Peer Support For Mental Health Services - 3047 Words

PEER SUPPORT IN MENTAL HEALTH SERVICES The idea of peer support in mental health services has been around for some time especially in the United States where it first became apparent and recognised as needed since the 1960’s. When former service users decided to join together and bring about change in a service they saw as unresponsive and even abusive. They became a consumer movement in the mental health service in America which gained momentum and spawned in to the peer support program. Whilst not on a crusade or demanding organisational change but by working with the mental health services to implement change. They wanted to guide the service in becoming more recovery focused. The proposal was simple how does the service you provide install hope and belief that recovery is possible? A question like that is not an easy one to answer especially back in the 1960’s with new discoveries in medication, huge steps taken in psychiatry and psychology. Even today it is not an easy question to answer as recovery is a personal journey not something that can be designed and packaged in a one size fits all model. It was a question that was left unanswered by many behavioural health professionals even as late as 1989 who did not believe recovery was possible, it is a mind set that is eventually disappearing and has progressed significantly. Little did mental health care providers realise that they actually had examples of recovery and beacons of hope in their care or had evenShow MoreRelatedThe Mental Health Recovery Movement870 Words   |  4 PagesThe mental health recovery movement has played a prominent role in shaping of mental health care, policies, and ideology. In December of 1999, The U.S. Surgeon General David Satcher released a groundbreaking report, the first of its kind, that called for all mental health care to be consumer oriented and focused on promoting recovery, with recovery being described as not limited to symptom reduction but . . . restoration of a meaningful and productive life (United States Department of HealthRead MoreThe Principles Of Psychosocial Rehabilitation14 72 Words   |  6 Pagesthe Case for Peer Support’ Report to the Mental Health Commission of Canada Mental Health Peer Support Project Committee. This journal is about the principle and value of peer support. The authors of this report believe that people who have experienced mental illness and gain a state of recovery can be a benefit to others who are starting their journey. Peer support is a benefit because it has the abilities to promote one’s belief in themselves, but also provides the person with a support network thatRead MoreThe Health Needs Of Transgender Individuals Within Canada1188 Words   |  5 PagesThe health needs of transgender individuals within Canada are as diverse as the community themselves. These health needs represent a holistic concern within Canada, which includes emotional, mental, physical, spiritual, and financial issues. The strategy that will be used to address these issues will involve photovoice. Peers from specified geographic areas will be recruited to take photos that represent their lived experiences and successes, inequities, barriers, and gaps in relation to their healthRead MoreLingkar - . â€Å"Health Is A State Of Complete Physical, Mental,1177 Words   |  5 PagesLINGKAR - â€Å"Health is a state of complete physical, mental, and social well-being and not merely the absence or infirmity†- Preamble to the Constitution of WHO as adopted by the International Health Conference On September 2015, for the first time, world leaders are recognizing the promotion of mental-health and well-being as health priorities with the inclusion of mental health in goal 3 of the Sustainable Development Agenda. With that inclusion, we believe that this will have a positive impactRead MoreThe Clay Hunt Suicide Prevention For American Veterans Act Essay1523 Words   |  7 Pagesand allowing for greater efficiency and coherence within The Department of Veterans Affairs (VA) mental health services and suicide prevention programs. The Clay Hunt Act includes peer support and community outreach pilot programs, requirement of 3rd party evaluations, collaboration with non-profit mental health organizations, creation of a centralized interactive website for all mental health services, extended combat veteran eligibility and an incentive loan repayment program for psychiatrists.Read MoreThe Action Area Is Aimed At Improving The Knowledge And756 Words   |  4 Pagesentails AFL play ers visiting the primary school and interacting with the kids. This positions, the AFL players as role models for the kids removing the sense of isolation from peers. Furthermore, the program teaches students how to interact socially and develops social skills, such