwise difference analysis ( but does non necessitate ancient mtDNA ) . And what does this mean for the Multiregional theory of development? Here, the reply is clearly nil because multiregionalism means development in more than one part, but non needfully in every region.18 It could be a valid account for human development even if every individual So what does it intend? The antediluvian DNA findings are compatible with both phyletic readings of Neandertal mans: separate species or human race. Neanderthal became nonextant without issue. Human populations do non prevail infinitely or continuously through clip. All of them either go nonextant without issue or merge with other populations. So what does it intend? The antediluvian DNA findings are compatible with both phyletic readings of Neandertal mans: separate species or human race. But there are other, independent grounds for rejecting the impression that Neandertal mans are a different species. Tattersall and I have discussed some of these in old arguments in Evolutionary Anthropology. The fact remains that ‘‘the familial fluctuation between the modern and Neanderthal sequences is within the scope of other species of Primatess. †19 If Neandertal mans are non a separate species and the Feldhofer Neandertal informations prove valid, they give us two of import pieces of information. First, they indicate that if a selective expanse in human mtDNA led to its presently low degree of fluctuation, it was more recent than at least some of the European Neandertals. This could supply independent support for generational clock rates, but extra antediluvian Deoxyribonucleic acid analysis is necessary to analyze this possibility. Second, they remind us that computation of mean effectual population size in the yesteryear from coalescency theory has no relation to the existent figure of engendering females populating then.9,13 Although the sample made up of the Neandertal plus life worlds has a much larger effectual mitochondrial population size than life worlds do, it is unreasonable to reason that there were more people alive during Neandertal times than there are today. Ironically, even as the new informations raise the Neandertalargument to a higher and more interesting rational degree and represent how familial and palaeontological informations can be wed, the political degree of argument sinks to a new low. Mentions 1 Krings M, Stone A, Schmitz RW, Krainitzid H, Stoneking M, Pa?a?bo S ( 1997 ) Neandertal DNA sequences and the beginning of modern worlds. Cell 90:1–20. 2 Stringer CB, McKie R ( 1997 ) Neandertal mans on the tally. The New York Times 146 ( s4 ) : E15. 3 Tattersall I ( 1998 ) Neandertal cistrons: What do they intend? Evol Anthropol 6:157–158. 4 Edward gibbons A ( 1998 ) Calibrating the mitochondrial clock. Science 279:28–29. 5 Parsons TJ, Muniec DS, Sullivan K ( 1997 ) A high ascertained permutation rate in the human mitochondrial control part. Nature Genet 15: 363–368. 6 Loewe L, Scherer S ( 1997 ) Mitochondrial Eve: The secret plan thickens. Tendencies Ecol Evol 12:422–423, p. 422. 7 Hey J ( 1997 ) Mitochondrial and atomic cistrons present conflicting portrayals of human beginnings. Mol Biol Evol 14:177–172. 8 Wise CA, Sraml M, Easteal S ( 1998 ) Departure from neutrality at the mitochondrial NADH dehydrogenase fractional monetary unit 2 cistron in worlds, but non in Pan troglodytess. Geneticss 148:409–421. 9 Templeton AR ( 1997 ) Testing the out of africa replacing hypothesis with mitochondrial DNA information. In Clark GA, Willermet CM ( explosive detection systems ) , Conceptual Issues in Modern Human Origins Research, pp 329–360 and combined bibliography, pp 437–492. New York: Aldine de Gruyter. 10 Hunley K, Merriwether DA ( 1998 ) The consequence of fossil age on the appraisal of the clip to common ascendant. Paper presented at the 1998 meeting of the Human Biology Association. 11 Ayala FJ ( 1995 ) The myth of Eve: Molecular biological science and human beginnings. Science 270:1930– 1936. 12 Wise CA, Sraml M, Rubinsztein DC, Easteal S ( 1997 ) Comparative atomic and mitochondrial genome diverseness in worlds and Pan troglodytess. Mol Biol Evol 14:707–716. 13 Harpending H, Batzer MA, Gurven M, Jorde LB, Rogers AR, Sherry ST ( 1998 ) Genetic hints of ancient human ecology. Proc Nat Acad Sci USA 95:1961–1967. 14 Harding RM, Fullerton SM, Griffiths RC, Bond J, Cox MJ, Schneider JA, Moulin DS, Clegg JB ( 1997 ) Archaic African and Asiatic line of descents in the familial lineage of modern worlds. Am J Hum Genet 60:722–789. 15 HammerMF, Karafet T, Rasanayagam A, Wood ET, Altheide TK, Jenkins T, Griffiths RC, Templeton AR, Zegura SL ( 1998 ) Out of Africa and back once more: Nested cladistic analysis of human Y chromosome fluctuation. Mol Biol Evol 15:427–441. 16 Frayer DW ( 1993 ) Development at the European border: Neanderthal and Upper Paleolithic relationships. Pre?hist Eur 2:9–69. 17 Hawks J ( 1997 ) Have Neandertals left us their cistrons? In Cavalli-Sforza L ( erectile dysfunction ) , Human Development: Abstractions of Documents Presented at the 1997 Cold Spring Harbor Symposium on Human Evolution Arranged by L.L. Cavalli-Sforza and J.D. Watson, p 81. Cold Spring Seaport: Cold Spring Harbor Laboratory. 18 Relethford JH ( 1995 ) Genetics and modern human beginnings. Evol Anthropol 4:53–63. 19 Ruvolo M, cited in Kahn P, Gibbons A ( 1997 ) Deoxyribonucleic acid from an nonextant homo. Science 277:176–178. Milford Wolpoff Department of Anthropology University of Michigan Ann Arbor, MI 48109-1382 U R 1998 Wiley-Liss, Inc. ISSUES Evolutionary Anthropology 3 How to cite Concocting a Divisive Theory, Essay examples

TURKEY Essays - Ethnic Groups In Turkey, Ethnic Groups In Syria

Turkey is a country, which is located between two continents. These are Europe and Asia. Its neighbors are Greece, in the west, Iran and Iraq in the east, at north lies Russia, and in south is the Mediterranean Sea. It is a very geologically important country. The reason for that is that Turkey controls three different seas, which are the Black Sea, the Aegean Sea, and the Mediterranean Sea. The country has a very long history. It is the continuation of the old Ottoman Empire, which has ruled the whole Europe, part of Africa, and most of the Middle East for over three hundred years. This great history makes most of its neighbors very uncomfortable. Over these years, Turkey has been faced with a lot of problems from its neighbors. One of these is the Kurdish problem.At this point, I would like to introduce you the Kurds. The Kurds are the people who live in the Northern part of Iraq, southwest of Iran, and southeastern part of Turkey. The Kurds claim that they are a nation and after t he Serv Agreement they requested a considerable piece of land from those three countries. However, the land that they claim theirs is almost half of Turkey and the north part of Iraq.The Turkish army declared that they were going to invade the northern part of Iraq, to kill the PKK terrorists, and "clean up the region". Also, England, France and Germany asked Italy to hand him over to the Turkish authorities. After a couple of years, PKK announced that their headquarters is in Syria, and their