Developments between 1860 and 1877 Essay

During the 1860s and the 1870s, Americans faced a social crisis that literally divided the nation to two. Social developments and constitutional changes that occurred within this time frame amounted to a devastating separation of people. The first major crisis, the Civil War, divided the nation sectionally and what ensued afterward, the Reconstruction, divided the nation completely. The Civil War lasted four years, from April of 1861 to April of 1865. It physically separated the nation into two, in which the South seceded from the North. The two sides fought for the struggle over slavery – the South was for it, while the North was against it. The South argued that the North was attempting to limit their rights given to them by the Constitution; their rights to exercise those powers were restrained heavily by the politically dominant North. The North at first made a statement stating that the main purpose of the war was to maintain the Union and to keep the South from breaking apart. However, as the war went on, Lincoln found fighting for these terms was impossible; he knew that the slaves had to be freed. This decision to abolish slavery stirred up controversy in the Union, for many white men, while they opposed slavery, did not like the idea that they were fighting for African-Americans. Many riots erupted from many Union states come draft day, clearly showing the unsettlement and dissatisfaction that Americans had with the idea of freeing slaves. The North not only had to deal with the South, but also with themselves. Following the Civil War, a period of time known as the Reconstruction came into effect. This was the time where the North attempted to rebuild the South and the time for the South to settle their differences and get over bitter feelings of losing the war. However, despite its good intentions, the Reconstruction was generally considered a failure by most historians. The Reconstruction was led by a certain group of Republicans known as the Radicals. These Radical Republicans wanted the South to pay for the financial cost of the war; they argued that the war was fought over differences initiated by the South, therefore the South was to pay for its cost. They did exactly what their name suggests: they enacted many radical laws, such as the 14th Amendment, which gave all people [except Native  Indians] in the United States citizenship, regardless of race. The 15th Amendment too was set into motion, guaranteeing all citizens suffrage. This allowed the former slaves to now vote for political candidates, giving them a say in the government. The South despised this idea; many conservatives began acts of terror to keep the African-Americans from voting. The most prominent group of white supremacists was the Ku Klux Klan, which utilized violence to scare African-Americans and to resist the Reconstruction. Aggression erupted throughout the nation as a result from the discontent over the issue of slavery and the rights of Africans. The United States was literally torn apart during the Civil War, as brothers fought one another and deaths piled up. Conditions further worsened during the Reconstruction, when the North refused to forgive the South and the South refused to apologize to the North. Violence became the only answer for many Americans during the late-19th century.

history of women essays

history of women essays Truman Capote, one of America's more colorful literary personalities, was born in New Orleans in 1924 and died in California in 1984. He wrote both fiction and non-fiction short stories, novels and novellas, travel writing, profiles, reportage, memoirs, plays and films. His work of fiction that is probably most well-known (although not many people know that Capote wrote it) is the novella Breakfast at Tiffany's. What I am most interested in, however, is his masterpiece, In Cold Blood. This "nonfiction novel" spawned a whole new genre of writing. It has been called literary journalism and creative nonfiction. In the small mid-western town of Holcomb, Kansas, a family is murdered. Capote sees the write-up in the paper and decides to visit the town and find out what happened. He begins his research before the murderers are captured. He is there when they are brought in to jail. He lives in the town; he gains the trust of the townspeople and the murderers. At least enough trust so that they speak candidly in front of him (he has a little help from his childhood friend, Harper Lee [author of To Kill a Mockingbird], who also interviews townspeople). The book was a commercial success, but Capote was never the same after. He spent six years of his life on this project, and much of it was harrowing. While imprisoned, Perry and Dick considered him a true friend and wanted his help to get a pardon. Capote felt torn by his affections for the two and by the knowledge of the horrific murders they had committed. Another question Capote may have asked was "What next?" It's always hard to follow a success because of expectations. Too, Capote never felt the "literary world" gave him credit for inventing a new form of writing, and he was definitely bitter about that. In any case, the whole experience seemed to have left Capote with a void inside. ...

