Public administration in theory

Introduction The late 1990s and early 2000s are characterized by attention to holistic approach. Public administration theorists noted that it was crucial to analyze a variety of aspects to be able to come up with effective strategies to make the government effective.Advertising We will write a custom critical writing sample on Public administration in theory specifically for you for only $16.05 $11/page Learn More Notably, lots of theorists provided specific strategies which could be employed by politicians and public administrators as well as educators. It is possible to single out two major directions theorists moved, i.e. ethics and structural improvements. Ethics In the first place, it is necessary to note that the majority of theorists addressed issues related to ethics, but some of them paid special attention to this aspect. For instance, Lewis stressed that unethical behavior among public administrators will increase in the future due to creation of new groups with certain interests (Shafritz Hyde, 2012). Stone also pointed out that implementation was impossible if there were no public values. Adams and Balfour even introduced the concept of ‘administrative evil’ (Shafritz Hyde, 2012). The theorists noted that the modern government had various harmful technologies which can have numerous negative effects on the development of the public administration as well as entire society. It is also necessary to mention the theorist who stands out due to her rather revolutionary approach. Stivers was one of the pioneers of the feminist perspective with the public administration field (Shafritz Hyde, 2012). The theorist also paid a lot of attention to ethical behavior and implementation.Advertising Looking for critical writing on public administration? Let's see if we can help you! Get your first paper with 15% OFF Learn More Structural Improvements Admittedly, the theorist mentioned above also looked into structural improvement, though their contribution is less significant than that of other theorists in this field. For instance, Barzelay and Armajani heavily criticized bureaucratic structure of the government. The theorists implemented a profound research and analyzed experience of public administrators in Minnesota (Shafritz Hyde, 2012). The theorists came up with some generalizations which could be exploited by public administrators nationwide. Moore also contributed greatly to the field as he provided an in-depth analysis of the role played by public administrators, the sources they can employ and the way they can innovate (Cox et al., 2010). It is important to add that the theorist claimed that bureaucratic structure was inefficient and needed changes which were possible to implement. Joseph S. Nye was another influential theorist who provided insights into the effective structure and implementation. Nye stressed that decentralization and centralization were both ineffective as only complex collaboration of agencies can contribute to efficient implementation (Shafritz Hyde, 2012). Rubin also focused on the level of autonomy given to agencies. The theorist came up with valuable insights on the budgeting and effective collaboration. Finally, Agranoff contributed greatly into development of the public administration theory as he came up with a number of strategies which enabled agencies collaborate effectively. The theorist’s ideas on collaborative management became highly popular among public managers as well as educators.Advertising We will write a custom critical writing sample on Public administration in theory specifically for you for only $16.05 $11/page Learn More Conclusion To sum up, it is possible to note that the major concern of the public administration theorist is still implementation and effectiveness of the government. Theorists try to develop effective approaches to make the public administration more efficient. The theorists pay attention to such aspects, as structure, cooperation, ethics, budgeting, etc. The theorists mentioned above have had a significant impact on the development of the theory as they provided important insights into different aspects of the government. Reference List Cox, R.W., Buck, S.J., Morgan, B.N. (2010). Public administration in theory and practice. New York, NY: Longman Publishing Group. Shafritz, J.M., Hyde, A.C. (2012). Classics of public administration. Boston, MA: Cengage Learning. This critical writing on Public administration in theory was written and submitted by user Jaeden C. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Learn How To Write An Essay With The Stranger AP Lit Sample

Learn How To Write An Essay With The Stranger AP Lit SampleWhen you take a look at the stranger AP Lit sample essay, you'll be able to see that it is full of examples and uses research. If you're a student who wants to write an essay, this is one of the best. It gives you advice on what your essay should consist of, how to write an interesting essay, and what type of essay you should write.The stranger AP Lit sample essay helps you understand exactly what you should be writing about when you do write a short essay. It is also very informative as well as helpful in understanding the form of an essay. There are numerous things that you should not miss if you want to write a great essay.If you're interested in reading more on the topic, try browsing through some of the links provided. This will allow you to read about other essays. This will help you become more familiar with the essay writing as well as how the essay works. This will make it easier for you to write your own essay.In th e stranger AP Lit sample essay, you'll learn how to create a subject for your essay. You'll also learn how to write an essay from start to finish. Finally, you'll get an idea of how different people write an essay.One of the major things you need to know when you want to write an essay is that you should begin writing your essay from a place of good faith. You'll be needing to focus on a good beginning and ending. This means that you'll want to start by setting up a good subject for your essay. A well-written subject is important.The next important aspect of writing an essay is how you should work your way to the end. You'll want to bring your essay to a close, but you'll also want to bring your essay down in a way that makes the reader want to continue reading. Remember, this is what makes a reader continue on with your essay.The stranger AP Lit sample essay covers the basics of writing an essay. You'll want to make sure that you have a clear understanding of how you should begin a nd end your essay. You'll also want to make sure that you have a clear idea of what type of essay you want to write before you start it.Once you've written your essay, you'll be ready to submit it. The stranger AP Lit sample essay will give you a few pointers in your journey. It will also make it easier for you to write an essay. Remember, if you want to learn more on this subject, you should get a copy of the stranger AP Lit essay and review it before you actually start writing your essay.

