Business Essay Example for Free

Business Essay A. 1. As I started my excursion as another entrepreneur of a PC organization I expected to characterize my companys objectives, choose which course I needed to take the organization to and make a statement of purpose that will best speak to my organization. Since the organization was new I expected to concoct something snappy and promising that would welcome potential customers to discover increasingly about the items we offer. Since there were more members in this game and from my expert experience I discovered that remaining on a similar way and making headways is more advantageous than attempting to change bearings without fail. For this situation I stayed concentrated on a similar two gatherings for the staying 3 rounds. Rather than changing and including more items each quarter like the majority of different members I kept my two models (one for each gathering) and made important revisions and adjustments dependent available needs. I confirmed the prerequisites of each gathering, the needs and the value run every customer is eager to pay. Since there are no particular methods utilized in this piece of the business examination I utilized my own judgment in ensuring that I make the best item with the things that are generally essential to the potential customer gathering. As expressed above I at first made two items (one for each gathering) and after the first round the two of them passed 70% yet in the logical gathering it was not picked as truly outstanding. In the second round I was given a choice of inspecting results of my rivals and the main distinction was the bigger screen and an updated console. I added those alternatives to my items and in the following round the two items did well overall. I needed to ensure that in the home round I stay aware of the new redesigns and add them to my items to ensure that I stay aware of the new innovation. Much subsequent to making the updates the costs didn't change a ton and the two gatherings despite everything picked my item as one of their decisions and my items were accepting 100% in the two classifications. Out of the considerable number of classifications my market execution would create bigger outcomes on the off chance that I was not apprehensive in evaluating more customers and produce more PCs in the two classes. Each quarter I wound up loosing customers and deals because of lack in stock. My market execution, promoting adequacy and human asset the board remained somewhat low despite the fact that I was exceptionally near my rivals. To the extent my compensation bundle I paid my workers the most however I just contributed 2% of their pay versus 5% that every other person was contributing. I accept that pay is a higher priority than the retirement commitment. I updated medical advantages however kept the commitment the equivalent. 2.I would not change the focused on business sectors I have chosen on the grounds that my choice was a triumph. I needed to ensure that my organization will have balance between lucrative customers and not as much interest and those where the benefits are not as high however the interest is a lot higher. My similarity was accurate on the grounds that with the Mercedes I was making higher benefit however the quantity of machines was not as high as the market for overall population where the benefit was altogether lower. Subsequent to being picked by the two markets as a favored plant I needed to ensure that I am staying aware of current innovation and by including additional highlights the value contrast isn't excessively high with the goal that I would free my lower benefit customers. With that business thought I had the option to endure my opposition and move up to the top. 3.When it goes to the business areas I chose I accept that I have done what's needed research to settle on a decent choice. Since I have picked Mercedes for logical PCs and overall population I needed to ensure that I spread United States since Mercedes primarily worked in the US and their fundamental headwaters are in Germany. Consequently I picked NY as one of the principal workplaces alongside France in Europe. My next decision was Tokyo since they have the most cutting edge innovation and I can utilize that as my offering point to produce more business. My last decision was South America despite the fact that the costs were not as high yet it is less requesting since the neediness is altogether high. True to form, picking my areas in a specific order was a triumph. 4.Marketing exploration could be improved since I was not as effective as I was wanting to be. The majority of my business was originating from direct deals and not as much from other promoting. I would not like to put away a lot of cash on the well known magazines since the expense was high and I was focusing on progressively normal papers, for example, Science Magazines and business papers. Perhaps I ought to have been increasingly bold and put resources into progressively well known magazines however I was anxious about the possibility that that I would endure monetarily. Likewise I couldn't think of an extremely appealing promoting line to draw in potential customers and was scoring to some degree low on the publicizing audit. B.One of the most significant choices I made was to put resources into universal markets. Since Mercedes is from Germany and its processing plants are in the US I felt as putting resources into an European market would be a smart thought essentially in light of the fact that I originate from Europe and I realize that Mercedes is popular just as there are a great deal of organizations needing a profoundly evolved machine that can make their revelations and manifestations much simpler. I was a little reluctant about opening workplaces in Tokyo since their innovation is progressed and cost is extremely high. But since of that I chose to remain with rivalry up close and personal and utilize this to further my potential benefit. By making same quality machines for a little lesser cost I had the option to endure and beat the greater part of my opposition. South America had littler costs however the interest was not high thinking about the high number of less blessed people. On the off chance that putting resources into the universal markets required huge supports I would focus on the US showcase and conceivably South America. Except if I found high turnaround and my speculation would not influence my company’s future I would think about this choice. All through my whole game I was mindful and I feared overwhelming speculation basically on the grounds that my assets were constrained and I would not like to risk my organization over ravenousness and fast riches. Subsequent to exploring my monetary reports I had the option to decide whether extra venture is conceivable and how my this would impact the organization generally speaking. Overwhelming speculation would rely upon how the fiscal reports looked, cautious survey of the universal markets and position of the organization in the worldwide market. In the event that the organization would not be as fruitful toward the finish of the fourth quarter as I needed it to be I would in all probability discover another course to grow my fringes.

Evaluating Fashion and its Impact on Individuals Essay

Assessing Fashion and its Impact on Individuals - Essay Example The article Assessing Fashion and its Impact on Individuals examines the impact of Evaluating Fashion on Individuals. Style has been utilized as the asset by individual with the end goal of development of their character and situating themselves at a higher spot in contrast with other. Design has a significant task to carry out in explanation of ethnic personality corresponding to the contemporary setting in routine life ethnic character simply like different kinds of social personality. It isn't viewed as genuine and fundamental, however it is a multi confronted wonder, which is diverse at changed places and time. A basic factor, which is useful in development and verbalization of ethic characters with the assistance of design, is social uprooting. Comparable to constrain, which is applied with the end goal of movement to various pieces of world in view of servitude, neediness, strict and political oppression, and so on have been extremely useful in checking out another space for so cial inclination as far as style. Alongside this, the coming of globalization has likewise been a key factor, which has impacted the lives of youngsters. There has been a discussion over the adjustment in design designs in view of globalization. Late innovation, which is a period speaking to the disjunction between the networks and protections of advancement and the real factors of post-second universal war has been profoundly impact by the patterns of design industry. At the hour of 1970s, the exploration embraced by Dick Hebdige.