leader is Abdullah Ocalan. This showed that the PKK was weakening in the country region. At that time nobody knew where he was, and all of the Turkish people were upset that again Ocalan has disappeared and slipped through their fingertips. After the 1996 elections, the new government declared that they are going to be even stricter about terrorism in Turkey. In addition the Turkish intelligence has found out that PKK is selling drugs to the European countries and earning incredible profits in hard currency. On the other hand, Turkey has accepted Kurdish people, gave them Turkish citizenship and the equal rights as any ordinary Turkish citizen has. On the other hand, the Kurds were broadcasting untrue information, claiming that the Turkish army was killing regular Kurdish citizens. The reason for this was that their economy began to weaken, and both countries were losing tremendous amounts of money. even a square foot of land will be given to the Kurds. The Turkish authorities know the importance and the results of giving him the death penalty, but on the other hand they are afraid of the protests from the relatives of those fifty thousand people who have lost their lives due to Ocalan and his actions. In this regional war, Turkish government has spent ninety billion dollars and lost fifty five thousand civilians and soldiers. However, the Syrian government denied all of these allegations and didn"tmt make any effort in locating these terrorists. However, Turkish intelli gence tracked Ocalan down in an airport in Rome, Italy.

Journal Writing in the Elementary Classroom

Journal Writing in the Elementary Classroom An effective Journal Writing program doesnt mean you just sit back and relax while your kids write about whatever they want. You can use well-chosen journal topics, classical music, and checklists to make the most of your students daily writing time. In my third grade classroom, students write in journals every day for about 20 minutes. Each day, after read-aloud time, the kids go back to their desks, pull out their journals, and start writing! By writing every day, the students gain fluency while getting a chance to practice important punctuation, spelling, and style skills in context. Most days, I give them a specific topic to write about. On Fridays, the students are so excited because they have free write, which means they get to write about whatever they want! Many teachers let their students write about whatever they want every day. But, in my experience, student writing can tend to get silly with a lack of focus. This way, students stay focused on a particular theme or topic. Journal Writing Tips To start, try this list of my favorite journal writing prompts. Engaging Topics I try to come up with interesting topics that are fun for the kids to write about. You can also try your local teacher supply store for topics or check out a kids books of questions. Just like adults, children are more likely to write in a lively and engaging manner if they are entertained by the topic. Play Music While the students are writing, I play soft classical music. Ive explained to the kids that classical music, especially Mozart, makes you smarter. So, every day, they want to be really quiet so that they can hear the music and get smarter! The music also sets a serious tone for productive, quality writing. Create a Checklist After each student finishes writing, he or she consults a small checklist that is pasted into the inside cover of the journal. The student makes sure that he or she has included all of the important elements for a journal entry. The kids know that, every so often, I will collect the journals and grade them on their latest entry. They dont know when I will collect them so they need to be on their toes. Writing Comments When I collect and grade the journals, I staple one of these small checklists to the corrected page so that the students can see which points they received and which areas need improvement. I also write a short note of comment and encouragement to each student, inside their journals, letting them know that I enjoyed their writing and to keep up the great work. Sharing Work During the last few minutes of Journal time, I ask for volunteers that would like to read their journals out loud to the class. This is a fun sharing time where the other students need to practice their listening skills. Often, they spontaneously start clapping when a classmate has written and shared something really special. As you can see, theres much more to Journal Writing than just setting your students loose with a blank pad of paper. With proper structure and inspiration, children will come to cherish this special writing time as one of their favorite times of the school day. Have fun with it! Edited By: Janelle Cox

Cómo aplicar para no pagar tarifas al USCIS

Cà ³mo aplicar para no pagar tarifas al USCIS Dependiendo de la situacià ³n econà ³mica y del beneficio migratorio que se solicite es posible que un inmigrante pueda beneficiarse de una exencià ³n y no tenga que pagar las tarifas migratorias. Asegà ºrate primero de que calificas para no pagar. Si ese es el caso, en este artà ­culo se explica cà ³mo aplicar, quà © evidencia ha que enviar con el formulario y cules pueden ser los riesgos de solicitar esta exencià ³n de pagos al Servicio de Inmigracià ³n y Ciudadanà ­a (USCIS), por sus siglas en inglà ©s. Cà ³mo se solicita no pagar por trmites migratorios Los trmites son un poco diferentes segà ºn la razà ³n por la que se solicita no tener que pagar el arancel. Si la razà ³n por la que se solicita es que se es recibe ayuda calificada de means-tested Quà © enviar El formulario (forma) I-912.Evidencia de que se recibe el beneficio: carta u otro documento de la agencia que lo paga (Medicaid, SNAP -cupones de alimentos-, TANF, SSI, etc.). Debe incluir el nombre y apellidos de la persona que se beneficia. Quià ©n puede solicitar la exencià ³n del pago migratorio por esta causa Obviamente, el beneficiado de la ayuda calificada de means-tested. Pero tambià ©n el marido, la mujer, los hijos solteros menores de 21 aà ±os o muchachos en acogimiento familiar en esas mismas circunstancias.Tambià ©n si se es estudiante a tiempo completo y se tiene menos de 24 aà ±os y se est soltero y se vive en el hogar del padre o la madre que recibe ese beneficio. Asimismo, los hijos adultos que viven con progenitores que reciben SSI. Si se recibe algà ºn tipo de ayuda federal o del estado por ingresos bajos y no se sabe con certeza si se califica como means-tested, preguntar a la agencia que paga. Si la razà ³n es vivir en un hogar con ingresos inferiores al 150 por ciento de la là ­nea de la pobreza La là ­nea de la pobreza es una cantidad que establece cada aà ±o el gobierno federal.   