How to Make a College Paper Longer

How to Make a College Paper Longer Need to make a paper longer but out of ideas? Forget fudging the margins and font or even the legendary period trick. These 6 tips will make your paper longer- and better! Avoid the Old, Obvious Tricks First and foremost, know that your professor most likely knows about all of the easy tricks and can spot em! Changing the font, changing the margins, doing the period trick, and tons of other sneaky ways to make your paper longer have all been done before and then some. Since you need to make your paper longer, not worse, skip the easy stuff and focus on the content. Cite a Few Sources Add additional quotations to support your examples. If your paper is good, youll have examples to support your thesis. To make your paper even better (and longer), make sure you have at least one quotation from the text- if not more- to support your examples. (And be careful about citing your quotations accurately, too.) Add Some Examples to Your Paper Add an additional example to each paragraph/argument/idea. If you cant add more quotations, add more examples to support your position. Think about more ways to make your point by showing- not just telling- the reader. Check Your Paragraph Format Make sure each paragraph has a topic sentence, supporting evidence, and a concluding/transition sentence. Of course, each paragraph should have more than just these three sentences, but you might be surprised at how easily each can be left off- and how much longer your paper can become if you go back through and insert missing items where needed. See if You Can Prove Yourself Wrong Think about the arguments against your thesis- and then make sure youve addressed those points. Sure, you may have good arguments for your position. But what would someone holding the opposite position say? And what would you say in response? Making sure those responses are already included in your paper is a great way to make sure youve covered all the bases... and a great way to add some length if your paper is a little shorter than youd like. Make Sure Your Paper Structure is Solid Confirm and reconfirm that you have a strong introduction, thesis statement, and conclusion. ​Although you may be focused on the body of your paper and the evidence supporting your position, having a strong intro, thesis, and conclusion are important, too. Making sure your paper starts with a bang (good intro), has a solid foundation to stand on (strong thesis), and leaves the reader convinced (stellar conclusion) is a great way to make sure your paper is all-around better- and longer!

Is Online High School Right for You 3 Steps to Deciding

Is Online High School Right for You 3 Steps to Deciding SAT / ACT Prep Online Guides and Tips Have you heard of online high schools and are wondering if they’re a good option for you?Are you unsure whether they’re a flexible way to get a high school diploma or just an internet scam? Read this guide to learn what an online high school is, what the pros and cons of attending one are, and how to decide if enrolling in a virtual high school is the right decision for you. What Is an Online High School? Like the name suggests, an online high school is a school or program where students can earn their high school diploma by taking classes online.Most of these classes are completely online, but some require students to visit a testing center or other location to take certain tests or hand in assignments.Some of these programs are affiliated with traditional brick and mortar schools while others are solely online. If you enroll in a virtual high school, you can either take a few classes to supplement your degree at your regular high school, or you can earn your entire high school diploma online. There are fourtypes of online high schools: Public schools: These are programs that are government funded, usually accredited, and available for free if you are a resident minor in the state or district in which it's offered. They usually follow curricula similar to that of your state's traditional high schools. Public online high schools have to follow strict guidelines in order to receive funding, and because of this they often have fewer course offerings than the other options listed. Charter schools:Online charter schools have many of the same characteristics as online public schools; however, they often have a wider variety of classes and may use more innovative and non-traditional teaching methods. Private schools: This is one of the fastest growing groups of online schools. Because they are not as regulated as the other groups, thequality and costs of private online schools can vary widely. However, they can offer a largevariety of classes and typically don't require students to live in a certain state in order to enroll. There are also specialized online private schools available such as Christian schools, schools that focus on math and science, and others. Schools affiliated with a college or university:Because they are sponsored by a college or university, these online schools often allow students to receive dual high school and college credit for the classes they take. These programs often offerhigh-quality classes, but they can be quite expensive to take. Some popular examples include Stanford University Online High School and Indiana University Virtual High School. Who Attends Online High School? What kind of people decide to pursue high school online?Most online high schools are open to both teenagers andadults returning to school to earn their high school diploma. Some of the people who enroll in high school online include: Teenagers who are unable to attend traditional high school or prefer to take classes online. Home-schooled students looking to supplement their education. Adults taking classes after being out of school for several years. Advanced students looking to take more rigorous classes than those their high school offers. International students who want to take classes offered by the country where they hope to attend college. From this list, it's clear that people decide to pursue virtualhigh school for a variety of reasons. Read on to learn more about the benefits that online schools can offer. What Are the Benefits of Online High School? Benefit #1: Flexible Schedule For many students, the most important benefit of attending high school online is that you don’t need to attend school during regular hours.This can be extremely helpful for students, both teenagers and adults, who are trying to balance completing their high school education with a job or other responsibilities.If you can only take classes and study in the evenings or on certain days, online high schools make that possible. Another benefit of this flexibility is that it allows you to learn at your own pace.This isbeneficialfor students who want to