Current theories and Models of leadership

Current theories and Models of leadership The topics of leadership and organizational culture have attracted considerable interest from both academics and practitioners. In modern World Leadership is taken as the most influencing factor of an Organization. Leaders are those people who make the organization move through definite path towards the success. As the other topics in the field of Organizational Environment, there are numerous numbers of studies and very relative theories on Leadership. The established study of Leadership includes. Trait Theory Group and Exchange Theory Contingency Theory Path-Goal Trait Theory This theory is all about the traits present in a person. The main objective is to recognize those traits which can produce a good leader. As per the ancient scholars The leaders are born not made. A theory called The Great Person Theory gave the right way to more realistic to the trait approach. This says that these traits are not totally in born but a mixture of nature and nurture means that the factors like Physiology, Society, and Economics have a great impact on the trait of a person which can make him a great leader. Group and Exchange Theory These theories have its root in social psychology. It says the leaders must have followers. And they must have some positive exchange between them i.e. Benefits, Rewards and Costs. A recent study indicates that the leader and followers both affect each other in a great impact. Relevant to the Exchange view an approach are there, Leader-Member Exchange approach is in discussion, these says that Leader treats subordinate differently. In precise the both develop a dynamic relationship which affects the behavior of the both. Contingency Theory This can be treated as the extension of the trait theory which deals with the situational aspect of leadership. Numerous situational variables were identified but no solid theory could be formulated. Fred Feeler test the hypothesis, he had formulated from the previous data findings. He develops a contingency model of leadership effectiveness. This contains the relationship between Leadership style and Favorableness of the situation. There are some dimensions: The Leader Member relationship. The degree of the task structure. The Leaders position and power. As per this theory the trainers is taught to diagnosis the situation to change it at optimization leadership style which match the situation. Some of the ways are as follows: Spending more informal time with the follower. Discuss task structure with them. Raise the position power Path Goal Theory This theory has been derived from the motivational theory. The path goal theory attempts to explain the impact of the leader behavior has on subordinate motivation, satisfaction and performance. These are of four major types. Directive Leadership Participative Leadership Achievement oriented Leadership Using these for types on the situational factor the leader attempt to influence subordinates perception and motivation. In other word the leader attempts to make the path to the goal for the subordinate as smooth AS possible. But the leader must depend on the situational variables present. We were been discussing the traditional theories there are some other theories which has immerged most recently: Charismatic Transformational Autocratic Transactional Are some important of theories which are in discussion. Charismatic The sociologist Max Weber described charismatic authority as resting on devotion to the exceptional sanctity, heroism or exemplary character of an individual person, and of the normative patterns or order revealed or ordained by him. Charismatic authority is one of three forms of authority laid out in Webers tripartite classification of authority, the other two being traditional authority and rational-legal authority. The concept has acquired wide usage among sociologists. Charismatic authority is power legitimized on the basis of a leaders exceptional personal qualities or the demonstration of extraordinary insight and accomplishment, which inspire loyalty and obedience from followers. As such, it rests almost entirely on the leader; the absence of that leader for any reason can lead to the authoritys power dissolving. However, due to its idiosyncratic nature and lack of formal organization, charismatic authority depends much more strongly on the perceived legitimacy of the authority than Webers other forms of authority. For instance, a charismatic leader in a religious context might require an unchallenged belief that the leader has been touched by God, in the sense of a guru or prophet. Should the strength of this belief fade, the power of the charismatic leader can fade quickly, which is one of the ways in which this form of authority shows itself to be unstable. In contrast to the current popular use of the term charismatic leader, Weber saw chari smatic authority not so much as character traits of the charismatic leader but as a relationship between the leader and his followers much in the same way that Freud would transform Gustave Le Bons crowd psychology through the notion of identification and of an Ideal of the Ego. The validity of charisma is founded on its recognition by the leaders followers (or adepts A hanger). This recognition is not (in authentic charisma) the grounds of legitimate, but a duty, for those who are chosen, in virtue of this call and of its confirmation, to recognize this quality. Recognition which is, psychologically, a completely personal abandon, full of faith, born either from enthusiasm or from necessity and hope. No prophet has seen his quality Charismatic leadership is leadership based on the leaders ability to communicate and behave in ways that reach followers on a basic, emotional way, to inspire and motivate. We often speak of some sports and political leaders as charismatic (or not) an example being John F. Kennedy. Its difficult to identify the characteristics that make a leader charismatic, but they certainly include the ability to communicate on a very powerful emotional level, and probably include some personality traits. Developing charisma is difficult, if not impossible for many people, but luckily charismatic leadership is not essential to be an effective leader. Many other characteristics are involved in leading effectively, and there is significant evidence to indicate that it simply is not necessary to have this elusive charisma to lead others well. Relying on charisma to lead also can be problematic. For example, there have been many charismatic leaders who lack other leadership characteristics and skills (e.g. integrity) and lead their followers into situations that turn out horribly think political leaders such as Stalin, Hitler, and even business leaders (Enron). Finally, in organizations lead by charismatic leaders, there is a major problem regarding succession. What happens when a leader who relies on charisma leaves? Often the organization founders because the ability to lead rested with one persons charisma. Transformational Transformational leadership is defined as a leadership approach that engenders change in individuals and social systems. In its ideal form, it creates valuable and positive change in the followers with the end goal of developing followers into leaders. Enacted in its authentic form, transformational leadership enhances the motivation, morale and performance of his followers through a variety of mechanisms. These include connecting the followers sense of identity and self to the mission and the collective identity of the organization; being a role model for followers that inspires them; challenging followers to take greater ownership for their work, and