Depende del tamaà ±o de la familia, por lo que es fundamental seà ±alar con precisià ³n cuntas personas conforman la unidad familiar. Cà ³mo se computan el nà ºmero de personas que forman la familia Incluirse a: Uno mismo, es decir, la persona que quiere no pagar el trmite migratorio.Incluir el esposo o esposa, a menos que se està © legalmente separado o divorciado.Los hijos u otros nià ±os sobre los que se tiene custodia legal, siempre y cuando sean menores de 21 aà ±os, està ©n solteros y vivan con el solicitante del beneficio de no pagar al USCIS. Tambià ©n se les cuenta si son mayores de esa edad pero menores de 24, solteros, estudian a tiempo completo y viven en el hogar.Los padres del solicitante si tambià ©n viven en la misma vivienda.Los hijos y otras personas sobre las que se tiene custodia legal y estn solteros, con independencia de la edad, si tienen alguna incapacidad fà ­sica o mental que les impide cuidarse por sà ­ mismos. Cà ³mo se computan los ingresos Las personas separadas legalmente o divorciadas deben incluir lo que la ex pareja aporta en concepto de pago de alimentos o alimony. Pero si se aplica para no pagar por la solicitud de un beneficio migratorio relacionado con visa U o T, no es necesario proveer con los ingresos de la ex pareja. Cà ³mo se aplica y quà © documentacià ³n enviar Llenar el formulario I-912Enviar documentos que sirvan como evidencia de tener pocos ingresos: la planilla de impuestos del à ºltimo aà ±o (federal tax returns). Si no se presentà ³, copias de los recibos de la nà ³mina (pay check stub) o una carta del empleador en una papel oficial de la empresa donde describa el salario que se recibe. Si no hay ingresos de ningà ºn tipo, entonces explicarla la situacià ³n en inglà ©s en la seccià ³n 6 del formulario.Evidencia de las personas que forman la unidad familiar. Si se envà ­a el tax return, deberà ­a estar ahà ­ indicado. Si no es asà ­ o se envà ­a otra evidencia entonces habr que identificar a los miembros de la familia.Si una de las personas que vive en el hogar familiar aporta ms del 50 por ciento del soporte econà ³mico del solicitante, enviar la copia ms reciente de los Federal tax returns de esa persona. Adems, si la persona que solicita no pagar los trmites migratorios es un Inmigrante Especial Juvenil o se aplica a su nombre es necesario enviar evidencia de: Orden del estado o de la corte que establece la custodia de ese Inmigrante Especial.Carta del hogar de acogida o de la agencia que supervisa la custodia en la que se describe que la persona no tiene recursos para pagar.Notificacià ³n de aprobacià ³n conocida como planilla I-797. Si la razà ³n por la que se solicita la exencià ³n del pago es por estar atravesando una situacià ³n econà ³mica difà ­cil En ocasiones no se recibe beneficios considerados como means-tested ni los ingresos son inferiores al 150 por ciento de la là ­nea de la pobreza. Sin embargo, todavà ­a serà ­a posible aplicar para no tener que pagar por un trmite migratorio con el USCIS si se est atravesando por una situacià ³n de dificultad econà ³mica. Por ejemplo, si recià ©n se ha perdido el empleo, o si ha habido gastos inesperados grandes, como los ocasionados por una enfermedad, accidente, etc. Cà ³mo se solicita   y quà © evidencias enviar Llenar el formulario I-912En la seccià ³n 6 describir la situacià ³n de dificultad econà ³mica.Incluir informacià ³n sobre todo tipo de ingresos   y bienes, como dinero en efectivo o en cuentas bancarias, propiedades de bienes raà ­ces, inversiones en bolsa o de otro tipo, bonos del tesoro, anualidades (excepto los de planes de pensiones).   Enviar evidencia de todo ello. Si se recibe ayuda de una iglesia u otra organizacià ³n comunitaria, es necesaria una declaracià ³n jurada (affidvit) donde se seà ±ala lo que se recibe.Incluir informacià ³n y evidencias sobre los gastos, como es el pago de la renta, de la hipoteca, costo de la comida, cuidado de nià ±os o ancianos, gastos mà ©dicos, facturas a abogados u otras de tipo legal, pagos mensuales como pensià ³n alimenticia, gastos de matrà ­cula para estudiar, transporte para trabajar, etc. Cà ³mo se llena la planilla I-912 Deben seguirse las reglas generales para completar cualquier formulario del USCIS. Es fundamenta no olvidarse de firmar.A la hora de enviar las evidencias, a menos que se pida expresamente el original, es suficiente con una copia que se pueda leer bien.Si algà ºn documento est escrito en un idioma que no sea el inglà ©s, debe traducirse. No es necesario pagar a un traductor oficial ya que se puede hacerse siguiendo este modelo de carta. Cundo se envà ­a la peticià ³n con la planilla I-912   y las evidencias Al mismo tiempo que se envà ­a el formulario de la aplicacià ³n o solicitud para la que se pide no tener que pagar. Incluirla en el mismo sobre.   Si se aprueba tambià ©n automticamente aplicar para los servicios biomà ©tricos requeridos para la peticià ³n. A dà ³nde se envà ­a el formulario con la peticià ³n Como se envà ­a en el mismo sobre que la aplicacià ³n o solicitud migratoria para la que se pide la exencià ³n del pago, el lugar al que se tienen que enviar es precisamente la que està © establecida para este tipo de solicitud. Quà © pasa si el USCIS no acepta la solicitud de no pagar Devuelve todo el expediente con una carta seà ±alando la razà ³n. Se puede volver a solicitar si faltà ³ evidencia o se puede enviar la solicitud pero aà ±adiendo el pago completo que corresponda a la tarifa. Es importantà ­simo leer bien la carta que se recibe del USCIS. En algunos casos se establece un plazo dentro del cual es necesario enviar la documentacià ³n. Tips Mentir en un documento oficial del USCIS si se descubre la mentira puede tener importantes consecuencias negativas. Antes de enviar la peticià ³n para no pagar conviene consultar con un abogado o con una organizacià ³n sin fin de lucro de ayuda a los inmigrantes. La razà ³n es que puede tener consecuencias migratorias negativas si: A la hora de analizar la aplicacià ³n o solicitud principal que se hace (no la de la exencià ³n del pago, si no la del beneficio migratorio), si se considera que el inmigrante puede convertirse en una carga pà ºblica se negarà ­a la solicitud.O si se demuestra que el inmigrante se convirtià ³ en una carga pà ºblica en los cinco aà ±os siguientes a su entrada por motivos que existà ­an ya antes. En este caso, podrà ­a dictarse una orden de deportacià ³n.Si el solicitante es residente permanente y una persona firmà ³ por à ©l o ella un affidvit, el firmante puede todavà ­a ser responsable de apoyar econà ³micamente   y puede ser demandada para reclamar gastos incurridos por el gobierno. Decisià ³n del USCIS El USCIS decide si concederla solicitud de no pagar y su decisià ³n es final e inapelable.

Morally permissible for abortion Essay Example | Topics and Well Written Essays - 750 words

