INTERVENTION PLAN – MACMAN OUTFITTERS

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EXECUTIVE SUMMARY

The concept of organisational change is in regard to organisation-wide change, as opposed to smaller changes such as adding a new person or modifying a work programme. In the case study, organisational change needs to takes place due to the takeover of MacMan Outfitters by Men's Wearhouse. MacMan must undertake organisation-wide change to evolve from a highly reactive, entrepreneurial organisation to a more stable and planned development.

Successful change must involve buy-in from top management and this is illustrated in the intervention plan detailed in this report. Usually theres a champion who initially instigates the change by being persuasive and consistent and in this case, Thomas and Henderson of Men's Wearhouse fulfill this role. Change is usually best carried out as a team-wide effort as is pursed in the intervention plan. Communications about the change should be frequent and with all MacMan employees.

The best approaches to address resistance to change have been proved through increased and sustained communications and education. A plan should be developed and communicated.

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TABLE OF CONTENTS

Page number

Introduction 5

Short term intervention plan 6

Summary 6

Specific objectives 6

Analysis of short term objectives 6

Medium term intervention plan 10

Long term intervention plan 17

Conclusion 1

Appendix A 0

INTRODUCTION

Men's Wearhouse, an American based company, has succeeded in achieving a progressive financial growth despite the declining economy of the clothing industry showing an annual growth of 6%. The company has achieved success through recognition of its staff and reinforcement of its operational values.

Men's Wearhouse has grown into the South African market and acquired MacMan Outfitters (Pty) Ltd. This report outlines recommendations, based on the fundamentals of the Lewin's change model, on how to implement an intervention plan at MacMan Outfitters over a two year period. The report outlines the short term, medium term and long term strategy recommended for the takeover of MacMan Outfitters.

The Lewin's change model includes three stages of change management unfreezing, changing and refreezing. The unfreezing stage creates the motivation to change and this includes interventions like benchmarking. The changing or movement stage involves learning and providing staff with new information to assist them to learn new concepts. The refreezing stage is when change is stabilised by helping employees to integrate the changed behaviour into their way of working.

One has to bear in mind that MacMan Outfitters has been long established in the clothing industry and it will not be easy to implement new changes and values in the organisation. But owing to its current financial status and business strategy changes have to be made to ensure the future for the company.

This report is based on the assumption that Men's Wearhouse has conducted a pre-survey of the various aspects of MacMan outfitters prior to purchasing the company.

SHORT TERM INTERVENTION PLAN (up to 6 TO 8 MONTHS)

Summary

Men's Wearhouse has a solid values system within the organisation which contributes to its success in the clothing industry. During this first 6 to 8 months of the transition takeover, staff at MacMan Outfitters need to be introduced to the benefits of working the way staff do at Men's Wearhouse. In other words, benchmarking exercises need to be implemented to create motivation to change.

Specific objectives

 Disconfirmation - must arouse what we can call survival anxiety or the feeling that if we do not change we will fail to meet our needs or fail to achieve some goals or ideals that we have set for ourselves (survival guilt).

 Unfreeze employees attitudes and motivate staff to change

 Men's Wearhouse needs to devise ways to reduce barriers to change keeping in mind the South African culture

 Early stages of implementation of change intervention

Analysis of short term objectives

Month 1

Initial contact with management

 Staying in line with the Men's Wearhouse policy of providing in-house training, Thomas and Henderson need to introduce themselves to the management of MacMan's outfitters at a seminar. Management from the 85 stores nation wide should be invited to attend a four day seminar introducing Men's Wearhouse. This should be held on neutral ground, for example, at a remote conference facility providing an idyllic setting.

 At this four day seminar, videos and open discussions should be used to convey the values and policies of Men's Wearhouse. Bearing in mind that change starts at the top and without buy-in from the management team, it would be difficult to have buy-in from other staff.

 Day1 Introducing Men's Wearhouse and Thomas and Henderson as the champions of the organisational change intervention.

Media used could include Videos, interactive exercises showing how the values and policies work for Men's Wearhouse.

Networking sessions within the group is also important and time should be set aside on each of the four days during the seminar to accommodate this.

Day Introducing specific strategies at Men's Wearhouse Marketing, Staffing structure, Compensation, Training and career development, Performance management, Leadership and communication.

Provide a planning session on these issues to encourage management to identify ways that these policies could be implemented within the organisation within the South African context.

Day Continue discussions on implementation and devise strategies for implementation.

Gala dinner - social reinforcement of what has been discussed in the formal sessions.

Day 4 Presentation of different ideas on implementation and presentation of a plan on the way forward for the organisation, including a vision and mission statement. Thomas and Henderson need to present the way forward for the intervention process taking into consideration the ideas put forward by the management team. At the end of the day, management could be issued with a token of appreciation, for example, a company branded golf shirt (MacMan outfitters branding).

 When the management team leave the seminar, they should be enthusiastic about the takeover and should be convinced that by adopting the values and culture of Men's Wearhouse will not only develop MacMan Outfitters to become a leader on the South African market but also be a benefit to staff development. They should also be prepared to communicate to employees that job security should not be a concern based on the Men's Wearhouse policy on staff training and development. The issue of retrenchment would be huge concern for permanent staff that have had years of service at MacMan. By management conveying this message early, would assist with less resistance to the change intervention.

Month to 6

Contact with employees at MacMan Outfitters

 Thomas and Henderson would have to use their new found ties with the management team to set up smaller seminars to meet with staff at all the stores nation wide. These seminars would entail meeting with all staff at each store, including the casual staff to introduce Men's Wearhouse and the policies and values that would be introduced to the company. All this would be done with the backing of the management at each store. By management showing innovation during this time, would encourage staff to be open to the new concepts being introduced and would facilitate change.

 The two day seminar held at each store should be consistent at each store and the following should be communicated

1. Introduction to Men's Wearhouse. Media used could include videos and past newsletters.

. Policies and values of the company and probing for similar policies and values within MacMan's. By doing this, the "survival guilt" will be exposed as at the management seminar.

. Discussion around issues such as staffing structure, compensation, training and career development, performance management, leadership and communication.

4. Open communication should be encouraged to give staff the opportunity to ask questions and make recommendations on burning issues.

5. Clear presentation of the change intervention process.

 Employees need to come away from these seminars with renewed hope for their jobs and the survival of MacMan Outfitters and with a vision and mission for the company.

Month 7 to 8

Based on the communications with management and staff and the enthusiasm shown, Thomas and Henderson could proceed to the next stage in Lewin's change model. That is, the changing or movement stage. The following are facilitated in the early phase of this stage of the change intervention

DEVELOPMENT OF ORGANISATIONAL MISSION, VISION AND POLICIES

Once the initial contact with management and staff is complete, the vision, mission and policies of the company need to be formalised and communicated to staff. Communication could be in the form of a booklet or in-house video that is tailored to suit the South Africa context as discussed in the manager and staff seminars.

DEVELOPMENT OF THE ORGANISATIONAL STRUCTURE

 In liaison with the management team, Thomas and Henderson need to construct a clear organisational structure and convert key positions to full time positions, reducing the high complement of casual staff within MacMan Outfitters. The structure of individual stores would include appointing managers, assistant mangers, wardrobe consultants and tailors. This would be in line with the Men's Wearhouse concept of internal management.

 The full time staff must be sourced from the casual labour so as to keep in line with the Men's Wearhouse policy on employment but also bearing in mind the affirmative action criteria requirement in South Africa.

 Selection of store Managers must be by a strict interview process and obtain the right people for the job within the existing staff complement. Staff may be moved to other stores or suitably repositioned by attaching promotions to their status.

 Selection of store staff must be done by the appointed manager of the store in accordance with the new structure agreed upon.

 Create the concept of "wardrobe consultants", as is the case at the Men's Wearhouse group.

 Introduce training of all managers and staff using the appropriate promotional in-house videos. Managers must also be encouraged to assist junior staff with training and development in the long term.

MEDIUM TERM INTERVENTION PLAN (8 TO 16 MONTHS)

MacMan Outfitters has its own associated areas of concern within the company, i.e. salary discrepancies, lack of a performance management system and participative team building and staff turnover and absenteeism is high.

By application of the 4-P cycle of strategic results (continuous improvement) which focuses on people, products, processes and productivity the following should be facilitated in the medium term to address these issues mentioned above

People

Skills development (month 8 to 10)

 A training schedule needs to drawn up to ensure that staff are appropriately trained and have the necessary tasks to perform the job. These training schedules need to be job specific and could be sourced from Men's Wearhouse training programmes that are already established.