Loving But Never Reading Short Stories Confronting the Issue

Loving But Never Reading Short Stories Confronting the Issue Recently I realized that for as much as I say that I like short stories and anthologies, I dont seem to read them much. Im not lying when I say I like them but Im always pressed for remembering the last one I read, which inevitably ends with my brain shouting out A.M. Homes The Safety of Objects. I think because it was the first short story collection I lovedand I have bought/read every A.M. Homes book sincebut I read TSOB a good amount of time ago. Like enough time that my ten year reunion has already passed and I might be looking at an upcoming twenty year reunion with that book. If youre thinking its weird that I say I like short stories/anthologies but never seem to read them, I felt the same way. It occurred to me that I would have no answer if I were to be asked If you like reading short stories why dont you? Why, indeed? I honestly had no answer. I have no issue with avoiding what I don’t like or reading whatever I like regardless of anyone elses opinion, so this was quickly turning into a strange reading mystery that I had to get to the bottom of. I grabbed a bunch of short story collections from my TBR pile and decided to read until I figured it out. I started with Zombies vs. Unicorns by Holly Black and Justine Larbalestier because zombies! and unicorns! Even though Zombies vs. Unicorns wasnt actual stories of zombies fighting unicorns the premise was funny and entertaining: each story was either a zombie story or a unicorn story and had a quick intro where Black and Larbalestier argued their defense for whether zombies or unicorns were better. It ranged from a few okay to mostly awesome stories, and while I was very entertained while reading I had to keep reminding myself to pick it up and read another story instead of reaching for a novel. Problem still not solved. Growing more frustrated that I was inhaling novel after novel and taking for-EV-er to finish a short story collection, my determination kicked-up a notch and I doubled up on books: Ghost Summer by Tananarive Due, since I was looking to read more horror and I had heard only great things about it, and  In Cuba I Was a German Shepherd  by Ana Menéndez, which had been in my book pile for FAR too long. While I was bookmarked in the middle of Dues Ghost Summer story, I read the first sentence of Miami Relatives in  Menéndezs book (My aunt Julia likes to bite people.) and the kitchen timer went off. While pulling a tray out of the oven my brain kept reminding me it wanted to know how Dues story finished AND I was intrigued to know more about this biting aunt. Naturally I risked possibly burning dinner and quickly ran from the kitchen to grab my ereader and Menéndezs book: I read one while cooking and the other immediately after dinner (not burnt). And thats how I realized my problem: after I finished a short story it always felt final. My brain didnt have that little itch I have while reading a novel where I need to know more, always driving me to keep picking it up until I finish. It was as if each short story was a novel and when I was done I was done. It sounds kind of ridiculous but my brain is strange, apparently. I finished Ghost Stories and In Cuba I Was a German Shepherd (loved/really liked) by either bookmarking while IN a story or after finishing a story always reading at least the first few sentences of the next story. It seemed to work but I wanted to be sure so I jumped at the chance to read an upcoming anthology that two fellow Rioters have pieces in: The V-Word: True Stories About First-Time Sex. In part because each essay was really well written and unique, and in part because I always left my brain with an itch to know more I finally read a collection from beginning to end without having to fight myself to remember to keep reading it. So heres to 2016: the year I not only say I like short stories/anthologies but actually read a bunch of them. On reading deck: American Housewife by Helen Ellis (audiobook),  Haiti Noir by Edwidge Danticat,  The Bloody Chamber and Other Stories by Angela Carter,  What Is Not Yours Is Not Yours by Helen Oyeyemi. And if you have favorites please let me know! Or do you struggle with short story collections?

Essay on Hitlers Rise to Power - 739 Words

Hitlers Rise to Power In 1919 The Weimar Republic encountered harsh economic, social and political problems. After the new Democratic Republic signed the armistice it put Germany not only into an economic crisis, it also caused Ebert’s Republic to get off to an unpopular start. The new government were branded ‘The November Criminals’ even though they weren’t to be blamed, and were left little choice. Some people felt the government should be based on communism, and the Spartacist uprising in 1919 caused major political problems. In 1923 problems became more difficult, and it was seen as a major success to maintain political stability under these circumstances. Also in 1919, Hitler joined the†¦show more content†¦The Bavarian state commissioner, Gustav von Kahr, was addressing a meeting in the largest beer-hall in Munich. Hitler took over and attempted to persuade those present to adopt his plans for a government takeover. Hitler’s supporters in the Bavarian government abandoned him, and the event. Meanwhile Hitler’s troops marched into the city centre, but the police fired on them and the attempted putsch ended in a fiasco. Hitler was tried for treason, the outcome being his imprisonment for a five year sentence. The Newspaper, Và ¶lkischer Beobachter, was banned along with the party itself. Hitler only served nine months, during which he wrote Mein Kampf, which contained Hitler’s beliefs and ideas, although it was originally ignored. During his time in prison Hitler also revised his strategies. He realised he could only obtain power legally, and to do so he would have to persuade the German electorate to vote for him. After his release Hitler reaffirmed his control over the re-established National Socialist German Workers’ Party (NSDAP). Despite other challenges, Hitler remained the undisputed Fà ¼hrer of the party. The party built on its recruitment, canvassing, organisation and fundraising. Hitler also established the Hitler Youth and the SS his own personal bodyguard. Hitler divided the country intoShow MoreRelatedHitlers Rise to Power715 Words   |  3 PagesHitlers Rise to Power Following their dramatic loss in the First World War, the people of Germany were suffering greatly, both emotionally and physically during the period of the 1920s and into the 1930s. The harsh stipulations of the Treaty of Paris forced the German government into a fragile and fragmented institution which was ripe for the abuse of power-hungry would-be tyrants. The people, eager for a strong figure to look up to, would have accepted almost anyone with perhaps any politicalRead MoreHitlers Rise to Power873 Words   |  4 PagesHitler’s rise to power was not inevitable. It depended heavily on a range of factors, events and circumstances that were occurring at the time. The most important of these being, the collapse of the German economy, the failed beer hall putsch and the weakness and infighting of the Weimar Republic. It was only through a combination of these unlikely circumstances that Hitler was able to come to power. One of the key events that allowed Hitler to come to power was the collapse of the German economyRead MoreHitlers Rise to Power 1015 Words   |  5 PagesFirst off I am going to talk about Hitler’s service in world war one. While Hitler served in world war one he had some of the best luck nearly every attack he was involved in Hitler would always somehow escape. In one of his first engagements 2500 of the 3000 men in Hitler’s unit where either killed or missing and somehow Hitler managed to escape with no scratches. During his service Hitler served as a dispatch runner bringing message from the command post to the front lines. During one of his messageRead MoreEssay on Hitler’s Rise to Power1051 Words   |  5 PagesHitler’s Rise to Power There is no simple answer to the question of the rise of Adolf Hitler. Because one cannot assume that his rise to power was only due to his ability or just share luck as the event at the time made the people weak and accepted who ever volunteered to rule them. Personally, I would say neither of the two facts is wrong. They both come hand in hand becauseRead More Hitlers Rise To Power Essay1709 Words   |  7 PagesHitlers Rise To Power The Antichrist is†¦a man with white skin, in everyday clothes, dangerously