Morally permissible for abortion - Essay Example In this article, two basic assertions will be fortified – one that there are no good grounds to believe that abortion is morally incorrect and secondly, that there are good causes to prove that abortion is morally permissible. Providing a brief critique of a known pro-life argument is deemed necessary before we proceed with the construction of an argument for the moral permissibility of abortion. The eminent anti-abortion philosopher Marquis has stated that â€Å"the future of a standard fetus includes a set of experiences, projects, activities, and such which are identical with the futures of adult human beings and are identical with the futures of young children...it follows that abortion is prima facie seriously wrong.† According to him, killing a fetus is nothing but killing a human being since the fetus is a future resemblance of human being which makes abortion morally wrong. He added that killing a fetus certainly implies a potential loss of value. All pro-life a ctivists believe that killing children and infants is wrong in the same way as it is killing any human being (cited in Marquis 184-185). To counteract the premises of Marquis, Mary A. Warren, a well known pro-abortion feminist philosopher deduces the following anti-abortion argument: 1) It is wrong to kill innocent human beings, 2) fetuses are innocent human beings, and 3) therefore, it is wrong to kill fetuses. ... e biological species Homo sapiens and incorporates not only functioning children and adults, but also fetuses (even very early fetuses) and alive human bodies without working brains (e.g. those in irretrievable comas). The human in the moral sense refers to all beings who are full-grown members of the moral community and includes all but only persons. Warren further states that if ‘human being’ has the same meaning in both the settings then one of them is questionable. The argument either presumes that it is incorrect to kill a fetus simply because it is a homo sapient or it is a member of the moral community. Further arguments are required to clarify the matter since both the claims are controversial. To clarify this matter, Warren next considers whether genetic humanity is sufficient enough for moral humanity.   She asks â€Å"What characteristics entitle an entity to be considered a person [in the moral sense]?† Exemplifying her theory of personhood, Warren s tates that a being or entity to be considered a ‘human being’ or a ‘person’ in the moral sense must possesses most of the following characteristics: ‘(1) Consciousness, (2) Reasoning, (3) Self-motivate activity, (4) communication capability, and (5) the presence of self-concepts and self-awareness’. She further added that the degree of a being’s similarity to a person decides its degree of right to life. In other words, the more resemblance a being holds to a person, the stronger are its consideration for having a right to life, and the stronger its right to life is. On the basis of this theory, she claims that a fetus doesn’t have any similarity to a ‘person’ at any stage of its development to be considered enough for having the right to life (cited in Warren 259-260). Moreover, on the

Plan for positive influence Essay Example | Topics and Well Written Essays - 750 words

Plan for positive influence - Essay Example There are several steps to motivation. First is to identify the goals and objectives, by being as precise as possible. Then the team has to decide on why you want to accomplish this objective and envisage the end result. Subsequently, visualize the goals and objectives of the team. Then, write these objectives and vision down. Then the team needs to break these goals into baby steps. Team will have to create an action plan for the upcoming year according to goals and objectives. This plan should be checked daily, and admit the team’s achievement, and make adjustments as you go along. This will create a hopeful atmosphere. The setbacks are to be learned from and the success be celebrated. The team members take responsibility for goal accomplishment. In the end, team needs to be in control of schedule and figure the resources and the determination that will assist the team (Peterson, 2007). A huge portion of the company’s success comes from the capability of team to meet the demands of the company, and also the customers’ demands. Therefore, it is the reason that keeps the employees content and satisfied in a way to make the business flourishing. There are certain steps to improve the satisfaction of team members. First of all make sure that each member knows about the business vision and mission. Team members should know about the business, comprising of basic necessities of customer satisfaction. Then the expectations need to be cleared among all the team members (Quick, 1992). Empowerment of employees needs to be on forefront for their satisfaction. Team members do better job and are more satisfied if they know they are trusted by team leader. Empowering the team members allows for enhancing customer relations as their satisfaction increases. Empowerment helps a team member accountable for the job and also productive for team as well. It allows the team to succeed in the organization and work for benefit of the company. Team members should be rewarded on their accomplishments, this improves their satisfaction level. The satisfaction of team members can simply be boosted by saying ‘Good Job’ to them. Many different types of rewards are gift card, cash bonus, promotion or initiative, and also a title, for enhancing the working conditions for the team members (Quick, 1992). To increase the morale and satisfaction of team members, several team building activities are to take place. To build on and improve the team should be the highlight of team members. These will include inviting team members on retreat where objectives and aims are discussed and new ideas generated. Also, a team building consultant can be hired to look after the team. A good remuneration always gives satisfaction to employees. It is not usually on the top of employee satisfaction but it is also mandatory for any organization (Bledsoe, 1995). The performance of employees will be increased by a three level formula. First of all, the aim is to get the teamwork and basic job skills in one place. This is achieved by differentiating for the members of the team a team and a crew. This will assist in moving from approach of crew to approach of team and instituting common aims and objectives which will agree on process and behavior. Level two aims at the performance measures. The change is in process in

Recruitment And Selection Construction Business Commerce Essay

Recruitment And Selection Construction Business Commerce Essay Since the company is a construction business, there are two offices one is the on site office and the other one is the main office. The recruitment and selection process is majorly carried out for the main office. The different posts for which recruitment is carried out are for the different departments such as marketing, human resource, finance and functional departments. The company does not carry out recruitment process on a timely basis; it is conducted as and when an employee leaves the organization or when a new position is recognized in the organization. Recruitment and selection Recruitment is the premier major steps in the selection process in the Organizations. It has been explained as an activity directed to obtain appropriate human resources whose qualifications and skills match functions of the relevant posts in the Organization. Its importance cannot be over-emphasized and can also be best described as the heart of the organization. Recruitment and selection process starts when a vacancy becomes available in an organization. The major differences between recruitment and selection is highlighted below Recruitment Selection Is the process of searching the candidates for employment