 Store managers' training could include media such as promotional videos and hands-on training at stores within the Men's Wearhouse chain. These managers should then be encouraged to return to South Africa and act as mentors and train store staff in the "new" techniques.

 Training for staff within the stores could also include exposure to in-house video training as well as mentorship from store managers.

Motivation

Motivation is defined as "psychological processes that arouse and direct goal-directed behaviour."

Terence Mitchell (well known OB researcher) proposed a broad conceptual model explaining how motivation influences job behaviours and performance

Individual inputs and job context are the two factors that influence motivation which then leads to motivated behaviours and then affect performance.

The model highlights four issues

 Motivation is different from behaviour

 Behaviour is influenced by more than just motivation

 Behaviour is different from performance

 Motivation is necessary but insufficient contributor to job performance.

It is important to understand motivational theories in order to guide employees to realise organisational goals and objectives.

By using Locke's Goal-setting Theory described below, Thomas and Henderson would be able to implement a similar incentive plan at MacMan as is the case at Men's Wearhouse where staff are awarded commission based on various performance criteria as described in the case study.

Locke's Goal setting theory

 • Task goals = performance targets for individuals or groups

 • Task goals can be motivating if

' properly set

' well managed

 • Goals clarify role expectations

 • Participation is important

' Increased understanding of difficult goals

' Greater acceptance & commitment to them

Thomas and Henderson should keep in mind that 1. Difficult goals lead to higher performance than easy or moderate goals but these goals should also not be impossible to achieve. . Feedback to staff enhances the effect of specific, difficult goals. . Goal commitment and monetary incentives affect goal setting outcomes. 4. Performance goals must be under the control of the employee. 5. Goals must be quantifiable and measurable.

Besides setting monetary performance targets, the following salary related schemes should also be included as part of the monthly package to encourage staff to remain with MacMan Outfitters

 Profit sharing schemes

 Bonus plans and company profits

 Retirement programme

Teamwork (Month 15 to 16)

Two effectiveness criteria for work teams are viability and performance according to the ecological model for work team effectiveness. A work group is viable if its members are satisfied and contribute to a common goal while the performance criteria are met if the group satisfies its customers. In order for group members to be satisfied, they require an organisational support system.

Effective teams are defined by the following characteristics

Clear purpose, informality, participation, listening, civilised disagreement, consensus decisions, open communication, clear roles and work assignments, shared leadership, external relations, style diversity, self assessment.

Cohesiveness is defined as "a sense of we-ness that helps a group stick together." Cohesive group members stick together because they enjoy each others' company and/or they need each other to accomplish a common goal.

There is a significant relationship between cohesiveness and performance whereby the commitment to a task among group members strengthens the cohesivenessperformance linkage. Success builds group cohesiveness.

A team building exercise should be initiated for the company starting with the management team and should then be extended across to all staff within the company and maintaining teams at store level. The ultimate objective of this exercise is to rejuvenate the staff and produce high performance teams within the organisation.

In accordance with Richard Beckhard (an authority on OB), the following four purposes for team building should be kept in mind when undertaking a team building exercise

 Set goals and/or priorities

 Analyse or allocate the way work is performed

 Examine the way a group is working and its processes

 Examine relationships among staff

The following should be resolved in the team building exercise

 A vision, mission and goal need to be clearly defined and accepted by everyone to give the team a sense of cohesiveness working towards a common goal.

 The climate should be informal, comfortable and relaxed.

 Staff must feel that they are free to participate in open discussion and be encouraged to make a valuable contribution to the organisation.

 Expectations and roles of staff must be clearly defined.

Greater self management

This habit would be encouraged by the introduction of the values being introduced from Men's Wearhouse

 Development and training of casual labour so that if there is a vacancy, it can be filled by the casual assistant rather than "new blood" as is the case with MacMan. This encourages casual staff to be more conscientious keeping in mind that they may be permanently employed if there is a vacancy.

 Learning is encouraged from mistakes rather than ridicule thus introducing a culture of continuous improvement and self development.

 Introduction of incentives for all staff members would encourage greater self management and performance

 By the company showing a genuine interest in their employees via the various mechanisms mentioned above, employees self-esteem and self-image are boosted which in turn leads to increased personal responsibility for organisational outcomes.

Products

In accordance with the 4-P cycle, with the improvement of the people issues within the company, a definite shift should be evident in customer satisfaction and quality service. Customers should be seeing a difference within MacMan Outfitters within the first 10 months of the change intervention.

The following should be communicated to store managers

 Prices are set to 0-0% below retail prices

 Only one promotional sale will be held in January of each year

 Adoption of the repair for life on a garment as per the Men's Wearhouse policy

 Advertising is only done through television and radio

Processes

Processes to be improved are as follows and these should be addressed during this medium term intervention and taken through to the long term

 Using the contingency model for selecting communication media, it is suggested that the face-to-face approach be used within MacMan Outfitters. In this case the richness of the medium is matched with the complexity of the situation. This way staff has immediate feedback and the communication is more personal.

The hierarchical communication pattern describes exchanges of information between managers and the employees they supervise. At MacMan, this communication pattern needs to be reinforced. Managers need to provide the following downward communication job rationale, organizational procedures and practices, feedback about performance, communication of goals.

This information is not being disseminated to employees as is evident in the case study.

Employees need to communicate information upward about themselves, co-workers and their problems, organisational policies and what needs to be done and how to do it.

 The communications department within the HR department of the company would be responsible for following through on the following communication within the company

 A monthly newsletter similar to Clothesline (Men's Wearhouse) could be implemented to convey news on different aspects of the company encompassing all 85 stores nation wide.

 Staying in line with communication strategies at Men's Wearhouse, videos could be encouraged in house to communicate inspirational news and sales ideas to staff spread across a wide area.

 Mentorship of staff should be encouraged by Thomas and Henderson during this phase of the intervention as this is one aspect that needs to be drawn through as a long term company objective to remain in line with an organisational culture that supports their people asset.

 Management should be assisted with setting up small off site activities for staff who should be encouraged to socialise at sessions of hockey, soccer, indoor cricket or even indoor golf.

 MacMan managers must also be encouraged and shown how to go about becoming integrated into the work systems of MacMan and being viewed almost as a peer rather than as the boss/ employee scenario. This is encouraged to create that sense of servant leadership.

Weekly and monthly internal store management meetings could be introduced to keep staff informed of store sales figures and the other day to day running of the store. Bi-annual inter-store management meetings could be set up to to discuss different trends within the organisation and promote information sharing.

Productivity

As a result of the processes above being implemented, one should see the benefits of the more efficient use of human resources by showing appreciation of this important resource within the organisation.

LONG TERM INTERVENTION PLAN (UP TO 4 MONTHS)

This long term plan would constitute Lewin's refreezing stage of organisational change where change is stabilised by helping employees to integrate the changed behaviour into their way of working.

Empowering management

 Thomas and Henderson need to monitor the culture of interest within the management team and encourage them to take an interest in their external environment and valuing the process of awareness of related industry changes

Maintaining the interventions thus far

 Communication - Performance shortfalls should be perceived as opportunities for learning and not bringing people down.

 Verbal feedback in store to staff on performance on a monthly basis will reinforce the company bonus structure and prove that a bonus strategy can work.

 Support for new ideas must be encouraged and thus remaining in line with the culture of the organisation for promoting personnel. A suggestion scheme could be introduced that either has a monetary value or some other incentive attached.

 Accessibility to information and open boundaries of communication should be instituted at management level and constantly reinforced by example to show interest and willingness for participative management. Journals or books available within the industry could be made available to staff at the common tea area for perusal and the in house video would also facilitate this kind of communication.

 Ongoing training and advancement of staff within the organisation from the casual staff to management will facilitate commitment to the organisation as staff would feel that they have a stake in the business. An induction course for new employees detailing the values and culture of the organisation, sales strategies and organisational structure should be designed to facilitate training of new employees thus maintaining the values at the entry point into the organisation.

 An annual management conference/ seminar could be initiated to review the organisation vision and mission. This could involve staff participation with management before the conference in order for staff views to be considered.

 And to end on a more festive note, in store Christmas parties are always a good long term objective to keep the spirits up and facilitates off site communications!