What You Need to Know About MBA Application Deadlines

What You Need to Know About MBA Application Deadlines An MBA application deadline signifies the last day that a business school is accepting applications for an upcoming MBA program. Most schools will not even look at an application that is submitted after this date, so it is really important to get your application materials in before the deadline. In this article, were going to take a closer look at MBA applications deadlines to determine what they mean for you as an individual. Youll learn about the types of admissions and discover how your timing can impact your chances of getting accepted business school. When Is the Deadline for Submitting an MBA Application? There is no such thing as a uniform MBA application deadline. In other words, every school has a different deadline. MBA deadlines can also vary by program. For example, a business school that has a full-time MBA program, an executive MBA program, and an evening and weekend MBA program may have three different application deadlines - one for every program that they have. There are lots of different websites that publish MBA application deadlines, but the best way to learn about the deadline for the program you are applying to is to visit the schools website. That way, you can ensure the date is completely accurate. You dont want to miss a deadline because someone made a typo on their website! Types of Admissions When youre applying to a business program, there are three basic types of admissions that you might encounter: Open AdmissionsRolling AdmissionsRound Admissions Lets explore each of these admissions types in more detail below. Open Admissions Although policies can vary by school, some schools with open admissions (also known as open enrollment) admit everyone that meets the admission requirements and has the money to pay the tuition. For example, if the admissions requirements dictate that you have a bachelors degree from a regionally accredited U.S. institution (or the equivalent) and the capacity to study at the graduate level, and you meet these requirements, you will most likely be admitted into the program as long as space is available. If space is not available, you may be waitlisted. Schools with open admissions rarely have application deadlines. In other words, you can apply and get accepted at any time. Open admissions are the most relaxed form of admissions and the one most rarely seen at graduate business schools. Most of the schools that have open admissions are online schools or undergraduate colleges and universities. Rolling Admissions Schools that have a rolling admissions policy usually have a large application window - sometimes as long as six or seven months. Rolling admissions are commonly used for freshmen at undergraduate universities and colleges, but this form of admissions is also heavily used by law schools. Certain graduate-level business schools, such as Columbia Business School, also have rolling admissions. Some business schools that use rolling admissions have what is known as an early decision deadline. This means that you have to submit your application by a certain date to get an early acceptance. For example, if you are applying to a school with rolling admissions, there may be two application deadlines: an early decision deadline and a final deadline. So, if you are hoping to get accepted early on, you have to apply by the early decision deadline. Although policies vary, you may be required to withdraw your application from other business schools if you accept an early decision offer of admission that is extended to you. Round Admissions Most business schools, especially selective business schools like Harvard Business School, Yale School of Management, and Stanford University’s Graduate School of Business, have three application deadlines for full-time MBA programs. Some schools have as many as four. Multiple deadlines are known as rounds. You could apply to the program in round one, round two, or round three.   Round admissions deadlines vary by school. The earliest deadlines for round one are typically in September and October. But you shouldnt expect to hear back right away if you do apply in the earliest round. Admissions decisions often take two to three months, so you could submit your application in September or October but not hear back until November or December. Round two deadlines often range from December to January, and round three deadlines are frequently in January, February, and March, though all of these deadlines can vary by school. The Best Time to Apply to Business School Whether youre applying to a school with rolling admissions or round admissions, a good rule of thumb is to apply early in the process. Assembling all of the materials for an MBA application can take time. You dont want to underestimate how long it will take you to prepare your application and miss a deadline. Even worse, you dont want to slop something together quickly to make a deadline and then get rejected because your application was not competitive enough.   Applying early has other advantages as well. For example, some business schools choose the majority of the incoming MBA class from applications received in round one or round two, so if you wait until round three to apply, the competition will be even stiffer, thus decreasing your chances of getting accepted. Furthermore, if you apply in round one or round two and get rejected, you still have an opportunity to improve your application and apply to other schools before their round three deadlines have ended. A few other considerations that may be important depending on your individual situation: International applicants: As an international student, you often need a student visa (either an F-1 or J-1 visa) to study in the United States. Youll want to apply in round one or round two if possible to give yourself enough time to get this visa before the actual program starts.Dual degree program applicants: If you are applying to an MBA/JD program or another dual or joint degree program, youll want to pay particularly close attention to the deadlines. Some business schools, even those with three rounds, require applicants to apply for dual degree programs in round one or round two.Submatriculation applicants: If you are an undergraduate who is attending a business school that allows qualified juniors to apply for early entry (Submatriculation) to the schools MBA program, you may want to utilize a different application strategy than the average MBA applicant. Rather than applying early (like most applicants would), you may want to consider waiting until round three so that you hav e a more complete academic record when you submit your transcripts and other application materials. Reapplying to Business School Business school admissions are competitive, and not everyone gets accepted the first year that they apply to an MBA program. Since most schools will not accept a second application in a single year, you typically have to wait until the next academic year to re-apply. This is not as uncommon as many people think it is. The Wharton School at the Universality of Pennsylvania reports on their website that up to 10 percent of their applicant pool consists of reapplications in most years. If you are re-applying to business school, you should make an effort to improve your application and demonstrate growth. You should also apply early in the process in round one or round two (or at the start of a rolling admissions process) to increase your chances of getting accepted.

