Voting Rights During The American Revolution - 2277 Words

Before the American Revolution, men and women were held under the British reign of the king. But when they war was over, only white men with land were allowed to vote (Jansson). For years women fought for the right to vote, watching their husbands and sons vote before they were able to vote. African American men and women also faced the challenges of obtaining the right to vote. Their fight for the chance to vote affected so much of our history. Once they obtained the right to vote, shifts occurred in our nation for the better. Voting rights have been intertwined with every part of our history. The fight for the right to vote started evolving before the American Revolution and hasn’t completely stopped. Due to taxation and ruling from King George of England, many colonists were upset with how they were living in the new colonies. They wanted freedom from a king and independence so they could choose how to live. But the American Revolution did not bring as much freedom in gover nment as the people may have hoped. The creation of the Constitution, and the then Bill of Rights, enabled the people to have the limited government they desired. It did not include policies for social welfare and justice, but it was open to be edited in the future. When certain policies, like voting, where brought to people’s attention, cultural differences impacted how some people voted throughout history. The founding fathers were smart to leave the Bill of Rights amendable. Through amendmentsShow MoreRelatedThe Freedom And Full Citizenship Of All African Americans907 Words   |  4 Pagesseceded. During the civil war Lincoln issued the emancipation proclamation that freed all the slaves in the states that seceded, this was the first step to the freedom and full citizenship of all African Americans. During the time of the civil war and reconstruction period constitutional and social developments moderately influenced a revolution. The 13th- 15th amendments influenced cons titutionally. Socially, Freedmen’s Bureau, Ku Klux Klan and Jim Crow laws countervailed a revolution. ConstitutionalRead MoreThe Market Revolution Affected The Liberty Of Native Americans948 Words   |  4 PagesThe Market Revolution drastically increased industry in the United States. Its emphasis on economic development caused people to limit the rights of others for the sake of expansion and progress. Liberty overall contracts during the Market Revolution since opportunities for economic freedom and personal liberty have been restricted for various groups because the new economic way of thinking amplified disparities that had already existed before the Market Revolution. The Market Revolution adverselyRead MoreThe Civil War And Reconstruction977 Words   |  4 PagesA revolution is a dramatic and sudden change in an organization in the social order that is replaced by a new, more favorable system. When Historian Eric Foner called the Reconstruction period â€Å"America’s Second Revolution†, his characterization was correct. Reconstruction can be viewed as a revolution because the previous social order, slavery, was replaced suddenly by a more favorable one, freedom for African-Americans. There was a long period of politicization for incorporating free African-AmericansRead MoreFrench Revolution754 Words   |  4 PagesFrench Revolution The French Revolution last from 1789 to 1799. This war had many causes that began the revolution. Its causes ranged from the American Revolution, the economic crisis in France, social injustices to the immediate causes like the fall of Bastille, the Convening of he Estate-General, and the Great Fear. A s a result of this revolution there many effects , immediate and long term. The immediate effects were the declaration of rights of man, abolishing of olds reign, execution of kingRead MoreLiberty Overall Contracts During The Market Revolution978 Words   |  4 PagesLiberty overall contracts during the Market Revolution since opportunities for economic freedom and political liberty has been restricted for various groups because the new economic way of thinking amplified disparities that had already existed before the Market Revolution. The Market Revolution adversely affected the liberty of Native Americans residing within the United States because they were seen as an obstacle to the country’s economic progress. As the Market Revolution ideas of commerce andRead MoreThe French Revolution Essay590 Words   |  3 PagesThe French Revolution The French Revolution last from 1789 to 1799. This war had many causes that began the revolution. Its causes ranged from the American Revolution, the economic crisis in France, social injustices to the immediate causes like the fall of Bastille, the Convening of he Estate-General, and the Great Fear. As a result of this revolution there many effects , immediate and long term. The immediate effects were the declaration of rights of man, abolishing of olds reign, executionRead MoreThe Civil War : America s Second Revolution1658 Words   |  7 Pagesmarked the beginning of the Civil War, often dubbed as America’s â€Å"Second Revolution.† This war ushered in a new political landscape in which the federal government reclaimed political power over the states allowing it to commence a revitalization of the Constitution. This revitalization, which fell under the Era of Reconstruction, granted a large- scale social development for African Americans initiating this social revol ution. Such a dramatic advancement for the â€Å"inferior race† sparked oppositionRead MoreThe Path Of Federal Vote For Women During The Mexican Revolution1502 Words   |  7 Pagespath to federal vote for women in Mexico was a unique history to the Mexican Revolution. The nation was known as a great independent movement, which highly looking for economic modernization, and practice liberal ideals. Because they were lacked of education, Liberal was a big concerned for women and fear that women might harm and cause more problems to the progressive politics (Pablos 45, 60). The battle for the right to vote was only thought in England, Europe and United States. However, womenRead MoreSusan B Anthony In The Womens Suffrage Movement1295 Words   |  6 Pagesevangelical Americans began to emphasize the struggling lives of slaves in order for them to be saved through the grace of their mighty God. In the early 1800s, the Second Great Awakening rose to power to acknowledge the sl aves and their rights as children of God. During the Civil War (1861-1865), the Abolitionist Movement managed to abolish slavery through the 13th Amendment on December 6, 1865. Later, Congress ratified the 14th Amendment in 1868 that granted black people the same rights as white peopleRead MoreHow The American Revolution Affected Women1155 Words   |  5 PagesHow the American Revolution Affected Women In order to fully understand the changes that women’s lifestyles underwent after the Revolution, one must first understand what the status of women was prior to the Revolution and what roles they played during and after the Revolution. Before the Revolution women were looked down upon as strictly domestic help. They were excluded from politics. They had to perform many dangerous tasks. A woman could not bring suit in court, sign a legally binding contract