CONCLUSION

In order for the intervention plan to be successful, Thomas and Henderson have to implement the plan with the assistance of the existing management team at MacMan. By introducing external organisational consultants to lead the intervention, would not only be in contrast to the Men's Wearhouse policy but may also create a feeling of apprehension with MacMan employees. It could create this sense of already using external resources as opposed to working from within and thus increase the fears of uncertainty of long term employment once the takeover has been accomplished.

This intervention plan follows the Lewin's change model from the unfreezing stage where benchmarking is crucial, through to the change/ movement stage where staff motivation is vital and then to the refreezing stage where we see long term benefits of the change intervention.

BIBLIOGRAPHY

Organisational behavior / Kreitner, R, Kinicki, A & Buelens, M. nd European

edition. McGraw Hill, 00

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Quality

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Krispy Kreme Donuts

History

Vernon Rudolph founded Krispy Kreme in 1 in Kentucky. In the mid-10's he moved the to Nashville, Tennessee where it became a family operated business. Two additional shops were opened in Georgia, and West Virginia around this time. These shops originally sold only to grocery stores. In 17, Rudolph opened his own shop in Winston-Salem, NC. He began his shop with $5 and by borrowing the ingredient's he needed from a nearby grocer. He soon became so busy that he began selling doughnuts from his shop window. According to the Krispy Kreme web site (KK1), this marked the beginning of Krispy Kreme's retail service. In the 150s the doughnut making process was automated with the creation of the automatic doughnut cutter. Also according to the web site (KK1), this equipment was the foundation of the doughnut-making process used by Krispy today. In 16 the equipment was replaced by a system, which used air to force the doughnuts from the hopper to the trays instead of cutting them. In 176 Beatrice Foods Company bought the Krispy Kreme Corporation. Then in 18 a group of Krispy Kreme franchisees bought the company back from Beatrice Foods.

The Company

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Headquartered in Winston-Salem, North Carolina, Krispy Kreme produces over 5 million donuts daily (KK1, 00). With locations in 6 states, the company is seeking to open franchises around the world. Currently, however, the only franchises outside the United States are in Canada.

The company is a "branded specialty retailer of premium quality doughnuts" publicly traded on the New York Stock Exchange under the symbol of KKD (Yahoo Finance, 00). With just under .5 million shares initially offered in June 001, there are now only years later - almost 7 million shares outstanding. Operating on a fiscal year of the last Monday in January through the last Sunday in January of the following year, Krispy Kreme employs over 00 persons in America and Canada.

Each of the company's 45 franchises can produce daily between 4,000 and 10,000 donuts each. Krispy Kreme also sells its products from stores other than its franchises, such as grocery stores and gas station convenience stores.

Mission, Vision, Goals, and Objectives

Krispy Kreme does not have a mission statement. The Krispy Kreme web site indicates that Krispy Kreme has plans for international expansion. However, this expansion has taken longer than Krispy Kreme's competitors. Krispy Kreme needs to better define its mission, vision, goals and objectives to help it to continue to grow in a timely manner.

Dunkin Donuts one of Krispy Kreme's biggest competitors is doing business in 40 different countries and 5,000 stores worldwide. This is a competitive threat to Krispy Kreme. Through the years, Krispy Kreme stores have opened slowly, while competitors are opening many stores and expanding their market share more quickly. In 000, Krispy Kreme began to recognize international opportunities and began working on its strategy for expansion. By 001, the company opened their first two stores outside of the United States, in Canada and Australia.

SWOTt Analysis

STRENGTHS Krispy Kreme is said to be on top with its donut taste. The company provides a great atmosphere and mood. Krispy Kreme also has competitive pricing and a competitive advantage. They get their competitive advantage by having a "doughnut theater" not featured anywhere else. Krispy Kreme also provides an easy accessible drive-thru for the customers in a hurry. Their menu reaches many different taste buds, with a variety of both hot and cold coffee drinks. Although Krispy Kreme has its strengths, what come along and eventually help the company to grow, by soon becoming the strengths are the weaknesses.

WEAKNESSES Krispy Kreme also does not advertise publicly, their only way of advertising is by word of mouth, publicity at Grand Openings, and by sponsoring fundraisers. Unlike some of its competitors, Krispy Kreme lacks a lunch or dinner menu. They only serve breakfast and treat items, although some customers may use a doughnut as a meal substitute. Although Krispy Kreme is short of a wide menu, it does very well providing a sugar fix for its doughnut lovers and caffeine junkies.

OPPORTUNITIES Krispy Kreme has the opportunity to develop new markets with area developers who share similar visions, standards, and objectives to those of Krispy Kreme. They could build successful relationships looking for long-range benefits for area developers and for themselves. Krispy Kreme needs franchisees who have strong commitments to the area developers and who will provide them with support in both the development and operation of the stores.

THREATS Krispy Kreme does not currently have a clear vision/mission statement. It seems that they announce their next opening 6 months before they open. Another threat is that competitors have a wider variety of products offered.

TRENDS A new trend, which Krispy Kreme should keep an eye on, is bagels. The trend toward healthy eating together with an insistence on good-tasting food produced a shortage of acceptable natural food alternatives, for example. Dunkin Donuts has already launched a successful line of bagels.

Recommendations

The following are suggestions and recommendations that Krispy Kreme will benefit from in future growth. The most important document for a company to have is a clear vision and mission statement for their company. Krispy Kreme doesn't have a well-documented vision and mission statement thus leaving them with no goals of where they want to go and how they want to be portrayed. Once the vision/mission statements are written the company then can move in the direction to fulfill those statements. A company without a clear vision and mission doesn't have a good direction of where they are going and what they want to achieve. Vision/mission statements tell the consumers a little about the organization and how it is tying to meet the consumer's needs. Customers want to see where a company is going and what they are trying to achieve.

Another suggestion is that Krispy Kreme needs a higher advertising budget. Relying on word-of-mouth is the biggest form of advertising, but that's not always the best way. Other forms of advertising we recommend Krispy Kreme use are, billboards, newspapers, radio commercials, and/or TV commercials. Also, as stated in their weaknesses, they could offer a broader line of products. This could help increase their market share, because they would have more to offer to the customers. They cold offer other breakfast items, lunch items, dinner items, or possibly other snack items.

The most important suggestion is to expand internationally at a faster rate. It has taken Krispy Kreme years longer then their biggest competitors to do business outside of the United States.

Krispy Kreme's Mission Statement

Krispy Kreme is in the doughnut business and our goal is to provide the freshest product, highest level of service, the broadest selection of products and the most competitive prices worldwide.

Vision Statement

Krispy Kreme will be the consumer's first choice for hot, fresh doughnuts worldwide.

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Mending Wall

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Poem Analysis Essay One

Mending Wall by Robert Frost is, on the surface level a poem about two farmers fixing a broken wall during spring, a wall that annually suffers from the hands of the seasons and of the hunters. The two men, who are neighbours walk along the line of the wall, at the same time every year, picking up the stones that have scattered along their property and balancing them back up on the wall. The central activity of the poem. However, the poem can also be seen to be about the physical barrier of the wall becoming a kind of communication barrier as both the men do the work in complete silence even though they are both doing it together. The poet's purpose in writing the poem is to show how physical barriers can stretch into barriers blocking communication and personal relationships.

This poem is written in blank verse and is written in a solid block with no breaks making it seem more prosaic than poetic, in form. Some lines of the poem have a very harsh consonant sound with single syllable words and when read aloud sound very slow and plodding. The poem follows the path of the men fixing the wall, which is hard and laborious work, "We wear our fingers rough with handling them." The poem finishes with a quote, which one of the farmers repeats throughout the poem whenever questioned by the other what the point of having a wall is if neither are animal farmers, "Good fences make good neighbours."

The poet uses many different word techniques including repetition and metaphor in order to create interesting images and impressions on the reader. "And on a day we meet to walk the line and set the wall between us once again." This technique is an example of Frost using harsh consonants and monosyllabic words in order to create a slow rhythm showing that the words are very literal. Another technique that Frost uses more than once is repetition. "The wall between us," is a line that is repeated to show that the wall is not only physical and it really does extend to the men's relationship with each other. This contrasts immediately with, "And some are loaves and some so nearly balls." Which is a metaphor that Frost uses in the poem when he is comparing the stones to these objects. In the poem this line comes after several very prosaic lines and so is a contrast in that it shows Frost's imagination.

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Overall this poem is very effective in delivering it's message of how physical barriers can become more than just that. Even though this should not be a reason not to have a relationship with someone to some it might be not only a physical or aesthetical barrier but again also mental.