work at a slower pace to make sure they understand the material completely, as well as students who prefer afaster pace and are possibly looking to earn their high school diploma ahead of schedule.Flexible schedules can also benefit students who are ill, travel frequently, or otherwise can’t attend a traditional high school. Benefit #2: More Class Options Many times, online schools will have more class options than traditional onesbecause they are not restricted by a limitednumber of classrooms or teachers like traditional high schools are.This can benefit students looking to take specific classes not offered by their regular high school, including certain advanced or AP classes.Some online schools evenoffer specializations or the opportunity to tailor your courses to subjects that interest you more. This is also an important benefit for home-schooled students and their parents who may be thinking about onlineclasses. Taking an online class can allow you to learn about a subject your parent or homeschool teacher isn't an expert in, such as advanced math classes, so that you can remain home-schooled but also get the benefit of a well-rounded education. Benefit #3: No Traditional School Environment Some people also choose virtualhigh schools because they don’t enjoy or do well in a traditional school.This may be due to difficulties with classmates, trouble learning in a traditional classroom environment, or a different reason. Attending an online high school also often results in fewer distractions. When you are taking classes online, you don’t have to worry about what to wear, if your friends are in the same classes as you, or if you got invited to that party on Friday.When you sit down in front of your computer to work on your classes, you can devote your entire attention to learning and doing well in them. Attendinghigh school online can make it possible to take classes where and when you want. What Are the Drawbacks to Online High School? While virtualhigh schools undoubtedly have benefits, there are drawbacks as well. I’ll discuss four potential drawbacks below, and for each drawback I'll give ways to minimize it or avoid it all together. Drawback #1: Not Always Legitimate Unfortunately, not all online schools will provide you with a quality education, and some are little more than online scams that will award you with a â€Å"diploma† as long as you pay their fee. Attending a school that isn’t high quality can result in you getting a poor education, and this can make future schooling and jobs very challenging because you don’t have the knowledge you were supposed to have learned in high school.It can also result in your diploma not being accepted by most colleges and employers, which means you can spend a lot of time and money on a piece of paper that’s essentially worthless. How to avoid:Make sure to only attend an online high school that is accredited. Schools can only become accredited if they are found to meet a certain level of education quality, and many employers and colleges only accept diplomas from accredited high schools. A school’s website will usually state if they’re accredited, and you can check out our guide to learn more about accreditationand online high schools.and online high schools. Drawback #2: Can Be Expensive While some virtualhigh schools are free, others can cost thousands of dollars, and that can be difficult for many people to afford.Some online high schools cost over $10,000 a year to attend. How to avoid: The cost of an online high school depends on several factors, including your age, whether government funding is available, and what type of high school it is. Research different types of schools to find the best value for you. Public and charter online high schools are government funded and free to resident minors (so you must live in the state where it’s offered and be 18 or younger). Private online schools are typically more expensive. Each state’s department of education has a list of funded online programs, and you can look through these to potentially find an online school you can attend for free. Look on your state’s department of education website to find more information. Drawback #3: Less Social Interaction Another potential drawback of onlineprogramsis that they have much less social interaction than traditional schools. There are no friends sitting next to you in class, no sports teams, no prom, no lunch in the cafeteria. Some people may not mind this, but others find the relationships they form to be one of the most important and enjoyable parts of high school. Not having these experiences may cause you to feel like you’re missing out on an important part of high school, and it may cause you to enjoy your studies less and become less motivated. How to avoid: While you won’t be able to recreate all aspects of a traditional high school experience, you can still form friendships and interact with people. Look for online high schools that offer a chat function and group projects so you can talk with your classmates. You can also join clubs and sports teams in your community so that you can still spend time with others in-person. Why doesn't my laptop ever ask how my day has been? Drawback #4: Requires More Self-Motivation Unlike a traditional school, virtualhigh schools don’t have a classroom you need to be sitting in at a certain time, you won’t have a teacher you’ll see every day, and you won’t have nearby friends working on the same assignments. This means that it will be your responsibility to make sure you are doing the work you need to in order to graduate. For students used to being regularly assigned work, this can be a difficult adjustment. If you struggle with staying motivated, your grades could slip, and you could end up delaying your graduation. How to avoid: Create a study schedule that lists the work you need to accomplish each day and stick to it. You can also look for schools that offer more teacher interaction and have more frequent deadlines to help you stay on track. Should You Attend an Online High School? So, is attending a virtualhigh school the right choice for you? There is no one right answer, but follow the three steps below to help make the best decision for you. Step #1: Think About Why You Want to Attend an Online School The first step is to ask yourself why you want to attend high school online. Is it because it’s the only way you can fit taking high school classes into your schedule? Is it becauseyou need to finish high school early? Whatever the reason, make sure you know exactly why you want to attend an online school so that you can look for schools that give you the benefits you want. Step #2: Research Potential Schools The most important step is researching schools. The number of online high schools is growing rapidly, and trying to find the best one can be overwhelming. Look on