The Pizza Industry Essay Example for Free

The pizza pie constancy EssayStrengths ? pizza pie is a sustenance token loved and consumed by majority of the people in the human being. This is proved by the figures shown in the slides before. ? pizza outlets provide good taste, quality products with qualified staff, good melody and hygienic environment. Motivation level of staff stays steep which make the pizzerias more prosperous. Weaknesses ? The Pizza outlets provide less range of products and they are usually in high spirits priced except for some other reasonable alternatives. In the Indian context, except for some new variants, they focus more on Western taste alternatively of Eastern. Opportunities ? New markets can be explored and new opportunities can be sought. Diversification of products can increase their market divvy up. They can reduce their prices because of more resources. They could also combine other service models in their structure. Threats ? New entrants in the market can affect their market sh are. ? Other local restaurants can affect their market share by providing pizzas with lower price. ? Pizza chanty Founded in 1958. Parent Company Yum Brands. Pizza Hut Bistro Pizza Hut Express and The Hut ? pose 12,500 restaurants crossways 91 countries.147 stores across 35 cities in India Mostly in higher income zone ? Products ? Price Range 65 485 Coupon worldwide and gift cards in developed countries Pan 4 all ? Promotion C. H. A. M. P. S (Cleanliness, Hospitality, Accuracy, Maintenance, Product quality and Speed) 3F? s ( Fun, Friendly and Familiar) Sponsored Back to the Future II MySpace Ted die hard Endorsed by Lara Dutta. Pizza Hut BCG Matrix 1)P? Zone, from Calzone garlic Cheese Bread 2)The Pan Pizza 3)Thin n Crispy 4)Dipping Strips ? Pizza Hut order Markets ? Target audience is basically anyone and everyone who loves to eat pizzas.Age group of 12 to 30. Pizza has long been targeted to families, because of its ambience and the environment it offers in all its outlets. ? ? Ad Campaigns ? ? ? ? ? ? ? First Ad about sharing Australia 1980? s Welcome Back? campaign Mexico The Tomato sauce dip along with the pizza The Great Indian Treat? dear Punjabi? Roped in Ringo Starr for the campaign Pizza hut in the iphone ? Papa Johns Proven, streamlined operating system. World-class franchise support and business consulting ? Place 3,400 restaurants worldwide Papa Johns is in all 50 states of US and approximately 40 international markets. High Income zone ?Products 4 different size of Pizza 24 Types of Pizza 6 Types of Starters 3 Types of pasta 4 Types of Salads ? Price Range 85 495 Offers and coupons ? Promotion Online Marketing B2B Mobile Marketing CEO in advertisement People Are Priority Always ? half masks Pizza Founded in 1960. Entered India in 1996. 8500 outlets across 55 countries. 250 outlets in India USP- Quick inhabitation delivery ? Products Pizza (Available in 3 sizes and various tastes) Garlic Bread Pasta Veg calojne chic ken wings Sandwiches desserts ? Price Price Range- Rs 35 to Rs 430.Barbell Strategy of price Various combo offers ? Place 256 outlets in India All major cities of India Located in Malls and Posh areas Outlets strategically placed to serve the home delivery in 30 minutes Four outlets in Ahmedabad Focus on Home delivery ? Promotion Initially focused their ad strategy on banners, hoardings . thirsty(p) Kya campaign Tie up with MTNL Hunger Helpline Database based direct mailing strategy. Localized taste 30 minutes home delivery. Online Orders. Advertisement by celebrities ? Domino? s Target audience ? Target Audience ?Consumers who belong to the age group of 14 35 years ? People who love fast food and have been exposed to the western style of eating ? People who are upwardly mobile and on-the-go Ad Campaigns ? 1989 One call does it all? Delivery in 30 minutes ? ? Pizzamania? Chinese Pizza Fun Meal 45 /- ? ? Most popular Pizza Outlet in Ahmedabad Started in 1999 in Ahmedabad By S ankalp Group of Restaurants Presence in Rajasthan and Gujarat USP- Unlimited Buffet Focus on American Taste of Pizza ? Products Soups Pizza (available in 3 sizes and variety of tastes) Garlic Bread Salad ( 34 types of salad) Deserts?Price Price for Pizza ranges from Rs 60 to Rs 335 Differential pricing for Unlimited Buffet at Rs 99. Strategy focuses on high volume of sales at low margin. Various combo offers called Meal Deals ? Place Located in 7 cities of Gujarat and Rajasthan. Total number of outlets 9 3 outlets in Ahmedabad. Located at Posh areas of cities. Express outlets at Maninagar ? Promotion Unlimited Buffet in lunch and dinner is a big hit. design your own pizza. Ambience based on American theme. Increasing the number of outlets. Free home delivery. Kids Birthday Party Offer. More Variety of Food.? One extra mention from Tanzania ? Marketing through blogs http//vishalacharya. wordpress. com ? Business to a range of other products ? Emerging Players ? Papa Jo hn? s Pizza Express ? ? Vieira Pizza calcium Pizza Kitchen Largento? s Pizza. ? ? ? California Pizza Kitchen A casual dining chain with 252 restaurants Signed franchise agreements with two partners It expects to open a minimum of 15 restaurants Premium restaurants targeting High End Customers It has 27 existing restaurants around the globe This Los Angeles-based chain is known for its unconventional menu items ?E-Pizza ? It will be placed in the food and entertainment business. Triangle shaped pizza kid? s meal called the E-Meal Custom line of distinguishable Mini Coopers delivering pizzas and movies ? ? ? Additional data relative frequency for Pizza Deciding factor for Pizza 6% 16% 12% 10% 21% Every two weeks Once a month 51% Once two month Once three month 17% 8% 4% 8% Cost Quality of Pizza Quality of dish out 47% Queue Location/proximity Brand Ambience ? Additional data Preferred Complimentary With Pizza 0% 16% 14% starter cream Cold drink Salad 70% Other 10% 0% 21% 57% 8% Preferred Outlet 4% Pizza hut.Uncle Sams dominos Papa jones US Pizza No specific ? Interesting Facts ? Americans eat approximately 100 acres of pizza EACH DAY, or about 350 slices per second. there are approximately 69,000 pizzerias in the United States. Pizzerias represent 17% of all restaurants. (Source Food Industry News) Pizza accounts for more that 10% of all foodservice sales. (Source Food Industry News. ) 93% of Americans eat AT LEAST one pizza per month. (Source Bolla Wines. ) 66. 66% of Americans order pizza for a casual evening with friends. (Source Bolla Wines. ) ? ? ? ? ? ?Interesting Facts? Each man, cleaning woman and child in America eats and average of 46 slices, (23 pounds), of pizza per year. (Source Packaged Facts, New York. ) Italian food ranks as the most popular ethnical food in America. (Source National Restaurant Association. ) A study done by a U. S. Department of Agriculture statistician and home economist nominate that in a three-day survey period, 42% of children between the ages of 6 and 11 had eaten pizza. (Source Smithsonian Magazine. )94% of the population of the U. S. eats pizza. (Source Parade Magazine. ) ? ? ? ?Link to see pizzerias around the world http//www. business. com/directory/f ood_and_beverage/restaurants_and_ foodservice/restaurant_chains/pizza/ ?References Industry Facts. Retrieved August 8, 2009, from Wikipedia http//pizzaware. com/facts. htm Advertisements of other brands. Retrieved August 8, 2009, from Wikipedia http//www. pmq. com/index. php Pizza. Retrieved August 8, 2009, from Wikipedia http//en. wikipedia. org/wiki/Pizza History of Pizza. Retrieved August 8, 2009, from Wikipedia http//en. wikipedia. org/wiki/History_of_pizza Pizza. Retrieved August 8, 2009, from All Facebook Interview http//www.allfacebook. com/2009/02/pizza-hut-facebook/ Pizza Hut from Wikipedia http//en. wikipedia. org/wiki/Pizza_Hut Pizza Hut Celebrates Successful Delivery to Space from space. com http//www. space. com/news/spacest ation/space_pizza_010522. html Papa Johns www. papajohnsindia. com Pizza Hut www. pizzahut. co. in Papa Johns Pizza from Wikipedia http//en. wikipedia. org/wiki/Papa_John%27s_Pizza ? References Industry Facts. Retrieved August 18, 2009, from Wikipedia http//pizzaware. com/facts. htm, http//www. pizzamarketplace. com/ Advertisements of other brands.Retrieved August 18, 2009, from Wikipedia http//www. franchisedirect. com/foodfranchises/pizzafranchises Pizza. Retrieved August 18, 2009, from Wikipedia http//en. wikipedia. org/wiki/Pizza Current scenario of The Pizza Industry . Retrieved August 18, 2009, from http//www. pizzatoday. com/ Pizza references and updates. Retrieved August 18, 2009, from http//ask. reference. com/information/Food_and_Drinks/Pizza-Industry Snapshot of the Pizza Industry. Retrieved August 18, 2009, from http//www. franchisedirect. com/foodfranchises/pizzafranchises/ Time to go and grab a bite

Understanding Leadership Styles Essay Example for Free

Understanding Leadership Styles Essay1.1 Describe the factors that will enchant the choice of leaders modalitys or behaviours in work to a faultshie situationsIntroductionI work as a managing director for Innovations which is a day-c ar facility for psyches with analyseing disabilities the majority of the individuals who attend the resource centre I manage finish be very consumesay and feature very complex needs and behaviours at times. It is my trouble to create intervention plans and work closely with c ar co-ordinators, other agencies such as safeguarding, Intense homes support serves, and the behaviour group to put strategies in place to safeguard returns users and provide. It is my job to identify strengths and weaknesses in squad peniss and ensure they get relevant training to help them develop in their role or to give praise and build on skills helping them to gain recognition on their accomplishments and support them to gain promotions should this be t heir aim.As a manager I feel I need to be an example to otherseither positive or negative. It is necessity for me to adopt characteristics from a variety of leaders demeanors base on the situation at hand. Regardless of the leadership activity require, it is important to act with integrity, to set realistic goals, to communicate understandably and often, to encourage others, to recognize the successes of other team constituents, and to inspire them to provide the trounce of business organization. Hopefully my actions will be reflected by my round in the c are they give to our service users each day ir observeive of which style I physical exertion.Management by walking ab out (MBWA)I use this style of leadership quite often in the workplace as this gives me the opportunity of observing team genus Phalluss interacting with our service users and evaluate the quality of care being delivered. It also lets supply k forthwith that I am interested in them and their work and lets them spang that I am arise adequate. I ask to the highest degree the work they are doing in a way that sounds interested non inquiring and try to discover what motivates them and whether or not round and residents are sit d avouchisfied. When I see a success I applaud it and thank them on the position for doing well.Autocratic leadershipThis style of leadership is essential at times within the organisation I work for due to musical accompaniment vulner subject individuals and situations put up arise which require fast responses i.e. emergency situations where a service user has had an accident or is putting others at risk by using challenging or aggressive behaviour, it could be that provide have tried every other resource they have and will then call the office for advice, I would then derive the ultimate instant decision of what needs to be put one overe.This style of leadership is only used when necessary as it does not publicize trust, communication, or teamwork w hich is paramount in our service and it can alienate passel and stifle flexibility and innovativeness.Democratic leadershipI demand to use this style of leadership on a daily basis as the opinions of the team are always taken into account when finding effective solutions and protocols to effectively moot with the individuals we support. The team are the most important influence on these individuals as they work closely with them each day and know their behaviours, likes and dislikes and what could potentially trigger an unwanted situation to occur. Team outgrowths feedback daily to management and push-d experience list any concerns and pass on all relevant information and ideas to enable others lag and management to deal with similar situations in the future and al mortified for interventions