The Great Recession Of 2008 - 1814 Words

Greed: Its Role in Subprime Lending and the Recession of 2008 The great recession of 2008 affected everyone around the world. The great Recession is considered the second worst economic crisis in American history, behind the Great Depression. The Recession of 2008 was caused by two major faults: the use of subprime lending and changes in banking culture leaning towards self interest within the banking industry. There is no doubt that subprime lending was a major cause of the Recession. It was a tactic used by investment banks in order to get more money from unsuspecting homeowners. However, lenders found out that most of the people who were qualified to have a mortgage already had one. In turn, the lenders had to lower their credit criteria for people to take out a loan on a house. This is how the term subprime lending came to be in the financial world. As a result of subprime lending, the investors were able to make millions off of these mortgages. People who qualified for a subprime mortgage usually had a credit score below that of 620. To make the subprime mortgage deal more customer friendly, the lending banks decided to have the people who qualified for these mortgages didn’t have to have a down payment. Normally, the down payment would be as much as 20%, but this made it easier for people to get mortgages without having to worry about how much money they needed at the beginning of their purchase. â€Å" Many American homeowners bought houses they could not afford,Show MoreRelatedThe Great Recession Of 20081123 Words   |  5 Pages The Great Recession of 2008 Debra Turner ECON 102 Professor, Shahrokh American Public University September 26, 2015 â€Æ' The Great Recession of 2008 Recession is a significant decline in real GDP, real income, employment, industrial production, and wholesale/retail sales, which last more than a few months. (Economic recession, n.d.) Further, a recession typically begins after a peak in the economy and ends at the trough, however, â€Å"the start and end dates are determined by the Business Cycle DatingRead MoreThe Great Recession Of 20081691 Words   |  7 PagesStefanos Lazaridis Professor Demiray Economics 200 October 18, 2015 Great Recession of 2008 The Great Recession in 2008 led to a huge crisis in the United States economy. This recession almost led to the entire collapse of the United States economy due to the constant unstable changes in legislation, regulation, along with the changes in fiscal and monetary policies. Furthermore, many economists believe that the increase of excess monetary and government irresponsibility led to the overall crisisRead MoreThe Great Recession Of 20081388 Words   |  6 Pages The great recession of 2008 affected everyone around the world. The great Recession is considered the second worst economic crisis in American history, behind the Great Depression. The Recession of 2008 was caused by two major faults: the use of subprime lending and changes in banking culture leaning towards self interest within the banking industry. There is no doubt that subprime lending was a major cause of the Recession. It was a tactic used by investment banks in order to get more moneyRead MoreThe Great Recession of 20082062 Words   |  9 PagesAbstract A recession is full-proof sign of declined activity within the economic environment. Many economists generally define the attributes of a recession are two consecutive quarters with declining GDP. Many factors contribute to an economys fall into a recession, but the major cause argued is inflation. As individuals or even businesses try to cut costs and spending this causes GDP to decline, unemployment rate can rise due to less spending which can be one of the combined factors whenRead MoreThe Great Recession Of 2008-91850 Words   |  8 PagesThe Great Recession of 2008-9 was the deepest and longest capitalist economic slump since the Great Depression of 1929-32. The recent financial crisis is known as the â€Å"Great Recession† of 2008-9. Its downturn was sparked by the collapse of the US housing market. In 2006, the prices of home began to rise and the banks began to encourage potential homebuyers to take out larger loans. There were lower interest rates at the time, an d this seemed like a good idea for most individuals who were searchingRead MoreThe Great Recession in the year 20081063 Words   |  5 PagesRecession 16Specifically, Freund (2009) defines global downturns as years when world real GDP growth is (1) below 2 percent, (2) more than 1.5 percentage points below the previous five-year average, and (3) at its minimum relative to the previous two years and the following two years. 1975, 1982, 1991, 2001, and 2008 Freund (2009) describes the evolution of world trade following four previous global downturns. She finds that the size of the decline in world trade during these episodes is Read MoreThe Great Depression of 1929 vs. the Great Recession of 20082799 Words   |  12 PagesThe Great Depression of 1929 Vs. The Great Recession of 2008 In America there have been great economic struggles and triumphs. The many great leaders of this country have foraged, failed, and overcome some very difficult times. Comparing the Great Depression of 1929 and the Great Recession of 2008 has revealed similarities that by learning from our mistakes in 1929 could have prevented the latest recession. I will discuss the causes of the Great Depression and the Great Recession, and what policiesRead MoreThe Great Recession Of 2008 Was A Worldwide Economic Downturn1673 Words   |  7 PagesThe Great Recession of 2008 was a worldwide economic downturn that impacted the global economy. Economists consider the economic decline as one of the most damaging recessions that occurred since the Great Depression of 1930’s. Several documentations and research regarding the recession have been made to make a better understanding of the economic downturn in 2008 as well as the global economy as a whole. The book used as reference in this essay, the Diary Of A Very Bad Year: Confessions of an AnonymousRead MoreGreat Recession 2008 Economic Crisis, emerged in recent months of 2008 and many countries of the2500 Words   |  10 PagesGreat Recession 2008 Economic Crisis, emerged in recent months of 2008 and many countries of the world are adversely affecting economic development. Especially in this crisis compared with 1929 World Economic Crisis in September 2008 has become visible. The market value of real property in the United States losing one and kept it as a result of the increase in personal bankruptcies even though it is believed that triggered the crisis. Causes Throughout the 2000s, especially in oil and all commoditiesRead MoreFiscal and Monetary Policy Before During and After the â€Å"Great Recession† of 2008594 Words   |  3 PagesOne of the most interesting facets of The Great Recession of 2008 is that it didn’t really begin in 2008. The fiscal and monetary policy that prompted what we know now as the Great Recession of 2008 really began in 2006 and 2007. What was happening then and why did it take so long for the nation to feel the recession? The answers to those questions explain a great deal about how the Federal Reserve Bank operates and how the different ideologies of economics affect our nation (Sumner, 2011). In