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Educating Rita

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... rank likes her straight forwardness in Scene 1 but to his disappointment she starts to loose her identity towards the end of the play.

I think youre the first breath of air thats been in this room for years.

At the summer school Rita has learned about authors and she meets other students. Frank is very impressed of her abilities. She changes her lifestyle with new clothes and a new hair colour and was also influenced of her flatmate Trish.

Trish encourages Rita a lot and she in under her influence.

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As Trish says there is not a lot of point in discussing beautiful literature in an ugly voice.

She is changing herself by becoming more like others, Rita is losing her individuality because of Trish's opinions.

Me an Trish sat up last night and read them. She agrees with me...what makes it more-more...What did Trish say--?

She forgets her lines and we can tell that she is using other people's opinions and fa ...

Below is a short sample of the essay 'Educating Rita' shows how a comedy can raise serious issues. Discuss. If you sign up you could be reading the rest of this essay in under two minutes. Registered users should log in to view the full essay.

... dismay, along with it much of her charm.

Act one, scene seven is a crucial scene in Rita's development. Having been unable to pluck up the confidence or courage to cross over the threshold to Frank's dinner party, she comes to Frank to justify herself. Rita explains that one of her main concerns was that she might have brought the wrong type of wine. Here again, Russell undercuts the seriousness of his humour. "It wouldn't have mattered if you'd walked in with a bottle of Spanish plonk," says Frank. "It was Spanish" comes the reply. The invitation to dinner is partly a symbolic act. To attend the function would signify acceptance in Frank's social circle, and yet Rita knows that she is not ready for the transition. She fails to do it at this stage because she knows in her heart that she does not possess the language, the knowledge or the style of the middle-class academics to which she aspires. Frank describes Rita's character as "funny, delightful, and charming" but Rita herself rejects his attempts to compliment her as being patronising. She does not want to be funny but wants to "talk seriously with the rest of you". Spurred on by this desire, Rita's metamorphosis gathers momentum.

In Act two, scene two Rita begins speaking with an affected voice, which she sees as talking "properly". She remarks that Trish has told her "there is not a lot of point in discussing beautiful literature in an ugly voice". This marks the point at which Rita has lost her uniqueness to the reverence of others and to pressure from examiners expectations. It represents a shift in her attitude and confidence. Rita is now able to hold her own in academic circles. Russell handles this pivotal point with humour, as such dramatic change and emphasised clarity serves as humour to an surprised audience.

The change process is painful for Rita and she likens herself to a "half-caste"(Act one, scene seven) out of place in her own society but not able to fit into that of Frank. We see that Rita is has made it, and is no longer out of place when Frank places her essay on the ...

The relationship between Frank and Rita

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...

Rita Are you married? What's your wife like? Why did you split up?

He shows interest in her by openly flirting with her

Frank What I'd actually like to do is take you by the hand and run out of this room forever.

Right now there's a thousand things I'd rather do than teach; most of them with you, young lady…

As they get further into the course and Rita's relationship with her husband Denny begins to deteriorate, it starts to become clear that whatever non-teacher-pupil feelings Frank may feel for Rita are unrequited. As Rita says herself, for the time being she is only interested in finding out about herself she doesn't have time to 'rush off with some feller'. It is easy to see from the exchange between Frank and Rita on page 4 that while Frank sees Rita as someone he would like to know socially, someone to ...

Analyze the dramatic development of Rita's character. How has she changed by the end of the play?

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... ndle trying to get into Frank' study. He has kept it like this for a reason I think, as a sign. This is the security of being closed from the outside world as is the windows shut as being referred to later. This is ironic because Rita is like the one who is if u wants rescuing him, and is fixing his door handle, opening his windows making him become part of society again; Rita makes him sort out his drinking problem. This gives the audience the feeling of how shut off he really feels. He has no confidence and certainly does not inspire it,

'You see the great thing about the booze is it makes one believe that under all the talk one is actually saying something'.

'I know absolutely nothing'

'I am actually an appalling teaching'.

Rita and Frank have a number of similarities; they are both dissatisfied with their lives, although Frank does not seem interested in doing anything about it. They are both witty people and both have things to learn from each other.

Maybe Rita feels she could possibly make Frank take action against his drinking as she has grown up, with people who hide behind bottles of alcohol.

'You've not been drinking have y?'

'No'

'Is that's because of me because of what I said last week?' this shows the audience her innocent childlike qualities.

Although Frank is unsure of teaching Rita due to his lack of confidence, she feels at ease with him. I think this is because she sees his flaws and this makes her feel comfortable around him. Although he is middle class he is an alcoholic and I am sure Rita has grown up with many if his kind and I would think he would give her a sense of equality as it has been something she has been able to experience.

'Why come to me?'

'Because you're a crazy piss artist who want's to throw his students out of ...

Educating Rita" Literature Coursework Essay 0th Century Drama

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... scene seven. This shows us that their relationship with each other is still holding strong and they still want to be friends, even though one has upset the other. This example demonstrates how close the two characters have become throughout the length of the play.

During the play, we can see Rita demonstrates several of her different moods. Most of the time, she is pleased and enthusiastic about her course at the Open University. We can see this through the actions she makes on the stage. For example "Rita flounces into the room and goes to the desk." (Act one, scene three) Although we cannot see this action in the play, the audience can see this performed on stage. Another example could be in act one, scene six, "Rita bursts through the door out of breath."

Once during the play, Rita's name changes. At the beginning, her name was based on the author of the novel Rubyfruit Jungle (Rita Mae Brown), and then later on in the play she changes her name back to her original name (Susan White). The reason she did this is because she was "in awe" of the book Rubyfruit Jungle and she shows this through changing her name to that of the author's. The following extract can be found in act one, scene one. Rita "That's 'S' for Susan. It's just me real name. I've changed it to Rita, though. I'm not Susan anymore. I've called meself Rita ...

Below is a short sample of the essay Is the ending of Willy Russell's "Educating Rita" dramatically satisfying?. If you sign up you could be reading the rest of this essay in under two minutes. Registered users should log in to view the full essay.

... er/student relationship when he says

"How about a proper lunch"

Rita answers that she has to go to fix her customer and invites Frank to go to the gallery with her, which he accepts gratefully (with a smile)

The next step in their relationship is Rita leaving her husband, moving in with the sophisticated Trish and going to s ...

All formatting has been removed from the sample

Examine Franks growing sense of unease as Rita becomes more educated

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... nce. He was really happy that he was going to teach her all about Blake, now he couldn't because another lecturer already had. Frank's student is not clinging to him anymore; she is gaining in self-confidence and moving up in the world, away from Frank. Also in that scene, Rita mentions her new flatmate, Trish. When Frank asks Rita if Trish is a good influence Rita praises Trish saying that she is great and she is dead classy. This shows to the audience that Rita looks up to Trish and that she would like to be like her. This shows that Rita looks up to Rita more than she looks up to Frank.

When Rita enters in Act Scene she starts talking in a peculiar voice, Franks asks her why she is doing it and she replies that she had " merely decided to talk properly" Frank doesn't like the way that Rita is trying to talk and says it is quite ugly. Frank says to her "Rita! Just be yourself", but this is what Rita doesnt want to do, she wants to change, she wants to be a different person, to be more educated. When she decides to talk normally again Frank asks why she has grass on her back and Rita tells Frank that she got to lesson early and started talking to some students on the lawn, Frank seems surprised about this, even though he denies it. When Rita tells Frank that while she ...

How does the environment effect education in the educating Rita?

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... s' and has found himself drunk in a few lectures. He has a girlfriend called Julia, she admires him and he likes her a lot. Frank used to be a poet. He was married before this relationship but him and his wife split up because of poetry. Frank and Rita's first meeting

Frank and Rita first met in frank's office because Rita was taking an interview for an Open University course. Frank was asleep ...

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Table of Contents

The following table of contents allows you to infer the structure of the document and the content contained therein

Introduction to the play

Introduction to Rita

Introduction to Frank

Frank and Rita's first meeting

Rita's Culture/Background

Frank's culture/Background

After What you Gave me I Had a choice And I Chose Me - Educating Rita

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... o this is "I'm on this course, you are my teacher an' you're gonna bleedin' well teach me!". There is a special quality which both of them posses, their opposing personalities. You can tell this just by listening to them.

This quality ensures they compliment each other incredibly well. Furthermore, it is also a dramatic device thought of by the author which also brings out the best in each of them. Frank quits drinking and even manages to stop smoking! In the same way we see the side of Rita which is incredibly curious, and the side of her which is hungry, at the point of starvation, to learn.