and protocols to be drawn up and put in place for all team members to go over and have a consistent approach. Staff also dole out ideas, concerns and issues during their monthly supervi sions and provide meetings. All decision making is shared with supply and all critique and opinions of each member of the team are taken into account which encourages group participation and allows every team member to feel more than important than the actual problems they are encountering in their day to day role.Laissez-Faire Leadership StyleThis style would not work in my organisation as staff need the constant availability and advice from management to feel secure and to support when problems arise, we work with challenging individuals on a daily basis andstaff are not always confident when confronted with abuse both verbal and physical and need immediate interventions that only management are able to implement. we are bound by strict codes of practice and guide forms to follow in these situations both by the care standards act and the CQC (care quality commission) also our own organisational policies and procedures which are eternally updated, there is also annual training and courses and the need for constant feedback and communication on a daily basis to provide support to our staff and the best possible care and outcomes for the individuals we support, I liaise with crisis teams and care co-ordinators with the information and reports that I receive from staff to find suitable outcomes for any concerns or issues they have with the people they support making this style of leadership inappropriate for our organisation.1.2 Explain why these leadership styles or behaviours are likely to have a positive or negative effect on individual and group behaviour.Autocratic leadershipFactors that would influence me using this style of leadership (positive effect) I would use this style in an emergency situation.When my staff arrived to pick up a circumstancely complex service user she was extremely agitated and throwing cups and other items at staff in her home, she then turned her attention to my staff verbally abusing them and threatening harm to them. As we were answerable for supporting her at this time one member of staff needed to stay at the service users home to support her as it was not deemed safe to continue with her on community based activities while she was showing such aggression. The staff member I was speaking to said she was concerned somewhat staying with the service user as she informed me that she had now attacked her home staff and other service user who lived there and that the police had been called for assistance, I told the staff member that she was to follow her training and keep herself out of insecurity at all times, I told her to support the house staff as far as she could without putting herself in the line of fire and that the other members of staff needed to bring the other service user on the bus back to the unit and exculpate her off, they could then return and support.I told her she needed to say everything and report to me frequently so that I was kept up to date with the situation and make anyde cisions as deemed necessary to the ongoing situation. I needed to be despotical as decisions needed to made as a matter of urgency and there was no time for discussion with the staff involved. I would use this style when managing a new or untrained member or members of staff who does not know what tasks to perform or what procedures to follow. Due to staff holidays or sickness, my unit often uses groups of staff from other units who do not have experience and knowledge of the complex service users we support at Brantwood.This can be extremely difficult for me as a unit manager as I need them to be knowledgeable as I dont always have enough of my own staff to mentor them on these occasions due to holiday and sickness. it is important that support plans are deal and signed and that these staff are aware of all strategies and interventions that we use to overcome behaviours that could occur whilst supporting service users. This is necessary as this will prevent situations escalating. When staff arrive at the unit I brief them on the expectations of the unit and make sure that they are aware of the routine and procedures we follow on a daily basis, staff can quite often be sat reading files unless chatting amongst themselves therefore not digesting the information in the files.I have no hesitation in these circumstances instructing staff to move to a quiet area and sit in different rooms where they are able to read without distraction and will emphasise the importance of having enough knowledge to support the service users to the standard inevitable. The team members skills in this situation are low and they are novices with the service users they are going to support therefore need clear direction which will help them to learn and apply their skills in the compensate way.If a member of staff challenged my position as a manager,I had a member of staff who was part of a team of three who were supporting a service user who needed 1-1 support and another(prenomi nal) who needed 2-1 support when in the community. I asked my deputy to request that they return to the unit and drop one member of staff off so they could take another staff member back to another unit, my deputy informed me that the staff member told her that she was not willing to do this as both service users needed an watch, I called the staff member in question and asked her what the problem was and why she was refusing to follow instructions from the deputy manager who washer senior, she told me that in her opinion the instruction she received was wrong and believed that both service users needed an escort each and when they dropped the staff member of at another unit there would only be two staff left on the bus.I pointed out that they both needed an escort that they would still have an escort on the bus, I told the staff member that she was refusing to take on the requirements of her job role by supporting requests from her manager and that as a company we take this very seriously and that this would lead to an investigation. I also asked the member of staff to return to the unit as requested and that another member of staff would take her place, I advised her that she should read the service users files in the meantime and ensure that she understands the contents and the context in what is written, I pointed out that the service users need the full support of three staff when in the community not when travelling on the bus.I would not use this leadership style with a member of staff (negative effect) Who becomes tense, fearful, or resentful, a member of staff had not checked the contents of a service users medication disaster when they signed it out from their home despite being prompted by her colleague on the bus with her who later reported this. When the box arrived at the unit and another member of staff signed it out they checked the box and realised that the wrong medication was in the box, the medication was life saving and could of had se rious results for the service user had it been needed in an emergency. When the staff member was asked if she had checked the box on the morning, she said she had when she clearly hadnt. The staff member was visibly upset as she had not followed the correct procedures and then had subsequently lied to her colleague and to management.This had to be turn to but I knew that she was sensitive and possibly fearful of what action would be taken against her. However I had to address what had happened. I would normally call staff members into the office in this type of situation but when I had asleep(p) to the kitchen I found the staff member making a cup of tea and decided to ask her informally how this had happened, she broke down in separate and said she knew it was wrong and it was a persons life she had put in danger. I told her not to get upset and that I was sure she had learnt a very valuable lesson from this however I stressed the seriousness of thesituation but offered her supp ort. I matt-up that this lessened her anxiety by addressing the situation but in an informal manner and that had she been brought into the office it would of had a demoralising effect and be detrimental on her self confidence cause resentment and scruple towards her work colleague who had reported the issue.Democratic leadershipFactors that would influence me using this style of leadership I would use this type of leadership with highly ball-hawking or experience staff or when implementing new strategies and protocols and resolving individual or group problems. Each morning I speak to staff about ongoing issues with service users as staff rotate on a daily basis workings with different service users. Staff who have worked with them previously share experiences, successes and failures when dealing with recent behaviours they have encountered with our service users passing on valuable strategies and techniques to their colleagues.If incidents occur staff complete incident reports which are then passed to our quality assurance manager who carries out reflection work which enables staff to offer suggestions of how things could have gone better, reflect on their practice and share ideas of how to prevent these incidents in the future. I also promote feedback with an open door policy, through staff supervisions and staff meetings where all staff are encouraged to share their experiences and how they have effectively dealt with situations. I then build strategies and interventions from the feedback from the staff that work with service users on a daily basis and incorporate this information into the care plans.Other factors include-Keeping staff informed about matters that affect them.Enabling staff to share in decision making and problem solving. Providing opportunities for staff to develop a high sense of personal growth and job satisfaction. Dealing with a large or complex problem that requires a lot of input to solve Sharing changes or problems that affect s taff.To encourage team building and participation.I would be influenced to not use this method when-There is not enough time to get everyones inputMistakes are not an option.Staff and service user safety is a critical concern.As minute in my autocratic leadership style above.Laissez-Faire Leadership StyleI use this style with my senior staff who are very experienced in their role and know our service users very well as they are working front line with them. I allow them to use their opening move and make decisions when they are working with them but at the same time offer guidance and support when requested. This allows the seniors in the unit to take a soak in their work and the drive to do it successfully on their own and reach their goal. For example a new senior felt that the deputy manager was not relinquishing various duties as outlined in the senior job description i.e. allocating staff to service users each day, ensuring they had lists and money and ultimately are organise d and on time for activities, this made the new senior feel that she was not trusted to do the job she had been promoted to do and not directly able to participate in decision making and prove her worth, leaving her feeling demoralised and unworthy of the job she had been promoted to do.I spoke to the deputy and explained how this would ease her own workload and build the confidence of the senior. I do use this style with my deputy manager at times for example when it comes to day to day decisions about the service users we manage as this is one of the principle parts of her job as is managing the staff in day to day activities and ensuring they are working to required standards, however when it comes to speaking to staff about bad practice she finds this very difficult and despite requests from myself to confront certain staff about bad practice or misconduct she is reluctant to do so and feels unsecure without my leadership, I therefore have to deal with such issues myself and at times take an autocratic approach with my deputy.AC 2.1Assess own leadership behaviours and potential in the context of a particular leadership model and own organisations working practices and culture, using feedback from othersThe particular leadership model I have chosen to highlight in 2.1 is the autocratic style although this is the one style I would choose to use less if possible it is the one that causes the most contention, I have reflected briefly on other styles I prefer to use this is one that is necessary at times. In my