contemporary, and a mighty demagogue†¦The great Russian philosopher Soloviev described him. The Antichrist ‘does not look like he is,’ and therein precisely lies the danger. He is a young man with a strong personality and seductive power of speech and writing†¦He will win fame first by book†¦then, in Berlin, he will be come ruler of the ‘United States of Europe;’ he will conquer Asia; America will submitRead MoreHitlers Rise to Power Essay1443 Words   |  6 PagesThe 1900s marked was one of the most consequential periods of time as it marked the onset of Nazi ideology, an ideology that would be advocated by radical leaders such as Adolf Hitler to maintain power of Germany. Hitler would use National Socialism, which renounced Marxist ideals, as a basis to formulate his own basic views of a philosophy which he would bolster for the rest of his life. As a strong a nti-Semite, and an ardent German nationalist, Hitler recognized the importance in the need forRead MoreEssay on Hitlers Rise to Power2889 Words   |  12 PagesHitlers Rise to Power Instead of working to achieve power by armed coup, we shall hold our noses and enter the Reichstag against the opposition deputies. If outvoting them takes longer than out shooting them, at least the results will be guaranteed by their own constitution. Sooner or later we shall have a majority, and after that- Germany. (Heiden, 142) Adolf Hitler spoke these words in 1920, soon after becoming leader of the newly named National Socialist German Workers Party, commonlyRead MoreEssay on Hitlers Rise to Power3943 Words   |  16 Pages Hitlers Rise to Power Looking back at the horrendous events that occurred during the Second World War, many of the people effected or even not so effected often ask the question ‘Who let a mad man like Hitler come into power?’ The answer is, no one let him come into power, therefore it’s probably more accurate, to say ‘What enabled Hitler to come to power’ To answer this question, one must study the episode from 1918-1935 closely in order to understand theRead MoreAdolf Hitlers Rise to Power1054 Words   |  4 Pageshad a hatred for his father. He was deeply and emotionally attached to his hard working mother. On Saturday, January 3, 1903, Alois Hitler collapsed and died from lung hemorrhage. Hitler was only 13 years old, when his father passed away. After Hitler’s father passed away, Hitler continued to do poorly in school. Hitler decided to pursue his dreams of becoming an artist. He applied to art schools, but every time he was denied entrance. His mother began experiencing chest pains. She went to EdwardRead MoreHitlers Rise to Power: Personal or Political1494 Words   |  6 PagesTo what extent was Hitler’s rise to power due to personal appeal and ability? Adolf Hitler came to power in 1933, at a time when the Weimar Republic was crumbling in on its self. The Republic was collapsing as a result of the economic conditions that were forced upon Germany by the Great Depression , beginning in 1929, and the conditions of the Treaty of Versailles, as a result of Germany’s involvement in the First World War. Combined these two factors had the result of delivering a crippling blow

Smart Materials - 1525 Words

A PAPER ON â€Å"SMART MATERIALS:A NEW TREND IN TECHNOLOGY† PRESENTED BY, SAHIL G. GOVINDWAR. . govindwar.sahil@gmail.com Contact No: 7709575108. BABASAHEB NAIK COLLEGE OF ENGINEERING, CIVIL ENGINEERING DEPARTMENT. PUSAD. . CONTENTS . Sr. No. | Title | Page No. | 1 | Abstract | 1 | 2 | Introduction | 1 | 3 | Classification | 2 | 4 | Advantages and Disadvantages | 4 | 5 | Applications | 5 | 6 | The future | 5 | 7 | Conclusion | 6 | ABSTRACT P.V.P Siddhartha instate of†¦show more content†¦It should be noted that some materials exhibit more than one of the above properties and It is better to use them in combination with conventional material. Sensing Materials 1. Optical Fibers: Fiber optic sensors with crack monitoring capability have been developed by Wolff and Messelier (1992), Ansari et al (1993); Voss and Wanser (1994).It is also used to detect moisture content. A sensor for moisture detection have been developed by Michie et al (1994). 2. Piezoelectric materials: Piezoelectric materials have two unique properties which are interrelated. When a piezoelectric material is deformed, it gives off a small but measurable electrical material it experiences a significant increase in size (up to a 4% change in volume). They are often used to measure fluid compositions, fluid density, fluid viscosity, or the force of an impact. In stress and pressure sensing, the PVDF materials have been found to give a better electrical response. Actuating Materials 1.Piezoelectric materials: A piezoceramic material can be used as a strain sensor by taking advantage of the direct piezoelectric effect that converts a mechanical action into an electric charge. But the same material can be also used for actuation applications by using the converse piezoelectric effect that.converts an electrical field into a mechanical strain. 2. Shape memory alloys: Shape memory alloys (SMAs) areShow MoreRelatedSmart Materials in Aerospace Industry6256 Words   |  26 PagesAerospace Materials Assignment Report Use of Smart Materials in Aerospace Industry List of Contents 1. Introduction 3 1. Purpose 4 2. Background 4 3. Scope 4 2. Types and Applications of Smart Materials 1. Piezoelectric Material 5 2. Shape Memory Alloys 14 3. Magnetostrictive Materials 20 4. Rheological Fluids 22 3. Discussion 25 4. Conclusion 26 5. References 27 Abstract This report will cover the different types of smart materials, andRead MoreSmart Materials, Kevlar And Armour-1630 Words   |  7 PagesSmart materials Kevlar and armour- 3Kevlar is formed in two main stages. The first stage is to produce the basic plastic, which is the base of Kevlar. This chemical is called poly-para-phenylene tereplthalamide. The plastic is then taken and strengthened. Kevlar is a pomaded, which means it is a polymer created by repeating amides over and over again. An amide is a chemical compound where part of an organic acid replaces one of the hydrogen atoms in ammonia. Creating a polyamide is known as a condensationRead MoreUsing Material From Smart And Armstrong1378 Words   |  6 Pageswhat â€Å"Mental states are identical to physical brain states† means in philosophical context. Second, I will explain the motivations of the type-identity thesis (Occam s Razor, and explanation of the casual efficiency of mental states) using material from Smart and Armstrong. Third, I will go onto examining type-identity thesis merits (how it solves Descartes problem of mind and body and how it allows us to derive the casual role of mental phenomena) and drawbacks (violation of Leibniz s Law andRead MoreDesigning An Automated House That Be More Energy Efficient Than An Average House1468 Words   |  6 Pagesbuild the Smart Window? How much energy will the Smart Window save? When this energy is converted to monetary value, will it be worth the construction cost? Would it be possible to implement Smart Windows into houses? What other home improvements could be made for energy efficiency? Hypothesis: The following three hypotheses have been developed for our experiment. If smart window technology is added to a model house, the electricity cost of the house will decrease Null Hypothesis: If a smart windowRead MoreSustainability Report For Gorilla Health Bars Pty Ltd And At The Same Time Provide Recommendations For Future Considerations764 Words   |  4 Pagessolution and strategies to Gorilla Health Bars Pty Ltd and at the same time provide recommendations for future considerations. Scope of investigation Access relevant information from available number of sources, the company itself and other learning materials. Methodology Analyze all learning resources and academic journals with the sole purpose of finding sustainable solutions to the company’s current problems. Findings Present a range of sustainable solutions to the manager for consideration Right awayRead MoreSector Briefing : Dtl Power Corporation7811 Words   |  32 Pagesthrough the grid (O?Neil, 2009). There are moves being made currently to eliminate the human operator from the process all together. Smart grid technologies have been in development for some time. The smart grid introduces artificial intelligence to make decisions based on the data gathered without requiring human analysis (O?Neil, 2009). The smart grid effectively replaces the human component of the day to day operation of the power grid, essentially removing the middle man and allowingRead MoreSecuring Smart Grid Communication Against