understanding the strengths and weaknesses of followers, so the leader can align followers with tasks that optimize their performance. James MacGregor Burns (1978) [1] first introduced the concept of transforming leadership in his descriptive research on political leaders, but this term is now used in organizational psychology as well. According to Burns, transforming leadership is a process in which leaders and followers help each other to advance to a higher level of morale and motivation. Burns related to the difficulty in differentiation between management and leadership and claimed that the differences are in characteristics and behaviors. He established two concepts: transforming leadership and transactional leadership. According to Burns, the transforming approach creates significant change in the life of people and organizations. It redesigns perceptions and values, and changes expectations and aspirations of employees. Unlike in the transactional approach, it is not based on a give and take relationship, but on the leaders personality, traits and ability to make a change through example, articulation of an energizing vision and challenging goals. Transforming leaders are idealized in the sense that they are a moral exemplar of working towards the benefit of the team, organization and/or community. Burns theorized that transforming and transactional leadership was mutually exclusive styles. Now 30 years of research and a number of meta-analyses have shown that transformational and transactional leadership positively predicts a wide variety of performance outcomes including individual, group and organizational level variables The transformational leadership introduces four elements of full range of leadership: Individualized Consideration Intellectual Stimulation Inspirational Motivation Autocratic An autocratic leadership style is one of domination and repression, similar to a dictatorship. This type of leadership maximally founded in an administration of a country. There are historical examples of the disadvantages and oppression of an autocratic leadership style. Adolf Hitler, Joseph Stalin and Fidel Castro are examples of the autocratic leadership style. Hitler and his administration were accountable for the deaths of millions of Jewish people. Stalin killed more than 3 million people through famines, executions and forced labor. Castro has total control over Cubas resources, resulting in food rationing and attempts by numerous residents to flee the country. An autocratic leader tells people what to do, issues orders and expects them to be abide by. It is said to be suitable to use an autocratic leadership style in definite situations in an urgent situation and when only the leader can make the decision. For example, only the leader can decide who to hire fire and promote. If the substitute to being autocratic is participative leadership, then it is clear that employees in most organizations dont have a say in how much the salary should be after getting promoted. Today, leadership still has some ancient and paternalistic fundamentals. We now expect people in charge of us to respect our opinions and to engage us in making important decisions. But we still generally prefer only one person to be in on the whole charge and we want that person to live up to certain paternalistic ideals. This form of leadership, however, is breaking down because there is a clash between the desire for leaders who know what they are doing and the realities of modern complexity and rapid change. The regular way to cheat this predicament is to say that leadership no longer means calling the shots, to say instead that it means being a good facilitator and coach. When leadership is defined as promoting fresh directions and is not connected with position, then there is no longer any such thing as autocratic leadership. Yes, the person in charge of a group can make independent decisions but this is decision-making action, not leadership. On this view, leadership is always based on unofficial pressure or influence. Leadership can also be shown by example. The allusion of this move is that any time an executive makes a decision that affects the groups interests or direction, the executive introduced as a manager but not showing leadership. In other words, leadership cannot be shown by telling people what to do. Still managers need to be autocratic at times, such as emergency and to decide conflict that cannot be resolved in any other way Transactional Transactional leadership is a term used to classify a formally known group leadership theories that inquire the interactions between leaders and followers. A transactional leader focuses more on a series of transactions. These people is interested in looking out for oneself, having exchange benefits with their subordinates and clarify a sense of duty with rewards and punishments to reach goals. Transactional leaders believe that people are motivated by reward or punishment. These leaders give clear instructions to followers about what their expectations are and when those expectations are fulfilled there are rewards in store for them and failure is severely punished. They allocate work to subordinates whether resources are there or absent. Transactional leadership is based in contingency, in that reward or punishment is contingent upon performance. Despite much research that highlights its limitations, Transactional Leadership is still a popular approach with many managers. Indeed, in the Leadership vs. Management spectrum, it is very much towards the management end of the scale. The main limitation is the assumption of rational man, a person who is largely motivated by money and simple reward, and hence whose behavior is predictable. The underlying psychology is Behaviorism, including the Classical Conditioning of Pavlov and Skinners Operant Conditioning. These theories are largely based on controlled laboratory experiments (often with animals) and ignore complex emotional factors and social values. In practice, there is sufficient truth in Behaviorism to sustain Transactional approaches. This is reinforced by the supply-and-demand situation of much employment, coupled with the effects of deeper needs, as in Maslows Hierarchy. When the demand for a skill outstrips the supply, then Transactional Leadership often is insufficient, and other approaches are more effective. The transactional leader works through creating clear structures whereby it is clear what is required of their subordinates, and the rewards that they get for following orders. Punishments are not always mentioned, but they are also well-understood and formal systems of discipline are usually in place. The early stage of Transactional Leadership is in negotiating the contract whereby the subordinate is given a salary and other benefits, and the company (and by implication the subordinates manager) gets authority over the subordinate. When the Transactional Leader allocates work to a subordinate, they are considered to be fully responsible for it, whether or not they have the resources or capability to carry it out. When things go wrong, then the subordinate is considered to be personally at fault, and is punished for their failure (just as they are rewarded for succeeding). The transactional leader often uses management by exception, working on the principle that if something is operating to defined (and hence expected) performance then it does not need attention. Exceptions to expectation require praise and reward for exceeding expectation, whilst some kind of corrective action is applied for performance below expectation. Whereas Transformational Leadership has more of a selling style, Transactional Leadership, once the contract is in place, takes a telling style. Transactional leaders must understand what motivates their employees. Ensure employees understand the reward system and how they can achieve the rewards. Ensure that both reward and punishment systems are in place and are consistently exercised. Provide constructive feedback throughout the work process. Ensure that rewards and recognition are provided in a timely manner. Situational Leadership Theory Paul Hersey and Kenneth Blanchard developed the situational model of leadership relates four different leadership styles to the followers confidence and ability to carry it out. Most of the leadership training programs offered today attempt to help you discover the leadership style you exhibit and make you aware of its strengths and weaknesses.   