and inspiring them to apply for jobs in the organization It Involves the series of steps by which the candidates are screened for  choosing the most suitable persons for  vacant posts The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organization, by attracting more and more employees to apply in the organization. The basic purpose of selection process is to choose the right candidate to fill the various positions in the organization Recruitment is a positive process i.e. encouraging more and more employees to apply . Selection is a negative process as it involves rejection of the unsuitable candidates. Recruitment is concerned with tapping the sources of human resources Selection is concerned with selecting the most suitable candidate through various interviews and tests There is no contract of recruitment established in recruitment Selection results in a contract of  service between the employer and the selected employee. Recruitment and selection is a 10-step process. These steps are illustrated in the following table Companys process The human resource department of the company carries out the following process for recruiting and selecting new employees. Every time an employee holding high post decides to leave the firm, the director of the company with the help of human resource department sits down to analyze the structure of the organization and studies whether any change is required. Change could be in the form of clubbing different job responsibilities or whether it is necessary to recruit a new employee. If there is a change in the structure, the employees are informed about it during the weekly meetings. If there is no change to be made to the structure then the recruitment and selection process is carried out Job analysis After the vacancy is confirmed, the HR department reviews the job description and job specification and makes the necessary changes if required. The job description contains items such as Job specification- lists the human qualifications necessary to do the job like- The employers of Empire construction search for the following skills in the employees Analytical Time management Planning Decision-making Problem solving Information seeking The selection process is then based on the job description and job specification. The HR head decides the weightage that each criterion will have in the selection of the employee Advertisement Advertisement is done to get suitable candidates aware about the vacant post. The company finds it necessary to be as transparent as possible while displaying the job advertisement. Some of the details mentioned in the job advertisement are All positions must be advertised for a minimum of five working days. The company recruits employees both internally and externally; this depends on the vacant post. For internal recruitment the vacant posts are advertised only internally, where the job details are posted on the notice board and the post is spoken about in the meetings. However internal recruitment in the company is limited since the workforce in the company is trivial. External advertisement The Company advertises the vacant post externally by using the newspaper. Also the company lets various job centers aware of the post. In the world of technology the company also uses various online websites such as naukri.com and monster.com to post about the job and get suitable candidates. Application process Following the advertisements the interested candidates are asked to fill up an application form, which is provided to them via email or can be collected from the main office. An example of the application form is attached below. Along with the application form the candidates are required to submit their CV. After all the applications are received the Hr department of the company screens applications and short-lists the suitable candidates. The short listed candidates are then asked to come for an interview; this information is passed to the suitable candidates using emails and phone calls. The rejected candidates are also sent a mail stating that they have been rejected for the job applied for. Interview The company head and the Hr manager together interview the short-listed candidates. Some of The basic interview questions they ask the candidates are listed below. Why do you want this job? What do you know about this company? What makes you think you will fit in this organization? What are your key strengths? What are your main weaknesses? The interview question that they ask are situational based and is largely dependent on the post applied for. One good example that the Hr head provided the author with was in relation to an interview for the sales head. The interviewee was handed with the brochure of the companys new project and was asked to point out reasons why the sales might or not take place with respect to that brochure. Once the interview is done, the HR team sits down together to verify the credentials. The right to work evidence, birth certificate, passport, visa and other such documents are taken into consideration during the interview process. Soon after the credentials are verified the process of ranking the applicants starts. The company carries out this process using the independent approach. Each member of the selection committee pens down their views and ranks the applicants on the basis of the criterion. After which the selection committee comes to a consensus where the applicant with the most merit is selected to fill the vacant position. In case of a conflict the general Manager of the firm will take the decision. Selection process is followed by then deciding the commencing salary of the employee. Salary is decided based on the experience, qualifications and also the post applied for. Applicants are considered suitable are ranked in order of preference. The task of completing reference checking of the applicants is handed over to rather the selection committee or the directors nominee. Reference checks are important to understand the ability of the applicant to carry out his duties of position in accordance with the criterion. Reference checking is not carried out for the applicants who were interviewed. In fact it is only done for the applicant who ranked the highest. If at all there is hardly any difference between two or more applicant then their reference can also be considered. If the selection committee decides to approach the referees that have not been nominated by the applicant, then they ought to take permission from the applicant before doing so. Retention process Effective employee retention is a systematic effort by employers to create and foster an environment that encourages current employees to remain employed by having policies and practices in place that address their diverse needs. Retaining existing staff saves the employers time and money of recruiting, selecting and training new employees. Empire constructions use several ways to retain their existing employees, Mr T.s Vig the Director of the company said that retention of the key employees is necessary for the project success. The company always has exit interviews for employees who decide to leave their jobs; these interviews have revealed some