Student Testing in Elementary Schools in America Essay

Student Testing in Elementary Schools in America - Essay Example The curriculum as of today is far ahead of what the school system was earlier. From learning by rote, now the child is allowed more interaction and freedom to gain knowledge from sources other than the school. The curriculum guides and text books are chosen today by the state and they reflect the State's learning standard and benchmarks for a given grade level. To gauge the progress of a child, there are tests to determine the adequate yearly progress which have to fulfill certain standardized goals by which States and school districts assess the child's progress academically.( Armstrong Thomas, 1987) When there are about twenty or thirty children of diverse learning needs in a class, the academic strengths and weaknesses of a child are most evident during tests. This is referred to as MAP or measures of academic progress. Tests are not an absolute indication of the child's progress or capacity for knowledge. The scoring process is a comparison of the child's responses with his or her peers. Instead of providing a statistical comparison of the child's abilities, it would be better to focus on the level of the skills that the child has acquired, instead of assessing the results of a child's test with a checklist of skills that are expected in a particular grade (Chris Shera, 2007). It is during interpretative question tests that disconnect between classroom activities and results in the end of grade tests required, is evident. Students are not empowered to study anything outside the requisite classroom curriculum. The program needs a balanced literary approach to maximize the child's ability to view tests in positive (Kosar, 2005) fashion. Then an improvement will be seen in the standardized reading and language test scores. The downside of testing : It is important to know that test results can go wrong for a variety of reasons. We can actually question the validity of the entire test result for many reasons. Some of these are elucidated below. 1. Most tests reward experience (Dunn, Rita and Dunn Kenneth, 1978). A child who has had repeated practice at a certain skill will naturally do it with a lot more ease than a child who has not had the benefit of frequent opportunities to do the same . 2. Children from cultural and socio economic minority groups are prone to poor performance on tests for the simple reason that the child may not relate to the subject comprehensively. For example, a child who does not speak English at home does not automatically think in that language and hence suffers when he is supposed to understand the nuances of a subject taught in English. 3. Children can be intimidated by the very prospect of a test at a younger age. The child's performance can suffer due to just the thought of doing a test. 4. Some children are not clued into writing within a particular time frame- especially in elementary schools - and dawdle over the test without finishing it. This does not mean that the child does not know the answer. 5. Some deterrents to academic progress could be a host of conditions that disrupt the normal learning process. These could range from language disorders, learning disabilities, dyslexia, ADHD (attention deficit hyperactivity disorder) and

Talent Management Strategy Term Paper Example | Topics and Well Written Essays - 1500 words

Talent Management Strategy - Term Paper Example Conversely, it is through courtesy of proper talent management strategies that organizations have sprang from small corporate fledglings, to reputable multinationals. The blueprints of proper talent management may be seen in the ensuing discourse. Introduction The organization in point is a profit-making business entity which deals in food and beverages. The organization is still in the process of growth and development as it comprises 200 employees, of which 20 are identified as leaders and may be called Swift Foods Ltd. In itself, talent management denotes the anticipation of essential human capital that an organization may need at a given time, then setting a plan and then carrying out that that plan to meet organizational needs. So sacrosanct is talent management in aiming at specific performance target that it has become the science of employing strategic human resources [HR] to strengthen organizational value and to help the organization reach its value. Determining the Key Com ponents of Talent Management, Including Identifying, Assessing, and Developing Talent There are several components of talent management. The first component involves identification. ... Apart from academic credentials, Swift Foods Ltd may use overall individual performance of the potential recruit in the interview, experience and letters of recommendation, among others. Academic credentials for instance will help Swift Foods Ltd ascertain formal skills and expertise an individual candidate possesses, in light of the office to be filled, while experience will help the organization determine the degree of the candidate's ability to perform. Testimonials for instance will help ascertain the behavioral predisposition that a given candidate possesses, in relation to the role that he is to discharge. All these factors will be important in identifying talent since talent is an element compounded by other desirable attributes such as personal traits, skills and abilities. The second component of talent management is the assessment of talent. This involves, setting performance target for an employee and then analyzing his actual performance against the already-set target. It is from this juncture that measures may be taken to uphold and enhance the talent that is extant and to inculcate upon the employee, new talents that are desired in the organization. To develop talent, there are several strategies and approaches that may successfully apply. Swift Foods Ltd can use the compensation management system, where it maintains competitive remunerations while managing payroll costs, total compensation, compensation for planning and awarding and pay-for-performance arrangements. Going by the recommendations that Fayol (2010) makes, the organization can also use global human resources that help maintain and manage core elements of the global workforce- county-specific attributes also included. Swift Foods Ltd may

Personal Development Planning Essay Example | Topics and Well Written Essays - 1500 words - 3