On the other hand, opposites can clash and Frank and Rita do. For example…

?®Educating Rita?¯

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... ts a conversation about Rita's job in a hairdressing salon.

Throughout the play, Russell uses widely differing methods to question Frank's, Rita's and the reader's attitudes to education. Rita sees education as an escape from lower-class life and a way to broaden her horizons. Frank however, sees it as a necessary thing, which perhaps makes you look at life in a dull way, examining everything, that might be better if just left as it is.

Frank knows that if Rita is to succeed as a literary scholar and improve class, he will have to crush her natural exuberance and ...

Educating Rita

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... , she just calls him "Y' soft get". And says, "there's no point cryin' over spilt milk". But she is determined to live the life that she wants to.

In the end, she leaves Denny because he gave her an ultimatum to stop the studying or leave, Rita chose her education.

Rita worked as a hairdresser, but she got bored with all the conversation "It does my head in". "The conversation is dead boring". She also quite her work because there are no progression.

When she was cutting peoples hair, she knew there was more to life and that she wanted to learn.

After beginning to study, one day she talked to a customer about 'Peer Gynt' and found that she enjoyed that type of conversation. So she left and went to work in a bistro where she believed she could have this type of conversation all the time.

She then enjoyed talking about 'important things' with her customers unlike working in a hairdresser and talking "irrelevant rubbish& ...

Educating Rita

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... Rita feels very incomplete from the start of the play. When her husband wants Rita to have a baby, she refuses, as she believes that having a baby will invade her life and she feels the need to discover her self before she has a baby. Her attitude drives her husband away.

Rita now begins to make progress. After coming back from summer school, she is overjoyed at her experience. She feels the need to give her self a personality and her look makeover because in her eyes, the students have a different way of dressing and style. She believes that she has become a brand new person because of her confidence gain and all the knowledge she has gained. She wears more stylish clothes because she feels more accepted, she does not speak slang and her accent is not the same, she has a better job as a waitress (in the B Stroke), she can mix in with the students, has friends who are high-class and reads more books while going to theatres. Because Rita in ...

Educating Rita

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... n with it; one of these days you'll be shouting' 'come in and' it'll go on forever because the poor sod on the other side wont be able to get in. an' you wont be able to get in. an' you wont be able to get out". So as you can see Rita takes detail to far.

Willy Russell keeps our interest be adding new and exciting characters to the play he adds three other charters Trish Rita's flat mate. Trish tries to kill her self because of depression. Denny is Rita's husband. Denny's role in the play is a cruel role with wanting Rita to have a baby very early on in life he tries to stop her going ...

Educating Rita by Willy Russell

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... be funny, I wanna talk seriously with the rest of you, I don't wanna spend the night taking the piss, comin' on with the funnies because that's the only way I can get into the conversation. I don't want to come to your house just to play the court jester."

She thinks that she is a "half-caste" stuck between working and middle class, not quite fitting into either.

For Rita Act One ends on a very negative note, her marriage is finished. This came about because Rita's husband Denny wanted a baby and Rita did not, also Denny wanted Rita to stop going to the O.U course. Denny gives an ultimatum do as he says or leave.

Frank and Rita both know that Rita will have to change to be able to write essays that will pass an examination. This will affect the relationship because Frank doesn't want to change Rita but Rita wants Frank to help change her, so it is inevitable that there would be a clash of wills.

When Rita comes back from the O.U summer school she is more mature. Frank however is surprised that Rita has changed this much.

Rita ...

Educating Rita- How Does Russell Make The Opening Dramatic and Entertaining?

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... xed!.

This is very dramatic as we are made to wait for Ritas entrance and she doesnt walk meekly into the room as we would expect a student, having her first meeting with a teacher, to do. She takes a commanding role and is telling Frank what to do. Frank is shocked and surprised and the audience is amused at this apparent role reversal with the student dominating the teacher. He immediately tries to regain his posit ...

Explain how class has eased problems for both Frank and Rita

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... tly and take her more seriously. Or maybe she feels that Susan is a working class name and Rita is an upper-middle class name. So she wants to sound more educated then she really is.

Frank however was born into the upper-middle class and I believe he is quite happy there. He has a drinking problem but because of his class it is quite acceptable to drink early in the morning and continue through out the day until he goes to bed. He used to smoke but has promised to give it up, that is until Rita insisted on him smoking with her. I'm beginning to think that social drinking is okay but not smoking. Maybe they are more aware off the health risks associated with smoking and feel that the drinking risks are more acceptable.

The main jobs that, that particular class tends to do is, university lecturer, doctor, lawyer, all the well paid ...

Frank says to Rita "...To pass exams, you're going to have to suppress perhaps even abandon your uniqueness. I'm going to have to change you." How does Rita change during the course of the play?

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... , but she said "No." He says that they could talk about her and Denny, and Rita says, " I've got to do this. He can burn me books an' me papers but if its all in me head he cant touch it." In a way Denny has moved her on. She realises that she would be stuck with him, but he has made her want to learn more. Even though she feels she wants to learn more since the burning event, she still pries into Frank's business, and asks him why he stopped being a poet, so again she is trying to find more information on him, as she finds him so interesting. Rita went to see the play of Macbeth, and she thought it was fantastic. She thought she was going to find it really boring, but she surprised herself, and absolutely loved it. She liked it so much that she even memorised a piece of the play, which she recited to Frank. A reason for her liking the play so much could be that she understood it, and as she did, she may have related to it.

When Rita refers to herself as a "Half caste" she means that she is no longer working class, but she is not middle class either. Half way through the play she feels as though she is being pulled in different directions. She wants to break out of her lower class, and she wants to break out of her hollowness. When her mother says how they could do so much better, and about how they could " Sing a different song." This really changes Ritas view on things, and encourages her. When Rita has her problems, she tries to overcome them by getting on with her learning. It really hits home to ...

What Do Frank and Rita Learn from Each Other? How Does This 'Education' Change Them As People

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... thought it was crap! F Crap? And who are you citing in support of your thesis, F. R. Leavis? R No. Me! F What have I just said? 'Me' is subjective.' (1.ii)

Along the way Frank and Rita learn a lot more from each other. The next point Frank learns is that education can 'quash' a person. He realises or thinks that if Rita is successful in 'learning everything' (which is what she wanted in the beginning) then it will spoil what is so special about Rita. For instance the way she just comes out with things, says what is exactly on her mind, she will start to say less about what she thinks, try and make it into a 'more posh' point of view. Frank may even be scared that Rita will become a 'literary snob' like he was in the beginning. 'F (appealingly) Rita, stop it! R But Frank, I have to persevere in order that I shall. F Rita! Just be yourself. R I am being myself.' (.ii)

Rita is also learning along with Frank. But she learns that to cope with having an education and being exposed to all these literate, upp ...

What is your opinion of Rita in Educating Rita?

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... s not angry at Denny, she just calls him "Y' soft get". And says, "there's no point cryin' over spilt milk". But she is determined to live the life that she wants to.

In the end, she leaves Denny because he gave her an ultimatum to stop the studying or leave, Rita chose her education.

Rita worked as a hairdresser, but she got bored with all the conversation "It does my head in". "The conversation is dead boring". She also quite her work because there are no progression.

When she was cutting peoples hair, she knew there was more to life and that she wanted to learn.

After beginning to study, one day she talked to a customer about 'Peer Gynt' and found that she enjoyed that type of conversation. So she left and went to work in a bistro where she believed she could have this type of conversation all the time.

She then enjoyed talking about 'important things' with her customers unlike working in a hairdresser and talking "irre ...

When Rita was at school, she did not have much of an education, nobody wanted to learn.

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... her books Rita is not angry at Denny, she just calls him "Y' soft get". And says, "there's no point cryin' over spilt milk". But she is determined to live the life that she wants to.

In the end, she leaves Denny because he gave her an ultimatum to stop the studying or leave, Rita chose her education.

Rita worked as a hairdresser, but she got bored with all the conversation "It does my head in". "The conversation is dead boring". She also quite her work because there are no progression.

When she was cutting peoples hair, she knew there was more to life and that she wanted to learn.

After beginning to study, one day she talked to a customer about 'Peer Gynt' and found that she enjoyed that type of conversation. So she left and went to work in a bistro where she believed she could have this type of conversation all the time.

She then enjoyed talking about 'important things' with her customers unlike working in a hairdresser and talking "i ...