organisation I work as unit manager in a day care setting for adults with learning disabilities. On a daily basis I have to use my leadership skills in order to manage the work and people in order to fulfil the companys objectives and vision. In my opinion my leadership style for the most time is a democratic style, however at times my leadership style may have to adapt itself to the given situation. For example if a new employee has joined my team I wou ld probably use a more encouraging leadership style to help them learn and adapt.The company directors set the company culture in our unit. They use a very democratic and supportive leadership style which reflects how we work however at times a more autocratic leadership style is required. For example the company directors frequently monitor and controls individual and team performances, I have to do the same within my team. For example (A member of staff was sat with a group of elderly service users they were sat round a table and the staff member was sat with them, despite there being a planner in place for activities the staff member had not bothered to look at it and was sat with their mobile phone texting. I spoke to the staff member in my office and carried out a supervision so that the conversation would be documented and informed them they were not carrying out there outlined duties as an activities facilitator and not meeting the criteria of their job role. I informed them this was not acceptable and that apart from not interacting with and motivating the service users they were breaking company policies by using their personal mobile phone without previous permission from management I informed the staff member I had no choice but to take it to an investigation meeting which could lead to disciplinal action).I always ensure that all staff understands my expectations up front so they are under no misunderstandings of what actions will be taken if the service we offer is compromised and staff are not performing to the required standard. I am consistent and fair and apply my expectations to all staff, however I make it clear that I want staff to feel that they are listened to and can bring their opinions to me and that they are heard no matter what the outcome. Ibelieve that as a manager it is important to be a master of not only one but all leadership styles and to know when to use them appropriately. moreover I use the following leadership style with in my team. Creating and sharing a vision with the team, setting smart objectives, allocating tasks, allocating roles and responsibilities, monitoring performance, observation of individual team performances, giving constructive feedback and ideas for the development of skills where needed, in supervisions and staff meetings.The feedback from my team during their supervisions and staff meetings has suggested my leadership style is mostly democratic however there were certain elements of autocratic and supportive styles present. My team referred to the following leadership skills such as resolving conflict, facilitating discussion, motivating, encouraging, being approachable and listening, empowering and facilitating development. However they have also suggested that at times my leadership style is autocratic as I can be assertive, direct and quite blunt when they have not fulfilled the companys or my expectations and directions and have not complied with company policies and proced ures. I also assess my leadership through monthly supervisions and yearly appraisals with my director VA who I am directly responsible to, I take on board her feedback, an example of this is when I needed advice of how to address some concerns relating to a staff member not being able to carry out the work expected of her.I found this awkward due to the fact that she was once my senior (deputy manager, when I started with the company, and I have since worked to gain a management position over her)Victoria and I discussed the options available to improve the staff members practice, and she offered to speak to the member of staff on my behalf, however Victoria felt that I had the relevant leadership skills to resolve this myself she said she would like me to understand my professional worth and be assertive in this situation. She felt that I was feeling a lack of empowerment and needed to all I could to address the balance and that this could only enhance my leadership skills. I addre ssed the issues with the staff member and told her it was constructive criticism I was offering and would give support to her whenever she felt she needed it.AC 2.2Describe appropriate actions to enhance own leadership behaviour in the context of the particular leadership modelAppropriate actions to enhance my own leadership behaviour in the context of the particular leadership model I chose in 2.1. Taking into consideration the chosen leadership style is autocratic there are several ways which I could enhance my leadership behaviour. One way would be to practice self-knowledge and self-awareness, these are both qualities required by any manager. In order to develop these qualities I must act upon constructive feedback I receive from internal or external environment. The feedback I attained from a number of sources including team members, other colleagues and line managers. I need to be observant and take into account my own actions and the impact it has on others. I need to be mind ful of my own strengths and weaknesses and know when to ask for assistance and when I am good on my own.One of my strengths is I am serious about my work and my passions and keep my boundaries firm to keep open the integrity of my goals and the work I put into them, my weakness is I expect the same from others and can be disillusioned when this is not the case. I need to be willing to accept my failures and weaknesses and know that the key to success is not avoiding failure but learning from my mistakes and allowing others to do the same. I need to believe that making a mistake does not mean it is a mistake it gives people the opportunity to improve and grow. I need to enhance my communication skills and be able to clearly and specifically communicate my vision, goals, skills, intentions and expectations to others and strive to improve my verbal, nonverbal and listening skills without interrupting others as it can be too easy to jump in with an objection too quickly.It might be wis e for me to find a role model I can learn from. It would have to be someone I respect highly and whose leadership I admire. If the role model agrees to mentor me, my leadership skills could greatly benefit. I have a great respect for my director VA and direct to lead how she leads, she is just, fair and supportive and deals with subordinates in a manner that others find hard to challenge. She is very disciplined at work and I need to learn to apply this to my role and every area of my life, I feelthis is a character trait that will provide me with the enduring focus necessary for real leadership.

Benefits of Career Planning

Benefits of Career PlanningCareer architectural proviso is the process by which sensation selects occupational crowd goals and the path to these goals. Career nurture is those personal improvements one undertakes to achieve a personal go plan. Career management is the process of designing and implementing goals, plans and strategies to enable the organization to satisfy employee needs while allowing individuals to achieve their travel goals. So, due to this locomote planning and development is necessary to apiece and every employee in an organization. The need of occupational group planning and development is felt in severally and every organization of todays globose world.Need for Career Planning Career Planning is necessary due to the following reasons1. To attract competent persons and to retain them in the organization.2. To provide fit progressional opportunities.3. To enable the employees to develop and take them ready to meet the future challenges.4. To increase t he utilization of managerial reserves at heart an organization.5. To better employee placement.6. To reduce employee dissatisfaction and turnover.7. To improve motivation and morale.Process of Career Planning The following are the steps in Career Planning 1. Analysis of individual skills, knowledge, abilities, aptitudes etc.2. Analysis of career opportunities both at bottom and outside the organization.3. Analysis of career demands on the incumbent in terms of skills, knowledge, abilities, aptitude etc., and in terms of qualifications, convey and schooling received etc.4. Relating specific jobs to different career opportunities.5. Establishing realistic goals both short and long-term.6. Formulating career strategy covering areas of change and adjustment.7. Preparing and implementing action plan including acquiring resources for achieving goals.Pre-requisites for the success of career planning.1. Strong commitment of the top management in career planning, succession planning and development.2. Organization should develop, expand and diversify its activities at a phased manner.3. Organization should frame clear corporate goals.4. Organization should chip in self-motivated, committed and hard working employees.5. Organizations goal in selection should be selecting the to the highest degree suitable man and place him in the right job.6. Organization should take care of the proper age composition in manpower planning and in selection.7. Organization should take steps to minimize career stress.8. Organization should conduct fair promotion policy.9. Organization should publicize widely the career planning and development curriculummes.Advantages of Career Planning-For Individuals1. The process of career planning helps the individual to have the knowledge of various career opportunities, his priorities etc.2. This knowledge helps him select the career that is suitable to his life styles, preferences, family environment, scope for self-development etc.3. I t helps the organization identify internal employees who can be promoted.4. Internal promotions, upgradation and transfers motivate the employees, boost up their morale and also ensue in increased job satisfaction.5. Increased job satisfaction enhances employee commitment and creates a sense of belongingness and loyalty to the organization.6. Employee will await his turn of promotion quite than changing to another organization. This will lower employee turnover.7. It improves employees performance on the job by taping their potential abilities and further employee turnover.8. It satisfies employee esteem needs.For Organizations A long-term center of career planning and development will increase the effectiveness of piece resource management. More specifically, the advantages of career planning and development for an organization includei. avocationlike career planning and development ensures the availability of human resources with required skill, knowledge and talent.ii. The efficient policies and practices improve the organizations ability to attract and retain highly skilled and talent employees.iii. The proper career planning ensures that the women and people belong to backward communities get opportunities for growth and development.iv. The career plan continuously tries to satisfy the employee expectations and as much(prenominal) minimizes employee frustration.v. By attracting and retaining the people from different cultures, enhances cultural diversity.vi. Protecting employees interest results in promoting organizational goodwill.Limitations of career planning -Apart from advantages, there are roughly limitations. So, let us have a look at the limitations of career planning. Despite planning the career, employees face certain career puzzles. They areDual Career Families With the increase in career orientation among women, number of female employees in on increase. With this, the dual career families have also been on increase. Consequently, one of those family members might face the problem of transfer. This has become a complicated problem to organizations. Consequently other employees whitethorn be at disadvantageLow ceiling careers Some careers do not have scope for much advancement. Employees cannot get promotions despite their career plans and development in much(prenominal) jobs.Declining Career Opportunities -Career opportunities for certain categories r apiece the declining stage due to the see of the technological or economic factors. Solution for such problem is career shift.Downsizing/Delayering and careers blood line process reengineering, technological changes and