your state’s department of education website to get started, and ask yourself the following questions for each school you are interested in: Is it accredited? How much will it cost? How much teacher and classmate interaction is there? How will you be graded? What classes do they offer? How much of a time commitment is required? When will you be able to graduate? You should think about the answers to each of these questions and decide if the school offers what you want. You can also search for online reviews from past students to see what they say about a particular school. It looks like these kids just discovered a great online school. Step #3: Think Honestly About How Much You Would Enjoy Online High School Some people want to attend high school online because they think it will be fun to take classes in their pajamas and be on the computer all day. While this may be true, online school can also be lonely, challenging, and monotonous. Before you decide to take online classes, think carefully about what it would be like to be alone all the time while doing schoolwork, not have a teacher able to explain things in person, have to plan your own study schedules, and not have nearby classmates to work on assignments with. Some people don’t mind this, but for others this environment can make completing high school a miserable and challenging experience. One low-risk way to try out online learning and see if it is for you is to take a massive online open course, often known as a MOOC. While you likely won’t receive any school credit for it, there are a huge number of MOOCs you can take for free. A simple Googlesearch for MOOCs will show you a wide variety of options. Try one class and see how you like online learning, then use that information to help decide if attending a virtual high school is the right decision for you. Bottom Line Online high schools can be a great way for people who need flexible schedules to complete their high school studies, but there is also the risk of enrolling in a disreputable school, feeling isolated, and having to spend thousands of dollars to complete your degree. In order to decide if you should attend an online school, research multiple schools carefully and see if they fit what they are looking for. You should also think carefully about what it would be like to attend school entirely online, and you may want to consider taking a free online course first before you decide to pursue high school online. What's Next? Interested in learning more about accreditation? We have a guide that explains exactly what accreditationis andhow you can make sure an online school is accredited. Trying to figure out your class schedule? Check out our expert guide on which classes you should take in high school. Want an in-depth look at an online school? Read our guide onStanford online high school,including reviews from current and past students. Want to improve your SAT score by 160 points or your ACT score by 4 points?We've written a guide for each test about the top 5 strategies you must be using to have a shot at improving your score. Download it for free now:

Political Morality Essay Example | Topics and Well Written Essays - 3000 words

Political Morality - Essay Example t of knowing whether the public require to know about politician’s private lives only during the time when this information is important for assessing their capability to be elected into office. Consequently, I do not agree with this claim. In fact, the public require knowing the private lives of politicians all the times. Even such things as the politician’s sexual relationships and private finances have to be known to the public especially when they have a connection with the management of public resources. Dimensions of privacy and publicity Social practices and activities of public life versus private life have a wide range of domain. There are however, three broad dimensions of these forms of life. These are access, agency, and interest. Access refers to visibility of resources and information. Agency refers to the control and capacities, which political agents enjoy while interest refers to the relevance of resource utilization (Benn and Gaus, 1983). Access, also known as visibility involves many things. First, it involves the people physically accessing such spaces as beaches, theatres. If the access is public, then it means that anyone has the right to space. On the other hand, if access is private, it means that group, or someone has access right. In this case, such a person can allow or deny others access. Access to space does not come in as far as the need to know more about a politician is concerned. In any case, the politician does not wait until the public is aware so that he or she can get into such spaces as theatres or beaches. These are recreational places and politicians have the right to get entertained. This right does not affect the management of public resources in any way. In fact, it is considered in remuneration. This is why every employee has entertainment allowance (Benn & Gaus, 1983). Secondly, it involves people accessing social activities like public meeting. For public meeting, anyone has the right of

Perceptions of RN associated with screening for PPD Dissertation

Perceptions of RN associated with screening for PPD - Dissertation Example It has been found that postpartum depression not only has both short- and long-term consequences for the mother but also for her newborn child and thus its timely recognition, diagnosis and treatment is vital (Field, 2010). Statistics reveal that each year, approximately 400,000 infants are born to depressed mothers who are thus, at a risk of having adverse emotional, behavioral and physical health outcomes (Joy, 2011). As stated by Beck (2002), postpartum depression is â€Å"a dangerous thief that robs mothers of the love and happiness they expected to feel toward their newborn babies (Beck, 2002, p. 453)†. Studies have revealed that in short term, the mothering practices that become compromised due to the detrimental effects of PPD on the mother’s attitude towards the child include breastfeeding practices, sleep routines, visits to the well child clinic and follow-ups for vaccinations, and overall safety practices (Field, 2010). Moreover, in long-term, PPD impairs con ducive interactions between the mother and the child, negatively impacts nurturance and leads to poor parenting all of which contribute towards negative outcomes for the child, including and not limited to, poorer cognitive development, greater incidence of behavioral issues (such as antisocial and risk taking behaviors) and constrained social interactions on the part of the child such as less sociability (Beck, 2002; Field, 2010). Since this disorder is so common and has such serious and long lasting consequences, it is imperative that