Essay on Uganda A Country in Need of Economic Growth

Uganda, formally known as the Republic of Uganda, is a poverty stricken country plagued with economic instabilities. Since the 1980’s, the economy has remained on a fairly steady climb, but many have doubts about the continuation of growth. Uganda will never achieve a stable economy if they do not establish changes to their infrastructure. To implement these modifications and maintain economic progression, Uganda will need 1) better government determination to end corruption, 2) commitment to improve the weak educational reforms, and 3) a decrease in their export vulnerabilities. Fortunately, the country is experiencing a much needed evolution in telecommunication which could be the single most contributing factor for an improved economy.†¦show more content†¦The strategy consists of three components: 1. Educating the public about the risks and consequences involved with corruption 2. Preventing corruption 3. Investigating all claims about corruption Other doubts concerning economic growth are being raised due to the government’s failure to maintain a determination in pressing reforms. The country is not creating enough jobs and the growing deficit is furthering their debt. Educational reforms are in dire need of being imposed to allow for a knowledgeable country. Uganda has been donated mass quantities of money from countries all over the globe, who are aiming to increase the education level for the nation, but unfortunately there isn’t much to illustrate an educational escalation. The government delivers announcements regarding education being a fundamental human right and the necessity of education, but they never stick with the reforms long enough to construct changes. Illiteracy is common in Uganda, especially in the female population. How can they establish a substantial economy when they have deprived, under nurtured minds? The government needs to enforce four things: 1) Construct more schools while improving the institutes already placed and make transportation more readily available 2) Reduce the expenses for education to make it affordable to the entire public 3) Provide better tools for teaching 4) Decrease teacher/student ratio The global economic recession and weak external exports have woundedShow MoreRelatedA Brief Note On Uganda And Uganda Are Neighbours892 Words   |  4 PagesIntroduction: Kenya and Uganda are neighbours. They are all within East Africa together with Tanzania, Rwanda, Burundi and South Sudan. Even though they are within the same region; their development status in agriculture, industrialization, democracy, health, and education economies differ greatly. Discussion: Uganda: Uganda has considerably natural resources. These include fertile soils, regular rainfall, small deposits of copper, gold, and other minerals, and recently they discovered oil. 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Analysis Of The Book Entanglement - 1902 Words

The study of quantum mechanics has been ongoing for hundreds of years. The book, Entanglement by Amir D. Aczel allows the reader to see the evolution of the study of quantum mechanics over those hundreds of years from a fresh perspective. He offers an inside look at the scientists who have contributed so much to the field throughout the years. In his book, Aczel humanizes the people who we previously looked at just as names behind different theories, equations, and methods by exploring their backgrounds and their own unique motivations to study quantum mechanics. He shows how their work over the years built unto that of their predecessors. The scientists come from different generations and places, but Aczel shows that they all share something in common. While only some of them were aware of it at the time, all of their work would contribute to the discovery and understanding of one of the most complex issue of quantum mechanics, entanglement. 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Organizational Culture Management Theories †Myassignmenthelp.Com

Question: Discuss About The Organizational Culture Management Theories? Answer: Introduction Ursula Burns was the Ex-Chairwoman of Xerox Corporations since 2010 and was ex-CEO from 2009 to 2016. She was the first African-American woman who headed Fortune 500 Company. She succeeded Anne Mulcahy and became the 22nd most powerful woman in the world as rated by Forbes. She led a workforce of more than 140,000 employees who served clients over 160 companies. She exhibited missionary leadership style where she encouraged her employees to give their best and reflected optimistic personality. Therefore, the following report involves the exploration of the chosen leader, Ursula Marketing, leadership style and theories, organizational culture and change management theories. Ursula Burns: Leadership style Ursula Burns started her career at Xerox in 1980 when she joined as summer intern and joined the company permanently in 1981. In January 1990, she made an unexpected turn and became senior executive. Later in June, she became the executive assistant to chairperson and finally chief executive. In 2009, she became the CEO and continued until May 2010. She got married to Lloyd Bean residing at Manhattan (Humphrey 2013). Gone are those days of autocratic dictation and Ursula Burns is the prime example. Her recruitment as CEO marked the major milestones. She became the first African-American woman, CEO of an esteemed organization and secondly, she became the first woman to succeed another woman at the top position of such a large