reasons why people leave the job. Such as Better salary package elsewhere More Benefits elsewhere Too much workload The various measures taken by the company in order to retain its employees are as the follows The company believes in having a very open communication system where no employee feels alienated and all employees feel like an important part of the organization. Making work not only about work, the company environment is very friendly. They celebrate all festivals with a lot of enthusiasm in the company, this brings all the employees closer as a group. Also the employees are allotted with special bonuses during some festivals for example during Diwali the employees are given half a months extra salary. Pay in order to retain the employees the company keeps upgrading the employees salary as time passes. Benefits- Empire constructions provides their workers with some benefits such asà ¢Ã¢â€š ¬Ã‚ ¨ à ¢Ã¢â€š ¬Ã‚ ¢ Paid vacationà ¢Ã¢â€š ¬Ã‚ ¨Ãƒ ¢Ã¢â€š ¬Ã‚ ¢ Paid holiday à ¢Ã¢â€š ¬Ã‚ ¨Ãƒ ¢Ã¢â€š ¬Ã‚ ¢ Sick leave, Fringe benefits are discussed in detail later. Pension- The employees of Empire constructions are given a pension when retiring; this motivates them to stay longer in the organization. Motivational strategies used by the company are to mainly make the more efficient and they also help in retaining them, as motivated employees are happy employees. This aspect is explained in the later part of the assignment 1.2 Apply legal, regulatory and ethical considerations to the selection process Ethics is a set of principles to be followed that suggest what is right and what is wrong. No discrimination on any basis is one of the laws which has to be followed but it also an ethical responsibility of the employers and the management. Being in a construction business ethics plays a vital role since the business utilizes manpower like none other. With having unskilled labor the company needs to follow ethical practices in order to not harm anyone. Regulatory Once the final negotiations are done the following formalities are essential to convert the candidate into an employee.  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Reference Checks  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Pre employment medical tests  ·Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Documentation: Educational certificates and previous organizational records   The above-mentioned regulations are for only the main office staff. Legal There are several laws the company will have to follow and are mandatory Minimum age- according to Article 8 of Part II of the Indian law system Minimum Age initially specified was 16 years but was raised to 18 years in 1989. According to this law all the employees if the company should be over the age of 18. Empire construction does not recruit anyone who is below the age of 18. One of the eligibility criteria that the company follows is that the age of the candidate should be over 18. According to Indian contract act of 1872 all the employees are made to sign a contract at the start of their work. Minimum wages- The Indian law system specifies a minimum wage and all the employees should be paid more than that. Empire constructions for the skilled and unskilled labor obey this law and pay the employees accordingly. This act is more applicable for the unskilled workers working at the construction sites. Being in the construction business Empire construction has to follow The Building Other Construction Workers (Regulation of Employment Conditions of Service) Act, 1996 This act looks was enacted for safety, health and welfare measures of construction workers. The Act contains provision for http://business.gov.in/legal_aspects/laws_specificindustries.php Amongst the other mentioned laws the company also has an obligation to follow The Equal Remuneration Act, 1973(for woman) and The Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959. 2 High performance teams are truly seen as winning teams that invest much time and effort exploring, shaping and agreeing on a purpose that belongs to them, both collectively and individually. They are characterized by a greater sense of commitment to their growth and success. Evaluate how to build winning teams. Assess the benefits of team working A team is any group of people organized to work together interdependently and cooperatively to meet the needs of their customers by accomplishing a purpose and goals. Susan Heathfield Empire construction utilizes project teams. In the company several people of different functional groups come together and work on a project, this has many benefits for the organization some of them are listed below. Efficiency- Teamwork leads to higher efficiency, which will evidently is beneficial for Empire constructions. Teamwork in Empire construction aids in getting the projects undertaken in the most efficient manner. Morale- working in teams helps employees have higher morale and feel more comfortable and well adjusted in the organization. Higher employee morale helps in their retention. Information Preservation- working in teams, all information about activities are shared, hence protecting the company from loss of important work when someone leaves the company. Sharing information can cut down on time spent learning valuable information a former employee understood well. Innovationà ¢Ã¢â€š ¬Ã‚ ¨- Brainstorming for ideas and pooling in resources makes innovation likely for the company. In Empire constructions the project team sit together and analyze projects and brainstorm ideas and this usually leads to innovative ideas. Reduced Waste- à ¢Ã¢â€š ¬Ã‚ ¨Team working reduces chances of duplication of efforts and streamline production. Unity- à ¢Ã¢â€š ¬Ã‚ ¨Working in teams fosters a sense of unity and this overall benefits the company by creating a work atmosphere enjoyed by the staff. Project teams are also vital for Empire construction since without it the success of projects would be challenging, each individual working independently on one common project would create a lot of chaos and duplication of work will be high. Demonstrate working in a team as a leader and member towards specific goals dealing with any conflict or difficult situation. Conflict is the perception of difference of interest among people (Thompson, 1998,p.4) Conflict management and problem solving skills are important for all leaders to possess. It is important to understand the reasons of conflicts . Most of the conflicts that happen in teams are due to the difference in ideas and the problems that arise are due to individuals but have an effect on the entire team. Stulberg (1987) identified traits common to all disagreements; He called them the Five-Ps of Conflict Management and these are shown below. Conflict management, source- Stulberg (1987) http://www.innovativeteambuilding.co.uk In empire construction for conflict management the team leader listens to all the people and then brainstorms and understands the conflict then comes up with a solution. The author would recommend the company to use Interest-Based Relational (IBR) Approach for conflict management. This approach respects individual differences and helps in people not becoming