False Data Injection Attacks2217 Words   |  9 PagesSecuring Smart Grid Communication against False Data Injection Attacks Anandhi.A1, Dr.G.Kalpana2 PG Scholar-M.Tech (ISCF)1 , Professor Dept. of CSE2 anandhi1991@yahoo.co.in1, kalpana.g@drmgrdu.ac.in2 Abstract—The traditional energy networks to smart grids transformation can help in improving the reliability, performance and manageability.An efficient and real-time scheme to detect FDI(False Data Injection) attacks in smart gridsRead MoreFingerprint Fingerprinting Based License Checking System Essay2381 Words   |  10 Pagesthe particular person s License details. In this system every automobile should have fingerprint reader device. A person, who wants to drive the vehicle, should swipe his/her finger (License) in the vehicle. If the fingerprint image stored on the smart card and swiped in the device matches, he/she can proceed for ignition, otherwise the ignition system will not work. Moreover, the seat belt detector verifies and then instigates the user to wear the seat belt before driving the car. This increasesRead MoreStrategy Analysis of Pldt6657 Words   |  27 Pagescompany has classified its business operations through three reportable segments, namely: Wirele ss, Fixed line and Information and Communication Technology (ICT) businesses. It is the ultimate parent company of Smart Communications Inc, Bonifacio Communications Corporation, PDLT Philcom Inc, Smart-NTT Multimedia Inc, PLDT Global Corporation, Maratel, Telesat Inc, Mabuhay Philippines Satellite Corporation, ePLDT Inc, ACeS Philippines Cellular Satellite Corp, PLDT Clark Telecom Inc and PDLT Subic TelecomRead MoreLaundromat Business Plan2351 Words   |  10 Pagesindustry. The most notable of these technologies is the ability to eliminate the coin from the â€Å"coin-op† business. Laura’s Laundromat will be implementing the smart card technology that allows customers to purchase a vending card that can be used for all equipment located within the store. Some of the obvious advantages of using the smart card are the elimination of the daily collections of coins from each machine, the ability to change prices throughout the day in various increments and as a marketin g

Callicles Gorgias Free Essays

Rebecca L. Hunt Stickiest Point #1 1. THE CLAIM: â€Å"The man who’ll live correctly ought to allow his own appetites to get as large as possible and not restrain them. We will write a custom essay sample on Callicles Gorgias or any similar topic only for you Order Now † –Callicles, Gorgias 491e-492a. 2. CALLICLES’ ARGUMENT: Callicles claims that one should fill his appetite as much as possible. Socrates’ view on a happy life requires self mastery which means that your appetites and emotions are controlled and you mind manifests order. Also, Socrates’ ideal happy person would not do what is morally wrong. Callicles argues that if you live a life like Socrates wants, you are living like a corpse or a stone. Callicles believes that â€Å"living pleasantly consists in this: having as much as possible flow in† (494b). To truly be happy, one needs to be constantly filling his appetite to the maximum capacity. This is not possible for many. The people who cannot fulfill their appetites are apparently embarrassed and â€Å"their own lack of courage leads them to praise self-control and justice† (492b). According to Callicles, the rules created by the weak â€Å"enslave† the more naturally gifted men. For the ones born into power, Callicles believes that they should defiantly feel shameful that they let the talk of the people and the laws that rule them stop him from filling his appetite. 3. CRITICISM: Callicles is wrong to think that one should fill his appetite constantly and to the fullest. This may seem like a pleasant life but it is defiantly not a fulfilling one. You need more goals and ambitions that are not just centered on what you want. . One could argue that everybody does not have appetites that are bad and selfish, but Callicles is defiantly referring to the self-indulgent ones. Callicles theory is similar to Darwin’s â€Å"survival of the fittest†. Both believe that the strongest creatures will rule and take over the weaker ones Callicles is also wrong in saying that the strong should do whatever they feel and the weak need to quit holding them back with rules. He believes that the â€Å"weak† create these rules because they are jealous and embarrassed at their own incompetence. It is not that the weak are jealous; they just want order in their cities. If the strong had the ability to do whatever they feel then many people would suffer. Why would a city want a majority of its citizens feel inferior to just a handful of, what I would call, bullies? This includes people born into power. Just because they are rulers does not give them the right to not have any kind of ethics or morals. They should actually do the opposite of what Callicles says and set an example for their people and lead good, self-disciplined lives. Smart people should have more of a right to rule the people, but only if they are trying to work for the greater good. They should not have ultimate power but I would rather a room full of smart, morally good men rule a city then selfish men constantly trying to always fulfill their own appetites. How to cite Callicles Gorgias, Papers

Transformational Leadership Essay Example

Transformational Leadership Essay Structure: Transformational Leader’s Effectiveness Abstract Many studies have been conducted on various leadership types and their effectiveness. James MacGregor Burns first introduced the transformation leadership concept in 1970. Other scholars have also published similar studies. Bernard Bass’s theory examines how leaders affect their followers and literally transform them. Three research studies were examined on transformational leadership, and its effectiveness. The first study proved employees pay close attention to whether leaders practice procedural justice (Leventhal, 1980; Thibaut Walker, 1975). The second study proved effective transformational leadership has a direct effect on the successful implementation of quality management in administrative service. The third study proved effectiveness of leadership is situational determined. Introduction Leaders today encourage followers to step out of their comfort zones, and take risks. Today’s innovation and global competition makes the status quo way of operation an endangered species. Leaders must possess the ability to persuade their followers to step out of their comfort zones, and take a leap of faith. They must be willing to follow their leaders into the unknown. This is accomplished by building trust, and making oneself vulnerable without knowing the outcome or how it will affect ones job. Leaders must have the skills, and ability to change, learn, adapt quickly, and positively as innovation dictates. There are four dimensions of authentic transformational leadership. They are charisma influence, inspirational motivation, intellectual stimulation, and individualized consideration (Bass, 1985; Bass Avolio, 1993). Transformational leader’s personal values are an unshakable force from within that drives them. We will write a custom essay sample on Transformational Leadership specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Transformational Leadership specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Transformational Leadership specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Their charisma is thought to be the most important aspect of transformational leadership qualities. These perceived values strengthen their ability to unite followers, and transform their beliefs to line up with their own (Bass, 1990; Burns, 1978; Deluga, 1988). Followers identify and aspire to be like these leaders. This luxury gives leaders the influence needed to set high standards for all to achieve. Transformational leaders provide vision and mission to others which instill organizational pride. Their expertise of the organizations tasks, earns them respect among their followers. It is their inspirational motivation that challenged followers to achieve the organizations goals. The leader’s intellectual stimulation complements their charisma. It is hear that high expectations and purpose are communicated in simplicity in an effort to generate creative solutions to problems. This platform allows their followers to question assumptions. They use, rationality, and logic to identify old problems. These problems are then examined from a different perspective to generate innovative ideas for improvement. A transformational leader’s