African American Leadership Two Voices, One Vision Free Essays

Booker T. Washington and W. E. We will write a custom essay sample on African American Leadership: Two Voices, One Vision or any similar topic only for you Order Now B. Du Bois, two distinct figures, whom both found the latter part of the 1800’s, in need of leadership from within a segmented group of American Society were placed in odds over a single issue†¦successful racial â€Å"up lift† for the African American population. As in any case when the attention of the masses is at stake, the titanic collision of honed minds was inevitable. The two men, sought to position their respective plans as the predominate solution to solve racial inequality and achieve racial uplift for population of former slaves and born free citizens in the United States. Booker T. Washington, born into slavery, 1856, for the first nine years of his life, held that the black community must exercise patience. Any abrupt aggressive action by African Americans would be interpreted as threatening by the Caucasian majority therefore inviting justifiable increased discrimination against blacks. Washington’s philosophy put forth the notion that blacks should be willing to sacrifice social and political equality, in exchange for economic liberty. The path to â€Å"up lifting† would be achieved through fidelity, being trusty worthy and industrial. Born free in 1868, W. E. B. Du Bois was the product of a respectable family that held position in the community of Great Barrington, Massachusetts. Du Bois believed the top ten percent or as he dubbed it â€Å"the talented tenth† of the African American population should focus all their energy on higher education. The African American intellectuals would then lead the masses to a higher social rung. Protest, challenge, provocation were the watch words for Du Bois’ method. He clearly felt immediate political, social and racial equality was warranted. As stated by Jacqueline M. Moore, author and educator, Booker T. Washington, W. E. B. Du Bois, and the Struggle for Racial Uplift, â€Å"the debate recognized that there were more than two methods of racial uplift† (Moore, p. 89) Washington’s views, was somewhat misconstrued to believe he was â€Å"selling out† to the majority of American Society. While he felt that African Americans should not push themselves into unwelcome arenas, he knew that political accomplishments were short lived and whimsical. His confidence was in the economical and financial gains that were long term and wielded tangible influence. Washington was clever enough to quietly lobby majority law makers and civic organizations in behind scene efforts to garner support for African American enfranchisement. Even more astute by Washington was his ability to fund his educational agenda from wealthy financial supporters. Du Bois took the position that Caucasian America should be held at an arms distance, neither rejecting nor embracing. He felt the way to eliminate tension between the races was to create a synergy between being African Americans and the rest of America by utilizing the talents of the so called â€Å"Talented Tenth† to spearhead the struggle for national racial equality. Thru Du bois’ multiple initiatives to further promote his cause, â€Å"encouraging action and open protest to challenge racism and discrimination† (Moore, p. 78) were standard in his approach. Washington was convinced through hard work and the financial success of entrepreneurial enterprises, respect and equality would be gained for African Americans and â€Å"up lifting† of the race would be a natural evolutionary process. Clearly because of his experiences as a former slave, Washington’s philosophy was shaped by determination and work ethic. Educated at Hampton Institute, a vocational institution, described as â€Å"progressive, training people for skilled work. † (Moore, 21), was the capstone of Washington’s desire to continue educating African Americans in skilled trades. In direct opposition to Washington’s vision of an industrial educated populace that would improve thru commerce, Du Bois’ selected â€Å"Talented Tenth† would â€Å"help others to fight for the rights for the race†(Moore, 62) with their knowledge of modern society. This type of comparison epitomizes the differences of the two visionaries, however Washington’s approach is accurate as well as brilliant, â€Å"Under the guise of maintaining the social hierarchy, [he] was able to create a strong, independent, black-run institution† (Moore, 28). While outwardly going along with the status quo, Washington tacitly used his economic prowess to build a tangible independent entity capable of choosing its own destiny and purpose. All the while Du Bois relied solely on rhetoric and the intellectual elite to build his constituency to improve the status of African Americans. Judging from racial attitudes in seemly integrated Great Barrington, Massachusetts, Du Bois was denied community sponsored scholarship to Harvard University. Further acknowledgement of the less than ideal racial setting, Du Bois attended integrated schools, â€Å"adult blacks and whites did not mingle socially,†(Moore, 39). Historically African American college Fisk University did offer him a scholarship. Author Jacqueline M. Moore was injudicious in her conclusion, â€Å"he (Washington) was the only one capable of negotiating with both the white North and the white South and that outspoken protest would simply make matters worse† (Moore, 68). Mistaking his silence for weakness overlooks effective lobbying in politics and underlying influence in advancing the African American race. Du Bois’ stance towards racial equality is the central criticism of Washington. Du Bois felt that Washington was allowing Caucasian America â€Å"off the hook† of responsibility. While they both agreed institutional segregation had to end, Du bois felt strongly that African Americans were owed assistance from the general society. â€Å"Solving the race problem required everyone’s involvement (Moore, 72). † Washington chose self â€Å"up lift† from the collective boot straps. Clearly Washington’s experience as an ex-slave impacted his work ethic and decision making process and shaped his views of how African Americans should advance the struggle for equality. Comparatively Du Bois argued that Washington was subservient toward the majority rule and racial discrimination. Racial discrimination and violence was at an all time high, however Du Bois’ model for protest, higher education, and a demand for immediate social and political equality was hollow without effective means. The establishment of several civic