as communication that reduce isolation from peers which can ultimately lead to depression. Outside of the school community beyondblue also run a ‘Coach the coach’ program2 within sports communities. Similar to, the aforementionedRead MoreThe Agency I Am Doing My Practicum Hours At Is A Nonprofit1208 Words   |  5 PagesThe agency I am doing my practicum hours at is a nonprofit mental health agency that serves over 800 adults with mental illness across 28 locations in the Portland Metro Area. Their comprehensive support system includes outpatient clinics, group homes, semi-independent housing, homeless outreach, and peer-delivered programs. I focus on the care of adults, age 18 and over, with serious mental illness, such as Psychotic disorders Mood disorders in one of the residential settings. Within the homeRead MoreCommunity Based Mental Health Care844 Words   |  4 PagesMental health providers utilize many forms of research from the interventions that they use to provide care to their clients all the way to the assessment’s that they use to gauge the level of satisfaction of their clients with their services and how effective their services are in regards to their overall mental health wellness. Pennsylvania Mentor’s Lehigh Valley location provides Intensive Case Management (ICM) / Resource Coordination (RC) service, Family Based Mental Health Services and CertifiedRead MoreAddressing Distress in Teens Essay1210 Words   |  5 Pages the U.S. Department of Health and Human Services released the Healthy People 2020 yearlong goals and objectives. This is comprised of 42 topic areas that the government believes should be priority in enhancing the health of all within society3. Among the health objectives are Social Determinants of Health, Mental Health and Mental Disorders, and Health-Related Quality of Life and Well-being3. Although there has been much information and research on certain mental health issues such as depressionRead MoreMental Health And Health Care842 Words   |  4 PagesMental health providers utilizes many forms of research from the interventions that they use to provide care to their clients all the way to the assessment’s that they use to g auge the level of satisfaction of their clients with their services and how effective their services are in regards to their overall mental health wellness. Pennsylvania Mentor’s Lehigh Valley location provides Intensive Case Management (ICM) / Resource Coordination (RC) service, Family Based Mental Health Services and Certified

Different leadership styles in the public service Essay...

Different leadership styles in the public services Team leaders and there roles in leadership There are several different leadership styles used within the public services. Therefore there are many varied suggestions that define someone as being a strong leader. However a ‘leadership style’ is a unique style that people recognise to encourage or influence other people in a way others do not so that they admire and want to be like. A team leader’s role in the public services is to provide instruction and direction and guidance and leadership this is to help inspire and encourage the team to reach their goals and aims. They have to keep the team focused on there current task or tasks and be able to communicate within their group†¦show more content†¦However the team has a lot more freedom to achieve because they are highly motivated and feel empowered. For example the most effective way this style could be used is if you gave a police forensic team to go out and complete a task. Other leadership styles used in public services: Transactional The transactional style of leadership is pretty straight forward but it uses rewards and punishments to motivate the team. This is a style of leadership that is similar but not as extreme as the autocratic style. The transactional styles are direct and dominant and spend a great amount of time saying what is expected from the team as a whole. The leaders monitor the work and each and everyone’s individual performance, there is also a clear chain of command. Transactional leaders are very commonly found within businesses where people are given rewards such as bonuses, training or time off if they show a good demonstration. Transformational The transformational style of leadership focuses on the team’s performance as a whole, it encourages everyone to think of the group as a whole and rather not just themselves. Transformational leaders aim to make their team members better people by encouraging their self-awareness, it’s all about moving forward in a team and not just several individuals in one group. An example of transformational leadership would be within the army where as a team you all have to move forward and stick together in a groupShow MoreRelatedLeadership Teamwork In The Public