The Boy Who Will Never Be a Man :: Free Essay Writer

The Boy Who Will Never Be a Man I trust The Man Who Was Almost A Man is a case of impulsive youth. The story is of a kid who needs a firearm for all an inappropriate reasons. His musings are of masculinity. He partner a firearm with masculinity, yet bombs pitiably to comprehend the idea of masculinity or the obligation that’s firmly associated with it. By all accounts, the message of the story is that of a dumb, beguiling, cruel, savage, dark kid with fantasies about turning into a man with all its greatness. As is found in the content when the hero witness men in the field firing their weapons. The hero, known as Dave, chooses speedily that he will buy a firearm and intrigue the men with his ability in taking care of the weapon (655). We see that Dave wishes beyond a reasonable doubt to pick up the regard and force so firmly connected with masculinity. This man who is right around a man, has the right to be called â€Å"boy† at 17 and for eternity. Dave isn't prepared to take care of business, he isn't prepared to aside from the obligation aligned with the assignment of taking care of business. The story closes with a sympathetically white man being cheated out of $50 and the hero, the dark kid man, heading out into the night with only resentment, a firearm and a long reputation of misguided thinking. Upon further assessment, Dave gives off an impression of being less liable for his inadequacies. His destitution is profound and his folks are horrendous and he has no future. In his condition there is essentially no chance he could grow up and create confidence and the regard of others. Dave is dealt with simply like a donkey, given no obligation, not even the opportunity to clutch some portion of his income. This is seen when Joe, the storekeeper ask â€Å"your mama letting you have your own cash now?†(656). Dave doesn’t need a firearm; he needs to take care of business. This is a characteristic, solid want that hasn't yet been beat out of him. The way that he figures a weapon will do the stunt is uninformed, yet the main arrangement his condition can have him envision. Dave’s conviction that having a firearm will make him a man is absurd and repellent yet as the story turns out, his quest for having a weapon is his ticket away, his solitary trust in turning into a man.

World Views on theism Essay Example | Topics and Well Written Essays - 1500 words

World Views on belief in higher powers - Essay Example Similarly as Hackett describes, the nonappearance of the heavenly Being promptly makes the constraints of social relativism. This is on the grounds that, the idea that a celestial Being exists and made the universe and the completion thereof promptly gives space for moral absolutes or the widespread law. Since an individual model gets the job done, living in America made me note that as globalization keeps on rendering the US and the whole world a social mixture due to multiculturalism, the peril of social relativism has absolutely gotten certain. This peril has for the most part showed itself in a conflict between authoritative pieces and social qualities. For example, in view of the consistent however extreme moving ceaselessly from belief in higher powers, the US government with all its protected development despite everything stays conflicted and uncertain about the distribution of writing, for example, Phillip R. Greaves II’s The Pedophile’s Guide to Love and Pleas ure, regardless of the dangers it postures to youngsters. No one but belief in a higher power can thusly find some kind of harmony between the right to speak freely of discourse and still, small voice and that of children’s safety.... The essence of the mater in this is when improvements are presented, there must be a reaction, as a comparing activity. Actually, I promptly relate to behaviorism since I have come to take note of that outcomes or results shape individual or aggregate activity. Activity thusly forms into conduct. Especially, I have come to take note of that the vast majority of my partners didn't pay attention to their assignments until instructors set cutoff times. Thinking about my previous existence likewise strengthen my confidence in behaviorism, since we buckled down in secondary school, for the most part after realizing that section into school or college learning would be founded uniquely on merit. Learning Styles Personally, sensation ways to deal with learning have demonstrated the best and generally productive. This is on the grounds that, this methodology ends up being the most handy since it includes learning by performing, and along these lines joins hands-on approaches, for example, de velopments, watching and other physical exercises. Close by note-taking and guaranteeing physical solace, joining study gatherings, utilizing suitable innovation, for example, visual guides and surveying data have catalyzed learning. The previous has particularly been the situation during experiences with psychological sciences, for example, phonetics. Especially, it has been practically difficult to ace phonetics, the International Phonetic Alphabet (IPA outline), the phonological procedures and supra-segmental highlights thereof, without taking a gander at the mirror to watch the development of articulators, or feeling the developments of my articulators, or both. In courses relating to political theory, history and human science, I have thought that it was most profiting to my memory when I place the world guide before me, as a kind of perspective material. In like manner, as one offered over to sensation approach, I have found