and social organizations by Du Bois could only voice outrage and indignation. There was no real force behind the effort to motivate people to change on both sides of the racial divide. Washington was widely accused of pandering and compromising by contemporaries as well as scholars of today. What is clearly overlooked is Washington uncanny foresight of recognizing the importance of financial and economic gains over social gains, â€Å"Blacks would agree not to push for social and political equality if whites would agree not to exclude them from economic progress† (Moore, 33). This statement alone underscores his ability to correctly comprehend what drives a capitalistic society, even in the early 1900’s, and to predict the necessary tool for the future is clearly defined as economic progress. Another popular misconception was that Washington focused on presenting African Americans as well dressed, polite educated puppets that could â€Å"discuss† the plight of their people with out offending the listening audience. The message would be a softer, more acceptable presentation for the gentile surrounding. While that may have been an actual tactic used by Washington, it was only a well thought maneuver to fund his educational institution, Tuskegee Institute, by well heeled benefactors. He now favored influence as well as philanthropic support that would educate the next generation of resourceful, independent entrepreneurs. If his vision had been realized, financially successful enterprises started in 1900’s possibly could have survived today or subsidiaries that would be in existence to hire the today’s African American professionals at all levels. Once could only imagine the business knowledge gained and economic success of competitive entities started during the industrial age. Washington may have sacrificed some short lived dignity, but he realized that un-restrain economic growth is tangible and sustains while intellectual accomplishments does not protect or shelter. In the final analysis, the examination of how Du Bois and Washington sought out a collective political, social and economical agenda in the midst of national racial turmoil during the turn of the century is an interesting analogy of today’s civil rights leadership agenda. Washington’s method was clearly the most beneficial for the improvement of African Americans for then as well as today. Promoting economic success was the most fundamental element in the struggle for racial uplift. Understanding and able to recognize the changing economic conditions would allow the national objective of racial equality to be the sole issue versus both combined as they are today. As an active participant in the industrial revolution, Washington recognized success as access to business opportunities with a foundation in industrial education. Compared to modern day choices, ground floor Internet opportunity or NAACP internship? Washington’s was option was clearly the proper path, noted by the number of successful African American business that flourished during segregation, i. e. Johnson Publishing, A. G. Gaston Insurance, Motown, etc compared full to racial integration era business successes they remain in African American control. Even though African Americans had limited political power and remained segregated socially, pure economic growth would have accelerated true racial uplift and the issue of economical inequality would have been an issue of the past. Booker T. Washington, W. E. B. Du Bois, and the Struggle for Racial Uplift, Jacqueline M. Moore â€Å"Wilmington , Delaware : Scholarly Resources, 2003. How to cite African American Leadership: Two Voices, One Vision, Essays

Personal Skills Management

Questions: Task 1a. Reflect on your own personal skills and competences against professional standards and that of Zedexs organizational objectives to determine whether you are up to date and confident enough to match their expectations using the Career Edge questionnaire.b. Evaluate your own development needs and the activities required to meet them to be in a position to contribute to Zedexs history of continuous innovation as well as the specific job requirements.c. Devise a personal and professional development plan based on your identified needs.d. Reflect on own developmental progress against the original aims and objectives set in the personal and professional development plan. Task 2a. Identify the Communications need within an organizational context and come up with the appropriate styles to adopt within 3 levels of the organisationb. Demonstrate in writing how effective time management strategies will help your small team of three become efficient and comply with the clear desk policyTask 3a. Describe how you select and maintain a team that is fit for purpose. b. Discuss alternative ways to complete tasks and achieve team goals.Task 4a. Review tools and methods for developing solutions to problemsb. Develop an appropriate strategy for Zedex that will help its IT helpdesk respond to its high volume of IT queries on time.c. Evaluate the potential impact the above strategy will have on the company in the long term. Answers: Task 1 a. Reflect own personal skills and competencies against professional standards and organizational objectives Eun, (2011) opined that employability is the desired set of skills and knowledge that can make an individual successful in acquiring the desired and suitable career option, which will benefit the individual, organization and the community. Wilkinson, Bristol and Ponte, (2013) argued that pursuing a vocational course would not ensure suitable employability opportunity for the individuals rather; the individual will have to develop the required job skills, attributes and techniques in order to secure employability. Pool and Sewell, (2007) proposed the CareerEdge model that designs the four main facets of a graduates employment development namely Experience (Work and Life), Degree and subject knowledge, Generic skills and Emotional Intelligence. As per Forbes, the number of graduates in UK and Europe has increased from 1 million to 1.5 million between 2001 and 2014. However, the UK unemployment rate has also increased from 5%to 7.8% and the UK youth unemployment has doubled by to 21%. T hus, in order to secure graduate job position market it is necessary for all individual graduates to conduct a CareerEdge survey which will make them aware of their personal skills. For the current job position in Zedex the following skills are required from the candidate: Experience in technical areas like Oracle database management systems Experience of Microsoft access, IT services, IT database market and trends, Windows, Linux and Unix Good time management skills and adaptive nature Reflect constructively on own work and able to improve efficiency and decision making ability Knowledge in IT core subjects The CareerEdge questionnaire of the individual shows the following scores: Career development learning = 29 out of 35 Experience (Work/Life) = 8 out of 14 Degree subject knowledge = 14 out of 14 Generic skills = 87 out of 