Serv1685 Words   |  7 PagesSPORT PUBLIC SERVICES Edexcel Extended Diploma in Public Services Unit 2: Leadership Teamwork in the Public Services Assessment and grading criteria To achieve a pass grade the evidence must show that the learner is able to: To achieve a merit grade the evidence must show that, in addition to the pass criteria, the learner is able to: To achieve a distinction grade the evidence must show that, in addition to the pass and merit criteria, the learner is able to: P1 describe the different leadershipRead MorePersonal Leadership : An Effective Leadership Style1644 Words   |  7 PagesPERSONAL LEADERSHIP PORTRAIT Developing an effective leadership style requires one to become aware of their strengths and weakness when operating in the role of a servant leader. Identifying personal preference can assist with better aligning expectations and goals that one would like to see demonstrated in those they lead. Taking on the role as a servant leader requires patience, understanding, and most importantly compassion for others. As a servant leader he or she should always considerRead MoreLeadership In A Public Sector Can Be A Key Factor In How1444 Words   |  6 PagesLeadership in a public sector can be a key factor in how successful the organization can strive to be. Leadership is an important component in organizing and operating a successful and functional organization. Management, however, also plays a vital role in the achievements of the organization. Leadership and management must work hand in hand to ensure the established goals and purposes of a company or organization are being achiev ed. It also determines if the needs of the people are being met. OneRead MoreSpiratuality in Public Administration1402 Words   |  6 PagesSpirituality and Public Administration ShaTara T. Ambler Columbia Southern University Public Administration Ethics 22 January 2016 Abstract When in the workplace there are a few things that people try not to discuss and religion or spirituality is one of those. It is often a touchy subject because of differing beliefs and opinions. Does spirituality help or hinder productivity in the workplace? Will someone that is spiritual be a better leader than someone who is not? I will exploreRead MoreHow Communication Impact Leadership And The Decision Making Process Of Management1130 Words   |  5 Pages1. Leadership and decision-making, involves knowing how to communicate with the all elements of an organization. This includes employees, managers, and customers. Communication is transmitting information and establishing common meanings (Denhardt, Denhardt, Aristigueta 2013). Each element of management may require a different style of communication. Leaders must be able to adapt communication techniques based on the groups they are communicating with and decisions that affect them (Hatch CunliffeRead MoreToday s Competi tive Postal Service992 Words   |  4 PagesPostal Service 2 The United States Postal Service began operations in 1971 following the passing of the Postal Reorganization Act of 1970. In the decades that have followed, the Postal Service has tried to remain relevant in a competitive business environment. In order to be successful at this, a revamping of the agency was necessary in order to keep up with advances in technology used by business and individuals, and to address an overall change in the public attitudeRead MoreThe Transformative Model Of A Public Service Worker1215 Words   |  5 PagesLeadership can be interpreted in many different ways and styles. In the Unit discussions it is taught that the term leadership can be broken down into an array of different styles. These styles include: Power Model, Administrative Model, Transformative Model, Smaller Agency, Midsized Agency, Large-sized Agency, Homogenous Community, Heterogeneous Community, and Metropolitan Community. While going more in depth with the functions of these models, th e Transformative Model correlates the best with thisRead MoreThe Role Of Leadership And Management On The Healthcare And Social Environment1645 Words   |  7 PagesIntroduction Throughout the enforcement history, leaders have utilized several styles for leading employees. The environment of health care has made an amazing progress in identifying the future values and factors which are necessary for making certain changes to attain noticeable and significant advancements crosswise a several services. The styles of Leadership and Management must effectively use to carry out clear changes and for attaining particular actions. This makes an important real improvementRead MoreThe New Zealand Healthcare System1698 Words   |  7 Pagesits citizens. The New Zealand healthcare system has gone through a number of significant changes for the last few decades. In the 19th and 20th century, the sector was entirely