size company. Her leadership trait exhibited authenticity and self-awareness. Her positive personality resonated with her employees and the community. She is humble, open and grounded. She has profound knowledge about technology along with sharp humour, frankness and willingness to take challenges. She is an example of such kind of leaders who is not egocentric and self-serving, rather assertive in helping the employees (Byrnes and Crockett 2009). The missionary leadership style of Ursula is aimed at aspiring to succeed and significance. She believed that it is important to build something original, meaningful rather than winning and beating others in the competition. It is about making an impact and difference rather than making money. Her leadership style depicts that human values are important driving success rather than economic value. Therefore, she is different from the classic entrepreneurs and take risks, although, it is short-term and makes less impact than expected. This set her apart from the other leaders who just run the companies, but she aims to run the company to a cause. Helping others and human values are the things that matter in this leadership style. She prioritizes the building of relationships rather than making money and business. She reflected on her own values, morals and priorities in life (Shambora 2009). The power of leadership that she possess is built upon values, honesty and being straightforward. She has the power of culture that helped her to succeed in her business. The good times are strengthened, diversified teamwork and changing the bad times became the culture itself in the organization. This is the reason missionary style helped her to know the employees and motivate them to know what they are. This power of vision helped her to get gain the highest success and exceed forward. When they shared a common goal, it recognized the power of people and helped them serve customers better making them the centre to everything. She understood the value of leadership being honest, consistent and forceful (Gilbert, Eyring and Foster 2012). Ursula Burns followed unique leadership traits that made her a successful leader as she listens to her employees, authentic, measure goals for better outcomes in making decisions and help employees to enjoy their job so that they can have most success. Reddins 3-D Theory (Missionary) This theory was developed through the modification of Blake and Monton Managerial Grid Theory. It explains that in missionary leadership style, the individual enjoys a friendly relationship with others in the organization. This leadership style was adopted by Ursula Burns where she valued her employees and involved them in the decision making process. According to this theory, the missionary style is unique that believes in harmony and value humanity. It is a supportive and an effective approach where it emphasizes on promoting positive climate and congeniality at the workplaces. The missionary style leaders try to keep their employees happy and provide supportive behaviour rather than defensive counterpart (Bonilla-Rodriguez 2016). From the Reddins 3-D theory of management, missionary leadership style is the empowerment of others working in harmony. The goal of this type of leadership is to become critical thinkers who empower staffs and involve them in the decision-making process. The leader creates a collective purpose and become active members in the organization. Committed and creative staffs are the most important asset as compared to the development brought by an administrator (Limbare 2012). With the same vision, Ursula Burns brought the highly motivated employees together, each with a common vision and moulded them into a team with single vision. This task is challenging, yet rewarding where all the employees are set out to work impossible against odds and a team is formed that have sense of fulfilment and successful. She promoted vision, directed people, promoted good working condition and work together to pursue the companys wishes and goals (Pawar 2014). Criticism of missionary leadership style However, this missionary leadership style is less effective than other leadership style. Audit are charismatic leaders who are proven activators, however they lack follow-through in terms of execution. These leaders might miss on the practical and finer technical details as they focus on human relationships and values. They are also criticised as self-promoting leaders, however, it has its own strengths. They inspire their followers to act and head towards the goals. The key phrase for these leaders is working together that helps them to connect together and work in achieving goals (Pea-Acua 2017). This is the reason Ursula Burns is highly appealing to her followers and her leadership style help to forge lasting relationships in business. As these leaders respect human values, they are easily approachable and help to build strong relationships with the followers. Transformational leadership theory Missionary leadership style aligns with the transformational leadership where the leaders and their followers work together to achieve the highest level of motivation and morality. They are driven by commitment to the cause and convictions. The transformational leaders set clear goals and have high expectations from the employees and organization. Ursula Burns and her ideas went into process that helped her to become a transformational leader by creating a clear vision that is inspiring and far-sighted (Garca-Morales, Jimnez-Barrionuevo and Gutirrez-Gutirrez 