individualized consideration is where employees are viewed as individuals. It is here they increase their employee’s awareness of the importance of their job. They coach them on achieving a better performance. Leaders also motivate their employees to work for the good of the organization instead of exclusively for their own personal gain. They then make employees aware of their individual needs for personal growth. They identify areas to target for development needed to obtain their own personal goals within the organization (Bass, 1985). In the wake of many business scandals there has been an out cry for the need of good leadership, with high morals. Authentic transformational leadership is characterized by its high morals and ethical standards in each of the four dimensions previously detailed. Followers engage in collectively pursuit of these leaders in ethical moral actions. Transformational leader literature has been linked to the long-standing literature on virtue, the moral character of Socratic and Confucian typologies, as well as modern Western ethical agenda. It is important that transformational leadership overcome the unethical pseudo transformational leadership images, which plagues organizations today. Pseudo-transformational leaders endorses only them self. Oppression of its followers, their ideas, and individualization is practice. Submission is enforced, and in some cases these leaders (Jim Jones) invent fabricated obstacles, and teach fictitious visions of superiority. These imaginary enemies instill fear into their followers of outsiders. Some Pseudo-transformational leaders are not so prevalent; they straddle the line of moral virtue. They make inspiring appeals and lead everyone to focus on the positive to maintain creditability with the unsuspecting followers they manipulate. They withhold information (Enron). In some instances they support a proposal in public while privately they may directly impede on its progress. This is done in an effort to postpone or continually delay its implementation. For a period of time pseudo-transformational leaders appear like saints, but are deceptive devils. They go through great lengths to prove to their followers their righteousness. This convinces many to believe they are following a transformational leader, unbeknownst to them they fund the masquerade created by these pseudo-transformational leaders, either until they are swindled out of all their money or until exposed by law enforcement agents. Even after their exposure they will still be able to convince some of their innocence, or justify their wrong doing as being right because of their superiority (Charles Mason). According to Kanungo and Mendoca (1996), transformational leaders are guided by unselfish values. They influence followers with empowerment rather than control. They strive to help their followers develop their own qualities. Authentic transformational leadership fosters moral values of honesty, loyalty and fairness. Values of justice, equality and human rights are a mark of their character. They are sincere leaders who strive to lead followers to attain the organizations objectives and goals. These leaders create vision for their followers, and implement strategies to help them accomplish their goals. Research on Transformational Leadership Effectiveness Three studies were examined to illustrate the effect transformational leadership has in particular situations and its effectiveness Transformation leadership style effect on procedural justice Employee relationships in procedural justice studies did not emphasize which leadership style would enhance procedural justice effects. It was not until recently when Judge Piccolo, and Ilies (2004) statement about the Ohio State factors of justice theory and its importance for future research did scholars begin to examine leadership style effects on justice issues. De Cremer (2004) introduced the leader fairness theory. It suggests that the effectiveness of procedural justice depended on the type of leadership style used to ratify the procedures (De Cremer Tyler, 2005). Transformation leaders have the ability to articulate a shared vision, intellectually stimulate employees, and provide individual differences for employees (Brown Keeping, 2005). This paper will provide evidence as to whether transformational leadership and procedural justice interact in affecting employees’ response. According to Burns (1978), transformational leaders embrace moral values, justice equality, and respectful treatment of their followers. These leaders increase their followers’ moral development. Followers focus on important principles such as justice and equality (Brown and Trevino, 2003). From this we can conclude that transformational leaders should increase the influence of procedural justice as well. Another factor of transformational leadership is the ability to motivate their followers to go beyond self-interest and focus on the common interest of the organization (Bass, 1998; Yukl, 1998). This implies that transformational leadership creates a collectivistic environment and attitude among their followers. Studies show that the more employees identify with the organization the more likely procedural justice will influence their behavior. The analysis suggests that transformational leadership style heightens employee’s awareness of justice issues and a strong sense of group identification which make it a good moderator for procedural justice. Theories of procedural justice have strong emotional consequences (Tyler and Smith, 1998). Procedural injustices bring into being feelings of anger, rejection, and resentment which can influence a wide range of negative emotions (DE Cremer, 2004). In the first study the focus was on how procedural justice and transformational leadership style effects the self-esteem and emotions of followers. The two theories studied are Hypothesis 1) Leader’s transformational behavior and procedural justice interact, such that the effects of procedural justice on followers’ negative emotions are stronger when the leader is high in a transformational style rather than low. Hypothesis 2) Leader’s transformational behavior and procedural justice interact, such that the effects of procedural justice on followers’ self-esteem are stronger when the leader is high in a transformational style rather than low. The author conducted three studies to test these theories. In the first study, 69 Dutch men and women, undergraduate students participated. The results showed that procedural justice influenced participant negative emotions more, if the leadership style was high in transformational behavior. Fairness of procedures affects both personal and collective self-esteem. Fairness in the work environment signals to employees that they are respected, that how they feel matters, because they are valued. Employees with good self evaluations have higher self-esteem (Leary, 2001). In the second study, 57 Dutch men and women undergraduate students participated. The results showed in the high transformational leadership negative emotions were significantly influenced by procedural justice; however for a low transformational leader this was not the case. In the third study, the employees’ perception of their supervisor’s procedural justice and transformational leadership style was examined and the effective responses were measured by means of organization based self-esteem. HRM managers handed out questionnaires at random to 575 male and female civil servants to participate. A total 257 were returned, yielding a response rate of 45%. The results show that procedural justice was affected only when the leader was high in transformational leadership style. The results from the scenario experiment, laboratory experiment, and the organizational survey confirmed the influence of procedural justice and transformational leadership style interaction has a pr onounced affect on their follower’s emotions, and self-esteem. Employees pay close attention to whether leaders use correct and fair procedures when making decisions and allocating outcomes i. e. procedural justice (Leventhal, 1980; Thibaut Walker, 1975). According Burns (1978) transformational leaders encourage followers to embrace moral values, justice, equality, in turn this increase their awareness of fairness and justice, which increase the influence of procedural justice. Transformation leadership effect on quality The second study was conducted at The University of Missouri-Rolla (UMR). UMR received the Missouri Quality Award in 1995 after four years of quality management implementation. UMR was the first public research university in the nation to win this award, and was chosen because of its receipt of the quality award for practicing quality management. The study was conducted by Hirtz, P, D. from University of Missouri-Rolla, Murray, S. L. from University of Missouri-Rolla, and Riordan, C. A. from Central Michigan University, were the effects of leadership on quality was examined. The objective of this study was to identify what relationship existed between the leadership style of administrative service heads, and the perceived implementation level of quality management? The focus was on transformational leadership, transactional and non-transactional leadership styles effectiveness and their effect on quality. The multifactor leadership questionnaire (MLQ) by Bass and Avolio (1995) was administered to nonacademic administrative and service departments at the University of Missouri-Rolla. The campus mail system was used to distribute the surveys to 438 employees in 29 departments. Each survey was coded to guarantee the confidentiality. There were one hundred-nine surveys returned completed constituting 24. 