a public system but various reforms have been introduced in the 21st century. This various reforms leading to the creation of a diversified public-private system for health care delivery. Among the sectors that have gone through a lot of transformations is t he nursing sector. The government of New Zealand has worked a lot toRead MoreLeadership Styles And Success Of Creative Efforts1396 Words   |  6 PagesThe use of a correct leadership style within innovative industries is often seen as an important management function to favour creativity and ultimately innovation (Ibrahim Sheikh, 2014). We live in a world that is ever changing and adapting to new technologies, globalisation and everyday processes. A leader allowing their followers to think innovatively is fundamental to ensure an organisation continues to compete within their applicable industry. In support of this statement the following essay

Effective Leadership in Health Samples †MyAssignmenthelp.com

Question: Discuss about the Effective Leadership in Health. Answer: Introduction Healthcare is a multi-trillion dollar business worldwide. Unlike yesteryears, sound leadership is paramount to provision of quality healthcare. Just like in the corporate world, researchers are beginning to express interest in investigating the kind of leadership needed for the success of the healthcare industry. From the past half of the millennium, leaders have put more emphasis on examining their followers so as to gain insights into the overall organizational culture. However, much remain desired because leadership demands a deep understanding of a peoples (Tohidi and Jabbari, 2012, pp. 858). Culture and leadership pose an intricate relationship that needs to be studied thoroughly. In this essay, we will explore how and why it is important to develop individuals as leaders in the healthcare industry. The healthcare sector is rapidly becoming dynamic. These changes are associated with the changes of the political and socioeconomic intricacies that are compelling firms in the health sector to explore new ways of keeping pace with complex operational environment (Rashidi, Syed Zaki, 2015, pp. 33). The sector is plagued by a number of issues ranging from being non-profiteering operators to lack of innovation as a result of lack of adequate funding, and unsupportive leadership approaches (Ali, Metz, Kulik, 2015, pp. 1270; Miller et al., 2015, pp. 20-21). As the world is nursing the economy back to health, organizations (including healthcare industry players) are becoming aware of one important truth: not innovating is a risk that cannot be taken. According to Jain (2014, pp. 13), relying on processes and approaches to operations that have helped negate complexities in business in the past is not adequate to guarantee the future success of any organization. This school of thought can be illustrated by research and anecdotal examples described herein. In early 2010, more than two-thirds of CEOs interviewed cited innovation to be among the three top strategic approaches of staying relevant in business. This number of CEOs was eight points higher than that of a survey conducted in early 2009. An article published in the New York Times late 2011 cited innovation as an integral component for progress and growth and offering of relevant and competitive products and prosperous careers for determined employees. In early 2011, during the Development Dimensions International (DDI) Global Leadership Forecast, which attended by a little over twelve thousand business leaders from around the globe, innovative and creativity was voiced as a top strategic priority that every leader should incorporate in the day to day running of any organization (Ovidiu-Iliuta, 2014, pp. 1158; Youngbantao Rompho, 2015, pp. 122). Nonetheless, creativity, considering all of its accredited standing in the face of perpetual economic insecurity, and insurmountable changes in the technological and the working environment, remains imperative. Healthcare organizations, just like those in the corporate world, are under constant pressure to assume the most meaningful attitude to innovation to foster faster coping with the competitive environment (Jo?czyk, 2014. Pp. 281). Innovations makes it possible for an organization deliver more in the face of diminishing resources, address operation complexities, and design new solutions for their clientele, and even introduce products that healthcare seekers are not aware that they need them. Every healthcare entity is expressed by a distinctive amalgam of business encounters and calculated concerns. Consequently, every player in the healthcare industry has to make a decision on how he or she will approach innovation. Put differently, the kind of value-added resolutions every healthcare entity required encompasses innovation which