Personal Development Planning - Essay Example One has to follow the right strategies towards reaching that career. One has to attend training and learn all the different perspectives and requirements needed to pursue and succeed in that career. Schooling is an important step that make some understand the historical, current as well as future trends in a certain career (Duffy, 2006, p. 55-7). This way, one is able to reshape and his realign his dreams and find the much-needed motivation to pursue the dream to accomplishment. Mentorship plays an important role in enabling one to create important goals and objectives, and plan on methods to pursue them. The attainment of particular set goals and objectives should always pave way for one to set other goals that are much advanced from the previous goals. A good career provides a reliable and favourable opportunity for a person to actualize his dream. In order to ascertain whether your dreams are being met, it is important o have a plan upon which one can always confirm about the particular progress. This plan is usually referred to as a personal development plan; it usually guides one into achievement of the specific set targets in the line of career and other related aspects. I have chosen to pursue a career in public relations, an area that mostly requires spreading of information between an individual or organisation and the public. Public relations is an important practice in business organizations, public and private institutions as well as the public sector. In the career, a practitioner has to gain necessary and reliable exposure to their targeted audience using topics of public interest and different news items that may not necessarily require direct payment. In a company and other business related practices, public relations is aimed at passing information that is aimed at persuading public investors, partners, employees as well as other stakeholders to maintain a certain perspective about its

Manager Leadership Skills Subordinate Performance Organizational productivity

Manager Leadership Skills Subordinate Performance Organizational productivity The study investigated about the impact of manager leadership skills. The purpose of the research is to highlight the leadership augmentation process for the companies to generate results-oriented, people-focused leaders instead of purely mangers, which they help in improving the subordinates performance, raise retention and morale of the employees, and bring bottom-line results for the organizations. The research linkages between manager skills and leadership skills that help Managers to be aware of their personality traits as a leader, that further assist managers in evaluating the subordinates performance and organization effectiveness. The research rationale is all about Managers leadership skills in reality have any influence or not to enhance the subordinate performance and organizational productivity. For the study, Judgmental Sampling has been used; deliberately handpicked individuals from the population based on our knowledge and judgment and conducted both Focus- Group and Questionnaire tool as our primary source of data. We arranged a focus group in IXLMS organization and questionnaire survey tool in SOFSOL organization. Total of 54 respondents participated which comprises of both managers subordinates from different departments. In-depth questions were asked and the responses were recorded. The data that was gathered is analyzed by the use of mathematical tools such as tables, percentages and pie charts. This allows us to obtain quantitative data that can help in the analysis of our hypothesis. T-Testing of hypothesis was conducted which resulted that there is an impact of Managers leadership skills to enhance the subordinate performance and organizational productivity. To increase subordinates satisfaction, performance, and organization productivity, in this research Managers are suggested to give prominence efforts on their leadership skills instead only rely on manager skills and companies should also work on this as employees are the leading key factors of any organization, they, therefore, have to come up with the strategies of encouraging their employees and make them willing to grant as much time in leadership skills as they do in management skills. TABLE OF CONTENTS CHAPTER ONE Background of the Topic and Statement of the Problem INTRODUCTION Organizations must be certain that every employee carry out to the best of their ability and delivers significant value to the business but in todays economy its critical to get the most efficiency from every employee.  Ã‚   One main issue that almost every business resist with is the challenge of dealing with employees performance. Great organizations know that measuring their accomplishment with people both customers and employees is just as important as measuring the achievement of their financial bottom line. Great organizations focus on two bottom lines instead of just one. In these organizations, developing loyal customers and engaged employees are considered equal to good financial performance. Upper Management at these organizations know that in order to succeed they must create a encouraging environment for employees, which results in better customer service, which leads to higher income. There are many elements that go into creating a victorious organization like customer focus, different marketing strategy, and passionate employees etc are the factors that come to mind but the one place that organizations should focus on first is leadership skills of the mangers. Thats because leadership is the succession that drives the other factors. Developing impressive leaders is the key to organizational success. One of the mainly common sources of low productivity in any organization and deprived work ethic is the lack of leadership skills in their managers. When the managers of the companies keep going with the appropriate coaching of leadership skills, they are able to quickly reach the levels of confidence and competence needed to increase productivity to meet requirement. With suitable leadership style, managers develop new skills more rapidly and begin to donate sooner to the bottom line.   