112 Emotional Intelligence = 14 out of 21 Total score = 152 out of 196 The scores suggest that, the student needs to develop the experience level, which is very low. Depending upon the job profile of Zedex the major focus of the job profile is on the high experience in IT related functions and data processing systems. Thus, in order to be employable in this position, the individual needs to develop the key experiences. Moreover, the individual has scored low on team working skills, problem solving ability, independent working ability, and time management, degree of numeracy, formulation of new ideas, adaptability and degree of attention. Hence, it may be suitably suggested that as per the CareerEdge model, the candidate needs to focus on development of these personal skills in order to become suitably employable by Zedex. b.Evaluation of own development needs As per the Career Edge evaluation, the student needs to take developmental steps in the following skills areas. Team working: For developing effective team working skills, the students need to develop good listening and communication skills. Moreover, the individual should develop self-motivation and should be able to successfully motivate and inspire the other team members. According to Wermke, (2011) development of interpersonal skills such as good negotiation power, interpretation and advising capability are necessary for the individual student to become a good team member. Problem solving ability: Development of problem solving ability is possible if the individual student keeps an open and stable mindset. Evans, (2011) stated that come of the major emotional characteristics that needs to be developed are sense of empathy, situational thinking skills, analytical skills and good communication skills for developing problem solving ability. Adaptability: Adaptability and flexibility is the key skill that makes a particular student desirable for employability. Zedex being an innovation related company, flexibility is the key determinant for the employability issues in Zedex. The student needs to develop the ability of continuous learning of new IT tasks and programs that will help the student to stay ahead of the problems (Doe, 2013). Flexibility within the character is also essential since the student employed with Zedex needs to adapt to the companys innovative culture. Degree of attention: Attention and memory are the two mental skills that are directly required for an IT professional for effective functioning of the services. The current job position in Zedex requires the student to demonstrate Data administration along with technical management of oracle database management. Hence, the student requires high level of attention and concentration. The student can use puzzle games, crossword games, video games and meditation activities in order to increase the attention levels and improve memory conditions. Idea innovation: Activities of Zedex shows spirit of innovative ideas like issue of credit cards, cash point machines and setting up of carbon- neutral debit card. Thus, for maintaining their competitive position in the IT and banking industry, the company requires high level of innovation. Thus, the student should develop high thinking skills. For development of thinking skills, the student practice solving practical IT cases and participate in virtual IT games that will require the student to use IT ideas and knowledge (Farr, 2011). c. Devise a personal and professional development plan What are my development Objectives? What activities do I need to achieve my objectives? What support/resources will I need? What are the successful criteria? Target date of achieving my objectives Developing time management skills Splitting of tasks into divisible parts Allocation of time to each task for prompt delivery Prepare a schedule for task delivery Practice wide range of activities within a given schedule Take the help of books Use a datasheet to review the performance against the timeline Within 1 to 2 months Develop team work skills Participate in classroom projects and develop team work skills Work as team members in community services Take help from friends in understanding how to effectively work in teams. Use the review of the co team workers to judge the effectiveness in the quality of team work Within 2 months Development of IT management and innovation skills Make extensive reading about the IT topics Use IT software like oracle and data base management systems in practical cases Take formal training from IT specialization classes Take help of reading materials and e-learning materials Take advice from professional experts and IT teachers Use examinations, assessment criteria and professional grading to understand the standard and value of knowledge input and output levels. Within 6 months d. Reflect own development against original aims and objectives As per the organizational objectives of Zedex, the candidates joining the company should be innovative in their working approach, experienced in the field of database management and software management, effective team working skills and time management skills for successful and quick delivery of the projects as per stringent deadline (Field, 2011). Thus, depending on the organizational goals, the individual will have to concentrate on the formulation of the developmental strategies. The individual student will work on the PDP-plan-target-completion dates so that the successful completion of the skill development process can be ensured. The current situation of the student shows that the student has achieved the time management skills within 1.5 month. However, it is seen that the student takes around 3 months to develop the team working skills. Although the developments of the team working skills are time consuming however, the assessment reports are also not in favor of the students progress. Further, the development processes of the IT skills are also lengthy and the student has taken around 9 months to effectively grasp the overall knowledge (Wilkinson, Bristol and Ponte, 2013). Task 2 a. Effective communication styles According to Dance, (2013) four different types of communication channels are generally present in an organization namely upward flow, downward flow, lateral movement and grapevine communication. The three major levels within Zedex includes the upper level management comprising of the senior managers and the CEO of the company, followed by the middle level management comprising of the project managers, marketing managers, finance managers and IT managers. The middle level managers provide directions to the lower level managers comprising of the junior employees, team leaders and Graduate trainees. In order to ensure timely delivery of the projects within the given deadline the employees at Zedex adopt the three formal communication channels namely the horizontal communication, vertical communication and diagonal communication styles. The lower level employees are however seen to engage in intervals grapevine communication channels among themselves. In Zedex, the