However, a situational leadership style is not dictated by the leadership skills of the manager. The idea of situational leadership  is more closely tied to using the style needed to be successful given the existing work environment being managed or the specific needs of the business. The effective manager is able to utilize multiple leadership styles as conditions change.   This is the theory behind the concept of situational leadership.   Implementing situational leadership in an organization then becomes a matter of training managers to recognize the current work setting or employee situation and using the most effective leadership style given that specific challenge. For example, delegating work to an employee that is ill prepared to accept that responsibility may result in the impression that the worker is incompetent.   This can lead to frustration for both the manager and worker.   Ironically, in some situations it is actually the managers inability to recognize the most effective leadership style, or refusal to switch styles, that is really the cause of an ineffective workforce. Importance of the Leadership-Performance Relationship During the past four decades, the impact of leadership styles on organizational performance has been a topic of interest among academics and practitioners working in the area of leadership. The style of leadership adopted is considered by some researchers to be particularly important in achieving organizational goals, and in evoking performance among subordinates Despite the widespread recognition of the significance and value of leadership, when studying the leadership literature, it is remarkable that the concept of leadership lacks consistency and agreement. Most of the leadership literature confuses the definition of effective leadership by failing to make clear distinctions in some definitions, such as between leaders and non-leaders, effective and ineffective leaders, as well as overlooking the definition of the levels of leadership Further, there has been limited research that has specifically addressed the relationship between leadership behavior and organizational performanc e. Despite these oversights, it is widely believed that leadership creates the vital link between organizational effectiveness and peoples performance at an organizational level Substantial numbers of management scholars have debated the effectiveness of leadership styles and behaviors In addition, much prior research has examined the assumed leadership-performance relationship, but it has examined a restricted number of leadership paradigms. This implies that different leadership paradigms could affect performance differently, depending on the context. Thus, when researching the leadership-performance relationship, the context needs to be taken into account and more paradigms need to be considered. Moreover, there are methodological problems with most existing studies. The majority of field studies have been cross-sectional in design, and the common-method bias often has been a problem when performance has been Measured Link between Leadership and Organizational Performance Several reasons indicate that there should be a relationship between leadership and performance. The first reason relates to practice. Todays intensive, dynamic markets feature innovation-based competition, Price/performance rivalry, decreasing returns, and the creative destruction of existing competencies. Scholars and practitioners suggest that effective leadership behaviors can facilitate the improvement of performance when organizations face these new challenges Understanding the effects of leadership on performance is also important because leadership is viewed by some researchers as one of the key driving forces for improving a firms performance. Effective leadership is seen as a potent source of management development and sustained competitive advantage for organizational performance improvement. For example, transactional leadership helps organizations achieve their current objectives more efficiently by linking job performance to valued rewards and by ensuring employees have the resources needed to get the job done . Visionary Leaders create a strategic vision of some future state, communicate that vision through framing and use of metaphor, model the vision by acting consistently, and build commitment towards the vision. Some scholars suggest that visionary leadership will result in high levels of cohesion, commitment, trust, motivation, and hence performance in the new organizational environments. According to Mehra when some organizations seek efficient ways to enable them to outperform others, a longstanding approach is to focus on the effects of leadership. This is because team leaders are believed to play a pivotal role in shaping collective norms, helping teams cope with their environments, and coordinating collective action. This leader-centered perspective has provided valuable insights into the relationship between leadership and team performance. Some researchers have started to explore the strategic role of leadership, and investigate how to employ leadership paradigms and use leadership behavior to improve organizational performance. The reason for this is because intangible assets such as leadership styles, culture, skill and competence, and motivation are seen increasingly as key sources of strength in those firms that can combine people and processes and organizational performance. Previous research leads to the expectation that leadership paradigms will have dir ect effects on customer satisfaction, staff satisfaction, and financial performance. However, in general, the effects of leadership on organizational performance have not been well studied, according to House and Adytas review. House and Adyta (1997) criticized leadership studies for focusing excessively on superior-subordinate relationships to the exclusion of several other functions that leaders perform, and to the exclusion of organizational and environmental variables that are crucial to mediate the leadership-performance relationship. A further problem with existing leadership research is that the results depend on the level of analysis. House and Adyta (1997) distinguished micro-level research that focuses on the leader in relation to his or her subordinates and immediate superiors, and macro-level research that focuses on the total organization and its environment. Other scholars also suggest that leaders and their leadership style influence both their subordinates and organizational outcomes. Selection of Leadership development Initiatives The models and competency frameworks detailed in the previous section are, in most cases, used as a basis for the development of leadership and management development provision within organizations as well as appraisal and performance review. It is beyond the scope of this report to offer a detailed review of the associated programmers and the range of