business environmental factors force the business firms to restructure the organizations by delayering and downsizing. Downsizing activities result in fixing some employees, and degrading some other employees.Review of literature(Bardsley 1987) IBMs career planning store focuses on the interests, skills, and contributions inherent in the indivi duals current job. Employees battleground their jobs components and learn how to make the work more challenging. In addition, participants learn how jobs evolve from business needsLeibowitz, Farren, and Kaye (1985) it has been arrange a model for designing and implementing a career development system. Their guidelines include the following o State specifics o Tie the program to overall human resource development o Tailor the program to the culture o Build from a conceptual base o Plan long-term approaches, short-term payoff o Design multiple approaches o Co-design and manage the discover o Ensure top management support o Publicize accomplishmentsSlavenski and Buckner (1988) it adjudicate their paper with a list of recommendations garnered from the literature and from their own experiences with career development in the workplace. Among their recommendations for persons designing and implementing career development are the following o touch base new programs to other parts of th e career development system o Design the program in terms of the specific organizational culture o Think of career development as a process, not a program o Involve line management.Choong Kwon Lee (2010) It has been described that agency theory is proposed as a framework for explaining the design of IT jobs and career paths. To support this theory, data about knowledge, skills, and abilities (KSAs) were gathered and analyzed from Fortune 500 job listings for the Programmer/ analyst Systems Analyst IT Manager career path. The results indicate that agency theory has fundamental predictive power over the type and importance of IT KSAs for job sequences along IT career paths. The results have implications for both seekers who are looking for theories that explain IT job design and career path development and managers who are challenged with decisions about how to design IT jobs and manage IT career paths.Workspan (sep 2010) According to a recent study, 60% of the 382 polled companies have a career development program in place, and 41% of those use in-house coaches and/or mentors to drive development. The study suggests that people who want coaching and mentoring are better off working in the rich and diverse villages of large corporations. Of the companies that do not have such programs, four-fifths plan to implement one within the next two years.Joann S. Lublin (Dec 2009) About 44% of individuals age 50 or older plan to postpone retirement, with half of those planning to work at least three years longer than previously expected, concluded a February poll of more than 2,200 U.S. employees by consultants Watson Wyatt Worldwide Inc. The postponed promotion phenomenon is a reality in the heavy-manufacturing, media, retailing, financial-services and medical-supply industries, says John Beeson, a principal of Beeson Consulting, which specificizes in succession planning and executive development. The assistant director of a midsize nonprofit group expected to snare the executive directors spot after the executive director retired next January, says Katy Piotrowski, the assistant directors career counselor in Fort Collins, Colo.Kimberly A. Eddleston (2003) it has been described that research has uncovered important predictors of managerial career success, the causal relationships betwixt these predictors has not been fully explored. Accordingly, we propose and test a model that establishes a link between individual differences, salient career-related beliefs, career enhancing outcomes and managerial career success. Using path analysis, we found that education and career impatience directly affected willingness to relocate and perceived marketability, which in turn led to more promotions offered and greater exposure to powerful networks. Finally, the number of promotions offered directly affected management level, which in turn affected stipend level. With respect to gender differences, we found that beliefs regarding the efficacy of mentorin g positively influenced a womans sense of marketability, and like her male counterpart, exposure to powerful networks. However, we also found that for women managers, unlike men, such exposure did not affect the number of promotions they were offered.Cathleen Benko, Managing Principal of Talent USA (2007) This article introduces mass career customization, a system that encourages a continuous coaction between employer and employee to design customized career paths, taking into account both the changing needs of the business and employees changing lives. Mass career customization is an adaptive model of career progression that offers employees career-long options for keeping their work and personal lives in sync and employers the long-term loyalty of their best and brightest. MCC was first introduced through a 120-participant implementation pilot that began within Deloitte Consulting LLP in 2005 and then continued through a year-long second round pilot with approximately 300 partici pants in 2006. Findings Satisfaction with career-life fit improved, in some case sharply. Nearly 90 percent said MCC positively influenced their decision to remain with the organization. Team leaders said the ongoing MCC process was an advantage in staffing new projects with top talent. Client service standards were maintained. Significant savings were achieved, primarily driven by positive impact on retention and associated revenue.COMPANY IBM (CAREER PLANNING)IBM world(prenominal) Business Services organization offers numerous paths to career success. While most traditional consulting firms offer a single route to a leadership position, they have four career paths that focus on our consulting, sales, project management and technical competencies. This allows their people to succeed by focusing on their strengths and interests in one or more disciplines.Partner client management, practice development, engagement sales and deliverySales Executive client relationship and salesDe livery Executive project managementDistinguished Engineer technical capabilitiesIn addition, as part of a large global organization with multiple business units, our consultants gain entrance to career opportunities throughout IBM in strategy, marketing, sales, finance and human resources, among many others-something our competitors simply cannot jib. In fact, many of our most successful executives have had roles in several organizations within IBM.A guide for new hiresAn early start at career success begins with IBM, their new-hire training program. They make learn how IBM works, how to maximize the contribution to the company, how to successfully sail within IBM and connect with the colleagues and have fun in the process.Planning the careerTo help to identify opportunities, construct a skills road map and mark their progress, IBM offers easy-to-navigate career wind vane sites and toolsJob role and technical training In addition to top-notch professional skills, IBM focuses on in-depth industry and technical training to keep you up to interpret on emerging technologies and skills valued in the marketplace.Academic learning assistance program IBM provides assistance for external education in addition to our internal training offerings to help you keep your skills aligned with our business goals.emailprotected Explorer The Academic Learning Assistance Program is intended to meet identified business needs by paying for many educational expenses for employees at universities and colleges. Participation is especial(a) and selective. Management may limit whether the plan is available to their employees given business needs. If it is available, management may specify additional requirements for their employees to participate.Tution feeAll three plans under the Academic Learning Assistance Program (DWSP, ICP, SSP) are funded by the business units. Participation is limited and selective. Management may limit whether the plan is available to their employees given business needs. The education expense is charged to the education minor code 0330 and the employees division and department. However, each IBM division decides whether to hold the funding at the department, functional, or divisional level.IBM expects you to apply for all other financial assistance to which you are entitled. Financial assistance includes bookman aid programs, scholarships, grants, fellowships, Veterans Administration benefits, etc.IBM reserves the right to discontinue any of the Plans in the program or discontinue the program should there be significant business changes.IBM Foundational CompetenciesWe identify core competencies that provide the foundation for employee professional growth at IBM. These includeAdaptabilityClient focusTaking ownershipCommunication tug to achieveTeamwork and collaborationCreative problem solvingPassion for the businessTrustworthinessIBMs commitment to people development sets us apart from other employers. From Web applications to mentors to global e-learning to classroom training, IBMs learning environment enables you to take charge of your skills and knowledge from day one, empowering you to expand your expertise throughout your career.AnalysisAs we know that IBM (International Business Machines) is is a multinational computer, technology and IT consulting corporation headquartered in Armonk, North Castle, New York, United States. IBM is the worlds largest technology company and the second most valuable by global brand (after Coca-Cola). IBM is one of the few information technology companies with a continuous history dating back to the 19th century. IBM manufactures and sells computer hardware and software (with a focus on the latter), and offers infrastructure services, hosting services, and consulting services in areas ranging from mainframe computers to nanotechnology.IBM company provide Base pay, performance bonuses, awards, commissions and other forms of earnings comprise the cash requital for employe e career planning. It Includes healthcare benefit such as- vision, dental, with two plan options and medical for which there are three plan options. They also provide Sickness slash income plans, long-term disability plan, travel accident insurance, long-term care insurance and group life insurance plans are available. IBM offers a leading-edge 401(k) plan where employees can bear up to 80% of eligible compensation each pay-period before taxes and for eligible employees IBM will match up to the first 6% of pay. Employees are eligible for this match after 1 year of service.Additional program The employee purchase program allows employees to purchase IBM products at significant discounts off of the suggested retail price. Many IBM locations have special programs like fitness centers, educational courses, career planning centers and award programs.ConclusionAs per the study we came to know that Career planning is an important step to success in the workplace. Through career plannin g one selects career goals and the path to these goals which incorporates short-term and long-term career goals,personal goals and constraints.Short-term planningAssess your skills, knowledge, values, constraints and interestsLong-termplanningIdentify which new skills and knowledge you want to developResearch career opportunitiesFormulate a careers action plan with contingenciesUp to 5 years in the leadCheck the careers action plan for realismFrom 5 to 10 years aheadAs we have taken example of career planning in IBM Company, we have seen that the company provides special programs like fitness centers, educational courses, career planning centers and award programs. Through these planning program the employee of the company get the opportunities to have the knowledge of various career opportunities, his priorities etc. They also able to select the career that is suitable to his life styles, preferences, family environment, scope for self-development etc.So, Career planning program i s being designing and implementing goals, plans and strategies to enable the organization to satisfy employee needs while allowing individuals to achieve their career goals. So, due to this career planning and development is necessary to each and every employee in an organization. The need of career planning and development is felt in each and every organization of todays global world.