is many can cases cannot take off without sound leadership (Ali, Metz, Kulik, 2015, pp. 1271). Irrespective of what that delineation appears to be, a breakthrough in innovation will undoubtedly enhance an organizations capacity to create and promote concepts in mass, to, in the words of Peter Sims put countless little bets to augument the possibility concepts that will end bringing about a considerable influence on the organizations operational plans (Mathieu, 2015, pp. 5759). Good leadership promotes creativity which is a social occurrence that not only needs a huge number of people to create but execute also execute ideas. However, creativity also needs that such people are a led by leaders who can interact, and cooperate with them so as to nurture newly created ideas (Tohidi Jabbari, 2012, pp. 857). Hogan and Coote (2014, pp. 1) describe organizational culture as a means to observing, thinking, understanding, responding common among all healthcare practitioners of a facility, which is mostly profoundly embedded in human minds, and at times it goes undetected. It underscores what is customary, what incorporates, bonds, calms, and thus relegates doubt. It emanates from synchronicity, collaboration and teamwork among the healthcare practitioners. For organizational culture to yield any meaningful results, it is vital for leaders to be resourceful and constantly captivated in innovation activity of a distinct nature, from the revolutionary and breathtaking innovations to marginal modernizations techniques that generate noticeable effects. Healthcare facilities with a desire to innovate have to transform their organizational culture in manner that supports pro-innovative physicians. Various Leaderships Styles in Healthcare Healthcare firms operating in the turbulent and competitive environment can only outdo their competitors through innovation that is supported by the leadership. According to Chen et al. (2012, pp.1271), transformational leadership has proved to bear more fruits than most leadership approaches in expediting organizational creativity in that it focuses upward mobility necessitated by innovative maneuvers (Foster, 2015, pp. 26). Mujeeb and Ahmad (2011, pp. 66) note that transformational leadership fosters an psychologically protected working atmosphere and even participating in designing the right mood for innovation to proliferate. Again, scientifically driven innovative practices inspire most organizations and openly impacts company output. Therefore, the concentration on technical innovativeness resolves the condemnation on that past research for scrutinizing a few markers including the number of copyrights as well as a new product released (Acar Acar, 2014, pp. 19-20). Leadership behaviors are found within the framework of organizations, and as result, it is vital to demystify ways in which conditional moderating factors intensify or constrain the efficacy of transformational governance in easing healthcare industry operations. Scholars and practitioners alike advocate for the conditional variables to be recognized as accompaniments, neutralizers, or alternatives of a leaders behavioral stimulus (Ashraf, 2016, pp. 201; Ghanavati, 2014, pp. 400). By centering on how moderating factors maneuver, leaders can pinpoint organizational circumstances that promote grander innovation outcomes. Chen et al. (2012, pp. 1272-3) propositioned conditions of leader authority over creativity; that is, create an atmosphere in which innovative ideas prosper (for example a culture in which innovation is perceived as the primary way to stay on top of the competition) and avail primary resources or benchmark strategies (such as incentive systems to remunerate innovative endeavors). Stated differently, innovative outcomes tend to happen when organizational practices espouse innovative practices and when groundbreaking practices are remunerated. Consequently, this study investigates the regulating impacts of innovative culture and inducement reparation on the transformational governancetechnical creativity correlation (Park, Lee, Kim, 2016, pp. 317-18). Ever since the concept of transformational leadership was conceived in the late 1980s, a lot research has concentrated on the efficiency of this leadership style with regards to utilization by the top the executive leadership while respo nding to the dynamism in the corporate environments and recently in the the healthcare industry. Several intellectuals have depicted transformational leadership as embodying discrete entities such as charisma, influence, intellectual and ideological stimulation, motivation nurturing the acknowledgment and group goals, upholding unparalleled performance anticipations, and offering personalized support and tailored consideration (Naranjo-Valencia et al., 2016, pp. 30; Youngbantao Rompho, 