appropriate interventions be undertaken in a timely manner in order to prevent the occurrence of the aforementioned negative outcomes. Moreover, as pointed out before, since culture is an important determinant in the etiology of PPD, and postpartum depression has been defined as a â€Å"culture-bound syndrome† (Zubaran, Schumacher, Roxo, & Foresti, 2010) it is important for health care professionals to be aware of the role of culture in the ca usation of PPD and the management, including both diagnosis and treatment, of this disorder should be tailored using a transcultural approach. It has been elucidated that nurses play a significant role in the management of PPD, since they are involved in both screening the women for PPD and also in its treatment, including the provision of counseling services and appropriate referral services when required (Driscoll, 2006). In order to facilitate the provision of these services, nurses need to be culturally sensitive and should approach each woman keeping in mind her cultural, racial and ethnic background and offer culturally appropriate solutions accordingly (Callister, Beckstrand, & Corbett, 2010). Till date most of the literature centered around postpartum depression is predominantly quantitative in nature and the few qualitative studies that do exist focus on elucidating the role of culture in the etiology and causation of PPD. There is a paucity of studies focusing on determini ng the nurses’ experiences and perceptions in providing care for women suffering from postpartum depression, which is pertinent in this setting as nurses are the primary caregivers for patients suffering from postpartum depression. Moreover, there is also an acute shortage of studies examining the different culture appropriate solut

Management Essays Management Coach

Management Essays Management Coach Management Coach Taking the role of a management coach, you have been requested to analyse the leadership style of a specific business leader. Outline the process of the individuals leadership through a period of change and critically evaluate the outcome of the leadership approach in the organisation. Support your briefing paper with reference to a significant range of leadership and organisational development theories. Leadership, management style, organisational and national culture, organisational structure communication, team management and ethic/values are likely to be addressed. Identify and evaluate how a knowledge of leadership and or and organisational development can improve a managers efficiency and effectiveness in managing an enterprise. You are encouraged to take a holistic perspective and provide a critique of contemporary research and practice. An essential part in the running of an organisation is directing the efforts of their members towards the goals and objectives. This involves the process of Leadership. In simple terms leadership can be interpreted as getting others to follow or getting people to do things willingly or more specifically, the use of authority in decision-making. This essay will consider theoretical accounts of leadership behaviour and compare them to the chosen leader. The organisation that has been chosen is the Disney Corporation. Since the company was formed there have been two charismatic, but strikingly different leaders. A few years ago the Walt Disney Company was famous for a little mouse, a collection of vintage animated films for children, and two aging theme parks. Today, the sun never sets on the Disney entertainment empire. Along with its animation business, creator of blockbusters such as Beauty and the Beast, Disney now owns three other studios. After a problematic start Disney has exported the park business to Japan and France. There are two new Disney cruise ships, Wonder and Magic, and 725 Disney stores at locations all around the world. The driving force behind Disneys metamorphosis has been Michael Eisner, who became CEO and chairman in 1984 after a brief but intense battle for the position (Wetlaufer, S. 2000). The founder of the organisation Walt Disney, employed the best talent available, and by means of his own drive and enthusiasm, encouraged them to reach new heights. Walt Disney strived to maintain absolute, unchallenged control over every detail of his empire. Employees worked under an autocratic visionary; they expected big ideas and decisions to come from the top. When Walt Disney died in 1966, the company floundered creatively and financially for years. There were competent, dedicated people in management and talented, hard-working artists in the creative departments, but there was no vision, no leadership (Hightower, D. 1993). The choice of Michael Eisner as CEO of Disney has been a triumph of creativity in American business. Choosing creativity over financial know-how was a tremendous risk, but it has paid off: in the past eight years, revenue has grown on averaged 25 percent annually, Disney stock has increased tenfold in value and the company has been transformed into the worlds most successful entertainment empire. For the first time in Disneys history, an outsider was going to run the company (Hightower, D. 1993). Leadership is different from management; company leaders in action illustrate the practice of leadership. It is not just leadership that is required, both management and leadership are needed. However, during times of high-stakes change, organisations will fail without widespread good leadership (Coyle, J. 2000). Managers promote stability within an organisation, while leaders press for change. An organisation requires leadership at all levels, from the Directors board down to the Shop floor and cleaners. However, leadership is not a uniform command, for example the Waitress on the Shop floor will not receive identical commands and relationships from their manager as someone working in the finance department would from his or her manager. There are different forms of leadership and behaviour from which managers can implement to what they feel best suits the situation. The type of leadership adopted at different levels is a crucial part in achieving the aims and objectives and thus the success of the company (Burnes, B. 2000). Webber (n.d.) defined the types of authority of leaders in organisations into three categories, (1) Traditional, authority is legitimised by custom, and belief in the right to rule. There are traditional proper right to rule, example of this is the sovereignty, the church or a paternalistic employer. (2) Charismatic organisations, authority is legitimised by the quality of the leader, there strengths, personality and inspiration. There is a need for some routine; with the demise of the leader the organisation can change structure unless another charismatic leader is found, (3) Bureaucratic organisations, authority is based on the acceptance