Leadership Effects Development On Employee Performances In Pakistan Management Essay

lead Effects Development On Employee Performances In Pakistan Management EssayQaiser Abbas, et al. (2009), in this hold, explains that leadinghip development has a heavy(p) impact on employee performance. Factors that lick employee performance ar coaching, training and development, empowerment, participation and delegation. These lead factors influence 50% employee performance, other factors like commitment, motivation, trust in organization, compensation and rewards also influences employee performance.Employee performance is an Coperni bath building block of an organization. Every employee contributes towards the success of the organization. Organization basis non progress by one or both individuals effort. victor depends on team black market. Managers give input to use their abilities and in advance(p) desires. There be many expectations from managers they have to formulate re on the wholey hard to satisfy their boss. Managers atomic number 18 see enough to deal w ith various issues, just about whiles they run to their boss for counseling. They bottom work effectively and efficiently when in that location is an effective loss leaders program for their financial aid and to build lead qualities in them. lead development is becoming an increasingly critical and strategic imperative for organizations in the current business purlieu (Sheri-Lynne, Parbudyal 2007)Leadership development program is aimed to assist employees in improving their skills and in doing their work effectively and efficiently. Organizations have to compete crossways the globe so this program is of great importance to them as they have to face business challenges.Tirmizi identified importance of lead. The 6-L framework dimensions developed by Tirmizi are1. Leads and encourage remove2. Lives by typeface3. Lauds achievement4. Lends a peck5. Leverages training and development6. Looks out for othersThe vari suitables discussed in this written report are already menti oned in the introductory paragraph whose general consanguinity is shown in the diagram belowThis diagram shows that coaching, training and development, empowerment, participation, delegation effects employee performance, which as a result bring almost organisational change. Talking about each variable relationship briefly, the writer considers coaching as an important technique to increase performance. Training and development is to make employees more(prenominal) skillful and it fills the rupture amidst actual performance and desired performance. This concept has been explained by the Bramleys soulfulness Model of Training as depicted in the diagram belowBramleys Individual Model of Training orgasm towards empowerment, Duvall (1999), defines success as achievement, accomplishment and attainment which is a consequence of empowerment. Participation means involving employees in problem solving. When employees come across organizational problems, they experience how to handle su ch situations. This creates a sense of contribution towards organizations success. They have opportunity to give ideas.Delegation means giving responsibility and permission which means that Employee exercise his authority for making decisions that are beneficial for the organization. On the basis of all these assumptions the writer considered a positive relationship amid leading development and employee performance.Talking about implications of this article in my research paper, I get to know that Training and Coaching are the see to iting processes in which employees learn skills whereas Participation, Delegation and Empowerment are death penalty tools. Employee performance depends on leadership development factors but it also depends on other factors i.e. attitudes, commitment, motivational factors and trust in organization. A blend of all these factors influences employee performance completely which as a result bring about organizational change.Coupled effects of knowledge and leadershipShazia Akhtar (2010), in this information, draws attention towards the take to change for organizations in this highly scared environment for long term survival. The changes help the organizations to sustain in market, achieve warring edge and to furnish profits. Organizations performance is influenced by employee productivity and trick satisfaction, which are influenced by working conditions of the organization. Organizations significant aim is to find innovative employees who have that invocation company is looking for. Leaders play a vital role in inspiring and influencing employees and also cultivating innovative port among them. The Leadership traits that shape employees innovative behavior, extracted from the study of De Yong and Den Hartog areIn innovative role model trait leaders with creativity encourage their employees to be like them and to be innovative. Leaders who acted as model of creativity promoted employees to be more creative for example in De Yong and Den Hartog study, one of front runner employee saidI am always looking for ways to do things better and improve results. It stimulates some of the employees to do the same.On intellectual stimulation leaders wanted their employees to solve problems by giving possible solutions. Leaders wanted them express their opinion on different proposals. Stimulating knowledge diffusion means to diffuse ideas at all levels of organization. To share ideas with subordinates actually creates a communication network among all. Issues are resolved when problems are shared. Lack of communication and sharing declines employees motivation and eliminates ideas. Providing vision to employees i.e. showing them a straight path to move on to achieve companys goal and targets. Delegating them sufficient autonomy so that they might not face any difficulty in handling any issue. This creates a sense of contribution and motivation among employees. Sharing leadership with employees makes them work mo re diligently and efficiently. Leaders should support for innovation. turn back sufficient autonomy to subordinates to implement ideas. Employees should not be penalized for doing mis adjourns as it is a part of learning process, Supportive attitude accelerates the innovation process. Previous research by Hellstrom on association between Organizing feedback and innovative behavior illustrated that employees are ready to show their innovative behavior when leaders give feedback on their proposal. Recognition is an important attribute i.e. recognize employees work through appreciation and awards i.e. certificates of achievement. Rewards monetary compensation of employees is also very important trait that shapes an employees innovative behavior and loyalty towards organization. Providing resources to generate more productive outcomes. Avail force of resources is directly related to innovative outcomes. Leaders with insufficient resources are not able to achieve their target and so is emulous advantage. Keep a check on employees time after time to check their efficiency of doing work. Monitoring and employee efficiency are correlated. Monitoring should be through with(p) to ensure progress. Task assignment attribute is important to check employee efficiency from time to time. Give challenging tasks to employees and then evaluate their work. Task assignment influences idea generation, the more they take interest in job the more innovative ideas are likely to flourish.Now coming towards the implication of this study to my research paper, by studying this paper I get to know that the traits in managers are not sufficient but the Knowledge level of leadership traits in inwardness managers is constantly changing. Knowledge and leadership have a huge impact on organizational success and a blend of both helps in achieving competitive advantage. If managers are well educated on leadership traits, it is helpful to their understandings and Leaders may exhibit these lead ership traits in different ways based on situation such as leader might consult employees more than once to ensure that innovative ideas are implemented successfully.HR Practices and Leadership Styles as Predictors of Employee Attitude and Behavior Evidence from PakistanKhurram Shahzad, et al. (2010), in this study, talks about Human Resource Management practices and leadership styles conducted in private and common sector universities. much(prenominal) practices are valuable in creating piece capital. The writers have express the effect of leadership styles on organizational commitment and citizen behaviors (critical decisives of organizational effectiveness by Katz, 1964) among university teachers.The results of this study were very interesting and revealed that both human resource practices and leadership styles positively predicted organizational commitment of faculty members however they were unable to predict citizenship behaviors.The writers employ the Katz modelling ( 1964), and applied it on the situation currently prevailing in Pakistan. The findings of the interviews are summed up in table 1.1 given belowTable 1.1 Responses of the university employees as per Katz mannikinKatz (1964) Frame Work for Effective OrganizationsSituation of Public SectorSituation of Private SectorUniversitiesUniversitiesEmphasis on employees on carry out their assign rolesEmphasizedEmphasizedEmphasis on retaining employeesNot accentuateEmphasized to some extentEmphasis on employees to exhibit extra-role behaviorNot emphasizedNot emphasizedThe above results clearly revealed that the important aspect of organizational effectiveness that is extra-role behavior (organizational citizenship behavior) is clearly not emphasized in both public and private sector universities. It is also found that employee retention (through organizational commitment) is not at all emphasized in public sector universities and partially emphasized in private sector universities.Most managers of the universities were found totally unaware of the fact that organizational citizenship behavior and organizational commitment is related to organizational outcomes can be consciously managed through organizational factors like human resource management practices and leadership style. Although the mangers have some idea these concepts but application of these concepts in the domain of their responsibility is not taken care of.Leadership Styles for the Five Stages of Radical repositionDr. Kathleen K. Reardon, et al. (1998), in this study, continues prior work on radical change with supposition and research on leadership style. Leadership experts agree that a key challenge facing leaders now and in the future is responsiveness to radical change. Using the Leadership Style Inventory, leaders can determine which stages of radical change they are equipped to handle. Further the article explores how individual and free radical leadership style limitations can be dealt with to ensu re radical change success.The key component of successful leadership now and in the next carbon is proactive and effective responsiveness to change. Experts agree that successful leaders must be flexible and capable of adapting to new conditions, open to novel alternatives, and willing to take greater risks (Kotter, 1990 OToole, 1996).The leadership styles shown in Figure below were derived from work on the Leader-ship Style Inventory (LSI) developed by Rowe, Reardon, and Bennis (1995). The inventory identifies differences in style used by leaders that are based on the following two questions How adaptive are leaders when dealing with the issues they face? How do leaders convey with, persuade, and energize employees in the process of change?The LSI identifies four basic styles commanding, logical, inspirational, and supportive. One of its major strengths is that it also describes combinations of the basic styles called patterns. These patterns help to describe the complexity be-hi nd leader behavior and competence for radical change. Details are stomachd in the table belowLeaderFocusesPersuadesMakesLearnsStyleOnbychangesbyCommandingResultsDirectingcursorilyDoing syntheticalInnovationExplainingCarefullyStudyingInspirationalOpportunitiesCreating trustRadicallyQuestioningSupportiveFacilitating workInvolvementSlowlyListeningMost leaders do not possess a single style, but a combination. These combinations indicate which styles leaders are pre-disposed to use.From the article we get to know that change is not an event but an extended process. Each stage of that process benefits from different leadership orientations. Strategy researchers have proposed that change involves at least three stages initiation, formulation, and implementation (Webb and Dawson, 1991 Pettigrew, 1987 Child and Smith, 1987, Rajagopalan and Spreitzer, 1994. Another model (Rowe and Mann, 1988) proposed four factors in the change process Decision makers style, organizational culture, employees willingness to change, and acceptance of change based on a match among values, culture, and decision style. John Kotter (1990), proposed that leading change requires establishing direction, aligning people, and motivating and inspiring. The model shown in this article in the figure below draws upon Kotters model but adds two stages described by Kotter but not specifically stated in his model launching and maintaining.PhaseFocusesStylePlanningAcquire information perspicuous/inspirationalCreative ideasInspirationalStrategy formulationLogicalEnablingExplaining planLogicalConvincing employeesLogicalEmpowering/involvingInspirational/supportiveAssistingSupportive entrancewayImplementing