leadership and management development initiatives available, however, we would like to introduce a number of approaches that we feel are particularly interesting in the manner in which they seek to develop the behaviors, skills and attitudes of leaders. National and International Learning Experiences: à ¢Ã¢â€š ¬Ã‚ ¢ Development Assignments (Lancaster University Management School) à ¢Ã¢â€š ¬Ã‚ ¢ Transformational Thinking (Manchester University) à ¢Ã¢â€š ¬Ã‚ ¢ Study Tour to Canada (Kings Fund) à ¢Ã¢â€š ¬Ã‚ ¢ Duality Leadership Programmed (University of Birmingham) Action Learning Sets (Nelson and Peddler) Modular Programmes: à ¢Ã¢â€š ¬Ã‚ ¢ Experienced Chief Executives Development Programmed (Kings Fund and Lancaster University Management School) à ¢Ã¢â€š ¬Ã‚ ¢ Drive for Results (Manchester University) Findings Prior to the examination of associations between leadership style, organizational culture, and performance, a phase of data reduction was necessary. The construction of meaningful indices was initiated by the use of principal components analysis with Varian rotation. Factor analysis was deemed necessary since it was considered prudent statistically to ascertain whether the adopted measures of organizational culture and leadership style captured differing dimensions of culture and style. The principal components analysis of items pertaining to organizational culture and items relating to leadership style were conducted individually. It was not necessary to delete items from the analysis due to lack of variation or because of problems of interpretation. Leadership Styles with Examples An autocratic leader is the one who believes in taking all the vital decisions himself. It is the leader who decides how the work has to be done and by whom. Once the decision has been made, there is no scope of any modify. The subordinates simply carry on with the works assigned to them. They are not allowed to give any input on the topic of how they should do their work or perform daily behavior. Every detail is pre-decided by the leader himself. In case some changes in the work agenda have to be made, they are made by the leader without consulting any one else. Autocratic leadership style works well if the leader is proficient and knowledgeable adequate to decide about each and every thing. Reliable is considered one of the most effective leadership styles in case there is some disaster situation and quick decisions need to be taken. If there is no time left for discussion or weighing various options, then this type of leadership style gives the best results. Authoritarian leadership styles examples can be found in the real world in people like Bill Gates and John F Kennedy. Bill Gates followed the authoritarian leadership style and steered Microsoft towards enormous success. According to Bill Gates, he had a vision when he took reins of the company and then used all the resources available to make that vision a reality. His success can be judged from the way personal computers industry has advanced in America today. Participative Participative leadership style involves the leader taking into consideration the opinions of some of his employees before arriving at the final decision. This leadership style earns the leader immense respect and loyalty among his subordinates, as they feel that their opinions matter too. This leadership style is useful for the leader as he gets to see a given situation from all directions, before deciding on the final course of action. This leadership style works really well in situations when the leader does not know everything and he relies on his subordinates knowledge for taking decisions. The biggest advantage of this leadership and management style is that it helps in ascertaining and identifying future leaders among the subordinates. Also, it keeps a teams spirit and morale high, as the team members feel that their opinions are valued by their leader. Heres a participative leadership styles examples An advertising manager approaches his team members on how to promote a particular product of a company. The team members brain storm over the issue, some suggest print media, and others suggest direct mails to the prospective clients. The participative leader takes all these suggestions, weighs their pros and cons and then takes the final decision after considering his team members opinions. Case Study This case is about the charismatic and controversial former captain of the Indian national cricket team, Sourav Ganguly. The case outlines the emergence of Ganguly as a leader, his stunning rise and later fall from grace. Ganguly became the captain of the team in 2000, when it was in a deep crisis. Over the next few years, with the help of the coach John Wright, he soon turned the team into a combative unit. His team building skills, impartiality and, guts displayed in supporting his team members through thick and thin, endeared him to the team. Experts credited him with instilling a sense of aggression in the team. Ganguly soon became the most successful captain in the history of Indian cricket. The case also discusses the fall of Ganguly in 2005 and his public spat with Coach Greg Chappell (Chappell) which led to his exit from the team. Since age was not on his side, few felt that Ganguly could make a comeback into the team. But Ganguly refused to announce his retirement and contin ued to fight to win back his place in the team despite all the odds. In 2000, when Ganguly took over as captain, Indian cricket was at its nadir. The match fixing scandal had taken its toll with some senior players including former captain Mohammed Azharuddin and cricketer Ajay Jadeja being banned from the game. The morale of the team was at an all-time low. The team, considered tigers at home, had just lost its first home series in many years to South Africa. In fact, Ganguly was not the first choice for the captaincy. He got the job as Tendulkar was reluctant to take on the additional responsibility of captaincy. Gangulys problems were compounded in the end of September 2005, when Dalmiya was defeated by Pawar in the BCCI elections. On the same day of winning the elections, Pawar axed the selectors who had been sympathetic to Ganguly. It was widely believed that Gangulys era was over. The selection committee led by more appointed Dravid as captain. In October 2005, Ganguly was dropped from the ODI squad. In November 2005, Ganguly was sacked as captain of the Indian test squad. With the doors to the team being shut, Ganguly was forced to spend time playing domestic cricket. Experts felt that while his audacity and habit of speaking his mind had earned him respect in cricketing circles, they had also served to make him a lot of enemies w The Fighter Refuses to Quit. Despite all the criticism, when Ganguly was dropped from the squad, many Indian fans, especially fans in his home state West Bengal were upset. There was also a sympathy wave for Ganguly. Gangulys fan following knew no national borders. Even in Pakistan, he had a huge fan following though he performed exceedingly well against the archrivals. Whenever I ndian journalists went to Pakistan, the fans asked about Ganguly and expressed their displeasure at how he had been treated by his countrymen. Despite all the criticism, when Ganguly was dropped from the squad, many Indian fans, especially fans in his home state West Bengal were upset. There was also a sympathy wave for Ganguly. Gangulys fan following knew no national borders. Even in Pakistan, he had a huge fan following though he performed exceedingly well against the archrivals. Whenever Indian journalists went to Pakistan, the fans asked about Ganguly and expressed their displeasure at how he had been treated by his countrymen.