vertical communication network includes upward and downward communication channels. The CEO and the senior level employees use the downward communication channels like memorandum, organization policies, board meetings and emails to communicate the details about project urgency to the middle level managers. These information are further communicate to the team leaders via portals and mails so that the project work can be started and completed within the given deadline. The vertical communication style also includes the upward communication channels which is used by the employees of Zedex to successfully provide feedback, post enquiries, make suggestions and report grievances to the upper and the middle level managers. The use of complaint box, peer reviews and annual meetings helps the employees in Zedex to communicate upward with the senior and the middle level employees (Frost, 2012). Horizontal communication takes place between the same level subordinates especially in the middle organizational level of Zedex. The project managers use the reporting channels along with oral conversation, telephonic interaction, mail chain message system and social media chats for coordinating with the marketing, finance and IT managers in order to ensure successful use of resources and completion of the project as pr the deadlines. In the lower levels of Zedex high range of grapevine communication is present. Carpenter, (2012) stated that the informal communication between the employees, project workers, team leaders and the graduate trainees enables them to successfully discuss their innovative thinking process, discuss the ways in which the project can be easily completed and helps in assembling of the desired project resources. Guillory, (2012) stated that grapevine communication is an informal communication channel and involves gossip and group discussions among the lower level employees. b. Effective time management strategies According to Hudson, (2013) clear desk policy is the corporate directive that requires all employees within an organization to clear their working burden on a daily basis of monthly basis within the office working hours. In Zedex, the clarity of the daily deadline projects is the most important part of the clear desk policy of the organization. Ters, (2014) suggested that adoption of this policy ensures high degree of professionalism on the part of the organization and helps the organization to avoid over burdening of the office works. The Clear desk policies reat present highly motivated by ISO 27001 and Data Protection act. In Zedex a small team of three project members should adopt the following time management strategies for ensuring the clear desk policy. Formulate a list of the priority functions as per the deadline and the importance of the completion of the functions Create a separate physical inbox for storage of the incoming important papers that are required to be cleared Make division of work between the three members The first team member should be given the responsibility to check and clear the papers within the physical inbox on a daily basis The second team member will be responsible for acceptance and allocation of deadline projects and preparation of the chart including the priority activities The third team member will be responsible for the monitoring of the project resources and the checking of the project progress in order to ensure project completion within the allocated timeline (Graal, 2012) These time management strategies will help the team of three members to successfully control the burden of work pressure and maintain an effective clear desk policy within Zedex. Task 3 a. Selection and maintenance of teams When a team is assembled for achievement of an organizational objective, the best, innovative, educated and brightest individuals are generally selected for the purpose (Carpenter and Krutka, 2014). Zedex, which is primarily a project-oriented organization, generates teams for fulfilling the strategies and completion of the projects. Collin, Van der Heijden and Lewis, (2012), state that a project team in Zedex generally comprises of five members including a team leader and at least one new graduate trainee. The inclusion of the graduate trainee ensures that on-the job training will be sufficiently provided to the new trainee. For the synergy effect and ensure high innovation levels, the teams generally formed within Zedex are cross-functional teams. Jamieson, (2012) stated that depending on the project complexity and the personnel job-role requirement, the team members are selected within the project team of Zedex. The process of team selection should thus involve the following steps : Listing of the job requirements for the project Short-listing of the skills required from the cross-functional team members select the new trainees based on their strengths and job skills select one personnel from each department namely the finance, marketing, IT and the general project department while forming the team Allocate jobs according to job skills to the team members Before addition of the new member, the opinion about the team members should also be taken about the skills of the new team member (Institute of Leadership Mana, 2012) The effective team management is possible on availing of the following strategies by the team within Zedex. Maintain effective communication channels like open communication between all team members and the team leaders. The communication channels should include daily briefings, feedback and suggestions between the team members so that any problem can be avoided between the team members (Huang, 2012). The training and developmental strategies should be adopted within the teams for ensuring innovation among the team members. moreover the cross-functional team will also include a new trainee and hence daily training along with the project completion will help the trainee together sufficient knowledge about the IT projects at Zedex (Wilkinson, Bristol and Ponte, 2013) The team leaders are required to deliver good situational leadership skills, which will enable the team members to be effective in taking situational decisions. The innovation and the changing business scenarios within Zedex will require situational leadership from the team leaders so that the tasks can be completed within the given deadline (Burns, 2012). The team members should also develop listening and observation skills so that the team may seem approachable by the other management levels of the organization. In this respect, the team members should adopt flexibility and engage in continuous improvement for the purpose of effective team maintenance. The use of the relevant motivational techniques will help the team leader to manage the team members effectively. The motivational techniques should include both monetary and non-monetary strategies like motivational speeches, incentive payments, performance appraisals, promotions, rewards and appreciation from the team leaders and the team performers equally. b. Alternative ways of completing tasks and goals achievement