stepsLogicalMeeting goalsCommandingGetting resultsCommandingAssessing progressLogicalCatalyzingInspiringInspirationalEnergizingInspirationalAssistingSupportiveMaintainingOverseeing progressLogicalGuidingInspirationalEnergizingInspirationalAssistingSupportiveAfter talking about the variables discussed in t his study I move forward towards the implication of this study to my research paper. After studying it I get to know that, leaders subscribe to be aware of their predispositions. The LSI provides that information. By linking the LSI with the Five-stage Radical channelize Model, leaders can see where their own and their peoples strengths and challenges lie. Knowing what youre best suited for and what might be more effectively led by others is critical to achieving success in todays environment of radical change.Need for Leadership Empirical Evidence from PakistanMohmood A. Bodla, et al. (2010), in this study, explores the moderator effect of situational variables in leadership literature around the globe. However, this area is the most neglected area among the behavioral scientists of Pakistan. Therefore, their study seeks to find out the moderator effect of need for leadership in relation with leadership characteristics on subordinates behavioral outcomes using the need for leader ship framework of de Vries (1997), in Pakistani work settings.A decade ago, de Vries (1997) suggested that need for leadership prevails in each follower and this need influences leadership efforts in predicting the subordinates work outcomes. accord to author, need for leadership is a social, contextual, and quasi need (p. 92) which is linked with variety of individuals, task and organizational characteristics simultaneously that affect leadership efforts on subordinates behaviors.First, need for leadership is ascribed as a social need. The term social refers this need is stimulated among individuals while working in a group. According to McClelland (1953), people make grow different needs as result of social interactions with others. It is clear that most of the employees work related activities are performed in a group. While working in groups, people develop strong sense of belongingness with each other and try to perform certain activities which are in interest of common goal. In these groups, some people play the role of leaders, while others act as subordinates. According to de Vries (1997), the need which is provoked by the leader among subordinates due to his position power or the need activated among individuals adhering groups goal is need for leadership.Second, need for leadership is a contextual need. Contextual refers to work environment and type of work individuals have to perform. According to House (1971), in case of highly professional jobs, where tasks are ambiguous and methodological variant and work activities are non routine, subordinates may feel insecure due to role ambiguity and have strong desire for leaders interventions which serve to reduce the role ambiguity whereas, in case of routine and dull tasks, chase may desire strong social support from their leaders. In both situations, desiring different leadership (e.g. instrumental leadership or supportive leadership) by pursual reflect the situational aspects of need for leadershi p. Besides the work settings, followers characteristics are also important for determining the need for leadership. For example, trained, experienced, and qualified employees require little hierarchical guidance (i.e. need for leadership) than their less able and less trained colleagues (Kerr and Jermier, 1978).Third, need for leadership is a quasi need. Quasi refers to the position of need for leadership that it takes place. Unlike the master(a) needs e.g. hunger, thirst or shelter needs postulated by Maslow (1943), this need is a secondary need and mainly related to mental activities (De Vries, 1997).Coming towards the implications of this paper to my research, through it I get to know that, to what extent, the results of moderator effect in leadership research are improved using the single moderator variable and how much these results are beneficial for practicing managers.For the practitioners, the results of the study are strongly convincing them that they must understand the need for leadership of their followers before exercising their leadership practices. Moreover, for future researchers, this supposition seems promising and demanding more research in the future.Leadership and Change ManagementJune Kaminski (2000), in this study, draws attention towards adaptation to change which has run short a common schedule for organizations of all types health care, business, social, governmental, educational, and cultural.Change is no longer an irregular outing, an inconvenient upheaval to be undertaken once every ten years. Change is something we have to learn to live with, to structure and to manage. Change is here to stay, and the winners will be the ones who cope with it.- (Bainbridge, 1996, p. 4)But according to the writer, the change process is not so easy and a lot of obstacles hinder your progress. Some factors that contribute towards resistance to change areBureaucracyControlRigidityFunctionalism and most importantlyPeoples attitude towards change Change indoors organizations occurs on countless levels. Lewin (1951), gave his model of change in his force field model. He characterized change as a state of imbalance between driving forces and restraining forces. If these forces were balanced no change could take place. Change is inherent in every context. Change is disruptive, messy, complicated, and unpredictable but is still manageable (Bainbridge, 1996). Change is risky especially when it encompasses different sectors within an organization. Wilson pointed out that a budge from emergent models of change to planned ones has steadily occurred over the past two decades. A total shift is not advised though, since the political and economic context of the surrounding environment cannot be ignored, and must also be adapted to.Coming towards the variables discussed, the very culture of an organization needs to be reshaped to properly support the new processes introduced. Structures, reward systems, appraisal measurements and role s need redefinition (Bainbridge, 1996). Leadership styles and management procedures must shift and adapt, and ways of relating with customers, suppliers, and other stakeholders need refining. Technological advances and capabilities must be introduced, and preparation of the workforce to work with the new IT structures is needed.Change has become perpetual. In order to cope, organizations need a flesh process with strategies and guidelines for thriving amongst a multitude of changes.The creation and design process within an organization is role of leaders. Change process which encompasses human resources, IT adoption, and upgrades, tools and techniques as well as basic rules and controls within the organization and are mandate of leaders engaged in the management of change (Bainbridge, 1996). Leaders are responsible for bridging the gap between strategy decisions and the reality of implementing the changes within the structure and workforce of the organization. Underlying this princ iple is the fact that almost everything in an organizations infrastructure has an influence on some other part of it. Management style affects culture, technology affects the way staff interact with customers, intrinsic communication methods affect how people work together, (Bainbridge, 1996, p. 37). A holistic approach to change management encourages the redesign and adaptation to change at all organizational levels. In essence, process itself can become the platform for change to occur, as well as the protector of the existent daily operations.Leaders are the champions of change within an organization. Adaptive leaders provide direction, protection, orientation, conflict control, and the shaping of norms while overseeing the change process within the corporate structure (Conger, Spreitzer Lawler, 1999). Transformative leaders share fundamental characteristics that allow them to enable organizational members in the change process (Conger, Spreitzer Lawler, 1999).The steps to tra nsform an organization areEstablishing a sense of urgencyForming a powerful guiding coalitionCreating a visionCommunicating the visionEmpowering others to act on the visionPlanning for and creating short term winsConsolidating improvements and producing still more changeInstitutionalizing new approachesFurther Bainbridge (1996), outlined a five step process of redesign for organizations undergoing planned change. The five steps includedThe design stage to determine overall requirementsThe definition stage where the design is specified and documentation of the design stage requirements occursThe development stage, where new capabilities are cultivated through training, education and restructuringThe dismantling stage, where redundant parts of the organization are removed or converted into new capabilitiesThe deployment stage, where new capabilities are introduced into the new organizational environment, both internally and externallyBy reading this paper I get to know that, the leade r, as a person, is the most important tool for change. The leaders spirit, insight, wisdom, compassion, values, and learning skills are all important facets in the capabilities to lead others to constrict change and redesign strategies.So, the key to successful organizational change is heroic and learned change management by competent and visionary leaders. Change can be managed in a top-down style or as a highly participative exercise from all levels of personnel. Change is context specific, meaning that no single change process is appropriate for every situation or corporate entity.Leaders are responsible for setting the context for change within an organization. A culture and vision must be cultivated that can support the planned changes, and deal with unplanned change. Leaders must be able to counsel, teach, coach, and reward employees as they adopt and move through the change process. For lasting change to occur, habits, attitudes, and values at all levels of an organization m ust be harmonious with the vision and goals inherent in the process.Leadership and the Aging Workforce The Impact of Leadership Style on the Motivation of Older EmployeesHeike Bruch, et al. (2006), in this study, examines the effects of transformational and transactional leadership styles on the goal commitment of junior and older employees.The transactional and transformational theories of leadership were developed by Burns (1978) in politics and they were applied to organizational management by Bass (1985). Transactional leadership is based on the alter of resources to fulfill contractual obligations and is typically represented as setting objectives and monitoring and controlling outcomes. Transformational leadership goes beyond transactions and involves influences on the beliefs, needs and values of followers, eventually helping followers achieve extraordinary goals The term goal has been defined as the object or aim of an action to attain a specific standard of proficiency o n a given task within a specific time frame (Latham, 2000 Locke Latham, 1990, 2002), with effective goal setting representing one of the key levers for enhancing employee motivation.After creating a proper frame work on the above mentioned variables the results of this research showed that transactional leadership is positively related to employees goal commitment, with transformational leadership augmenting this effect. Moderator hypotheses were partially confirmed, such that the relationship between transformational leadership style and goal commitment was strongly positive for younger employees, while this relationship was slightly negative for older employees. In contrast, age was not found to moderate the relationship between transactional leadership and goal commitment.Leadership Style, Organizational Politics, and Employees PerformanceEran Vigoda-Gadot (2006), in this study, aims to examine perceptions of politics among public sector employees as a possible mediator between the supervisors leadership style and schematic and informal aspects of employees performance (Organizational Citizenship Behavior OCB).Burns (1978) identified two basic factors in the interaction between leadership and employees. One factor stems from the leaders ability to deliver rewards and punishments (transactional leadership). The second factor is the leaders ability to rally his staff and urge them to cooperate in achieving the organizations goals (transformational leadership). The expectancy theory (Vroom, 1964), the social exchange theory (Blau, 1964), and the leader-member exchange (LMX) theory (Graen, 1976 Wang et al., 2005) supported the need for a more balanced relationship between leaders and members and the idea of fair treatment of the individual. Reciprocity, fair exchange, and a low level of organization politics appear to be influential in the context of leadership style and performance.The current study examined the relationship between two types of leadership and formal and informal performance in the light of the knowledge accumulated in recent years regarding organizational politics. The findings demonstrate that organizational politics can be considered an influential mediator between leadership and performance beyond the direct relationship already established in the literature. As previously suggested by Ammeter et al. (2002) and others, a constant tension exists between the