2015, pp. 124). Successive investigations have revealed that some of these constituents are significant inter- linked or alike to each other (McKee et al., 2011, pp. 235). All these aspects of leadership are integral in organizational management and the healthcare industry alike. Authoritative leadership style is perceived by most people as an ideal in fostering impeccable self- approval and self- respect among workers (Lutz, Smith, Da Silva, 2013, pp. 25). Healthcare practitioners who work under authoritative management project reliability, independent-mindedness and razor-sharp concentration in their pursuant of set goals. Authoritative leadership has well-defined aims and objectives, and superior benchmarks to be realized by the physicians (Hofstetter Harpaz, 2015, pp. 450). As such, healthcare leaders can supervise their employees intimately with regards to their behavior anchored on sound approach to care decisions. Supervision also inspires healthcare practitioners to examine their missteps in order to arrive at better judgments in future undertakings. Despite its robustness, authoritative management is at times warm, encouraging and gentle, affectionate and acknowledging in approach. According to Kacem and El Harbi (2014, pp. 300), corporations and healthcare organizations observing authoritarian leadership style hardly nurture innovation. This is because physicians are closely monitored and coerced into following a specific hospital schedule. Democratic leadership style is participatory in nature although the democratic leader is entitled to make the final decisions. This is because of it because it banks on employee involvement in all the activities undertaken by a firm. The general aspiration of a representative leader is to inspire employees investment of time and effort in the organization. It performs a critical function towards the fulfillment of the organization and idiosyncratic goals and also aids in talent developed ( Chen et al., 2012, pp. 1270). Representative leadership approach is considered to be among the most fruitful in that it puts more weight on leaders working together and supporting the followers. More often than not, democratic leadership welcomes junior healthcare staff into the discussions aimed at arriving at important decisions. This approach to leadership also addresses organizational disputes amicably and easily. The leader is normally expected to implement the decisions made after taking contributions of the members into account. In addition, this style guarantees physician involvement and commitment in hospital affairs which ultimately improves healthcare services. Facilities under the management of democratic bosses are most likely boost the morale of the healthcare workers leading to substantial resolutions to challenges. This mostly leads to atmosphere togetherness at every level (Ljungholm, 2014, pp. 110). These categories of leaders take it upon themselves to make sure that all physicians set accurate and feasible objectives that are meant to steer both facility and personal success. The leaders come to make annual plans together with their junior hospital staff as equals. The healthcare workers can take part during appraisals of their own efforts. Representative leadership, however, works best for leaders with desires to keeping their work force well-informed on issues affecting the organization and even those who appreciate their employees contributions in arriving at solutions to organizational challenges. It can yield more fruits for healthcare organizations that are devoted to offering continual prospects for the workforce in an attempt to ensuring perpetual growth and satisfactory degrees of job induced satisfaction. Leaders with a thirst for team work and coordination easily manage to nurture a representative leadership (Zhou et al., 2014, pp. 1267-68). Nonetheless, other authors disagree with many authors to by emphasizing that democratic leadership only works best for managers who are vastly flexible and open to new ideas. In an exceedingly competent and qualified working place, the workforce perpetually services on every day basis that courtesy of democratic leadership. As such, the leader needs to be as much competent as well to keep with the gait with innovativeness generated by the followers. This leadership style is also attributed to the leaders ability to exploit the talents and strengths of every physician, which when coalesced create the influence of the whole. If a section of a healthcare facility or the entire facility aspires to instigate major operative transformations or when a leader desires to address issues prevailing between personalities and groups of workers, going democratic in resolving it is the only choice. Despite the alluring benefits, democratic leadership style is has its