Abortion Pill

â€Å"The abortion pill should be banned due to the negative consequences it causes to women† ________ Abstract The New Era's freedom of sexuality and contraception's campaigns had reached all the world, leading as a consequence the fact that in every country there are more and more unwanted pregnancies. Conception has been debated for so long, and there's not a scientific posture accepted officially by any nation, so due to desperation, medical experts had created what appeared to be -for some- the solution to unplanned pregnancies, the abortion pill.The components of this pill are lethal if the it doesn't work as it meant to be, psychological and physical effects can remain forever in women's life, without even a possible cure, depending on the cases. The purpose of this essay is to proof that its better to think before making any decision that will bring serious impacts in people's life, including family and of course, society; abortion with the pill its not easier or less painful than the other ways. INTRODUCTIONAbortion had been part of our history from many years ago, but do we really know how it appeared and how it influences negatively our society?. I shall began the development of this controversial subject by exposing the genesis of abortion; the first evidence of induced abortion is from the Egyptian Ebers Papyrus near the 1550 BC, but it was in China were this matter became a concurrent practice between women, so according to Chinese folklore, the Emperor Shennong prescribed mercury to induce abortions.In primitive cultures, they used physical activities as a way to interrupt pregnancy, such as climbing, weightlifting or diving, while others tend to use plants and its poisons or pouring hot water into the abdomen. Some archaeological discoveries indicate that surgical attempts to extract the fetus existed in these cultures. In Greece and Rome, abortion was practiced as well. Hippocrates, a Greek physician forbid the use of pessaries or vagina l suppositories to induce the interruption; apparently because they caused vaginal ulcers, in an oath for doctors.In the other hand, Scribonius Largus, a Roman famous doctor said that â€Å"Hippocrates, who founded our profession, laid the foundation for our discipline by an oath in which it was proscribed not to give a pregnant woman a kind of medicine that expels the embryo or fetus†[1]; the interpretation of this oath was only applied for women who were not prostitutes, because otherwise they would have to use methods such as jumping and touching their buttocks with their heels on each leap.There were found likewise certain objects described as instruments that apparently dilated cervix and curette inside of the uterus. Moving on to the second and third century, Tertullian, a Christian theologian, described surgical implements that were part of a procedure very close to what now we call dilation and evacuation, it consisted on a tool like an annular blade to curette and a blunted or covered hook to extract the fetus, they would use as well a copper needle or spike.Tertullian said that this procedures could take place only when the fetus was in an abnormal position in the womb and it would endanger the life of the mother, or when it had expired in the uterus[2]. Hyppolytus of Rome, wrote about women that binded tightly themselves around the middle in order to expel what was being conceived. Later on from 5th century to 18th, appeared new methods of abortions. The most popular one was to sit over a pot of steamed onions or to massage pressuring the abdomen to expulsion the baby.The physical means remained represented this time by battery or tightening the girdle, these were special bands worn while being pregnant to support the belly. In New Zealand, before colonization, drugs, religious ceremonies and the restriction belt were used. In Asia, the peasant Japanese women were hit till they abort, a proof of this are the statues erected in memory of abort ion in the Temple of Yokohama. In Cambodia's temples in their walls are some decorating paintings that shows a demon performing an abortion upon a oman who has been sent to the underworld for committing such a crime. In the 19th century, there were notorious advances in surgery, anesthesia and sanitation, and abortion was banned in the United States of America. Even though, research has shown that the most common and illegal method by that time was the flush inside the uterus. In France, family planning writers convinced the society that abortion was a logical solution to unwanted pregnancies. Women got desperate and started using objects such as spoons, sticks, candles and knives to abort.Statistics show that abortion remained dangerous and that 150,000 abortions that occurred annually in the U. S during the 20th century, one in six resulted in death[3]. The natural abortifacients were the inspiration for the creation of the abortion pill, this included botanical preparations with Italian catnip, cyperus, pennyroyal (which is lethal), savin, opium, lavender and thyme, even animals were used like crushed ants, saliva of camels and hairs of deers and even bear's fat.The abortion pill began in New York during the 1830's by Madame Restell who illicitly provided surgical abortion and the pill. She offered confidence and a good job, she called them â€Å"Female Monthly Regulation Pills†, the labels she used as advertising told about birth control and a possible miscarriage. Her purpose was to help women at first, but hen it became a millionaire business and she took advantage of it, extending her services not only to unmarried women who were pregnant, but also to those who were married and didn't want a baby yet, leading to the pioneer of family limitation of the time.She remained forty years in the market and was always the main target of criticism, she got arrested in 1841 and committed