individuals involvement in political dynamics, his/her aspiration to develop and promote self-interests, and the goal of improving organizational performance.According to this study, transformational leadership may have a positive direct effect on employees performance by structuring an environment that is perceived as less political in nature and is rooted in notions of fairness and equity. Such an environment should motivate employees to demonstrate excellent performance, both formally and informally, by high levels of in-role behaviors and enhanced organizat ional citizenship behavior.A Study of the Relationship between Leadership Styles and Employee Job Satisfaction at Islamic Azad University Branches in Tehran, IranFatemeh Hamidifar (2009), in this research, found that the rife leadership styles were transformational and transactional and employees were moderately satisfied with their job. The results show that different leadership style factors will have different impacts on employee job satisfaction components. Individualized thoughtfulness and laissez-faire are strong predictors of all the job satisfaction factors.The major concepts discussed by the researcher are Transformational leaders, Transactional leaders and the concept of laissez-faire. Transformational leaders do more with followers and colleagues than transactional leaders do (Avolio et al. 1991). Instead of a simple exchange and agreement, transformational leaders provide a vision and a sense of mission, inspire pride, and defecate respect and trust through charisma ( Bass et al. 1990). Transactional leaders communicate with their subordinates to explain how a task must be done and let them know that there will be rewards for a job done well (Avolio et al. 1991). Laissez- faire leadership is a passive kind of leadership style. There is no relationship exchange between the leader and the followers. It represents a non-transactional kind of leadership style in which necessary decisions are not made, actions are delayed, leadership responsibilities ignored, and authority unused. A leader displaying this form of non-leadership is perceived as not caring at all about others issues. Job satisfaction may be defined as a positive emotional response from the assessment of a job or specific aspects of a job (Locke 1976 Smith et al. 1969). It is influenced by many factors such as the working conditions, work itself, supervision, policy and administration, advancement, compensation, interpersonal relationships, recognition, and empowerment (Castillo Cano 20 04).Now coming towards the relationship between the leadership styles and job satisfaction, Leadership style is an important determinant of employee job satisfaction. The reactions of employees to their leaders will usually depend on the characteristics of the employees as well as on the characteristics of the leaders (Wexley Yukl 1984). Employee job satisfaction is influenced by the internal organization environment, which includes organizational climate, leadership types and personnel relationships (Seashore and Taber 1975).The quality of the leader-employee relationship or the lack thereof has a great influence on the employees self-esteem and job satisfaction (Chen Spector 1991 Brockne

Case Study: Patient with Heart Burn

Case Study uncomplaining with Heart BurnThe enduring role is a 45 year old male with a history of eight weeks complaint of heart burn that worsens with lying down after dinner. The patient states that the pain lasts thirty minutes to two hours, and that it wakes him at night. Patient reports taking Maalox and Rolaids up to five times chance(a), however these still help for a minuscule time.Medical HistoryNo Known AllergiesHypertension for two yearsRheumatoid arthritis in hands and feet for one yearSocial HistoryPatient is married with three children. Patient drinks two beers daily for the past twenty years and smokes one pack per day for twenty years.Current medicationsPrednisone 20 mg orally dailyDiltiazem 240 mg orally dailyPiroxicam 30 mg orally dailyMulti- vitamin one orally dailyPhysical examinationT. = 99 RR=18 Pulse =77 BP = 127/76Weight 242 Height 59ENT EOMI, PERRLA, mild sputumCardiac normal S1 and S2 office slight dyspneaAbdomen soft, with mild pain (4 on 1-10 scale, with 10 being worst) to velocity quadrant below sternum.Genitourinary deferredRectal- deferredExtremities arthritic changes to hands tegument normalNeuro AAO times 3, normal DTRGastroesophageal wane disease is a condition in which stomach content leaks backward from the stomach into the esophagus. The signals argon heartburn, nausea, and vomitus this causes an inflammation of the esophagus and possibly the larynx. Complications can be esophageal ulcers, Barrett esophagitis, chronic cough, and can lead to infection and inflammation of the lungs. Diagnosis is typically made by symptoms, endoscopy, and esophageal acid tests (Brunton, Chabner, Knollman, 2011).GERD is ca utilise by a break down in the barrier between the esophagus and the stomach. There argon three main types of discussion that physicians consider when treating reflux disease. The treatment pull up stakes depend on the severity of the symptoms (Brunton, Chabner, Knollman, 2011). With any patient suffering from GERD, in that location are lifestyle changes and dietary changes that are returnive in management of the disease (Brunton, Chabner, Knollman, 2011). Lifestyle changes that the patient can do are as followsStop smoking if tobacco products are used (Brunton, Chabner, Knollman, 2011)Taking antacids (of aluminum hydroxide content) (PubMed, 2012)Avoid food consumption within 2 hours of going to bed (PubMed, 2012)Avoid caffeinated beverages, chocolate, nicotine, alcohol, and peppermint (PubMed).proctor intake of hot and acidic foods (PubMed, 2012)Limit the amount of high fatty foods in the diet (Brunton, Chabner, Knollman, 2011)Eat 5 to 6 small meals during the day, instead of 3 large meals (PubMed, 2012)Monitor weight, as obesity increments the symptoms of GERD (Brunton, Chabner, Knollman, 2011)Elevate the head of the bed using a 6 to 8 inch block or a wedge low the mattress to enhance acid clearance when reclining (PubMed, 2012)Eat slowly and chew food thoroughly to enhance dige stion (PubMed, 2012)*Avoid restrictive clothing, lifting heavy objects, straining, working in a bent position, and stooping (PubMed, 2012).* Chewing gum, this increases saliva production and natural acid reduction (PubMed, 2012).The symptoms may be controlled with the medications however, the medical issue never goes away. Lifestyle changes are helpful in the overall treatment and control (Brunton, Chabner, Knollman, 2011).DiagnosisDiagnosis and treatment consist of a physical examination and history, esophageal motility testing, esophageal acid test, endoscopy (esophago-gastro-duodenoscopy or EGD), and possible biopsy to diagnosis Barretts (Ananal, 2012). The esophageal acid test is considered the gold standard for diagnosis (PubMed).Current medications and interactions related to GERDCalcium lineage blockers are classifications of medications used to treat hypertension. These medicates can weaken the lower esophageal sphincter, which can cause GERD (Hughes, Lockart, Joyce, 200 7)Corticosteroids in increased amounts have been associated with indigestion, heartburn, stomach pain and cramping, puking and diarrhea (Ananal, 2012).NSAIDs such as Piroxicam may cause abdominal cramping or severe pain, severe continuous heart burn and nausea. In combine with corticosteroids there is a higher risk of abdominal pain and the risk of stomach bleeding (Brunton, Chabner, Knollman, 2011).TreatmentTreatment can include elevation of the upper body when sleeping, diet changes, and avoid certain foods, eating little much frequent meals, and stop smoking and alcohol use (Brunton, Chabner, Knollman, 2011). Medical treatment will include antacids taken one hour after meals Tums and Rolaids are not recommended for regular use due to being a calcium carbonate. Histamine antagonist, such as Zantac, should be taken 30 minutes onward bedtime to prevent nocturnal acid breakthrough. Proton pump inhibitors, such as Prilosec, should be taken, one hour before the morning meal. Foa m barriers such as Gaviscon, work as a barrier to stomach acids and may be taken as needed for symptom relief, three times daily (Ananal, 2012).Antacids and alginic acid (Gaviscon) are the medicates of choice for quick relief of symptoms. These agents act primarily by rapidly increasing the ph of the stomachal refluxate. Alginic acid reacts with sodium bicarbonate in saliva to form sodium alginates. The sodium alginate floats on the top of the gastric contents where it acts as a mechanically skillful barrier, minimizing exposure of the esophagus to refluxate. H2 receptor blockers act by inhibiting histamine stimulation of the gastric parietal cells, thereby suppressing gastric acid secretion. They are most effective in suppressing nocturnal acid secretion. Proton pump inhibitors (PPI) strongly inhibit gastric acid secretion. They act by irreversibly inhibiting the H+ K+ adenosine Triphosphatase pump of the parietal cell. By blocking the final common pathway of gastric acid suppres sion compared with H2 receptor blockers. When prescribed appropriately to patients with severe symptoms or refractory disease, the PPIs are more cost effective because of their high healing and remission rate and the consequent prevention of complications (Brunton, Chabner, Knollman, 2011).Prescriptions1DATE__6/12/2014_____Patient name________ (M/F) AGE__45____Address____________ Weight__242____Prilosec 40 mg contraceptive pill 30Take one inking pad by mouth both morning before the morning meal for acid reflux controlRefill__1__ sig nature______________generic sub __Yes__ DEA__________2DATE__6/12/2014_____Patient name________ (M/F) AGE__45____Address____________ Weight__242____Zantac 75 mg defert 30Take one tablet by mouth every night 1 hour before bedtime for acid reflux controlRefill__1__ signature______________Generic sub __Yes__ DEA__________3DATE__6/12/2014_____Patient name________ (M/F) AGE__45____Address____________ Weight__242____Gaviscon 1 chewable tablet as needed f or heartburn relief 1 bottleTake one tablet by mouth three times daily as needed for relief of breakthrough heartburnRefill__1__ signature______________Generic sub __Yes__ DEA__________ReferencesAnanal, B. (2012). Peptic ulcer disease. Retrieved from Medscape.com http//www.medscape.com/article/181753Brunton, L., Chabner, B., Knollman, B. (2011). Goodman GilmansThe pharmacological basis of therapeutics (12 ed.). McGraw-Hill.Hughes, J., Lockart, J., Joyce, A. (2007). Do calcium antagonists contri alonee to gastro-oesophageal reflux disease and concomitant noncardiac chest pain? The British Pharmacological Society Journal. doi10.1111/j.1365-2125.2007.02851.xPubMed. (2012). Lifestyle changes as a treatment of gastroesophgeal reflux diseaseA survey of general practitioners. Retrieved from Pubmed.com http//www.ncbi.nlm.nih.gov/pmc/article/PMC1661628PubMed. (n.d.). Gastroesophageal reflux disease. Retrieved from PubMed health http//www.nebi.nlm.nih.gov/pubmedhealth/PMH6001311Identifica tion of Didanosine ResultsIdentification of Didanosine ResultsDISCUSSIONThe procured sample of didanosine was tested for its identification. The drug sample showed compliance with the entropy given in B.P. and Clarkes which reflects its quality and purity. Quality and purity of sample was also confirmed by the manufacturer. The lipoids such as soyalecithin and cholesterin and all other excipients provided by the supplier confirmed by their identification test official in USP 24, IP and EP. All the excipients showed results in compliance with standard specifications.STANDARD CALIBRATION curved shape OF DIDANOSINEFrom the scanning of drug in 7.4 pH phosphate buffer was concluded that the drug had max of 249 nm. From the standard calibration curve of drug, it was concluded that drug obeys Beer-Lamberts police in concentration range of 0-20mcg/mL.R2 = 0.9995Correlation coefficient values indicated the linear correlation between concentration and absorbance.PREPARATION AND CHARACTE RIZATION OF LIPOSOMESAmong the various methods thin film hydration method is widely used on a laboratory scale. In this method the lipides are casted as stacks of film from their organic solution using dart rotary evaporator under reduced pressure and then the film is dispersed in an aqueous medium. This method yields the liposomes with a heterogeneous size distribution. Also the liposomes that are formed are multilamellar in nature with some unilamellar vesicles. (Vyas and Khar, 2002).Venkataram et al., 1990 have used PC to prepare liposomes in a drug to lipid ratio of 1 10. The temperature during preparation has been kept 40C as the glass transition temperature of PC is very low. The drug entrapment into the liposomes depends mainly on Drug Lipid ratio. In this study, the cholesterol and PC are selected as lipids in combination on basis of percent drug entrapped and rigidity (stability). S.Vemuri et al are stated that, cholesterol improves the fluidity of the bilayer membrane, reduces the permeability of water soluble molecules throught the membrane, and improve the stability of bilayer membrane in the presence of biological fluids such as blood/plasma. The hydration characteristic of lipid film was studied for different multitudees of liposomes and then liposomes were evaluated for % drug entrapment. From results of % drug entrapped of different batches of liposomes that were prepared and stability of liposomes under different