of the formal rules, the law within the organisation, authority comes from the hierarchical position within the organisation, examples of this are the armed forces and schools (Webber (n.d.) cited in Mullins, L, 2005: 77). Transformational leaders are able to effectively communicate their vision to an organisation and provide an environment where individuals are empowered to achieve that vision. Instead of telling employees what to do, transformational leaders provide the tools that can help employees achieve greatness. A subset of transformational leadership is charismatic leadership, which is built on the idea that sheer force of personality can be enough to provide leadership to an organisation and inspire high levels of personal loyalty from employees to leaders. The Disney Company has had two charismatic leaders in its history: Walt Disney and Michael Eisner. Disneys tenure was followed by lacklustre performance at the company after his death, and none of the executives at the organisation possessed a personality strong enough to replace the founder (Mullins, L. 2005). The trait approach assumes that the leaders are outstanding through their specific personality traits, cognitive abilities, interpersonal styles and other ability factors that distinguish them. This concept implies that leaders are rather born than made. Grint (2000) argued, There is no hope for those of us, not born with certain gifts or talents for leadership (Grint, K. 2000). The research done by Fleischman and Harris (1962) found two explicit behaviours: consideration and task-orientation. The first factor, consideration, involves a high regard for the leaders subordinates, sharing ideas and incorporating the subordinates as close as possible into the area they are involved. The second one, task-orientation, is mainly connected with the production and ignoring the subordinates to a great extend (Fleischman and Harris (1962) cited in Grint, K. 2000). The relatively new concept of charismatic leadership is based on the belief that the leader can broaden the awareness and interest of his/her followers. Consequently, the aims of the leader are of greater importance and are placed prior to the personal goals. Steers (1996) defines charismatic leadership as a special quality that enables the leader to mobilise and sustain activity within an organisation through specific personal actions combined with perceived characteristics. Employees are motivated by charisma beyond their original expectations. This is done in three ways, awareness about certain key issues and processes are raised, organisational goals are placed above the own interests and adjusting the needs level, so they have a stronger drive for responsibility, challenge and personal growth (Steers, R, 1996:693). Strength in Grint (2000) theory is it does not introduce quantifiable factors; hence it cannot be treated as a rigid science, such as Mathematics. Grint says that leadership is essential an interpretative affair, it casts doubt upon those claiming scientific legitimations for their claims and buttresses an approach to leadership that firmly within the arts not the sciences. It is not a rigid formula that applies to all leaders (Grint, K. 2000). Therefore the more scientific our methods of analysis become, the less likely we are to understand leadership because it is not accessible to scientific approaches. Taking this statement into considerations, it is clear that the charismatic leadership approach is a significant development, since it does not try to quantify. Henry Mintzberg discussed that the behaviour is hard to reconcile, on the surface at least, with traditional notions of what top managers do. It is hard to fit the behaviour into categories like planning, organizing, contro lling, directing, or staffing (Henry Mintzberg Cited in Kotter. J 1999). Even when times are hard, work was fun and exciting, and this has been incorporated in Eisners management style. But there are limits to the autonomy. Senior management delegates authority, not autonomy, downward in the organisation. Sometimes in large companies, too much gets delegated, especially now that empowerment is the rage. Eisner stated I just believe that those with the most experience should be given the most opportunity to handle really tough situations, these situations can put a company or a division at risk (Eisner, M. cited in Wetlaufer, S. (2000). So autonomy has its place. Delegation has its place. But sometimes you have to push problems back up to the top. Otherwise, you just might bump into the biggest corporate problem of all. Eisner, M. (2002) described what the most important areas of management are (1) youve got to be an example. (2)Youve got to be there. (3)Youve got to be a nudge, which is another word for motivator, really. (4) And youve got to show creative leadership, you have to be an idea generator, all the time, day and night (Eisner, M. (2000) cited in Wetlaufer, S. 2000). Thats not really a role. Its an underlying responsibility, its always there. Leading by example also means showing a combination of enthusiasm and loyalty to the institution, and it certainly means demanding excellence in the organisation (Wetlaufer, S. 2000). The two fundamental challenges to a manager are to (1) figure out what to do despite uncertainty and an enormous amount of potentially relevant information. (2) Get things done through a large and diverse group of people despite having little direct control over most of them. These challenges have severe implications for the traditional management functions of planning, staffing, organizing, directing, and controlling. To tackle challenges, effective general managers rely on agenda setting and network building. The best ones assertively seek information (including bad news), skilfully ask questions, and seek out programs and projects that can help accomplish multiple objectives. When a new manager starts their role they spend a considerable amount of time establishing their agendas. Effective executives develop agendas that are made up of loosely connected goals and plans that address their long, medium, and short-term responsibilities (Kotter, J.1999). This pattern of network-building is typical of a managers role and is aimed at more than just direct subordinates. Managers develop cooperative relationships with and among peers, outsiders, their bosses boss, and their subordinates subordinates. Indeed, they develop relationships with (and sometimes among) any and all of the hundreds or even thousands of people on whom they feel in some way dependent. Just as they create an agenda that is different from, although generally consistent with, formal plans, they also create a network that is different from, but generally consistent with, the formal organisational structure (Kotter, J.1999). This networking commence