2012). She motivated her people to deliver the vision by building trustworthy and strong relationships. This leadership theory explains that the leaders create a high performing workforce and inspire people to work beyond the requirements of the task. The transformational leaders have a charismatic appeal who works with people to change the way an organization works (Sadeghi and Pihie 2012). There is a consistent mission, vision, and leader guide follower by giving them a sense of challenge and meaning. They are creative and innovative in nature that encourage ideas from people and focus on problems rather than on the blaming part. This made her a transformational leader where she motivated her employees and pulled the organization from brink of failure. Followers and Organizational change To follow the missionary leadership style was not easy for Mrs Burns. They have to face resistance and challenges in building an effective team of motivated employees. When she joined as the CEO of Xerox Corporations, she put all her leadership advice into test. She did not try to put an end to all the problems, rather tried to find solutions. She started building her teams and set a clear picture of the hurdles that Xerox is experiencing from outside. There was a lot of change witnessed at the Company and she tried to build a great and diverse team whom she can trust, listen and get honest critic on which she could rely on. She believed in trusting and listening to her team that she considered is the key to success and helped her become an effective leader (Cornileus 2013). Employees at Xerox greeted her with open heart as she created a philosophy on how to grab opportunity and take individual responsibilities. She made people work, think and talk together so that they can be brough t into discussion and propose a clear vision. She made her followers believe that an insider (employee) can bring the change rather than an outsider and that brought incomparable institutional knowledge and deep well of trust and respect in the organization (Lee et al. 2014). Every organization has a culture depending on its diversity and strength influencing behaviour and attitude of the organization. To change something, resistance and barriers are encountered at every step. Organizational culture is defined as the system of meaning that are shared by the employees distinguishing one from the other organizations. When she joined as CEO, she brought about two changes in the organization by taking initiatives in two directions: getting Xerox into the domain of information technology and in 2011, she introduced the Xerox Cloud that includes business process management and mobile printing. She also took initiative for the cultural change management from terminal niceness to embracing frankness and risk-taking (nytimes.com 2017). The old Xerox culture of terminal niceness offers counter production to growth and innovation. She maintained a delicate balance between frankness and civility that requires humility. This made a change at Xerox where employees were open, honest and decisive. She focused on innovation and inculcated the risk-taking behaviour in her employees. The decisions taken within the organization is people and team oriented so that the outcomes have positive effects on the people. She believed that where one is, is not the person one is. One has to perform his or her own responsibilities and that she tried to make the Xerox culture. Ursula had to face many challenges from the competitors like digital imaging and so the company had to focus on the information technology and client services business. She was able to establish this transition as there was diversity of ranks and opinions within the diversified workforce in the organization. Ursulas leadership style greatly motivated her employees and that led to the productivity at Xerox and sustainable business. The main leadership trait of Ursula is that she instilled self-motivation and transformed the employees towards the accomplishment of organizational goals (businesstoday.in 2017). Change management Ursula Burns followed the theory of being nice to neighbours that means to run a successful business; one has to maintain good relations on a global basis. This led to the sustainability and became a part of customer value proposition as well as the associated working communities. The diverse workforce along with active, passionate, dedicated and engaged workforce helped to manage the change that was initiated in the organization. She made a diversified and leading workforce that worked to sustain the change and maintain position at the Fortune 500. The repositioning and change brought in the organization was strong and fast enough being sustained and confirmed (Cuthbertson, Furseth and Ezell 2015). It offered a brand new range of opportunities and growth for the employees and organization as a whole. The diversification and community engagement helped the company to manage and sustain change in the organization. This diversity was the key success for Xerox that helped the company to achieve its societal and financial goals. Xerox is more than a photocopying company now. Employees at Xerox have a sense of importance in the decision-making that led to a profitable, sustainable and successful business (Ndubuizu and Britton 2016). Conclusion Missionary leadership style of Ursula operated in a way where the employees received positive motivation for performing well. Her leadership style worked well as she possess personality trait to bring out the best in her