negatives. There are innumerable situations when it is not applicable. For example, when the approach is not generating agreeable outcomes regarding cost-effectiveness and time-effectiveness with respect to considering everyones contribution, not many healthcare or corporate organizations find democratic path appealing. A democratic leader has to ensure that all communication channels accessible. By so doing, they propagate the belief that leadership is an ambition but not a preference. This seems to be in line with the fortitude of unrestricted negotiations aimed at striking a reasonable equilibrium between fresh ideologies and maintaining current operational plans in motion. In making sure all goes well, this type of leader always respects and takes into deliberation all ideas suggestions by everyone attending the meeting. The leaders must also be ready to express and foster high confidence and certainty in themselves and their followers. The leaders elaborate their alternatives but never express regret for the path not chosen. This style of leadership calls for persuasive and sound individuals who are certain to commit to astronomical levels of flexibility. This is because as stated previously, experienced and competent personnel will keep on innovating ways of carrying out healthcare facility in terests. It requires leaders who are steadfast enough in employees responding innovativeness. As such, it calls for leaders who are bold and successful enough to advance a vibrant working environment for physicians who are zealous to thrive in their undertakings. Conclusion Different leaders approach their duties from viewpoints. All the celebrated leaders from around the globe have led their people in their unique ways but the results achieved are appealing to everyones eyes. Great leadership is focused on the people. In the healthcare industry great leadership should be focused on the patients. In most times, noble business leaders tend to funnel efforts towards refining the quality of life of the people they serve rather promoting themselves. They hardily show desire to misuse public resources. Despite, the temptations and pressure misappropriate sources; visionary leaders manage to suppress the urge so as to serve the interests of the organization and the employees. Noble leadership understands that it poses an influence on the implementation of organizational policy. The simple reason for this is that leaders and employees work together in that without employees, the leadership alone can execute company policy. When people come together for whateve r reason, it is important to have rules to guide the people as they strife to relation comply with standards and benchmarks set. In such instances, leadership is tasked with overseeing that there are restrictions and rewards put in place to preside over implementation of public policies. References Acar, A. Z., Acar, P. (2014). Organizational culture types and their effects on organizational performance in Turkish hospitals. EMAJ: Emerging Markets Journal, 3(3), 18-31. doi:10.5195/emaj.2014.47 Ali, M., Metz, I., Kulik, C. T. (2015). The impact of work-family programs on the relationship between gender diversity and performance. Human Resource Management, 54(4), 553-576. doi:10.1002/hrm.21631 Ashraf, A. A. (2016). Total quality management, knowledge management and corporate culture: how do they synchronized for performance excellence. Pakistan Journal of Commerce Social Sciences, 10(1), 200-211. Chen, M. Y. C., Lin, C. Y. Y., Lin, H. E., McDonough III, E. F. (2012). Does transformational leadership facilitate technological innovation? The moderating roles of innovative culture and incentive compensation.Asia Pacific Journal of Management,29(2), 239-264. Foster, P. L. (2015). A positive corporate culture builds a foundation for innovation. Baylor Business Review, 12. Ghanavati, M. (2014). The Effect of Corporate Culture and Market Orientation on Iranian Industrial SMEs' Performance. Iranian Journal of Management Sciences: A Quarterly, 7(2), 399-422. Hofstetter, H., Harpaz, I. (2015). Declared versus actual organizational culture as indicated by an organization's performance appraisal. International Journal of Human Resource Management, 26(4), 445-466. doi:10.1080/09585192.2011.561217 Hogan, S. J., Coote, L. V. (2014). Organizational culture, innovation, and performance: A test of Schein's model.Journal of Business Research,67(8), 1609-1621. Jain, R. (2014). Innovation promotion strategies: a conceptual framework. South Asian Journal of Management,21(2), 44. Jo?czyk, J. (2014). The relationship between organizational culture and innovation in the opinion of the medical staff of public hospitals. Hyperion International Journal Of Econophysics New Economy, 7(2), 277-292. Kacem, S., El Harbi, S. (2014). Leadership, innovation