too embedded in a fix position. All the team members of the company would have to follow the following rules in using this approach. Make sure that good relationships are the first priority: During conflicts all the people involved should be courteous and calm, also should try to be constructive under pressure. Keep people and problems separate: During a conflict other personal issues should not be kept under consideration, this will help in dealing with real issues without damaging working relationships. Pay attention to the interests that are being presented: Listen carefully to the other person Listen first; talk second: To solve a problem effectively you have to understand where the other person is coming from before defending your own position. Set out the Facts: Before trying to argue or try to manage conflicts the leader should know all the facts about the conflict. Explore options together: Be open to the idea that a third position may exist, and that you can get to this idea jointly. Review the effectiveness of a team in achieving the goals. Effectiveness of teams refers to how efficient the team is while achieving their goals. For an effective team all employees should be more proactive and self-sufficient, hence employee empowerment can help improve team effectiveness. In empire constructions the effectiveness of team is vital to achieve the goals. Being a construction company they have deadlines to meet and their main goal is to complete projects within the time and budget and with good quality. To achieve their goals and targets Empire construction utilizes several ways to increase the effectiveness of project teams. The company sets clear goals in the start and these are clearly communicated to all the team members since to achieve the goals the goals and objectives should be clearly known by all the team members. The team leader to review the effectiveness of the team in achieving goals conducts regular project meetings. To have effective teams during the start of the project the project plan is created where all the team members are allotted with different responsibilities and roles. From the past trend of the company it can be seen that all their deadlines are mostly met and hence it can be said that the teams in Empire construction are efficient and effect The author feels that the company can make use of team building evaluation attached below to review the effectiveness of the teams. Team Building Evaluation Scale: 1= Strongly Disagree, 2= Disagree, 3= Agree, 4= Strongly Disagree http://www.janssensportsleadership.com/resources/free-championship-team-building-evaluation/ LEADERSHIP- Leadership means influencing people so that they will strive willingly towards the achievement of group goals A leader is a person who has the ability to get other people to do what they dont want to do and like it There are two types of leaders in every organization official leader and informal leader. An official leader is the one who has been established by the organization and has the right to delegate or give orders to co-workers in the firm. An unofficial leader is the one who has the natural ability to be a leader and has the ability to influence people. In empire constructions the Directors of the company are the official leaders. Since it is a construction company the roles are very distinguished. Responsibilities are not clubbed together and given to one employee it is widely distributed among the employees. There is an importance of a leader in every organization. In most cases, people will perform at about 60% of their potential with no leadership at all. Thus, an additional 40% can be realized if effective leadership is available There are several skills and attributes needed for leadership Skill/Attribute   Self-Awareness   An effective leader should be self-aware. Should know own strengths and weaknesses.   Self-Management   A leader should hold themselves responsible for every decision made   Relationship Building   An effective leader should be able to establish meaningful relationships.   Communication Skills   An effective leader should be able to engage in active listening and open dialogue while working in a group or team   Ethical Practices   A leader should have defined and established personal values   Team Development   An effective leader should actively contribute to the teams seasonal goals and objectives   Leading Change A leader should be able to implement changes for improvement and betterment of the organization.   Project and Program Effectiveness A leader should be able to organize, delegate, and evaluate the impact of a future project   Systems Thinking   A leader should possess critical thinking skills to understand and to deal with dissimilar environments. Motivate employees An effective leader should be able to motivate the employees to get work done from them. The table below highlights the skills and attributes needed for leadership. https://sites.google.com/site/karamartinsleadershipportfolio/home/11-skills-and-attributes Leadership in empire constructions The company has several leaders and they are primarily the directors of the company. All the three directors who are basically the leaders are self-aware and self managed. The leaders of the company are friendly with the staff and tend to inspire and motivate the staff. The directors take all the major decisions, which involve change, so it can be said that they lead change in the organization for the betterment. Difference between leadership and management Managers are people who do things right, while leaders are people who do the right thing.- Warren Bennis. There are several differences between a leader and a manager. In empire construction the directors are the leaders whereas there are several managers such as project manager, marketing manager etc. Time- managers work for a particular time period of the day whereas being a leader is about being responsible 24 hours. Manager takes tactical decisions whereas a leader takes strategic decisions. The director being the leader takes strategic decisions such as which project to undertake and about future expansions, the tactical decisions such as how many brochures to print are taken by the managers. Roles and responsibilities-Leaders are responsible for a broader range of responsibilities that managers are. Mr. T.S Vig being the leader in empire constructions is responsible or the entire company whereas the managers in the company are responsible of only a certain tasks. Influence on others- Leaders inspire and motivate people, whereas managers being in authority instruct and order employees. Risk taking- managers follow predetermined rules and regulations of the company whereas a leader will challenge the status quo. In empire constructions the managers work on establishing tasks whereas the leader is rather radical in his thinking. Vision- A leader is a dealer in hope Napolean(1769-1821) A leader has a strong vision whereas managers lack that and abide by the company procedures. The table below highlights the skills and roles of managers and leaders. Management Leadership Do things right Do the right thing Doing whats right Knowing whats right Directing