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When he arrived in Buenos Aires, Travis saw his dad in the crowd of people waiting for others to arrive. His dad was taller than most, didn't have a lot of hair, and what he did have was mostly gray or white. He had lost some weight and looked pretty muscular. I'll still kick his ass in basketball Travis thought! Dad saw everyone arrive and waved his arms like a windmill. Like we don't see him Travis said out loud, and the other Harskis laughed.

Travis immediately liked Buenos Aires. When he got to his new home that first day, his dad had arranged for a couple of other 7th graders to come over and say hello to him. The next thing you knew a few phone calls were made by his new friends and suddenly there were ten 7th graders in the back yard playing 5 on 5 soccer. And Travis was far and away the best player out there. It was shortly after that game finished that the problem started; they all wanted Travis to be on their team. It wasn't because Travis was a selfish player and scored a lot of goals. It was because Travis was a team player, and still scored a lot of goals. He was fun to play with and everyone who was on his team knew that if they were open, Travis would get them the ball. And if they didn't score on their shot on goal, then Travis would probably be right there to follow it in.

Just when the game finished, dad walked out carrying a bunch of lemonade and cut up apples and pears. Dad saw the boys giving Travis high-fives and instantly knew that Travis had some new, good friends. Travis said thanks for the goodies and asked if they could go swimming. Dad pointed to the little pool room at the end of the back yard and said there are plenty of towels in there. Have fun!

Travis was having so much fun with his new friends that he forgot all about what day it was. Travis couldn't remember if he had to go to school the next day or not, or if it was even the weekend. Travis asked dad what tomorrow was. Dad replied, it's the day you get to sleep in as late as you want. I have the next three days off and you guys don't start school for another two weeks. Alright Travis thought. The only thing that could make this any better would be if the Cartoon network was on. Just as Travis was thinking that, dad yelled out - Travis - if you turn on the TV in your bedroom, the Cartoon network is on channel 15. You've got about an hour and dinner will be ready. Travis said goodbye to his friends and walked into his own bedroom for the first time. It was huge, and there next to the window was his very own TV. He clicked on the remote control and turned to channel 15. He sprawled out on the bed and fell instantly asleep.

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Dad tried to wake him for his wonderful barbeque steak that he had specially prepared for Travis, but Travis was completely zonked out. The fatigue from all of the travel, the flight, and all the excitement of changing from Ramona to Buenos Aires finally got to Travis, and once he put his head on the pillow, he was in a different world. Dad snuck in a little kiss on his forehead and whispered it's nice to have you back buddy.

When Travis woke up, he was really confused. First one day in California, and then the next day in Argentina. Looking around, it was morning time and Travis could hear dad saying something about pancakes and bacon. Just lying there, Travis thought this was just like old times. A sort of peaceful glow set about Travis and he smiled to himself, thinking Buenos Aires is gonna be a great place.

After a great breakfast of pancakes, honeydew melon, bacon and orange juice, Travis asked dad what the plans were for the day. Well, mom's got a whole list of chores for you guys to do dad said. Just kidding! Today we're gonna play basketball at the school at about 5 with the adults. There's gonna be some other boys there that you could play with as well. But before that, I hear they're having a free rock climbing session at the school. What the heck was that Travis wondered? Dad said it was this after school activity the school has where you are tethered to a line for safety and you climb this 50 foot rock wall. It's pretty difficult at the top part so you have to be pretty strong. Dad said no one has ever made it to the top the first time trying to climb it. Dad stopped talking for a second, and looked at Travis. Already Travis knew, and now dad knew, that Travis was going to be the first one to ever climb the rock course on the first time trying.

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Developer Silicon Knights psychological thriller "Eternal Darkness Sanitys Requiem" has been in development for a quite a while. The title, which travels gamers through the depths of time, and challenges them to complete quests using a dozen different characters, began its life as an N64 game. However, it was cancelled and switched over to GameCube as Nintendos next-generation console "matured." Nintendo and Silicon Knights worked tirelessly on this project for two years more, enhanced it considerably, added new elements, tweaked and fixed controls, blew out graphics, sound and other important game factors. All of this while gamers eagerly, and sometimes impatiently, waited for Eternal Darkness to step out of the shadows.

But the wait is finally over and the good news is that its all been worth it. Eternal Darkness is the truest evidence to proper development time and commitment. The game grabs hold of players and doesnt let go, captivating with its brilliantly crafted storyline, its compelling visuals and scenery, and its character development. These details are only matched by the titles polished controls, combat system and beautifully conceived magic system. Add in the spooky element of surprise through insanity effects, one of the titles more interesting exclusives, and a long and satisfying adventure. The ending result is something very special.

A clone of Resident Evil is definitely not a way to describe this masterpiece. What it is, however, to dedicated players who fully explore its length and intricacies, is one of GameCubes absolute best games, and indeed one of the greatest titles I have ever played in my lifetime. The sanity effects are brilliant and the visuals are excellent. Combined with great sound and a wonderful story shown in some nice cut scenes and wonderfully acted; the entire experience can be chilling. I'd feel wrong to confuse all the goodness of Eternal Darkness with great gameplay, and gameplay is what matters most to me in a game. In that category, the brilliance of Eternal Darkness shines above the rest. Its the first must-have GameCube adventure, an experience no intelligent gamer should miss. What I think makes it difficult to rate is its style. As with all games, it will cater to a specific audience. Eternal Darkness Sanity's Requiem is definitely not a title for young gamers. However, for the rest of us, Silicon Knights has created it first game for Nintendo GameCube, and, I for one am excited to see what games they develop in the future

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LEADERSHIP AND LEADERSHIP STYLES

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Leadership, influencing other to willing do the work of an organization so that the objectives can be met. The main objective for any organization is to meet it's goals. To do this you will need one major component in place, that is management. Management comes in and organizes the entire operation of the organization. You take it a step further when leadership comes in to place. An organization could not exist if it where not for the leaders.

It is not only important to have the title or the position of being a leader but it would also be important for the leader to be effect so that his followers will follow his leadership. To do this as a leader you will need to have certain skill and abilities. For example a good leader, will have the ability of acting as a leader. A leader is suppose to be able to motivate the employees, and communicate effectively in difference of the barriers that exist, he will organize teams, and be held accountable for supervising the team, and he most be able to manage organizational and cultural changes that are needed to improve the organization. Leaders have power and certain traits, the leader should have a vision for the where the organization will go, the leader should actually think as a leader would. A leader should have six personal traits. They should have the drive to achieve, and the desire to lead. He is confident in his decisions and knows what it take for the organization to meet its goals, he knows the business well, he displays integrity and honest in doing business and with his subordinates. Most important the leader will need to have the right leadership style in order to stand and be an effective leader. Leadership style is the behavior in which the leader has chosen to be, he will display certain values and a certain attitude. Even though there are several styles of leadership it is always be to select a style that best suites the organization it self.

Hour glass store is a small retail clothing store for the alternative sized woman 1-6. It is the creation of four creative imaginative and independently strong minded- woman. The store sells clothing that is very fashion forward and innovative. It features the following style nols (50's-60's era) ponk, gothic, street wear, club and military. The store also has accessories to complete the entire outfit and or wardrobe. Our objective is to remain unique and different by creating new and fashion flowing attire to dress teenagers and the mature woman. This will be achieved by offering the best direct customer service possiable. This is using heart skills

H-Hello to every customer

Cheap College Papers on lEADERSHIP AND LEADERSHIP STYLES

E-Establish the connection by introducing yourself

A-Ask questions

R-Recommend and reinforce by proudly making suggestions

T- Thank you by saying thank you to every customer

Our last objective is growth first we will offer our product line on the world wide web (Internet Service). This would expand our selling base and name recognition. Next we will expand our business to the North, South, East, West, Southeast Southwest regions of the country. According to the Management Theory Practice and Application (p.178), the university of Michigan studies stated when two set of leadership styles, production entered and employee centered and close gems.

We have decided to use the Employee- oriented leadership and the Job centered leadership for the leadership style for our company. The reason that we have made this selection, is because we feel that if we learn to focus on our employee rather than trying to learn as an individual and try to adhere to learn the need as an employee it would make a healthy work environment for everyone We prefer to focus on the personality and the individuality and emphasize building good interpersonal relationships. Next job centered style would assist in making sure that each and every employee is trained in the different aspect of the business, beginning with open selling power, to setting up the products in the store, and getting customers to closing at the end of the day We want to focus on production and the job's technical aspect.