suicide in 1878[4]. The abortion pill's main component is called Mifep ristone, which is a synthetic steroid used as a pharmaceutical. Its both used as a contraceptive and an abortifacient during the first two months of pregnancy. It was discovered by Georges Teutsch, developed in Roussel-Uclaf Co. in 1980 but bettered by Emile Baulieu, who made tests of its use in eleven women in Switzerland at the University of Geneva's Cantonal Hospital, the results ere successful and in 1988 France announced its approval, despite antiabortion movements that took place. French government decided to distribute it free of charge and near 34,000 women used this pill for a short period of time, until Roussel-Uclaf settled a price. Mifepristone was introduced to Great Britain and Sweden in 1991, this is when the Roman Catholic Church protested and blocked all types of distribution of the abortion pill. After all boycotts, Exegyl in 1999 got the approval of Mifegyne (Mifepristone) in eleven additional countries and in 28 countries over the following decades.This medicine is approved for: Medical termination of pregnancies (up to 49 days of gestation), dilation of the cervix prior to mechanical cervical dilatation and labor induction in fetal death inside the uterus. This is sold in the U. S, and a 600 mg dose is administered combined with the proper counseling session; then 400 mg of misoprostol is given to the patient in order to provoke contractions, the accuracy of this method is calculated in the 92% of the cases, and if its not, then surgical procedure takes place.Its obvious that the purpose of this pill is to end up with life and bring to the whole world a new era of irresponsibility and freedom of sexual relations without contraceptive methods and promiscuity. Abortion's consequences can be referred as physical and psychological, though it varies from woman to woman, it depends on the organism and how it works, as well as moral and ethic values. Regarding physical aspect, it is proven by the Royal College of Obstetricians and Gynecologists t hat this method has a risk of 0. 23% of failure and could lead to negative consequences for the mother[5].The list of complications can begin with abdominal pain, uterine cramping and vaginal bleeding from 9 up to 16 days, even though the last research show that almost 8% of women experienced bleeding for at least 30 days and between 4. 5 and 7. 9% of women require a surgical intervention, as we know this can lead to a more dangerous procedure. Nausea, vomiting, fatigue and diarrhea with fever are some other side effects. As we can see, its not only getting rid of a life, but jeopardizing your own body's health. The worst physical effect could be the Pelvic Inflammatory Disease also alled PID, which affects not only the uterus, but also the fallopian tubes and the ovaries by scarring inside the reproductive organs. Infections might take place due to viral, fungal, parasitic and bacterial infections. Over 100,00 women become infertile in the US each year because of PID[6], it can als o cause appendicitis, ruptured ovarian cysts and even tumors. This disease may be curable but in the worst of cases it can be permanent if the infection is in the fallopian tubes or ovaries, to avoid all this complications is through prevention.Infertility maybe a result of the use of the pill, this is the proof that using it is like playing to the roulette, you don't know what you are going to get afterwards. Neonatal exposure to a single large dose of Mifepristone causes both functional and structural reproductive abnormalities. In fact, 71 cases registered between 1987 and 1998 as continued pregnancy after the failure of using the pill, it is estimated that about 405,000 medical terminations of pregnancy using Mifepristone in the United Kingdom, France and Sweden.In 21 of the cases, Mifepristone was used alone, and in the others it was combined with misoprostol, sulprotone, gamesprost and an unspecified prostagladin. The research concluded that eight cases from the 71 embryos wer e malformed[7]. There's another example occurred in Brazil, a study showed that 42 infants ex[posed to the abortion pill (200-1600mg dose), had defects after their mothers fail in interrupting pregnancy during the first three months of gestation, proving that this problem is not only in Europe and North America, its also an issue of Latin America countries.Consequences are not just about physical, psychological might be even worse. Researches has been interested in post-abortion reactions, concluding in a period of psychiatric emotional paralysis, also called numbness; this mean women are unable to express any feeling or emotion, in order to finally get over it. Between 40 and 60% of women questioned reported negative reactions, 55% expressed guilt even after weeks of having committed abortion, 44% had nervous disorders, 36% had sleep lack, 31% experimented regrets and 11% has prescription of psychotropic medicine.These results are really alarming considering that these studies were made 8 weeks after abortion. Another research was based in interviewing 500 women, the 10% of them agreed that they had serious psychiatric complications and the 50% experienced negative feelings and hate for themselves. Statistics reveal that sex life of aborting women is affected dramatically represented by the 30-50% of sexual dysfunctions, losing pleasure for intercourse, pain and aversion to sex even males; or by the contrary promiscuous life style.As a result, most of them end up pregnant again to make up for what they did before. Teenagers that tend to abort, have higher risks of living with psychological perturbations forever, even more if they are under 17 years old; symptoms include self-reproach, depression, social regression, withdrawal, obsession to become pregnant again and hasty marriages[8]. Data indicates that there's a