9 % response rate. 24 department leaders consisting of 8 females, and 16 males were included in the study. Each survey determines the leadership style of the department’s manager along with a quality management self-assessment survey to determine the level of quality management implementation. The theories studied Hypothesis 1) Consider the incidence of beneficial leader behaviors (idealized attributes, idealized behaviors, inspirational motivation, intellectual stimulation, individualized consideration, and contingent reward) would be positively related to quality management departmental behavior (leadership, information and analysis, strategic planning, human resource development and management, process management, customer focus/satisfaction, and overall total quality score). Hypothesis 2) Consider the incidence of dysfunctional leader behaviors (management-by-exception—active/passive and laissez-faire) would be negatively related to quality management. The results of the survey support the first hypothesis that effective transformational leadership has a direct effect on the successful implementation of quality management in administrative service. The results in the second hypothesis support the theory that passive leadership styles negatively impact efforts of quality management. Transformational leadership universal effectiveness In the third study the focus is on weather transformational leadership is effective universally, and determines how situational moderators limit its effectiveness. The author examines several situational aspects; leader-member relations, task structure, leader position power, follower ability level, and follower authoritarianism, and concludes that effectiveness of leadership is situational determined. Burns (1978), Bass (1985) believe that transformational leaders motivate employees to perform by transforming their attitudes, to strive to achieve the organizations goals. A total of 157 civil servants at one of the engineering services agency branches responded to the survey at a 76 % rate of return. All participants were assured their confidentiality. Each survey included the Multifactor Leadership Questionnaire- 5X (MLQ), developed by Bass and Avolio (1989). It consisted of 60, five-point scale items to measure transformational leadership. This MLQ measure is a social-report of the employees perceptions of their leaders transformational behavior. Two individual motive pattern measurements were used: (1) growth need strength, and (2) need for autonomy. Growth need strength was assessed using the standardized twelve-item scale developed by Hackman and Oldham (1974). Need for autonomy was assessed using nine items of the Edwards Personal Preference Schedule (EPPS) (Edwards, 1953). The theories studied Hypothesis 1) Whether the follower motive patterns influence the effectiveness of transformational leadership. Hypothesis 2) Whether transformational leadership is more appropriately viewed from individual-level analysis or a multi-level analysis. The results from the first hypothesis revealed that some followers are more receptive to transformational leaders. The study also reveals that situational moderators contribute to the prediction of outcome variables beyond that of leadership behaviors alone. Transformational leaders may be more effective in some environments than they are in others. Transformational leaders in this study were more effective with followers with high growth need strength, compared to followers with low growth need strength. Followers with higher independence rate their leaders as more transformational and are seen by the leader as being more effective in their units. The results from the second hypothesis revealed that transformational leadership is effective in individual and multi-level analysis. Evidence proved that transformational leadership includes behaviors that are apparent with some consistency to all group members. However, it can be applied to some followers more than to others. This supports the individualized consideration behavior of transformational leadership style. Conclusion Further research of how situations affect the effectiveness of transformational leadership is needed. It is clear in this test that quality management programs supported by top management’s commitment to the programs success in turn ensure the programs success. Transformational leaders have unshakable morals, and beliefs, and their ability communicate the organizations vision of the future, allow employees to support and adopt those convictions as their own. Transformational leadership invigorates exploration of innovative ideas that will improve the organizations as well as employees performance. This stimulates an environment that is adoptive to the change which is imperative for the organization to sustain their position in the global market among competitors. The implementation of having top management lead with compassion to promote change directly impact employees self worth to the organization which create loyalty and the diligence needed for them help the organization achieve its goals. This research supports the hypothesis that transformational leadership is positively related to the successful implementation of quality management in administrative service. It also supports the position that passive styles of leadership negatively impact the implementation of quality management. Investments in top manager leadership needed to development into transformational leadership promote higher performance expectation that in turn transcend throughout the organization. The charisma of transformational leaders inspires their followers to emulate them. This will allow the rapid spread of transformation leadership style; which creates a quality conscious organization committed to achieving the organizational goals. Transformational Leadership Essay Example Transformational Leadership Essay Structure: Transformational Leader’s Effectiveness Abstract Many studies have been conducted on various leadership types and their effectiveness. James MacGregor Burns first introduced the transformation leadership concept in 1970. Other scholars have also published similar studies. Bernard Bass’s theory examines how leaders affect their followers and literally transform them. Three research studies were examined on transformational leadership, and its effectiveness. The first study proved employees pay close attention to whether leaders practice procedural justice (Leventhal, 1980; Thibaut Walker, 1975). The second study proved effective transformational leadership has a direct effect on the successful implementation of quality management in administrative service. The third study proved effectiveness of leadership is situational determined. Introduction Leaders today encourage followers to step out of their comfort zones, and take risks. Today’s innovation and global competition makes the status quo way of operation an endangered species. Leaders must possess the ability to persuade their followers to step out of their comfort zones, and take a leap of faith. They must be willing to follow their leaders into the unknown. This is accomplished by building trust, and making oneself vulnerable without knowing the outcome or how it will affect ones job. Leaders must have the skills, and ability to change, learn, adapt quickly, and positively as innovation dictates. There are four dimensions of authentic transformational leadership. They are charisma