Leaders help subordinates to achieve astonishing results. They lend a hand others to develop eagerness and passion for their work as well as higher self-esteem and more self-confidence. When given the leadership skills to give work direction, goal setting, coaching, performance evaluation, active listening, feedback, and practical problem solving employees experience fewer disturbances and more success. Mentoring high-potential ability and giving employees the resources to grow into competent and confident, leaders creates a conduit for organizational growth. Over a period of time by receiving the appropriate leadership skills, mangers can reach the levels of self-reliance and competence that enable them to increase their productivity and success of the organization. Without the proper leadership skills, most mangers end up achieving only a temperate level of performance on key tasks instead of pushing through to the highest level possible. The question then is for organizations to develop their mangers to reach higher levels as quickly and proficiently as possible, thus improving productivity and overall business performance. STATEMENT OF PROBLEM The research rationale is that leadership of the manager is the key factor in influencing employee performance and organizational success. This study is to highlight the leadership development process for organizations to create results-oriented, people-focused leaders instead of simply mangers, that they improve subordinates performance, increase retention and morale, and deliver bottom-line results. The objective of the research is to find that: Do employees know there is a difference in a leader and a manager? Do really manager have any leadership skills in them or not? What managers think about leadership? Do mangers believe in developing team members into individual who can complete pre determined goals? How leadership skills effect the overall organization productivity? Managers leadership skills in reality have any impact to enhance the subordinate performance and organizational productivity or not? The research questionnaires also highlight the ways that managers can improve his/her leadership skills and motivate the employees to perform their best that boost the organization productivity. SIGNIFICANCE OF THE STUDY The research will foster managers to develop their skills as a leader. If one relies only on being a manager, hell never instigate subordinate to give their very best and increase organizational productivity so good managers should think like leaders within their orb of influence. Leadership skills are vital in an organization. It enhances organization productivity. The manager cannot get the job done on time by employees unless he/she has good leadership skills. Leadership is mostly about being one-self and preserving one personal legitimacy. Most mangers are not born with leadership skills so they can develop their leadership skills through this research as it highlighted the importance of personal progress, thinking innovatively, caring for people and also having the will to become a leader. Effective leadership skills among managers are not only avoid delays, misunderstandings, confusion or distortions of facts during uncertain situations but also establishes harmony in the organization environment. SCOPE DELIMITATION The research is designed to illuminate the impact of leadership skills of a manager on subordinates performance and organizational productivity. The study is conducted in the natural environment with the minimum interference of researcher with the normal flow of events. All the expenses and barriers will be kept in consideration while designing this research. As time was a major constrain in this exercise, so within this short time frame the focus group methods and online questionnaire survey helped us in getting fairly dependable data from two organizations i.e. IXLMS and Sofsol. Both companies are emerging business solution providers. DEFINITIONS Bottom line its an organization net earnings, net income or EPS (Earnings per share). Leadership a crucial management skill is the ability to encourage a group of people in the direction of a common goals. IXLMS Its a company name, an emerging business solution provider. Sofsol Its a company name. Non-Contrived If the research is completed in the natural environment where work carry on normally. Judgmental Sampling The sample based on the researcher thinking who they think would be suitable for the study. Questionnaire Tool A questionnaire is a research instrument consisting of a sequence of questions that help in collecting the information from respondents. Focus Group a research in which a group of people are asked about their observations, views, ideas and attitudes towards a concept. It is usually qualitative research. Null Hypothesis It is normally offer a general or default position, such as that there is no relationship between two measured facts, or that an imminent treatment has no effect or no impact. T-Test A t-test is a statistical hypothesis test in which the test statistics go after a students t distribution if the null hypothesis is carried. OJT OJT stands for On-the-Job Training which is a form of training received in a normal working work place. CHAPTER TWO Research Method and Procedure RESEARCH DESIGN METHODS The research is designed in a way that all aspects of interest as well as efficient data collection are kept under consideration. It is also to cover the entire important facet related to managers leadership skills that help in improving the employees performance and organization productivity. 2.1.1 Purpose of the Study The study is descriptive research in nature. The purpose is to discover the impact of the leadership skills of a manager thats helps in enhancing the employees performance and improving the organization structure in terms of its productivity. 2.1.2 Study Setting It is a field study as it examining the effect of leadership skills. The study setting is non-contrived in nature. 2.1.3 Unit of Analysis Unit of analysis are two organization IXLMS and SOFSOL. Both are business solution providers. RESPONDENTS OF THE STUDY The respondents can easily be identified. Our respondent includes Managers and Subordinates working in IXLMS and Sofsol organizations. To have a diverse sample, we choose individuals, belonging to different departments (like Finance, IT, Administration, sales and HR) having different functional responsibilities. We have categorized the target population into following two groups according to their role in an organization: Managers Subordinates 2.2.1 Sampling Frame The samples are selected from HR repository of each of above mentioned organizations. 2.2.2 Sampling Procedure For our study, we have used Judgmental Sampling we have purposely handpicked individuals from the population based on our knowledge and judgment. Also, we have obtained the information from a very specific group of people for which this method is most feasible. We have chosen limited number of people that have expertise in the area being studied. 