Why Starting Your Own Online Casino is easier than you think

Why Starting Your Own Online Casino is easier than you think Make Money Online Queries? Struggling To Get Traffic To Your Blog? Sign Up On (HBB) Forum Now!Why Starting Your Own Online Casino is easier than you thinkUpdated On 05/10/2019Author : Ram kumarTopic : BusinessShort URL : https://hbb.me/2LMS4S4 CONNECT WITH HBB ON SOCIAL MEDIA Follow @HellBoundBlogDue to its high profitability and a respect for the enjoyment of gambling, a dream of many is to open their own casino. Due to the tremendous amount of capital required to do so, however, this is often a pipe-dream. However, most people don’t realise that another option is to go online and start a casino on the web. This requires much less money and is much easier than you think. Opening an online casino can be done in three simple steps!Step 1 â€" Choose your SuppliersThe first step you need to undertake is to decide what you want featured on your site. This may sound simple, but there are several casino software companies to choose from as well as hundreds and hundreds of games. The be st online casinos can feature over 600 games, but this is often quite expensive to run, so you might want to start a bit smaller. While games attract people, software runs your site and helps you manage your casino. Both are important, and you can choose between casino providers that charge you via monthly fees or one-time purchases, which allow you to ensure full data privacy.  Top online casinos will attract thousands of customers through their expert selection of games, but if you want to maximize customers at a minimized cost, you could investigate which games are most popular on all the UK’s top online casinos and only select these for your site. In this case, it is vital for you to get an overview of the competition and their game selection.READTips to Modernize Your Log Management, Analysis and Aggregation StrategyStep 2 â€" Get a License  You may not need to get a full casino license if your supplier offers game and software packages. In these cases, you will be offered a sub-license, allowing you to operate legally without the hassle of obtaining a full license. These are sometimes called turnkey solutions.If you do not have this option, you need to obtain a license yourself. In the UK, this can be very expensive (over 150,000 EUR/year). If this is too much, you have some other options. You could only take BitCoin or other cryptocurrency as payment, which does not require licensing, but note that the best casinos take many different currencies. Alternatively, you could set up an offshore company using a service like slogold.net, and obtain a license for a different, cheaper country (for example, Curacao licenses cost about 25,000 EUR/year).Step 3 â€" Choose Payment Methods  The top online casinos accept several payment methods, but if you’re just starting out, you may want to pick one. Credit cards are the premier payment method online, but services like PayPal are also an option. It is vital that you use a credit card processing service, as you n eed to verify that your customer has enough money to make the deposit as well as send the money to your account.  With these three steps, you can start your own online casino. It has never been easier to do so, and though it is typically expensive to set one up, you can take advantage of loopholes that can make it relatively cheap to do!

Promethium Facts - Periodic Table of the Elements

Promethium is a radioactive rare earth metal. Heres a collection of interesting promethium element facts: Interesting Promethium Facts The original spelling of the name promethium was prometheum.The element is named for Prometheus, the Titan who stole fire from the Greek gods to give to mankind.Promethium was the last rare earth element of the lanthanide series to be discovered. It was discovered in 1945 by  Jacob A. Marinsky, Lawrence E. Glendenin, and Charles D. Coryell, although its existence had been predicted in 1902 by Czech chemist Bohuslav Brauner. Marinskys group found promethium in uranium fission products during Manhattan Project research in Oak Ridge, TN.All of the isotopes of promethium are radioactive. It is the only radioactive rare earth metal and it is one of only two radioactive elements followed by stable elements on the periodic table. The other element like this is technetium.Promethium isotopes generate x-rays via beta decay. 29 isotopes are known, with mass numbers from 130 to 158.Promethium is prepared in a lab. It is extremely rare on Earth, although it has been detected in pitchblende spe cimens from the radioactive decay of uranium.The only stable oxidation state of promethium is 3, although it can be made to display the 2 oxidation state. This is common with lanthanide elements.The pure metal has a silvery appearance. Salts of promethium glow pale blue or green, due to radioactive decay.Because of its radioactivity, promethium is considered toxic.Promethium compounds have several practical applications, all more to deal with its radioactivity than its chemical properties. The earliest pacemakers used nuclear batteries that relied on promethium. It is used in missile and spacecraft power sources, as a beta source for thickness gauges, and to make luminous paints. Promethium Chemical and Physical Properties Element Name: Promethium Atomic Number: 61 Symbol: Pm Atomic Weight: 144.9127 Element Classification: Rare Earth Element (Lanthanide Series) Discoverer: J.A. Marinsky, L.E. Glendenin, C.D. Coryell Discovery Date: 1945 (United States) Name Origin: Named for the Greek god, Prometheus Density (g/cc): 7.2 Melting Point (K): 1441 Boiling Point (K): 3000 Covalent Radius (pm): 163 Ionic Radius: 97.9 (3e) Specific Heat (20 °C J/g mol): 0.185 Pauling Negativity Number: 0.0 First Ionizing Energy (kJ/mol): 536 Oxidation States: 3 Electronic Configuration: [Xe] 4f5 6s2 References: Los Alamos National Laboratory (2001), Crescent Chemical Company (2001) Return to the Periodic Table