employees. She exhibited missionary leadership style where she encouraged her employees to give their best and reflected optimistic personality. She brought the highly motivated employees together, each with a common vision and moulded them into a team with single vision. She brought information technology and mobile printing at Xerox after joining as the CEO. Therefore, her leadership style brought an organizational change and that helped in the change management at the company. References Bonilla-Rodriguez, D.M., 2016. Latinas in the Workplace: Creating a Path of Success.Gender, economics, and Ethnicity in the Workplace: Emerging Issues and Enduring Challenges: Emerging Issues and Enduring Challenges, p.339. businesstoday.in (2017).Ursula Burns on Xerox's transformation to a products and services company. [online] Businesstoday.in. Available at: https://www.businesstoday.in/magazine/features/interview-with-xerox-ursula-burns/story/198431.html [Accessed 13 Sep. 2017]. Byrnes, N. and Crockett, R.O., 2009. Ursula Burns: An historic succession at xerox.Bloomberg Business, May,28. Cornileus, T.H., 2013. Ima Black man and Im doing this job very well: How African American professional men negotiate the impact of racism on their career development.Journal of African American Studies,17(4), pp.444-460. Cuthbertson, R., Furseth, P.I. and Ezell, S.J., 2015. Kodak and Xerox: How High Risk Aversion Kills Companies. InInnovating in a Service-Driven Economy(pp. 166-179). Palgrave Macmillan UK. Garca-Morales, V.J., Jimnez-Barrionuevo, M.M. and Gutirrez-Gutirrez, L., 2012. Transformational leadership influence on organizational performance through organizational learning and innovation.Journal of business research,65(7), pp.1040-1050. Gilbert, C., Eyring, M. and Foster, R.N., 2012. Two routes to resilience.Harvard Business Review,90(12), pp.65-73. Humphrey, R.H., 2013.Effective leadership: Theory, cases, and applications. SAGE Publications. Lee, L.P., Liu, H.W., Shi, D.M., Khoo, C.S. and Pang, N., 2014. Developing a Framework for Analyzing Organizational Stories.LIBRES: Library and Information Science Research Electronic Journal,24(1), p.34. Limbare, S., 2012. Leadership styles conflict management styles of executives.Indian Journal of Industrial Relations, pp.172-180. Ndubuizu, R. and Britton, D.M., 2016. Ursula Burns.Junctures in Women's Leadership: Business, p.92. nytimes.com (2017).Ursula Burns, Aiming to Redefine the Xerox Culture - NYTimes.com. [online] Nytimes.com. Available at: https://www.nytimes.com/2010/02/21/business/21xerox.html?pagewanted=allmcubz=0 [Accessed 13 Sep. 2017]. Pawar, D., 2014. Styles of Leadership.International Journal of Research in all Subjects in Multi Languages,2(7), pp.12-14. Pea-Acua, B., 2017. Critical Revision of Leadership Styles in Management and Company Cases. InContemporary Leadership Challenges. InTech. Sadeghi, A. and Pihie, Z.A.L., 2012. Transformational leadership and its predictive effects on leadership effectiveness.International Journal of Business and Social Science,3(7). Shambora, J., 2009. Xerox next CEO: Ursula Burns.Fortune Magazine,22.

Pressure vs. Volume Baking Soda and Vinegar Essay Example

Pressure vs. Volume: Baking Soda and Vinegar Paper In the decision process, cognitive and psychological competency has always been important. Guidelines have been developed for critically Ill adults and patients with severe mental illness to assist clinicians and families In the evaluation of competency (Stein, et al. 2001). The decision to accept or reject a potentially life-saving medical procedure Is also affected by developmental considerations for an adolescent with a serious illness. Im against adolescents making decisions about life In death. Adolescent have a developmental trajectory that Is not yet Like an adults. X a gray area when you have an adolescent making the decision (Tu, 2007) Physicians and parents should communicate with the patient to assess its maturity, whether its beliefs are well grounded and arrived at without coercion, and whether he or she truly understands the consequence of his decision. No matter how competent adolescents appear to be, they may still be too influenced by fear to be allowed free rein. Is it appropriate or practical to force an adolescent to accept prolonged treatment against he or her will? Consent for medical procedure or treatment is considered as a basic acquirement for the provision of health care (Stein, et al. 2001). Its an ethical obligation to ensure respect for patients and their autonomy. A mature minor Is one who can comprehend the risks and benefits of the proposed treatment and Is therefore able to give Informed consent for the care. According to Ben Weldon, adolescent have a certain degree of maturity, but there Is a concern that their judgments may not be as well considered. I think that their judgments should be considered because some of them have chronic conditions that often deteriorate over time. We will write a custom essay sample on Pressure vs. Volume: Baking Soda and Vinegar specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Pressure vs. Volume: Baking Soda and Vinegar specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Pressure vs. Volume: Baking Soda and Vinegar specifically for you FOR ONLY $16.38 $13.9/page Hire Writer They have experienced years of physical and psychological suffering, probably experienced depression. They fully understand their states of health. The question is how can the person who is an outsider making decisions for someone that has to live and endure the suffering?