2.2.3 Sample Size The sample size for this exercise estimated to be 54 respondents which include both managers and subordinates. RESEARCH INSTRUMENT The instruments include the primary and secondary sources of the data. Primary Sources We choose both Focus- Group and Questionnaire tool as our primary source of data. We have arranged a focus group in IXLMS organization and questionnaire survey tool in SOFSOL organization, where individuals from different departments participated. In-depth questions were asked and the responses were recorded. The reason being the Focus Group discussions on a specific topic at a particular location and at a specified time, it gives the opportunity to capture spontaneous responses. This focus group unstructured responses reflect the genuine opinions, ideas and feelings of the respondents about the topic under study. Whereas the questionnaire survey will be a useful step as to encapsulate the answers/responses in a pie chart and bar chart form. The online survey questionnaire is floated in SOFSOL organization for collecting data from managers and subordinates. The responses results are shared in chapter 4 and the survey can be viewed online by following the links: For Managers: http://tiny.cc/ManagersSurvey For Subordinates: http://tiny.cc/DirectsSurvey The questions were designed in such a way that it allows free flow of information from the minds of our target population. This allows us to attain quantitative data that can help in the analysis of our hypothesis. The questionnaire will help in investigating the related matters of the research, which includes all the related questions about the manager and subordinates that reveals the major aspects of the leadership skills. 2.3.2 Secondary Sources The Secondary sources include the following: Newspapers, Books, articles, magazines Other Publications like company reviews. World Wide Web, Internet TREATMENT OF THE DATA The analysis will be done on the basis of the data gathered by visiting the organization IXLMS, SOFSOL and information that revealed by them. The data that is gathered will be analyzed by the use of mathematical tools such as tables, percentages and graphs. T-Testing of hypothesis will be conducted in order to know the impact of leadership skills on subordinate performance and organizational productivity. CHAPTER THREE Review of Related Literature Studies 3.1 LOCAL LITERATURE There are many duties predictable of a leader. Leadership is not only about being the face man. It is not only about bestowing orders. It is not even about grasp the blame. Good leadership is a challenging, all rounder role that want commitment, skill, intelligence and most important of all, leadership qualities and abilities. All managers want to have good quality subordinates. A lot has been on paper about this topic. It is not only about the power of the boss, but in many cases, it is about the gift to lead. Leadership is so very different from being dominant. Some bosses believe that good leadership means that they set a good example. If they put a good example, they are good leaders. I think that is a little too simplistic. If you desire good subordinates, you must first be a good leader. That leadership expands too many aspects of your interaction with and your management of the people. When you first begin working, you are skilled to toe the line, that your boss is always right; my way or the highway. Abruptly, if you want your people to imagine out of the box, the easiest technique to achieve this is, dont generate the box in the first place. You are inquired to think out of the box. For a moment this happens that you select someone as your leader. He is going to be your direct light and fetch you across the desert. You rejoice your new leader. Then the party is over and the journey begins. What happens? If this were a democratic system, then the leader sets a direction, say, south, and everyone votes on it. If it were Moses, he just ups and moves on and everyone follows. One is a leader, the other is a coordinator. Do you own a car that is red on the front and polka dotted pink behind? You would if you allowed your 3 year old girl to decide on half the colors. If you did not paint the back polka dotted pink, she will be unhappy. At some point, a leader has to take responsibility for his decisions. Everyone will have their own beliefs. A good leader understands and accepts that. To be firm that everyone shares exactly the same opinion and everyone to have the same decision, is not factual leadership. When we consider of leaders, we think of someone who has vision. He has the big depiction. He knows where he is going away. Leaders are not essential. This might appear as a surprise, but it is true. A good manager require not be a good leader in some situation. You would see this most often in large, technical organizations. Management is about competence and effectiveness. Leadership is about motivation and vision. Leaders deal with public. Managers deal with procedures. Which is why, to be a good leader, you need to have a good level of people handling skills. There are some foremost leaders who simply bull-doze their way through the team. In a disaster situation, that might work. But it can only be continued for a short while. Imagine yourself under the oppression of your supervisor, day in and day out; would you place for it? To be a good quality leader, you need to understand your people. But to be a great leader, you need to not only understand them, but to know how to bring out the best in them. Before you can encourage and motivate, you need to understand. However, if you stop at merely understanding them, but not knowing how to bring them to the next level, then you are a unlucky leader. Managers are power figures. They must be followed. They are in their positions through seniority, loyalty to the company or a million other reasons good and bad. Leaders, on the other hand, are people whom the group prefers to follow. They may have no organizational authority, but they motivate the group with their vision and obsession. Sometimes, when natural leaders appear, managers feel threatened, especially if its their group that is concerned. A good manager knows how to use and control the normal leaders. I would like to suggest that for anyone to be a good leader, there are certain basic competencies that are desirable. A lot of focus has always been put on the personality of a leader, the tasks and the roles f a leader. These are important