In general, cross-functional teams usually the team leader is responsible for the guidance and the direction of the goals and tasks that are required to be completed. However, Jones and OBrien, (2011) argued that depending on the nature of the tasks, the team can also include distributed leadership strategy. In these types of team, the alternative methods of shared leadership, shared responsibility, shared communication and commitment to team plan are followed for achievement of the team goals. Lange and Meaney, (2013) commented that these teams are less common compared to the nominated leadership team; however, these strategies enable the team in achieving of the goals in a combined manner. The collaborative approach in these types of teams goes beyond the traditional process of job allocation. O'Clair, (2013) stated that these processes are more sensitive to the process of team development and knowledge sharing. The team members in absence of any particular leadership strategy will adopt the participative or shared leadership. In case of creative projects like those engaged in by Zedex, these types of team formations are ideal because formation of creative teams without any leaders will help the team members to make open flow of ideas, suggestions and strategies that will help in achievement of the innovative project result. Ravet, (2012) further opined that this alternative leadership strategy would ensure shared decision-making, combined monitoring of the progress and quality of the project, shared responsibility for resolving conflict, managing, and meeting deadlines with the help of combined effort. This strategy not only helps in successful completion of the project but also helps in increasing the information level and responsiveness of the team members. The absence of any particular team leader will ensure that the team members will handle the project work efficiently and will deliver the project without failure since the team members are accountable to each other if the project is not completed within the allocated timeline. Task 4 a. Review of tools and methods for development of solutions to problems Wilkinson, Bristol and Ponte, (2013) problem solving is a major part for the success of any organization. An organization may face various problems in respect to customer management, employee management, product and supply chain management, project management and query management within the organization. McGee, (2012) stated that the organizations thus have to adopt different strategies for solving different types of problems. The employee problems may include interpersonal or communication problems, which can be solved using the open communication tools. Bender, (2012) defined a managerial problem as a gap between the current state of company affairs and the desired state of company affairs. In such a context to resolve the gap the effective use of total quality management is necessary within the organizations. The managers adopt the problem-solving framework for solving the problems effectively. The major steps of the framework include: Problem identification Problem verification Problem definition Root-cause analysis Alternative generation Evaluation of alternatives Implementation of the alternatives Review of the implemented solutions Institutionalization and control over the implemented solutions (Wilkinson, Bristol and Ponte, 2013) These steps within an organization help the manager to identify and verify the importance of the problem. The root cause analysis shows the manager the major cause behind the generation of the problem. The alternative generation involves finding of more than one solution to the problem. The generation of the alternatives will help the manager to evaluate among the chosen alternatives and select the best out of all the alternatives. Finally, the most suitable solution is implemented and reviewed in order to judge the effectiveness of the problem-solving tool. The final step is highly necessary for the managers because only implementation of the problem solving tools will not give any benefit to the organization. Hence the last stage includes control and monitoring of the implemented solutions for avoiding any further problem within the organization. b. Appropriate strategy for IT helpdesk Zedex is a primary dealer of IT services. The introduction of the credit card, net banking, cash point machines and websites offering carbon neutral debit card, the companys IT department and the IT help desk will have to cater to the needs to the customers 247. Some of the major challenges faced by the IT help desk of Zedex are timely response to the customer queries, managing the customer transactions online, lack of effective guidance for online transactions on the website and over the customer service phone calls and increment in the level of customer wait time making the company incur huge monetary loss. OBrien, (2011) stated that an effective IT help desk not only delivers effective operations but also ensures that the workload flowing through the process is value added and improving the productivity that will add more than the costs incurred by the company. Thus, Zedex in order to effectively manage the Help desk volume should manage three major operations namely Manage the transaction volume Manage the transaction pattern Manage the transaction time The management of the transaction volume will include reduction of the number of transactions presented to the department reduces the total workload of the IT help desk of Zedex. The management of the volume during the peak load is a challenging concept for the help desk. In this regard the company during the peak seasons should employ contractual IT customer care representatives for a contract of 6 months that will enable the IT staffs to manage the peak load. The employment of additional help desk staffs will ensure prefect division of the work load and Zedex can renew or dissolve the contract after 6 months when the peak season is over as per the convenience of the organizational needs. However, Wilkinson, Bristol and Ponte, (2013) if workload cannot be managed then, management of transaction patter is possible. This strategy can be adopted in two major ways namely by diverting the customer calls from the peak to non-peak seasons or by engagement of additional shits. The diversion of the customer calls from the peak to the non-peak season will involve leveraging the IVR on the website and online transaction portals to enable the customer to choose a call back option at non-peak times. Moreover, OBrien and Jones, (2014) the IT help desks can also smooth or shift calls stating reasons like upgrading and system changes. These strategies will tend to reduce some of the calls from the non-frequent customers. Apart from this inclusion of additional shifts will also ensure that the peak load of the customer calls can be reduced. The last strategy includes management of transaction time. This strategy involves two major steps. Firstly, increasing the productivity of the employees and secondly, increasing the resources