five tot en year period of denial of a woman who is traumatized by abortion in which she may repress all her feelings, avoid people, situations or events that could remind her of that episode.But it's not over at all, other women might feel pleased at first, but decades later they will burst into an emotional crisis, mainly during menopause, abortion is like a ghost chasing women's memories. Family is also affected by abortion, this is because all these psychological reactions increase the self-destructive behavior, the 80% percent of the questioned women expressed to feel self-hatred. The 49% reported drug abuse and the 39% began abusing from alcohol.Near the 14% accepted becoming alcoholic or addicted after the abortion period, the most worrying fact is that more than the half of them with the 60% have thought about suicide only the 28% succeeded in the attempt more than two or three times[9]. Considering all these numbers and information based on multiple studies done for years, it's time to educate our society in first place to avoid all this terrible and unnecessary nightmare women have to live everyday, because abortion unfortunately is an everyday issue.Women should analyze all the risks they are running only for some minutes of pleasure, responsibility is the most assertive way to handle sex life, the use of contraception had been promoted worldwide constantly since long time ago, so there's basically no excuse for acting selfish regarding a pregnancy. Is understood as well that there's non consensual intercourse, but never the less there other solutions for an unwanted child such as giving him/her up for adoption, since there are so many families wanting so much to have children without the opportunity to.The government is the one that should encourage teenagers and in general all the population to think about this issue and impose policies that supports correct sexual education so abortion rate could decrease. Life is a gift from God that should be appreciated despite any fact, we have no right to decide if someone must live or die. Medicine and technology had helped society grow this last year s, but it doesn't mean we don't have to set up limits to it, we can't let them control our lives and our destiny.The abortion pill should be banned not only because of scientific facts shown before but for ourselves, to make a better place we can live in. This not only about one life and by being selfish, but about our community and the example we are leaving behind for our future generations. Methods like this jeopardize the integrity of family, the moral values that makes it the nucleus of the society, setting the standards of promiscuity and false sexual freedom. BIBLIOGRAPHY 1. Scribonius, Compositiones Praef. 5. 0–23 (Translated and cited in Riddle's history of contraception and abortion) 2. Celsus (1935). â€Å"Prooemium†. In W. G. Spencer. De medicinal.London: Heinemann. p. 457. OCLC  186696262. http://penelope. uchicago. edu/Thayer/E/Roman/Texts/Celsus/7*. html. 3. Streitmatter, Rodger (2001). Voices of Revolution. Columbia University Press. p. 169 4. Richard son, Cynthia Watkins (2002). â€Å"In the Eye of Power: The Notorious Madam Restell† (PDF). Khronikos (University of Maine) 5. The Care of Women Requesting Induced Abortion  : Evidence-based clinical uideline number 7. London 6. STD Facts – Pelvic inflammatory disease (PID)†. http://www. cdc. gov/std/PID/STDFact-PID. htm. 7. UK multicentre study group. The efficacy and tolerance of Mifepristone and prostaglandin in termination of pregnancy of less than 63 days gestation; UK multicentre study—final results. Contraception 1997; 55: 1-5 8. Wallerstein,et. al. , â€Å"Psychosocial Sequelae of Therapeutic Abortion in Young Unmarried Women†, Archives of General Psychiatry (1972) vol. 27 9.Reardon,†Criteria for the Identification of High Risk Abortion Patients: Analysis of An In-Depth Survey of 100 Aborted Women†, Presented at the 1987 Paper Session of the Association for Interdisciplinary Research, Denver. 10. Wilke, Handbook on Abortion, (C incinnati, Hayes Publishing Co. , 1979 11. Zimmerman, Passage Through Abortion (New York: Praeger Publishers, 1977 ———————– [1]Scribonius, Compositiones Praef. 5. 20–23 (Translated and cited in Riddle's history of contraception and abortion) [2]Celsus (1935). â€Å"Prooemium†. In W. G. Spencer. De medicina.London: Heinemann. p. 457. OCLC  186696262. http://penelope. uchicago. edu/Thayer/E/Roman/Texts/Celsus/7*. html. 1. [3]Streitmatter, Rodger (2001). Voices of Revolution. Columbia University Press. p. 169 1. [4]Richardson, Cynthia Watkins (2002). â€Å"In the Eye of Power: The Notorious Madam Restell† (PDF). Khronikos (University of Maine). [5]The Care of Women Requesting Induced Abortion  : Evidence-based clinical guideline number 7. London [6]†STD Facts – Pelvic inflammatory disease (PID)†. http://www. cdc. gov/std/PID/STDFact-PID. htm. [7]UK multicentre study group.The efficacy an d tolerance of Mifepristone and prostaglandin in termination of pregnancy of less than 63 days gestation; UK multicentre study—final results. Contraception 1997; 55: 1-5 [8]Wallerstein,et. al. , â€Å"Psychosocial Sequelae of Therapeutic Abortion in Young Unmarried Women†, Archives of General Psychiatry (1972) vol. 27 [9]Reardon,†Criteria for the Identification of High Risk Abortion Patients: Analysis of An In-Depth Survey of 100 Aborted Women†, Presented at the 1987 Paper Session of the Association for Interdisciplinary Research, Denver

Betty White