or not important, depending on what theory you pledge to. However, I would suggest that there are some basics that any leader must have. This is despite of the leadership type, leadership style and so on. There are basic competencies that a leader should to have. I have tried to sort them out and have put them into five basic competencies: technical competence operational competence financial competence people competence strategic competence A manager basically directs resources to complete prearranged goals or projects. For example, a manager may connect in hiring, training, and scheduling employees in order to attaining the work in the most efficient and cost effective manner probable. A manager believes in a failure if he/she is not able to complete the project or goals with effectiveness or when the cost turns out to be too high. On the other hand, a leader within a company build up individuals in order to complete preset goals and projects. A leader build up relationships with his/her employees by building communication, inducing images of success, and by bring forth loyalty. 3.2 FOREIGN LITERATURE There are several definitions of leadership, and the term leadership could mean different things to different people (see Bass, 1990 and Rost, 1993). There was evidence that leadership is a function of knowing yourself, having a vision that is well communicated, building trust among colleagues, and taking effective action to realize your own leadership potential (Bennis, 2003; 1989). Moorhead and Griffin (1998) suggested that leadership could be defined in two terms of both process and property. As a process, leader is the use of non-coercive influence to direct and coordinated the activities of group members to meet a goal. As a property, leadership is the set of characteristics attributed those who are perceived to use such influence successfully. 3.2.1 Leadership Personality Qualities and Traits Researchers and scholars present a number of leadership personality traits (see Atwater and Yammarino, 1993; Kirkpatrick and Locke, 1991). In this study, however, seven leadership factors were chosen to measure the subordinates performance outcomes. Based mostly on Dubrin et al. (2006) work, the traits seem to be relevant to subordinates performance. Dubrin et al. (2006) indicated that it is important for the leader to be realistically self-confident. A leader must project his/her self-confidence to the group. Self-confidence is not only personality characteristic; it also refers to the personality trait a person exhibits in a number of situations. It is akin to being cool under pressure. A person is a self-confident leader when he or she retains composure during a crisis (Dubrin et al., 2006). Emotional stability refers to the ability to control emotions to the point that ones emotional responses are appropriate to the occasion (Dubrin et al., 2006). Emotional stability is an important leadership trait because group members expect and need consistency in the way they are treated. The effective leaders are generally calm, confident, and predictable during a crisis (Goleman, 1995). Initiative or being a self-starter refers to taking action without support and stimulation from others, and it also related to problem-finding ability (Dubrin et. al., 2006). As conceptualized by Kirkpatrick and Locke (1991), initiative refers to the proactive side of leadership. Rather than just reacting to events, effective leaders make choices and take action that leads to change. A leader is also someone who facilitates change it therefore follows that a leader must be flexible and adaptable enough to cope with change (Dubrin et al., 2006). Corporate leader must be able to adapt to changes. Flexibility, or able to adjust to different situations, has long been recognized as an important leadership characteristic. Almost for all followers, it is desirable for the leader to be enthusiastic (Dubrin et al., 2006). Group members tend to respond positively to enthusiasm, partly because enthusiasm may be perceived as a reward for constructive personality trait. Dubrin et al. (2006) also indicated that leaders displayed their sensitivity and empathy to influence others and to show that the leaders understand their group members. This type of sensitivity to others means understanding whom the group members and what their position on issues is, and how to best communicate with and influence them (Dubrin et al., 2006). Communication skill is another essential leadership requirement. However, managers spent at least 80 percent of every working day in direct communication with others people. In other words, 48 minutes of every hour in spent in meeting, on the telephone, or talking informally while waling around. The other 20 percent of typical managers time spent doing desk work. The communication is an important job of managers (Drft, 2000). 3.2.2 Subordinates Performance: Effectiveness and Productivity Manager can use motivation theory to help satisfy subordinates need and simultaneously encourage high work performance. Draft (1999) suggested that motivation refers to the forces either within or external to a person that arouse enthusiasm and persistence to pursue a certain course of action. There are many meanings of job satisfaction which are defined in many ways, and increasing subordinate satisfaction is important for organization. Yoder (1959) defined job satisfaction as the degree to which employees feeling that he or she like or dislike in work and working condition. Beer (1964) said that job satisfaction is the employees expectation that affection the job, organization, colleague, and working condition. Robbins (2003) suggested that job satisfaction is the degree to which employee feel positively or negatively about their job. It is an attitude that response to work itself, compensation, supervision, co-workers, job security, and advancement opportunity. Muenjohn and Armstrong (2001) found that leadership influences employee satisfaction. Employees are more satisfied when their managers are good leaders. This includes motivating employees to do a good job, striving for excellence or just taking action. Many people may be confused what the difference between effectiveness and efficiency is. Scholars defined effectiveness as the degree to which an organization realizes its goals, while efficiency is a more limited concept that pertains to the internal working of the organization and is defined as the amount of resources used to produce a unit of output (Moorhead and Griffin, 1998). It is leaders responsibility to