According to Likert (p.178) concludes " Supervisors with the best record of performance focus their primary attention on the human aspects of their subordinates' problems and on endeavors to build effective work groups with high performance goals.

These two leadership styles would feature the ownership type of employee, would be willing to participate as a manager in the absence of the manager when ever the opportunity present itself. In contrast to the other styles of leadership which can also be very effective in other companies, however based on the behavior we have chosen and would like for our company to display the Job centered leadership style and or the employeeOriented leadership style. For example the Close Supervision leader the supervisor specifies the roles of subordinates and checks up to see that the employee has completed the task. Or the Laissez leader has a complete hand off policy with it's subordinates. With the General leader this style is somewhat in the middle

In the leadership role motivation, communication, team building, organizational change, and culture change are techniques and theories a leader can use to implement changes required to improve an organizational situation. Leaders must first identify what is happening in the organization, than account for what is happening. To account for what is happening in an organization a leader should use behavioral science theories to identify why the situation is occurring. There is no particular behavioral science method specified for one to use, because all situation are not the same.

Research shows according to an internet article by T.K. Owston, "Motivation and Leadership Theories" states that the dictionary defines a leader as one who leads or goes first. Owston says the leader does not always go first, but a separate definition would develop on the idea of one who leads is. , one who motivates. It is very difficult to separate the theories and concepts of leadership and motivation. Owston farther stated that for leaders to fulfill their role, he or she has to know how to motivate people and must seek ways to do this so as to maintain their role as a leader(p.1)" Some leaders believe it is necessary to use pain or threat of pain to motivate, but others consider that this only motivates no one but the dullest and most idle of people. There are leaders who motivate with promises of food, deeds, excitement, companionship, involvement and other benefits. The industrialist and entrepreneur leaders motivates by means of increase in salary and bonuses. Owston believes motivation and leadership are inseparatable.

In reading Management Theory, Practice, and Application it is noted that very often a leader who was eminently qualified and successful in one situation turns out to be less successful in another. This fact has driven many experts to try to figure out how to fit the leader and his or her style to the situation. Fred Fiedler's contingency theory of leadership sought to determine whether a leader who was lenient in evaluating associates was more likely or less likely to have a high-producing group than a leader who was demanding and discriminating. Three situational factors were combined to determine whether the high-LPC or the low-LPC style were appropriate

1. Position power, the degree to which the position itself enables the leader to get group members to comply with and accept his or her decisions and leadership.

The leader using this technique is making an organizational change to fit his or

Satisfaction.

. Task structure, how routine and predictable the work group's task is.

. Leader-member relations, The extent to which the; leader gets along with workers. This is an important theory because it has to do with how well a leader can communicate with their workers to make changes in the organization and get the work done in an efficient manner.

Path-Goal Leadership Theory is based on the expectancy theory of motivation.

Expectancy theory states that whether a person will be motivated depends on two things whether the person believes he or she has the ability to accomplish a task, and his or her desire to do so. This is the style the Hourglass Store choose to use because we are a merchandise store and our business is built around motivation. If our employees are unclear about a situation we make sure that clarity is given in order that mistakes and problems will be minimum. By offering consideration and support to our employees and giving them incentives for meeting their sales quotas has proven to be an excellent theory for Hourglass. We try to advocate team building which helps us to keep our employees happy. Although the path-goal theory has received little support in other capacities, it has proven to be an excellent theory for The Hourglass Store.

The final theory is Leader-Member Exchange Theory. Different styles are used for different members of the same group. The leader tends to divide their subordinates into and "in" group and an "out" group. It would be very obvious who would get the better treatment. This method is nothing but a form of discrimination and leaves no positive impact on organizational and cultural changes.

Leadership, influencing other to willing do the work of an organization so that the objectives can be met. The main objective for any organization is to meet it's goals. To do this you will need one major component in place, that is management. Management comes in and organizes the entire operation of the organization. You take it a step further when leadership comes in to place. An organization could not exist if it where not for the leaders.

It is not only important to have the title or the position of being a leader but it would also be important for the leader to be effect so that his followers will follow his leadership. To do this as a leader you will need to have certain skill and abilities. For example a good leader, will have the ability of acting as a leader. A leader is suppose to be able to motivate the employees, and communicate effectively in difference of the barriers that exist, he will organize teams, and be held accountable for supervising the team, and he most be able to manage organizational and cultural changes that are needed to improve the organization. Leaders have power and certain traits, the leader should have a vision for the where the organization will go, the leader should actually think as a leader would. A leader should have six personal traits. They should have the drive to achieve, and the desire to lead. He is confident in his decisions and knows what it take for the organization to meet its goals, he knows the business well, he displays integrity and honest in doing business and with his subordinates. Most important the leader will need to have the right leadership style in order to stand and be an effective leader. Leadership style is the behavior in which the leader has chosen to be, he will display certain values and a certain attitude. Even though there are several styles of leadership it is always be to select a style that best suites the organization it self.

Hour glass store is a small retail clothing store for the alternative sized woman 1-6. It is the creation of four creative imaginative and independently strong minded- woman. The store sells clothing that is very fashion forward and innovative. It features the following style nols (50's-60's era) ponk, gothic, street wear, club and military. The store also has accessories to complete the entire outfit and or wardrobe. Our objective is to remain unique and different by creating new and fashion flowing attire to dress teenagers and the mature woman. This will be achieved by offering the best direct customer service possiable. This is using heart skills

H-Hello to every customer

E-Establish the connection by introducing yourself

A-Ask questions

R-Recommend and reinforce by proudly making suggestions

T- Thank you by saying thank you to every customer

Our last objective is growth first we will offer our product line on the world wide web (Internet Service). This would expand our selling base and name recognition. Next we will expand our business to the North, South, East, West, Southeast Southwest regions of the country. According to the Management Theory Practice and Application (p.178), the university of Michigan studies stated when two set of leadership styles, production entered and employee centered and close gems.

We have decided to use the Employee- oriented leadership and the Job centered leadership for the leadership style for our company. The reason that we have made this selection, is because we feel that if we learn to focus on our employee rather than trying to learn as an individual and try to adhere to learn the need as an employee it would make a healthy work environment for everyone We prefer to focus on the personality and the individuality and emphasize building good interpersonal relationships. Next job centered style would assist in making sure that each and every employee is trained in the different aspect of the business, beginning with open selling power, to setting up the products in the store, and getting customers to closing at the end of the day We want to focus on production and the job's technical aspect.

According to Likert (p.178) concludes " Supervisors with the best record of performance focus their primary attention on the human aspects of their subordinates' problems and on endeavors to build effective work groups with high performance goals.

These two leadership styles would feature the ownership type of employee, would be willing to participate as a manager in the absence of the manager when ever the opportunity present itself. In contrast to the other styles of leadership which can also be very effective in other companies, however based on the behavior we have chosen and would like for our company to display the Job centered leadership style and or the employeeOriented leadership style. For example the Close Supervision leader the supervisor specifies the roles of subordinates and checks up to see that the employee has completed the task. Or the Laissez leader has a complete hand off policy with it's subordinates. With the General leader this style is somewhat in the middle

In the leadership role motivation, communication, team building, organizational change, and culture change are techniques and theories a leader can use to implement changes required to improve an organizational situation. Leaders must first identify what is happening in the organization, than account for what is happening. To account for what is happening in an organization a leader should use behavioral science theories to identify why the situation is occurring. There is no particular behavioral science method specified for one to use, because all situation are not the same.

Research shows according to an internet article by T.K. Owston, "Motivation and Leadership Theories" states that the dictionary defines a leader as one who leads or goes first. Owston says the leader does not always go first, but a separate definition would develop on the idea of one who leads is. , one who motivates. It is very difficult to separate the theories and concepts of leadership and motivation. Owston farther stated that for leaders to fulfill their role, he or she has to know how to motivate people and must seek ways to do this so as to maintain their role as a leader(p.1)" Some leaders believe it is necessary to use pain or threat of pain to motivate, but others consider that this only motivates no one but the dullest and most idle of people. There are leaders who motivate with promises of food, deeds, excitement, companionship, involvement and other benefits. The industrialist and entrepreneur leaders motivates by means of increase in salary and bonuses. Owston believes motivation and leadership are inseparatable.