as soon as Eisner was appointed, gaining valuable contacts within the organisation. Managers of organisations have responsibility to get the strategic intent right, not just for the advantage of the organisation. Drucker (1989) discussed the responsibility of management as being decisive not only for the enterprises itself, but for the Managements public standing.for the very future of our economic and social system and the survival of enterprise. The decisions that managers make, do not just affect the organisation, they have an affect on the whole of society, with ethical, environmental and social considerations. Misjudged and misguided strategies have in the past brought down organisations both financially and in their reputation, damaging the publics opinion of them (Drucker (1989) cited in Mullins 2005:214). Therefore strategic decisions are likely to affect the operational level of an organisation, which needs to be in tune with long term goals of the organisation. This factor is important in decision making; firstly if the operational level is not in line with the strategic level this can cause conflict and jeopardise the strategy, secondly it is at the operational of an organisation that the real strategy is achieved (Johnson G , Scholes, K 2004). The Walt Disney Company continues to prosper, by maintaining and ever improving quality standards across the board. Walt Disneys Employee Forum is a publication created not only to motivate employees but to discuss past, present, and future accomplishments of the company. Disneys large corporation has very detailed and clear segmentation, and strives for quality in every product. Others in the entertainments industry, including, for example, Time Warner, MCA, and DreamWorks, also have their own unique quality factors. It is this differentiation and distinctiveness that may be the key to their recognition for what they do, and why they are so good (Anonymous1997). Successful organisations are fluid, forever moving and adjusting to the market forces. From the previous years performance new goals are set, brining in innovative fresh activities that make the organisation more effective. These criteria include increased employee versatility/flexibility; increase of expertise; broadening of the market base; increasing production capacity; improved production economy; and the ability to respond to change. Although some of these decisions are at a strategic level, others will show results with the year. These can be measured to ensure that the strategies are working for the organisation (Mullins, L, 2005). Creativity can be one of the key drivers in business today. At the Walt Disney Company, creativity is not just a tool or a technique to increase productivity; it is the heart of the business. The creative process is practiced and nurtured at Disney, and the application of a similar approach could dramatically impact businesses in a multitude of industries (Hightower, D. 1993). Eisner stated that Disney is a company built on a powerful combination of institutionalised creative friction, an environment that produces a constant stream of ideas and good, old-fashioned common sense. Together, he stated conflict and common sense yield creativity, and creativity has a way of cleaning up the balance sheet and making the income statement shine very brightly (Eisner, M. cited in Wetlaufer, S. (2000). The opinion that all knowledge is viewed as objects to the organisation, and therefore can pass between different states, has contributed to the focus of knowledge management systems (KMS) that they should be externalised and merged with tacit forms of knowledge. This theory is backed up by Cohendet et al.s (1999) recent attention to the codification of experience, know-how and localised tacit knowledge Through the processes of conversion between employees triggers the process of intuiting, interpreting, and integrating them into the organisation (Cohendet et al 1999:523). Healthy organisations would like to be viewed as containing harmonious working relations, committed to working together towards the common goal. Conflict is a reality within the organisational climate; therefore conflict has to be managed. The most specific level the culture of the organisation can be seen as the aggregation of the cognitive interpretations of the organisation workforce, conflict can reveal itself. This conflict arises from the personalities and experience of the individuals, together with the interactions between employees that can cause distortion (Hamlin, B. et al 2000). Diversity is a great force toward creativity. For many, Disney has made its members, (that is what they call employees) a diverse group of people. The more diverse an organisation, the more diverse are the opinions that get expressed, which sometimes create friction, and friction slows down the machine. When the machine slows down, good things can happen. If it is just sliding along with no friction, you get the easy solution; you get mediocrity. We work very hard on getting diversity at the top of the organization, and like many organisations we still have room to improve. That will make us more creative. This diversity is not just about skin colour or ethnic background, it is diversity in point of view. They encourage individualism, wanting employees who view the world differently (Wetlaufer, S. 2000). This whole business starts with ideas that come out of an environment of supportive conflict, which is synonymous with appropriate friction. This is an environment where people are not afraid to speak their minds or be irreverent. Uninhibited discussion gets ideas, which can be look at, made better or just get rid of them (Eisner, M. cited in Wetlaufer, S. 2000). Corporate creativity requires an innately creative leader and the managerial capability to syndicate creativity at the organisational level (Hightower, D. 1993). Cultural descriptions distinguish one organisation from another, and influence the people in the company as individuals as well as company performance. Such culture is a diffuse and nebulous notion, encompassing the underlying values, beliefs and principles of the personnel as they are expressed within the management, structure and practices (B Fletcher, F  Jones, 1992). Although Trompenaars suggests that all societies view time in different ways which may in turn influence business activities. The American dream is the French nightmare. Americans generally start from zero and what matters is their present performance and their plan to make it in the future. This is noveau riche for the French who prefer the ancien pauvre; they have an enormous sense of the past. This clash in national culture between the organisation and the country it is in, was experienced by the Disney corporation when they first tried to expand into new markets (F, Trompenaars (n.d) cited in N, Brealey, 1993: 66). The Aston School points to convergence of organisational culture. An example of this is the work of Hickson et al which suggests that there is a relationship between factors such as size/technology and structures which transcends culture. A bureaucracy in all societies and bureaucratic structures are more likely to occur in particular sectors of the economy. Other Commentators have followed Kerr et al who suggest that industrial or post-industrial societies would in any case become more alike as they are developed in the future. The contrary argument that culture does matter when studying organisational behaviour can be seen in the work of Geert Hofstede. During his work Hofstede identified four dimensions of culture; power distance; uncertainty; avoidance; individualism; and masculinity (Hofstede, G 1980). Ensuring that Disney cast members are committed and motivated, and that they behave appropriately, is the most challenging part of Eisners role (Wetlaufer, S. 2000 a). There are various cultural and structural factors that have a direct affects on organisations that can impinge on the very success of the organisation. These are highlighted when an organisation attempts to redefine itself, to change their image in an attempt to maintain or to enhance their competitive capabilities (L Gratton, 1999). Creating a worldwide brand also means creating a common vision and, to create synergy among its businesses worldwide, Disney runs a program, Disney Dimensions, for senior executives drawn from every division of the company to ensure they work in a common aim. Eisner describes this program as a synergy boot camp. Participants have eight days of meetings, covering every aspect of the business. They dress up as Disney characters, oversee the catering, learn how beds are made and spend time in all the different Disney divisions learning what these do and how they work. Basically they are learning for 16 hours a day how to do every single job in the business (Wetlaufer, S. (2000 a). Disney entertains people, so an energised culture is encouraged. This is reinforced in weekly meetings that anyone could offer up an idea and gets other people to react to it. These are big, unruly, disruptive meetings, which supports institutionalised conflict. The honesty in the teams and culture is vital in this culture. This is in the environment where criticism goes up as well as down. In this culture where every one is equal, there is no pecking order it produces creativity (Wetlaufer, S. 2000). Managers achieve more indirect influence through symbolic methods. They use meetings, language, stories about the organisation, even architecture, in order to get some message across indirectly. The symbols of the Disney Corporation are everywhere, reinforcing the values to employees (Kotter, J.1999). An important aspect that adds to organisational effectiveness is synergy, when the whole performance is greater that the performance of the individual components, that the performance of the organisation outstrips the performance of the individual, this is positive synergy (Mullins. L. 2005).Positive synergy occurs when two or more processes or activities complement each other. The concept of synergy can be considered and implemented by changing the links that bind certain departments together, linking new departments together (Johnson G, , Scholes K, 2004). Mullins (2005) stated that his could lead to a broadly and powerfully defined culture which is strongly customer focused and capable of leap frogging the competition through continual and radical innovation (Mullins, L. 2005:256). Synergy occurs at Disney, because they all pull together. The products scream out for synergy. When launching a new product it is on the cover of our magazines, on the Disney channels around the world and displayed in the windows of the shops. All employees around the world know what is happening and are involved (Wetlaufer, S. 2000). Classical writers discussed the organisation in terms of its purpose, with its formal structure; the hierarchy of the organisation. The emphasis placed on planning work, achieving this through managing the technical requirements, and the presumption of logical and rational behaviour from within the organisation. Each individual classical writer puts forward their own interpretation of similar theories (Mullins, L 2005). Baker (1972) discussed these principals as it offered simple principals which claimed general application it also followed architectural and literary styles which emphasised formality, symmetry and rigidity (R Baker (1972) cited in Buchanan D and Huczynski A 1991: 430) The Disney Corporation treats its members with reverence, respecting the individuals diversity. However the uniform of its customer facing members demonstrates rigidity within the structure. Although the payment received from the employer is not the sole motivator it satisfies the contract of employment. Hegewisch (1991) wrote the pay packet is one of the most visible expression of the employment relationship, its main issue is the exchange between employer and employee, expressing a connection between the labour market, the individuals work and the performance of employing the organisation itself(Hegewisch (1991) cited in Beardwell I Holden L 1994 :500). The organisation pays employees well; their reasoning was to compensate employees enough so they didnt have to worry about money. This way, they argued, employees were made able to do their job, service the customer. Tom Peters focuses on this point when discussing closeness to the customer. To overspend on service people keeps customers happy and Disney knows what its customers like. It may cost Disney a lot and be unprofitable in the short run, but the company looks to the long run to keep those customers (Tom Peters cited in Anonymous1997). As the first leader in the Disney Corporation that is not a family member Michael Eisner has turned the organisation around. The success is world wide, with new products being launched continually. Michael Eisner style of leadership is completely the reverse of the way the organisation had been run. Ultimately, Michael Eisner is seeking to generate enthusiasm and involvement among Disney employees. Enthusiasm and involvement leads to motivated employees. This is achieved through reinforcing the culture of fun and innovation. The employees are paid well, to motivate them and to reduce financial worries that could impinge on their performance. Although creativity and innovation is encouraged it could be argued that the knowledge of the employees is viewed as objects to the organisation. Eisners leadership is transformational and charismatic. Transformational leaders provide the tools that can help employees achieve greatness. 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