ensure that their subordinates can achieve a high level of both effectiveness and efficiency. Managers or leaders have been aware it important that their firms maintain high levels of productivity. Productivity of an organization is a primary determinate of the firms level of profitability and, ultimately, its ability to survive (Griffin, 1996). Griffin (1996) said that in a general sense, productivity means an economic measure of efficiency that summarizes what is produced relative to the inputs used to produce them. 3.3 COMPANY LITERATURE People are 4 times more capable than we think, but only if they unleash their full potential of creativity, innovation, productivity, motivation commitment. Organizations are public systems where human resources are the most important factors for success and efficiency; they need efficient managers and employees to attain their goals. The victory or failure of an organization is decided by human beings, thus management is anxious with this human resources matter. In other words, a companys human resources can be the distinguishing factor between success and failure. It is for this reason that there is great importance on the leadership of managers. Good manager direct subordinates to work effectively in the direction of organizational goals and targets. Organizational success in obtaining its goals and objectives depends on managers leadership skills, traits and behavior. By using appropriate tactics managers can affect subordinates job satisfaction, commitment and productivity. Organizational values can be viewed as a series of managerial attitudes, behaviors, characteristics and skills based on individual, leadership interests and reliability of employees in different situations. The managers leadership ability to adjust him with changing environment internally or externally and lead a group of subordinates to work together in the workplace is the key to success. Employees at every level of their job make feel about whether they are appreciated and privileged from important way that come from their work environment, particularly those that come from the leaders in a straight line over them. The managers leadership skills and subordinate employees job satisfaction has for all time given high importance in the company. Job satisfaction is linked to the feeling of employees and can be partial by leadership factors of their supervisor or employer. 3.3.1 Competencies Are Growing From Leading Individuals to Organizations Leading in successively larger framework from individuals to groups to organization-wide efforts, need successively better sets of competencies. For example, core competencies are the least needed in leading others, whether other individuals, in groups or organization-wide efforts. To actually be effectual at leading other individuals, people should have the core competencies plus certain other competencies to lead individuals. 3.3.2 Issues of Identifying Competencies Desired by Leaders The exact competencies i.e. knowledge, skills and abilities that a person desires in order to lead at a specific time in an organization depend on a variety of factors, including: if that person is leading one other individual, a group or a large organization, The degree of leadership skills that person already has, That persons fundamental nature and values, competencies should be selected that are in accord with that nature and those values, if the group or organization is for-benefit or non benefit, new or long-established, and large or small, The actual culture or values and associated behaviors of whoever is being guided. The above deliberation can make it very difficult when trying to decide what competencies someone should have in order to be a good leader. Maybe thats why leadership training programs in institutions typically claim a set of standard competencies. Leadership is a main issue or the challenge in the growth of groups, organizations and states. 3.4 SUMMARY OF THE LITERATURE REVIEW Employees plays significantly important role to drive in the organization achieve its goals and employees performance effects directly to the companys outputs. However, keep up a good performance and motivating workers are not the easy things to do and that the responsibilities of managers to lead control, guide, and monitor their followers or subordinate performances. Organizations may endeavor to satisfy employees by offering sufficient compensation program, safe and friendly work environment. But, the subordinate could not have the good and efficient performance without the good leader. If the company would like to achieve its goals and targets, it must have a good leader or effective leader because of the leader holds responsible for failure or the success of the whole organization and leaders hold the liability for the performance of the individual and group within the organization. It is also emphasis that the subordinates satisfaction, productivity, and effectiveness can be influenced by the leadership personality traits of the manager. Manager motivation or encouragement towards subordinates which is one of the leadership skills also has an effect on the productivity of the organization. 3.5 AREA FOR FURTHER STUDY Due to limited resources the research will be restricted in finding the impact of manager leadership skills on subordinate performance and organizational productivity in Karachi two organizations only; In order to broad the scope of the project one can discover the correlation between the leadership factors and subordinates outcomes as well. However to obtain the best available result further projective techniques such as time series analysis and regression will be used to project the findings of the study in different organization overall in Pakistan. CHAPTER FOUR Presentation Analysis 4.1 CRITERIA FOR THE ANALYSIS We employed two survey tools (Focus group and Questionnaire) for gathering data, and following are the Qualitative (used for Focus Group) and Quantitative matrixes (used for Questionnaire Survey tool) developed on that data. 4.2 QUALITATIVE ANALYSIS In order to quantify the qualitative data gathered through the focus group participants, as per the responses collected I have generalized the results in each of the following category as follows: 4.2.1. Personality Traits Personality traits defines how directs and managers analyze their personality with respect to leadership. The respondents response was 100%in this case. They all believed that their managers have the necessary traits to become a leader. 4.2.2. Practice leadership