and controlling others Motivating and inspiring others Delegating tasks to subordinate Empowering followers Follow orders from senior executives Inspire others to follow a shared vision Conform to norms of the organization Create and foster a change culture Problem solvers Innovators Official position of responsibility within the organization Traits within people, irrespective of their rank Position Action Planning, directing, monitoring Strategic decision making Listened to by others Respected, appreciated, liked and trusted by others Achievement of objectives through compliance of others Achievement of objectives through acceptance and willingness of followers Analysis Decisiveness Learned skills Natural instincts Organization of staff Support and guidance for followers. Management and Empire construction At times the companies leaders play the role of managers for running the company effectively since it is a small business. This is not very desirable since leaders and managers portray different traits and strengths to meet the organizations objectives. However the company does have several managers responsible for varied tasks. Rajkumar Singh is the site manager for one of the projects and he manages the site office of that project. His job is to ensure that all the work at the project site is being conducted appropriately and meets the predetermined quality, time and budget. He being the manager instructs all the workers about the work to be done on the site. Leadership styles There are three unique leadership styles highlighted in the diagram below. Figure 11- leadership styles, Fieldwork- source of information; Paul hoang (2007).  business and management. australia: IBID press. 750 A specific leadership style cannot be determined for the organization because the style varies from leader to leader. Leadership style undertaken depends on the relationship between the leader and his sub-ordinates and also the leaders thinking about his subordinates. The organization makes use of situational leadership style, which means that the leaders and managers do not follow a particular approach towards leadership but make use of a mix of autocratic, democratic and laissez-faire leadership style. The owners of the firm who do not make decisions based on departments but make them considering the 360-degree approach adapt situational leadership. In the company Autocratic style is adapted when result or deadlines are supposed to be met in a short period of time. The marketing head adapts to this leadership style when it comes to putting up the advertisement hoardings and placing orders for standees. The staff is often seen de motivated because there is lack of input from their side. This de-motivation has been observed by the communication during the daily tea breaks when the employees get together to discuss general matters. The company undertakes democratic leadership style during various situations; in the meetings conducted the employees are consulted for problem solving and decision-making. This motivates them and makes them feel important for the organization. For small daily decisions such as how many more plain sheets for the printer should be ordered etc, laissez-faire leadership style is used within the organization. Leadership theories Contingency theory of leadership- this theory suggests that there is no one best way to manage or lead and organization since whats best in one situation is might not necessarily work in some other situation. The Fiedler Contingency Model states that there is no one best style of leadership. Instead, a leaders effectiveness is based on the situation. This is the result of two factors leadership style and situational favorableness (later called situational control) This theory applies to the chosen organization since the leadership style undertaken is situational based. Hersey-Blanchard Situational Leadership Theory-This theory states that instead of using just one style, successful leaders should change their leadership styles based on the maturity of the people theyre leading and the details of the task. Using this theory, leaders should be able to place more or less emphasis on the task, and more or less emphasis on the relationships with the people theyre leading, depending on whats needed to get the job done successfully. According to Hersey and Blanchard, there are four main leadership styles based on the behavior of subordinates, these are illustrated below. http://www.mindtools.com/pages/article/newLDR_44.htm The Hersey Blanchard model is applicable to the chosen organization since not only the leadership style varies with the situation but it also varies with the staff. In any given situation not all employees are instructed equally for example when a deadline is to be met a rather autocratic style is adapted by the leaders however it is fairly difficult for the leaders to direct each employee so some of them who have high skills and willingness may not be directed as much with leadership style for them being delegating and not telling. Motivation Motivation is the The general desire or willingness of someone to do something. For a firm to be successful it is important for the employees to be motivated. Motivation can be either intrinsic or extrinsic. Intrinsic motivation is the motivation that the employees feel from within, self-motivated people. These people usually choose their interests and hobbies as their career. Extrinsic motivation is when employees need to be motivated through external factors like money or non-monetary ways. Managers in a firm can inspire their employees in different ways; money may not always be the key to the employees happiness. The managers of Empire construction use time and attention to motivate their employees. They motivate their employees financially and non-financially. It is important for the managers to understand which employee is motivated by which factor. The company makes this analysis during the interviews; Where the HR head takes the final interviews. The employees ask certain set of questions, which help the firm to understand which motivational factor is important to them. For eg- if they ask about the salary then money could be a criteria. Financial motivation- Salary- Salaries are payments made each month. The employees of Empire construction are paid monthly instead of yearly, this helps improve the cash flow of the company, and also it motivates the employees to work efficiently every month. Bonus- is when an extra or an unexpected increase in efficiency of the employee has contributed to the firm. This helps the company in two ways one that employee is motivated and second that it helps the company improve its overall performance. The chosen organization does make use of cash bonus to motivate the employees. Loyalty bonus is paid to the employees who have stayed with the company for a certain length of time. The company also gives the employees a Diwali bonus, which consists of a months salary. Pay rise- the salary of employees is increased with time in order to motivate them. Fringe benefits- All payments and benefits to an employee in addition to the salaries. Recommendations- If a customer comes through an