required to reduce the customer waiting time. Bates, (2012) stated that user training is a major part of this strategy. Zedex should include training strategies like software training on shrink-wrapped PC, computer literacy, increment of speed so that the workload can be managed. The help-desk support staff should also increase the resources for the IT help desk staffs. This will help the company to manage the work-load. c. Impact of the strategy in long term policies of company This strategy will help the company to become productive and will further help the company to increase the value of the products and the goodwill of the company. The major focus of the strategy is to derive cost benefit for the company. The cost of the company incurred for using the additional resources and employing of the additional employees on a contractual basis will be high. Hence, the productivity of the employees in terms of handling the queries and keeping the customers satisfied will help Zedex to derive high levels of profit. The development of the IT help desk will help the company to strengthen their relationship with the customers. If the IT customer care is able to effectively solve the queries and the problems of the customers then the customer base of Zedex will also increase and this will contribute the organizational growth and profit of the company. The major focus of the strategy is on the long term benefit of the company and thus the adoption of these strategies will contribute significantly to the fulfillment of the same. Alexandrou and Swaffield, (2012) stated that since Zedex is a banking company dealing in financial aservices hence it is necessary for the company to maintain cordial relationship with the existing and the potential customers in order to effectively cater to the profit levels. The management of the workload during the peak seasons will also reduce the work pressure over the operational agents of the IT help desk making it convenient for them work in a cordial environment. This will help the company to become strategically successful in both long and short run. The IT helpdesk is also responsible for the management of the issues and the complaints of the customers thus it is essential in the context of Zedex to maintain a productive IT help desk in order to maintain long-term profitability. References Alexandrou, A. and Swaffield, S. (2012). Teacher leadership and professional development: perspectives, connections and prospects.Professional Development in Education, 38(2), pp.159-167. Bates, T. (2012). Professional learning in professional communities: the ultimate goal.Professional Development in Education, 38(4), pp.511-516. Bender, E. (2012). Building Leadership Skills One Resident at a Time.Psychiatric News, 47(3), pp.30-30. Burns, M. (2012). Immersive Learning for Teacher Professional Development.eLearn, 2012(4), p.1. Carpenter, J. and Krutka, D. (2014). Engagement through microblogging: educator professional development via Twitter.Professional Development in Education, pp.1-22. Carpenter, S. (2012). NSF Gives Clinical Students a Shot At Winning Graduate Fellowships.Science, 336(6084), pp.972-972. Collin, K., Van der Heijden, B. and Lewis, P. (2012). Continuing professional development.International Journal of Training and Development, 16(3), pp.155-163. Dance, A. (2013). Graduate students: Structured study.njobs, 493(7431), pp.259-261. Doe, J. (2013). Mott Award Honors Top Graduate Students.CSA News, 58(5), p.30. Eun, B. (2011). A Vygotskian theoryà ¢Ã¢â€š ¬Ã‚ based professional development: implications for culturally diverse classrooms.Professional Development in Education, 37(3), pp.319-333. Evans, J. (2011). What expert teachers do: enhancing professional knowledge for classroom practice.Professional Development in Education, 37(4), pp.640-641. Farr, J. (2011). Critical practice in teacher education. A study of professional learning.Professional Development in Education, 37(4), pp.639-640. Field, K. (2011). Reflection at the heart of effective continuing professional development.Professional Development in Education, 37(2), pp.171-175. Field, K. (2012). Smart leadership for higher education in difficult times.Professional Development in Education, 38(1), pp.153-154. Frost, D. (2012). From professional development to system change: teacher leadership and innovation.Professional Development in Education, 38(2), pp.205-227. Frost, D. (2012). From professional development to system change: teacher leadership and innovation.Professional Development in Education, 38(2), pp.205-227. Graal, N. (2012). Continuing professional development in the lifelong learning sector.Professional Development in Education, 38(1), pp.154-155. Graal, N. (2012). Continuing professional development in the lifelong learning sector.Professional Development in Education, 38(1), pp.154-155. Guillory, J. (2012). [1996] Preprofessionalism: What Graduate Students Want.Profession, 2012(1), pp.169-178. Huang, Y. (2012). Transitioning Challenges Faced by Chinese Graduate Students.Adult Learning, 23(3), pp.138-147. Hudson, P. (2013). Mentoring as professional development: growth for both mentor and mentee.Professional Development in Education, 39(5), pp.771-783. Institute of Leadership Mana, (2012).Managing Time Super Series. Hoboken: Taylor and Francis. Jamieson, A. (2012). The upside to part-time work is that it can enhance nursing skills.Nursing Standard, 27(12), pp.26-26. Jones, K. and OBrien, J. (2011). Professional development in teacher education: European perspectives.Professional Development in Education, 37(5), pp.645-650. Lange, T. and Meaney, T. (2013). Professional development facilitators: reflecting on our practice.Professional Development in Education, 39(4), pp.531-549. McGee, A. (2012). Realizing the power of professional learning.Professional Development in Education, 38(4), pp.694-695. OBrien, J. (2011). Continuing professional development for Scottish teachers: tensions in policy and practice.Professional Development in Education, 37(5), pp.777-792. OBrien, J. and Jones, K. (2014). Professional learning or professional development? Or continuing professional learning and development? Changing terminology, policy and practice.Professional Development in Education, 40(5), pp.683-687. O'Clair, K. (2013). Preparing graduate students for graduateà ¢Ã¢â€š ¬Ã‚ level study and research.Reference Services Review, 41(2), pp.336-350. Ravet, J. (2012). From interprofessional education to interprofessional practice: exploring the implementation gap.Professional Development in Education, 38(1), pp.49-64. Ters, H. (2014). Collaborative online professional development for teachers in higher education.Professional Development in Education, pp.1-18. Wermke, W. (2011). Continuing professional development in context: teachers' continuing professional development culture in Germany and Sweden.Professional Development in Education, 37(5), pp.665-683. Wilkinson, J., Bristol, L. and Ponte, P. (2013). Professional development: Education for All as praxis.Professional Development in Education, 39(4), pp.451-454.