among Tunisian ict SMES. Journal Of Enterprising Culture, 22(3), 283-311. doi:10.1142/S0218495814500125 Ljungholm, D. P. (2014). The performance effects of transformational leadership in public administration.Contemporary Readings in Law and Social Justice, (1), 110-115. Lutz Allen, S., Smith, J. E., Da Silva, N. (2013). Leadership style in relation to organizational change and organizational creativity: perceptions from nonprofit organizational members. Nonprofit Management Leadership, 24(1), 23-42. doi:10.1002/nml.21078 Mathieu, C. (2015). Can creativity be bad for an organization? Dark personalities, creativity/innovation, and leadership.Journal of Leadership Studies,9(3), 57-59. McKee, M. C., Driscoll, C., Kelloway, E. K., Kelley, E. (2011). Exploring linkages among transformational leadership, workplace spirituality and well-being in health care workers. Journal of Management, Spirituality Religion, 8(3): 233255. Miller, D., Wright, M., Le Breton-Miller, I., Scholes, L. (2015). Resources and innovation in family businesses: the Janus-face of socio-emotional preferences. California Management Review, 58(1), 20-40. doi:10.1525/cmr.2015.58.1.20 Mujeeb, E. u., Ahmad, M. S. (2011). Impact of organizational culture on performance management practices in Pakistan. International Management Review, 7(2), 52-57. Naranjo-Valencia, J. C., Jimnez-Jimnez, D., Sanz-Valle, R. (2016). Studying the links between organizational culture, innovation, and performance in Spanish companies. Revista Latinoamericana De Psicologa, 48(1), 30-41. doi:10.1016/j.rlp.2015.09.009 Ovidiu-Iliuta, D. (2014). The link between organizational culture and performance management practices: a case of it companies from Romania. Annals of the University of Oradea. Economic Science Series, 23(1), 1156-1163. Park, J., Lee, K., Kim, P. S. (2016). Participative management and perceived organizational performance: the moderating effects of innovative organizational culture. Public Performance Management Review, 39(2), 316-336. doi:10.1080/15309576.2015.1108773 Rashidi, Z., Syed, N. A., Zaki, S. (2015). Profiling organizational culture of different sectors in Pakistan. IBA Business Review, 10(1), 31-46. Tohidi, H., Jabbari, M. M. (2012). Organizational culture and leadership. Procedia-Social and Behavioral Sciences,31, 856-860. Youngbantao, U., Rompho, N. (2015). The uses of measures in performance prism in different organizational cultures. Journal of Accounting Finance (2158-3625), 15(6), 122-128. Zhou, J., Ma, Y., Cheng, W., Xia, B. 2014, Mediating role of employee emotions in the relationship between authentic leadership and employee innovation.Social Behavior and Personality: an international journal,42(8), 1267-1278.

The Lion, The Witch, And The Wardrobe Essays -

The Lion, The Witch, and The Wardrobe The Lion, The Witch, and The Wardrobe The main characters in this story are Peter, Susan, Edmund, and Lucy. During a war in London they were sent to a professor's house outside London. Lucy, while exploring with her brothers and sister, found a secret passage through the wardrobe to Naria,a secret world. In Naria there are other characters. One of them is the White Witch,also known as the Queen of Naria, who was like a tyrant. If anyone disobeyed her she turned them to stone. Another character Aslan, a lion, saved Naria from the rule of the White Witch. Most of this story takes place in Naria. The main conflict is how Naria can live under the rule of the White Witch. The Beavers set out to take Peter, Susan, and Lucy (not Edmund because he went to the witch ) to the four thrones so they ( four children united ) can rule over Naria and destroy the witch. The Beavers and the three children were walking in the snow because there it was always winter. Although it was always winter Christmas never arrived. After they awoke the next day they saw Father Christmas who gave them gifts.Mrs. Beaver received a new sewing machine. Mr. Beaver's dam was fixed and finished. Peter was given a shield and sword. Susan received a bow, arrows, and a horn. Lucy's gift was a bottle of healing juice and a dagger. that was the climax of the book because the spell of the White Witch was fading. Then they met up with Aslan and he freed all the stone figures and made them his army. The resolution of the book is when Aslan's army and the witches army confront and Aslan's army wins. Peter kills the witch at the end of the battle. The impression I got from this book is that Naria is a land of surprises and I'm excited that this years assignment will allow me to read more of " The Chronicles of Naria " . I liked this book because of the surprising events like when Aslan died then came back to life. I would recommend this book to someone more or less at my reading level because I found this book neither difficult nor easy and simple.