Betty White was born in Oak Park, IL on January 17, 1922, daughter of Horace L. White, a traveling salesman and Tess Cachikis. She attended Beverly Hills High School from which she graduated in 1939. Her career started in the early 1940s with a modeling job. She also worked on a few radio shows including Blondie, The Great Gildersleeve, and This Is Your FBI and later, her own radio program name, The Betty White Show. In 1949 she debuted on television when she appeared with Al Jarvis on Hollywood on Television, she later hosted it on her own when Jarvis left. From 1952 to about 1977 she appeared on several television shows including Life With Elizabeth, Date With the Angels, Password, What’s My Line? , To Tell the Truth, I’ve Got A Secret, Match Game, The Mary Tyler Moore Show, and Pyramid. In 1977 she was given her own sitcom on CBS called The Betty White Show. (Not to be confused with her radio show with the same name. ) In 1987 she scored her second signature role of the St. Olaf, MN – native Rose Nylund, on The Golden Girls. The show was centered on four divorced or widowed women in their ‘Golden years’ that share a home in Miami. Although Betty has no children, she has been married three times. The first in 1945 to Dick Barker, a US Army Air Corps Pilot. This marriage was short-lived, only one year. The second to Lane Allen, a Hollywood agent, which only lasted two years also ending in divorce. On June 14, 1963 she married television host and personality, Allen Ludden. He proposed to Betty at least twice be fore she accepted. Allen died of stomach cancer on June 9, 1981. She hasn’t remarried since his death. Betty has won six Emmy Awards, three American Comedy Awards (including a Lifetime Achievement Award in 1990. ), and two Viewer’s For Quality Television Awards. She was inducted into the Television Hall of Fame and has a star on the Hollywood Walk of Fame. On January 23, 2010 at the Screen Actor’s Gild Awards, she was awarded, by Sandra Bullock, the Life Achievement Award. She is also a pet enthusiast and animal health advocate who works with a number of animal organization such as the Los Angeles Zoo Commission, the Morris Animal Foundation, and Actors & Others for Animals. Betty is the president of the Morris Animal Foundation where she has served as a trustee of the organization since 1971. And she donated $100,000 to the Los Angeles Zoo in April 2008 alone. She was also just on Saturday Night Live over the weekend, and it was hilarious! I was laughing so hard.. So, having said all that. I’d say she is the coolest eighty-eight year old you could probabaly ever get a chance to meet. I hope she lives forever!

Career Fields and Specific jobs - Free Essay Example

Sample details Pages: 2 Words: 577 Downloads: 8 Date added: 2019/03/11 Category Career Essay Level High school Tags: Career Plan Essay Did you like this example? Career fields and Specific jobs I want to go into business because I already took business and management for two years at MPHS. At first, I wasn’t so sure if I wanted to go into business but as I learned more stuff about it I changed my mind. I would love to own my own business I want to be able to own my personal nail, and hair shop I also want to sell food there to. Don’t waste time! Our writers will create an original "Career Fields and Specific jobs" essay for you Create order As I was growing up I went from wanting to be a princess to thinking big and extraordinary. My uncle owns his own business and I used to always be around him. So when I got older I wanted to follow my uncle footsteps because I know I can change lives and make my family and myself proud. Specific Jobs In Chosen Field Accounting- Systematic and comprehensive recording of financial transactions pertaining to a business Consulting- A professional who provides professional or expert advice in a particular area such as security, management, accountancy, law, human resources, marketing, finance, engineering, science or any of many other specialized. An entrepreneurship- An individual who, rather than working as an employee, founds and runs a small business, assuming all the risks and rewards of the venture. Entrepreneurs who prove to be successful in taking on the risks of a startup are rewarded with profits, fame and continued growth opportunities. Finance- Process of providing funds for business activities, making purchases or investing. Financial institutions such as banks are in the business of providing capital to businesses, consumers and investors to help them achieve their goals. Human Resources The department is a critical component of employee well-being in any business, no matter how small. HR responsibilities include payroll, benefits, hiring, firing, and keeping up to date with state and federal tax laws. Certifications or Degrees Needed I will need at least a bachelor’s degree to enter most of the high-paying occupations. A few exceptions include real estate brokers, insurance sales agents, claims adjusters, examiners, and investigators. In those occupations I may qualify for entry-level jobs with a high school diploma. In some occupations, it’s helpful for me to have a bachelor’s degree in a specific subject or major in other occupation that are required. Accountants usually need at least a bachelor’s degree in accounting or a related field. Advertising Managers may have an easier time finding a job if their degree is in advertising or journalism. Work experience is helpful or even required for getting an entry-level business job, depending on the occupation. I can begin building my rà ©sumà © while i’m in school, but when I start my career I have to understand that I may have to work several years to gain the experience I need for the job I want. Action Plan I need to go to college to own my own business. I have already taken business and management at MPHS for 2 years. I plan on going to MGCCC to get my degree in business. I plan on enrolling into MGCCC in about a week. I plan on graduation from MPHS. I also plan on going to MGCCC to get my degree in business and I plan on graduating from there in about year or two. After I graduate from MGCCC. I plan going finding somewhere where I can own my own business I plan to have my own personal nail, hair, and food place.