Tips for Using German Music in the German Classroom

Learning through music can be a great way to help students understand the lesson and enjoy it at the same time. When it comes to the German language, there are many great songs to choose from that can really add to your classroom experience. German music can teach culture and vocabulary simultaneously and many German teachers have learned the power of a good song. Its a great way to grab their students attentions when other resources may not be working. Students are discovering German music on their own as well, so many already have an interest in it. It is, quite simply, an effective teaching tool that teachers can take advantage of. Your lessons can include styles from classical to traditional folk tunes, heavy metal to rap, and everything in between. The point is to make learning fun and get students excited about learning a new language. German Lyrics and Songs An introduction to German music can begin with the basics. Something as familiar as the German national anthem  is a good place to begin. A portion of the anthem comes from the song Deutschlandlied and its also known as Das Lied der Deutschen or Song of the Germans. The lyrics are simple, the translation relatively easy, and the tune breaks it down into short stanzas to make memorization smooth. Depending on the age of your students, traditional German lullabies may not seem appropriate, but simple songs are often the best teaching tools. Quite often, they repeat the same words and phrases throughout, so this can really boost a classrooms vocabulary. Its also a chance to get a little silly at times. If youre looking for familiar songs that are a little more hip, then youll want to turn to deutsche Schlager. These are the German golden oldies from the 60s and 70s and theyre reminiscent  of some of the American tunes of that era. Its fun to turn on these timeless hits and watch your students as they begin to understand the lyrics. Popular German Music Artists to Know When you really want to grab the attention of your students, there are a few popular musicians who they will not be able to ignore. Most Beatles fans know that the Fab Four polished their craft in Germany in the early 1960s. Did you know that the first commercial recording the Beatles ever released was partly in German? The Beatles connection to Germany is a fascinating cultural lesson. Its also helpful when your students are already familiar with the English version of a song. It gives them something they can really connect to. Another familiar tune is Mack the Knife, which was popularized by stars like Louis Armstrong and Bobby Darin. In its original version, it is a German song by the name of Mackie Messer and the smoky voice of Hildegard Knef sung it best. She has other great tunes that your class is sure to enjoy as well. As you might expect, Germans are no stranger to heavy metal music. A band like Rammstein is controversial, but their songs are well-known, especially the 2004 hit Amerika. This may also be an opportunity to discuss some of the cultural and political aspects of German life with older students. Die Prinzen is one of Germanys biggest pop bands. They have 14 gold records, six platinum records, and over five million recordings sold. Their songs are often satirical and play on words, so theyre sure to peak the interest of many students, especially as they learn the translations. Resources for More German Songs The internet has opened up many new possibilities for discovering German music that can be used to teach the language. For instance, a venue such as iTunes is a great resource, though there are some tips youll want to know to make the German on iTunes experience a little easier. It might also be helpful if you review the contemporary German music scene yourself. You will find everything from rap to jazz, pop to more metal, and any other style you can imagine. Its always nice to find something that your particular students can connect to and theres sure to be a great fit out there for them.

Why Is Home Care The Basis For The Model Of Marketisation...