influence, inspirational motivation, intellectual stimulation, and individualized consideration (Bass, 1985; Bass Avolio, 1993). Transformational leader’s personal values are an unshakable force from within that drives them. We will write a custom essay sample on Transformational Leadership specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Transformational Leadership specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Transformational Leadership specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Their charisma is thought to be the most important aspect of transformational leadership qualities. These perceived values strengthen their ability to unite followers, and transform their beliefs to line up with their own (Bass, 1990; Burns, 1978; Deluga, 1988). Followers identify and aspire to be like these leaders. This luxury gives leaders the influence needed to set high standards for all to achieve. Transformational leaders provide vision and mission to others which instill organizational pride. Their expertise of the organizations tasks, earns them respect among their followers. It is their inspirational motivation that challenged followers to achieve the organizations goals. The leader’s intellectual stimulation complements their charisma. It is hear that high expectations and purpose are communicated in simplicity in an effort to generate creative solutions to problems. This platform allows their followers to question assumptions. They use, rationality, and logic to identify old problems. These problems are then examined from a different perspective to generate innovative ideas for improvement. A transformational leader’s individualized consideration is where employees are viewed as individuals. It is here they increase their employee’s awareness of the importance of their job. They coach them on achieving a better performance. Leaders also motivate their employees to work for the good of the organization instead of exclusively for their own personal gain. They then make employees aware of their individual needs for personal growth. They identify areas to target for development needed to obtain their own personal goals within the organization (Bass, 1985). In the wake of many business scandals there has been an out cry for the need of good leadership, with high morals. Authentic transformational leadership is characterized by its high morals and ethical standards in each of the four dimensions previously detailed. Followers engage in collectively pursuit of these leaders in ethical moral actions. Transformational leader literature has been linked to the long-standing literature on virtue, the moral character of Socratic and Confucian typologies, as well as modern Western ethical agenda. It is important that transformational leadership overcome the unethical pseudo transformational leadership images, which plagues organizations today. Pseudo-transformational leaders endorses only them self. Oppression of its followers, their ideas, and individualization is practice. Submission is enforced, and in some cases these leaders (Jim Jones) invent fabricated obstacles, and teach fictitious visions of superiority. These imaginary enemies instill fear into their followers of outsiders. Some Pseudo-transformational leaders are not so prevalent; they straddle the line of moral virtue. They make inspiring appeals and lead everyone to focus on the positive to maintain creditability with the unsuspecting followers they manipulate. They withhold information (Enron). In some instances they support a proposal in public while privately they may directly impede on its progress. This is done in an effort to postpone or continually delay its implementation. For a period of time pseudo-transformational leaders appear like saints, but are deceptive devils. They go through great lengths to prove to their followers their righteousness. This convinces many to believe they are following a transformational leader, unbeknownst to them they fund the masquerade created by these pseudo-transformational leaders, either until they are swindled out of all their money or until exposed by law enforcement agents. Even after their exposure they will still be able to convince some of their innocence, or justify their wrong doing as being right because of their superiority (Charles Mason). According to Kanungo and Mendoca (1996), transformational leaders are guided by unselfish values. They influence followers with empowerment rather than control. They strive to help their followers develop their own qualities. Authentic transformational leadership fosters moral values of honesty, loyalty and fairness. Values of justice, equality and human rights are a mark of their character. They are sincere leaders who strive to lead followers to attain the organizations objectives and goals. These leaders create vision for their followers, and implement strategies to help them accomplish their goals. Research on Transformational Leadership Effectiveness Three studies were examined to illustrate the effect transformational leadership has in particular situations and its effectiveness Transformation leadership style effect on procedural justice Employee relationships in procedural justice studies did not emphasize which leadership style would enhance procedural justice effects. It was not until recently when Judge Piccolo, and Ilies (2004) statement about the Ohio State factors of justice theory and its importance for future research did scholars begin to examine leadership style effects on justice issues. De Cremer (2004) introduced the leader fairness theory. It suggests that the effectiveness of procedural justice depended on the type of leadership style used to ratify the procedures (De Cremer Tyler, 2005). Transformation leaders have the ability to articulate a shared vision, intellectually stimulate employees, and provide individual differences for employees (Brown Keeping, 2005). This paper will provide evidence as to whether transformational leadership and procedural justice interact in affecting employees’ response. According to Burns (1978), transformational leaders embrace moral values, justice equality, and respectful treatment of their followers. These leaders increase their followers’ moral development. Followers focus on important principles such as justice and equality (Brown and Trevino, 2003). From this we can conclude that transformational leaders should increase the influence of procedural justice as well. Another factor of transformational leadership is the ability to motivate their followers to go beyond self-interest and focus on the common interest of the organization (Bass, 1998; Yukl, 1998). This implies that transformational leadership creates a collectivistic environment and attitude among their followers. Studies show that the more employees identify with the organization the more likely procedural justice will influence their behavior. The analysis suggests that transformational leadership style heightens employee’s awareness of justice issues and a strong sense of group identification which make it a good moderator for procedural justice. Theories of procedural justice have strong emotional consequences (Tyler and Smith, 1998). Procedural injustices bring into being feelings of anger, rejection, and resentment which can influence a wide range of negative emotions (DE Cremer, 2004). In the first study the focus was on how procedural justice and transformational leadership style effects the self-esteem and emotions of followers. The two theories studied are Hypothesis 1) Leader’s transformational behavior and procedural justice interact, such that the effects of procedural justice on followers’ negative emotions are stronger when the leader is high in a transformational style rather than low. Hypothesis 2) Leader’s transformational behavior and procedural justice interact, such that the effects of procedural justice on followers’ self-esteem are stronger when the leader is high in a transformational style rather than low. The author conducted three studies to test these theories. In the first study, 69 Dutch men and women, undergraduate students participated. The results showed that procedural justice influenced participant negative emotions more, if the leadership style was high in transformational behavior. Fairness of procedures affects both personal and collective self-esteem. Fairness in the work environment signals to employees that they are respected, that how they feel matters, because they are valued. Employees with good self evaluations have higher self-esteem (Leary, 2001). In the second study, 57 Dutch men