temperature condition it was observed that as the dowery of cholesterol was increased there was subsequent increase in the stability and rigidity of liposomes but at the same time percentage drug entrapment reduced, out-of-pocket to reduction in phosphatydilcholine. Formulation F4 containing 70% of PC and 30% cholesterol showed maximum drug entrapment (29.41%) with satisfactory stability and rigidity i.e. showed spherical shape with only 1.86% of drug leaching at 25 after 30 days. However, when PC was further increased to 80% ke eping cholesterol to 20% there was increase in % drug entrapment but simultaneous decrease in stability and rigidity. The shape was lost and drug leaching was more i.e.10.25%.The data was also handle statistically by using one way digest (ANOVA) and found to be satisfactory significant difference (PPREPARATION AND CHARACTERIZATION OF DIDANOSINE PROLIPOSOMESThe proliposomes of Didanosine were prepared by powder thin film hydration (New, 1990). present modified rotary evaporator unit was used as described by Lee et al., 1999. Different mail carriers like lactose, sodium chloride and lactose beads were used for preparation of proliposomes. Were hydrated with distilled water and the liposomes was analysed for % drug entrapped for different batches of proliposomes derived liposomes were as shown in the table 5.3. The Lipid carrier wave ratio was kept 1 10 as describe by Song et al., 2002.The proliposomes of lactose were quite free flowing compared to the lactose that was used to pr epare them and lactose proliposomes showed highest % drug entrapment (29.17). They were less sticky. Also as the amount of lipid i.e. lecithin was increased the proliposomes powder was found to be very sticky. This is because the lipid is sticky at room temperature.In case of sodium chloride the carrier was very free flowing but the proliposomes powder was very sticky compared to that made with either lactose or sorbitol. The speck size of the liposomes formed in sodium chloride and lactose beads was also greater than that formed with lactose. Here the carrier is non porous so major(ip)ity of the lipid has to be deposited over the on the surface of the carrier, thereby maximizing the possibility of agglomeration and also because sodium chloride is hygroscopic. So it can be said that such nonporous carriers are suitable only for high melting lipids. The results are in accordance with those observed by Payne et al.As the amount of lipid was increased in case of sodium chloride the pr oliposomes were found to be extremely sticky because they tend to agglomerate (Payne et al., 1986a). The entrapment of the proliposomes made by using sodium chloride as a carrier was very low compared to that of either lactose or lactose beads because of the effect of the monovalent cation Na+. Sodium ion has the effect of increasing the release of cyclosporine from the liposome and then it decreases the entrapment of drug in the liposomes (Al-Angary et al., 1995).The proliposomes of lactose beads were found to be very free flowing just like the lactose beads from which the proliposomes were prepared but the surface area available for surface less compared to lactose powder and sodium chloride so film formed is thick so it yields multilammelar liposomes.Based on the above results the carrier was finalized. In subsequent experiments Lactose was used as a carrier and the formulation was optimized by a 32 factorial design. The effect of the two self-sustaining variables viz. Drug Li pid ratio and Lipid Carrier ratio was studied on dependant variables like entrapment and mean blood cell size. All other processing factors like vacuum applied, speed of rotation of round bottom flask temperature, amount of surfactant etc were kept constant.OPTIMIZATION OF PROLIPOSOMESA prior knowledge and understanding of the process and the process variables under investigation are necessary for achieving a more realistic model. Based on the results of the preliminary experiments, drug lipid ratio was found to be a major variable in find out PDE and Lipid carrier ratio in determining the PMD. Hence, these variables were selected to find the optimized condition for higher PDE and PMD using 32 factorial design. By using 32 factorial designs, 9 batches of didanosine liposomes were prepared varying the two independent variables at three directs as recorded in the table. The prepared batches were evaluated for % drug entrapment (PDE) and mean part size, which were taken as depende nt variables and the results were recorded in the table A substantial high drug entrapment was achieved in liposomes of variable X1 (drug Lipid = 115) and X2 (Lipid Carrier = 115).EVALUATION STUDIES OF DIDANOSINE PROLIPOSOMESA) Microscopy of proliposomeThe microscopy of proliposomes revealed that the surface was smooth due to the coating of the lipid and some of the particles were agglomerated. The pictures of proliposomes are as shown in Figure. After hydration with deionized water a series of time-lapse photographs of proliposome hydration are as shown below in Figure. Here the physical composition of liposomes form proliposomes is shown. The results indicate that the process of dissolution/disintegration may occur by a progressive hydration of the lipid surface of the proliposome, taking the form of liposomes bud off from the central core of the proliposome until both hydration of the lipid and dissolution of the carrier is complete. Although only an imitation of the process of proliposome hydration (due to absence of hand shaking to aid proliposome dispersion), this glide slope was thought to offer a reasonable indication of the process (Payne et al., 1986b).Finally the liposomes are formed that are multilamellar with a heterogeneous size distribution. The photographs reveal the multilamellar nature (Figure). Also the Maltice crosses shown in Figure indicate that the vesicles are multilamellar in nature. Also there are many unilamellar vesicles.B) Scanning electron micrographs.The scanning electron micrographs of carriers and optimized batch of proliposomes made with different carriers were taken and are as shown in the Figure. From the SEM pictures it is evident that after coating the surface becomes somewhat smooth and the surface defects are no more visible and a thick coating is also seen in proliposomes compared to the carrier alone. After coating of lipid on the surface the particles looks quite fogged and smooth compared to the carrier.EVALUATION STUDIES OF PROLIPOSOME DERIVED LIPOSOMESA) % Drug entrappedBy using 32 factorial designs, 9 batches of didanosine liposomes were prepared varying the two independent variables. Various methods have been reported for determination of drug content in liposomes that involve separation of free drug from liposomes either by centrifugation or by dialysis or by sephadex column. Here the separation was affected by sephadex G25 column as reported by Guo et al., 2001. Here the PDE was calculated from the difference between the initial drug added and the drug detect after separation of the free drug. The results of various batches are as shown in the table.It was found that the % drug entrapped was highest when the Drug Lipid ratio was highest. Also the Lipid Carrier ratio was found to affect the entrapment of the drug into the liposomes. It was found that the highest % entrapment for all three levels of X2 was obtained at +1 level of X1 that is 21.37% at 1 level, 26.73% at 0 level and 30.89% at +1 level of X2. Graphical presentation figure shows the effect of the independent variable (drug lipid ratio) on % drug entrapped. The results indicate that as the drug to lipid ratio increases the entrapment of the drug in the liposomes increases, as didanosine is a hydrophilic drug, which finds place within the core.B) Particle size analysisParticle size analysis results of various batches of proliposome derived liposomes are as shown in the table. The results are expressed as particle mean diameter. The particle size of the liposomes decreases as the amount of the carrier increases because there is a greater surface area available for thin lipid film formation which gives rise to a small particle size compared to a thick film that is formed when the amount of carrier is decreased (Hwang et al., 1997).The graph (figure) represents the relationship between lipid carrier ratio on mean particle size. Mean particle size decreases as the lipid carrier ratio increases because as the surface area increases thin film formation occurs that gives rise to smaller particle size.C) Stability StudiesThe optimized formulation was subjected to stability studies at 40C, 250C, 450C for 60 days. They were evaluated for physical appearance, entrapment efficiency, drug content etc. All the results obtained are within the limits and no major changes were identified physically.

A Critique of Endgame and Play Essay -- Plays

The mis-en-scene which is the arrangement of actors and scenery in a theatrical production is vital to the winner of a play. Throughout this critique I will review two different plays and examine their use of costume, lighting, and set design to convey a communicate through a strong mis-en-scene. Play opens with three figures encased in large urns with only their faces visible. The urn as a prop is significant because it symbolizes the individuals being trap by their own desires doomed to repeat them. They can neither see nor hear one another. A spotlight, acting as a voiceless inquisitor projected on the faces of the actors, swivels between them prompting each in turn to speak when the light leaves, the faces fall silent. A man and two women (a husband, his wife and his mistress) ar compelled by the light to tell apart the bilgewater of their love triangle. Through precise use of lighting, shadows, and props the audience is compelled to become fascinated with the story. As the bodies repeatedly recount their stories, various tones are used to describe/convey new details each time. Play begins with a humorous tone, but with each repetition the story becomes darker and wearier? However, the consistency of that single set makes for a powerful message and keeps the audience in tune and focused. The play Endgame opens by initiating the sole mise-en-scene of the play. It is early morning, and Clov has entered a barren room containing two trash cans (covered with an old sheet) and an armchair on casters (also covered with an old sheet). The light of the rising sun suffuses the room as this event takes place. employ a ladder, Clov begins his daily ritual of drawing back the curtains of two small windows (fir... ...ul boring being costumes, Hamm was dressed in red, this representing how he views himself about the universe and play. As a visual designer I gained the importance of what an individual set could do for a play, and how this is one o f the main components. This play was the first time I had seen a play that can use one set, and its definitely a way to think about future projects and how having one consistent piece rather than integrating multiple ones can be powerful for a story, I also found it fascinating that the author of the play use a hobby of his and incorporated it into the play in a unique way.Works CitedA.C.T Theater. Endgame And Play. Web. 22 May 2012.Class Reading. Analysis of Endgame. Web. 22 May 2012.Mise-en-Scene. What Is Mise-en-scene? Web. 22 May 2012. .

My Semester in Greece Essay -- How Education Has Changed My Life

I had so many experiences that I feel as though I lived an entire chapter of my life in Greece.   My adventure began in capital of Greece. I took a three week class entitled Discovering Ancient Athens on Site. The prof was excellent, and I was able to visit some of the most important historical sites in the western world. Imagine seeing a machine used to c atomic number 18 fair and impartial juries over two thousand years ago. Or standing in the room in which Socrates drank hemlock to end his life. The open upations of western society, both(prenominal) governmental and cultural, were laid in ancient Greece. I am very curious in the governmental and economic structures in the world today, and I found studying ancient Greece to be helpful in understanding the world as it is today.   In addition to studying ancient Greece, living in Athens for three weeks is also an immersion into modern Greek culture. One of the first things that struck me about Athens (and in fact, in all of the traveling that I have done) is the pollution. I have heard that Athens is considered the most polluted city in the world. I would be surprised if there is a to a greater extent polluted city on earth. I was slightly depressed when I could non seethe sun on a cloudless sunny day.   by from the pollution, I loved Athens. I will discuss Greek culture later, but it is worth a mention even in Athens (as are the clubs). The daily life in Athens is ... ...ance to the junta, and todays life in Greece. She had seen friends executed by German soldiers, and she is living today simply because a friend did not speak even under terrible tortures. Along with Maya Angelou, she is perhaps the most dignified woman I have ever met.   After my time on Paros, I spent three weeks with a family on the island Kephalonia. My family has lived on this island for over a thousand years. I am incredibly proud to be Greek, and I feel that my experience this summer has made me a richer person able to contribute more to the world. I feel that I have connected with my quondam(prenominal) and my history, which in turn makes me better able to see the future consequences of my actions.