In reading Management Theory, Practice, and Application it is noted that very often a leader who was eminently qualified and successful in one situation turns out to be less successful in another. This fact has driven many experts to try to figure out how to fit the leader and his or her style to the situation. Fred Fiedler's contingency theory of leadership sought to determine whether a leader who was lenient in evaluating associates was more likely or less likely to have a high-producing group than a leader who was demanding and discriminating. Three situational factors were combined to determine whether the high-LPC or the low-LPC style were appropriate

1. Position power, the degree to which the position itself enables the leader to get group members to comply with and accept his or her decisions and leadership.

The leader using this technique is making an organizational change to fit his or

Satisfaction.

. Task structure, how routine and predictable the work group's task is.

. Leader-member relations, The extent to which the; leader gets along with workers. This is an important theory because it has to do with how well a leader can communicate with their workers to make changes in the organization and get the work done in an efficient manner.

Path-Goal Leadership Theory is based on the expectancy theory of motivation.

Expectancy theory states that whether a person will be motivated depends on two things whether the person believes he or she has the ability to accomplish a task, and his or her desire to do so. This is the style the Hourglass Store choose to use because we are a merchandise store and our business is built around motivation. If our employees are unclear about a situation we make sure that clarity is given in order that mistakes and problems will be minimum. By offering consideration and support to our employees and giving them incentives for meeting their sales quotas has proven to be an excellent theory for Hourglass. We try to advocate team building which helps us to keep our employees happy. Although the path-goal theory has received little support in other capacities, it has proven to be an excellent theory for The Hourglass Store.

The final theory is Leader-Member Exchange Theory. Different styles are used for different members of the same group. The leader tends to divide their subordinates into and "in" group and an "out" group. It would be very obvious who would get the better treatment. This method is nothing but a form of discrimination and leaves no positive impact on organizational and cultural changes.

Leadership, influencing other to willing do the work of an organization so that the objectives can be met. The main objective for any organization is to meet it's goals. To do this you will need one major component in place, that is management. Management comes in and organizes the entire operation of the organization. You take it a step further when leadership comes in to place. An organization could not exist if it where not for the leaders.

It is not only important to have the title or the position of being a leader but it would also be important for the leader to be effect so that his followers will follow his leadership. To do this as a leader you will need to have certain skill and abilities. For example a good leader, will have the ability of acting as a leader. A leader is suppose to be able to motivate the employees, and communicate effectively in difference of the barriers that exist, he will organize teams, and be held accountable for supervising the team, and he most be able to manage organizational and cultural changes that are needed to improve the organization. Leaders have power and certain traits, the leader should have a vision for the where the organization will go, the leader should actually think as a leader would. A leader should have six personal traits. They should have the drive to achieve, and the desire to lead. He is confident in his decisions and knows what it take for the organization to meet its goals, he knows the business well, he displays integrity and honest in doing business and with his subordinates. Most important the leader will need to have the right leadership style in order to stand and be an effective leader. Leadership style is the behavior in which the leader has chosen to be, he will display certain values and a certain attitude. Even though there are several styles of leadership it is always be to select a style that best suites the organization it self.

Hour glass store is a small retail clothing store for the alternative sized woman 1-6. It is the creation of four creative imaginative and independently strong minded- woman. The store sells clothing that is very fashion forward and innovative. It features the following style nols (50's-60's era) ponk, gothic, street wear, club and military. The store also has accessories to complete the entire outfit and or wardrobe. Our objective is to remain unique and different by creating new and fashion flowing attire to dress teenagers and the mature woman. This will be achieved by offering the best direct customer service possiable. This is using heart skills

H-Hello to every customer

E-Establish the connection by introducing yourself

A-Ask questions

R-Recommend and reinforce by proudly making suggestions

T- Thank you by saying thank you to every customer

Our last objective is growth first we will offer our product line on the world wide web (Internet Service). This would expand our selling base and name recognition. Next we will expand our business to the North, South, East, West, Southeast Southwest regions of the country. According to the Management Theory Practice and Application (p.178), the university of Michigan studies stated when two set of leadership styles, production entered and employee centered and close gems.

We have decided to use the Employee- oriented leadership and the Job centered leadership for the leadership style for our company. The reason that we have made this selection, is because we feel that if we learn to focus on our employee rather than trying to learn as an individual and try to adhere to learn the need as an employee it would make a healthy work environment for everyone We prefer to focus on the personality and the individuality and emphasize building good interpersonal relationships. Next job centered style would assist in making sure that each and every employee is trained in the different aspect of the business, beginning with open selling power, to setting up the products in the store, and getting customers to closing at the end of the day We want to focus on production and the job's technical aspect.

According to Likert (p.178) concludes " Supervisors with the best record of performance focus their primary attention on the human aspects of their subordinates' problems and on endeavors to build effective work groups with high performance goals.

These two leadership styles would feature the ownership type of employee, would be willing to participate as a manager in the absence of the manager when ever the opportunity present itself. In contrast to the other styles of leadership which can also be very effective in other companies, however based on the behavior we have chosen and would like for our company to display the Job centered leadership style and or the employeeOriented leadership style. For example the Close Supervision leader the supervisor specifies the roles of subordinates and checks up to see that the employee has completed the task. Or the Laissez leader has a complete hand off policy with it's subordinates. With the General leader this style is somewhat in the middle

In the leadership role motivation, communication, team building, organizational change, and culture change are techniques and theories a leader can use to implement changes required to improve an organizational situation. Leaders must first identify what is happening in the organization, than account for what is happening. To account for what is happening in an organization a leader should use behavioral science theories to identify why the situation is occurring. There is no particular behavioral science method specified for one to use, because all situation are not the same.

Research shows according to an internet article by T.K. Owston, "Motivation and Leadership Theories" states that the dictionary defines a leader as one who leads or goes first. Owston says the leader does not always go first, but a separate definition would develop on the idea of one who leads is. , one who motivates. It is very difficult to separate the theories and concepts of leadership and motivation. Owston farther stated that for leaders to fulfill their role, he or she has to know how to motivate people and must seek ways to do this so as to maintain their role as a leader(p.1)" Some leaders believe it is necessary to use pain or threat of pain to motivate, but others consider that this only motivates no one but the dullest and most idle of people. There are leaders who motivate with promises of food, deeds, excitement, companionship, involvement and other benefits. The industrialist and entrepreneur leaders motivates by means of increase in salary and bonuses. Owston believes motivation and leadership are inseparatable.

In reading Management Theory, Practice, and Application it is noted that very often a leader who was eminently qualified and successful in one situation turns out to be less successful in another. This fact has driven many experts to try to figure out how to fit the leader and his or her style to the situation. Fred Fiedler's contingency theory of leadership sought to determine whether a leader who was lenient in evaluating associates was more likely or less likely to have a high-producing group than a leader who was demanding and discriminating. Three situational factors were combined to determine whether the high-LPC or the low-LPC style were appropriate

1. Position power, the degree to which the position itself enables the leader to get group members to comply with and accept his or her decisions and leadership.

The leader using this technique is making an organizational change to fit his or

Satisfaction.

. Task structure, how routine and predictable the work group's task is.

. Leader-member relations, The extent to which the; leader gets along with workers. This is an important theory because it has to do with how well a leader can communicate with their workers to make changes in the organization and get the work done in an efficient manner.

Path-Goal Leadership Theory is based on the expectancy theory of motivation.

Expectancy theory states that whether a person will be motivated depends on two things whether the person believes he or she has the ability to accomplish a task, and his or her desire to do so. This is the style the Hourglass Store choose to use because we are a merchandise store and our business is built around motivation. If our employees are unclear about a situation we make sure that clarity is given in order that mistakes and problems will be minimum. By offering consideration and support to our employees and giving them incentives for meeting their sales quotas has proven to be an excellent theory for Hourglass. We try to advocate team building which helps us to keep our employees happy. Although the path-goal theory has received little support in other capacities, it has proven to be an excellent theory for The Hourglass Store.

The final theory is Leader-Member Exchange Theory. Different styles are used for different members of the same group. The leader tends to divide their subordinates into and "in" group and an "out" group. It would be very obvious who would get the better treatment. This method is nothing but a form of discrimination and leaves no positive impact on organizational and cultural changes.

References

1. University Of Phoenix(ED) …(00)"Management, Theroy Practice and Application"

. Chappell, Tom(1) "Managing up side down"

References

1. University Of Phoenix(ED) …(00)"Management, Theroy Practice and Application"

. Chappell, Tom(1) "Managing up side down"

References

1. University Of Phoenix(ED) …(00)"Management, Theroy Practice and Application"

. Chappell, Tom(1) "Managing up side down"

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