and women undergraduate students participated. The results showed in the high transformational leadership negative emotions were significantly influenced by procedural justice; however for a low transformational leader this was not the case. In the third study, the employees’ perception of their supervisor’s procedural justice and transformational leadership style was examined and the effective responses were measured by means of organization based self-esteem. HRM managers handed out questionnaires at random to 575 male and female civil servants to participate. A total 257 were returned, yielding a response rate of 45%. The results show that procedural justice was affected only when the leader was high in transformational leadership style. The results from the scenario experiment, laboratory experiment, and the organizational survey confirmed the influence of procedural justice and transformational leadership style interaction has a pr onounced affect on their follower’s emotions, and self-esteem. Employees pay close attention to whether leaders use correct and fair procedures when making decisions and allocating outcomes i. e. procedural justice (Leventhal, 1980; Thibaut Walker, 1975). According Burns (1978) transformational leaders encourage followers to embrace moral values, justice, equality, in turn this increase their awareness of fairness and justice, which increase the influence of procedural justice. Transformation leadership effect on quality The second study was conducted at The University of Missouri-Rolla (UMR). UMR received the Missouri Quality Award in 1995 after four years of quality management implementation. UMR was the first public research university in the nation to win this award, and was chosen because of its receipt of the quality award for practicing quality management. The study was conducted by Hirtz, P, D. from University of Missouri-Rolla, Murray, S. L. from University of Missouri-Rolla, and Riordan, C. A. from Central Michigan University, were the effects of leadership on quality was examined. The objective of this study was to identify what relationship existed between the leadership style of administrative service heads, and the perceived implementation level of quality management? The focus was on transformational leadership, transactional and non-transactional leadership styles effectiveness and their effect on quality. The multifactor leadership questionnaire (MLQ) by Bass and Avolio (1995) was administered to nonacademic administrative and service departments at the University of Missouri-Rolla. The campus mail system was used to distribute the surveys to 438 employees in 29 departments. Each survey was coded to guarantee the confidentiality. There were one hundred-nine surveys returned completed constituting 24. 9 % response rate. 24 department leaders consisting of 8 females, and 16 males were included in the study. Each survey determines the leadership style of the department’s manager along with a quality management self-assessment survey to determine the level of quality management implementation. The theories studied Hypothesis 1) Consider the incidence of beneficial leader behaviors (idealized attributes, idealized behaviors, inspirational motivation, intellectual stimulation, individualized consideration, and contingent reward) would be positively related to quality management departmental behavior (leadership, information and analysis, strategic planning, human resource development and management, process management, customer focus/satisfaction, and overall total quality score). Hypothesis 2) Consider the incidence of dysfunctional leader behaviors (management-by-exception—active/passive and laissez-faire) would be negatively related to quality management. The results of the survey support the first hypothesis that effective transformational leadership has a direct effect on the successful implementation of quality management in administrative service. The results in the second hypothesis support the theory that passive leadership styles negatively impact efforts of quality management. Transformational leadership universal effectiveness In the third study the focus is on weather transformational leadership is effective universally, and determines how situational moderators limit its effectiveness. The author examines several situational aspects; leader-member relations, task structure, leader position power, follower ability level, and follower authoritarianism, and concludes that effectiveness of leadership is situational determined. Burns (1978), Bass (1985) believe that transformational leaders motivate employees to perform by transforming their attitudes, to strive to achieve the organizations goals. A total of 157 civil servants at one of the engineering services agency branches responded to the survey at a 76 % rate of return. All participants were assured their confidentiality. Each survey included the Multifactor Leadership Questionnaire- 5X (MLQ), developed by Bass and Avolio (1989). It consisted of 60, five-point scale items to measure transformational leadership. This MLQ measure is a social-report of the employees perceptions of their leaders transformational behavior. Two individual motive pattern measurements were used: (1) growth need strength, and (2) need for autonomy. Growth need strength was assessed using the standardized twelve-item scale developed by Hackman and Oldham (1974). Need for autonomy was assessed using nine items of the Edwards Personal Preference Schedule (EPPS) (Edwards, 1953). The theories studied Hypothesis 1) Whether the follower motive patterns influence the effectiveness of transformational leadership. Hypothesis 2) Whether transformational leadership is more appropriately viewed from individual-level analysis or a multi-level analysis. The results from the first hypothesis revealed that some followers are more receptive to transformational leaders. The study also reveals that situational moderators contribute to the prediction of outcome variables beyond that of leadership behaviors alone. Transformational leaders may be more effective in some environments than they are in others. Transformational leaders in this study were more effective with followers with high growth need strength, compared to followers with low growth need strength. Followers with higher independence rate their leaders as more transformational and are seen by the leader as being more effective in their units. The results from the second hypothesis revealed that transformational leadership is effective in individual and multi-level analysis. Evidence proved that transformational leadership includes behaviors that are apparent with some consistency to all group members. However, it can be applied to some followers more than to others. This supports the individualized consideration behavior of transformational leadership style. Conclusion Further research of how situations affect the effectiveness of transformational leadership is needed. It is clear in this test that quality management programs supported by top management’s commitment to the programs success in turn ensure the programs success. Transformational leaders have unshakable morals, and beliefs, and their ability communicate the organizations vision of the future, allow employees to support and adopt those convictions as their own. Transformational leadership invigorates exploration of innovative ideas that will improve the organizations as well as employees performance. This stimulates an environment that is adoptive to the change which is imperative for the organization to sustain their position in the global market among competitors. The implementation of having top management lead with compassion to promote change directly impact employees self worth to the organization which create loyalty and the diligence needed for them help the organization achieve its goals. This research supports the hypothesis that transformational leadership is positively related to the successful implementation of quality management in administrative service. It also supports the position that passive styles of leadership negatively impact the implementation of quality management. Investments in top manager leadership needed to development into transformational leadership promote higher performance expectation that in turn transcend throughout the organization. The charisma of transformational leaders inspires their followers to emulate them. This will allow the rapid spread of transformation leadership style; which creates a quality conscious organization committed to achieving the organizational goals.