Finding 1: Why is home care the basis for the model of marketisation of care in Urban China? Home care is the basis of Chinese elder care system, which is embedded in its cultural norms. The cultural norms of ’filial piety’ to keep supporting system between generations within the family, economic values to the family and the state, and challenges to traditional familial care, contribute to the home care as the marketisation trend of care for older people in China. 1.1 Persistent cultural value of ‘filial piety’ and social changes The familial supports to older people are morally and legally encouraged in China. The cultural norms of ‘filial piety’ are rooted in China, allocating care responsibility to the family. There is an overwhelming view from interviewees (both government officials and managers in care agencies): family members (spouse and children) are the first source for both care services and financial support for older people. ‘When a person is in need of care, the family is the main supporter for him, and the first method he should try. Unless the duty is beyond the ability of his family, the state has the responsibility to help this person†¦otherwise, the state is not able to afford the care for this huge older population in China.’ Le, Executive of a care agency According to the Chinese Constitution, adult children have the obligation to support and assist their parents. The definition of support and assist for older parents includes providing essential livingShow MoreRelatedUnit 1 Economic Environment of Business14187 Words   |  57 PagesUNIT 1 ECONOMIC ENVIRONMENT OF BUSINESS Objectives After studying this unit, you should be able to : †¢ Define what you mean by â€Å"environment† †¢ Classify the complex environmental variable on the basis of objective criteria †¢ Identify the critical elements of economic environment of business †¢ Analyse the interactions between economic and non-economic environment †¢ Explain the impact of economic environment on business management; and †¢ Illustrate your understanding of economic environment

Performance Management Managing People and Organizations

Question: Discuss about the Performance Management for Managing People and Organizations. Answer: Introduction: Ngai Tahu Holdings is a Company which has been recorded for its outstanding history of commerce and trade which it has been into for 100 years. Its business history dates back to hundred years where colonisation did not happen and it was at this time where Ngai Tahu has embraced international commerce with its constant and uninterrupted involvement in New Zealands fisheries and agriculture industries (Ngai Tahu Holdings nd). With constant and persistent efforts in procuring an access to outstanding capital funds, Ngai Tahu has ventured into various industries like property and real estate, seafood and tourism industries. The business has ventured into various platforms like the modern commercial activities where the brand could allocate its annual revenues into newer business segments (Ngai Tahu Holdings nd). The Company had been known for its strong decision makers who have also ventured into newer aspects of business where they have reinvested two thirds of their income and have maintained a stricter distribution policy in providing support to the tribal members of the community by helping them in providing adequate education grants and scholarships (Ngai Tahu Holdings nd). Ngai Tahu has been growing stronger with its investment policies where they have also proved yet again in 1998 when they have received a Settlement Claim of $170 million. It has involved its assets which it has earned from fisheries and aqua culture worth $70 - $ 71 million. Ngai Tahu has become a stronger company with its great reinvestment policies and the brand grew extensively. Ngai Tahu, as a Company has been striving in order to ramp up their commercial operations and also to support their tribals while standing as a greater support to their economy. The brand has been contributing about $ 200 million consecutively to the South Island Economy with its vast job creation, sales, reinvesting their profits and income to support and improve their local communities. Ngai Tahu is a committed Organization which has also been an intergenerational investor which has been motivated by its strong decision making team and its values. Values of Ngai Tahu Ngai Tahu Holdings Corporation has been an ardent embracer of the values of its Parent Company, Te Runanga Group and it has been committed to ensure that it holds up its values and becomes an embedded member of its Organization. This has also been proven in the method by which the Company conducts its business by embracing various communities and cultures (Ngai Tahu Holdings nd). These ardent factors contribute to manage and minimise the occurrence of any of the contingency factors within the Company. Vision Ngai Tahu Holdings creates an environment of respect to its Customers and its Employees in accordance with its Companys policies. Mission Ngai Tahu Holdings Group are committed to holding up the values of its Group in all situations and in all its business holdings. Strategy Ngai Tahu Holdings has adapted and implemented a strong strategy where it has created an environment of respect and has motivated all its business groups to be more proactive, imaginative and creative where the leaders can create newer grounds constantly. Mike Sang has been the CEO of Ngai Tahu Holdings since 2013 and has been contributing to the overall development of the departments like Communication and Procurement, Finance, Business Information and Services including the Administration (Ngai Tahu nd). Ngai Tahu Holdings has been striving to bring more coordination within the employees by engaging them actively in different segments like forming community groups for the employee families where they can all come together as a group and experience being more socially secured and well connected with each other (Ngai Tahu nd). The groups were organized depending on the type of families which it constituted and various barbecue parties were held on a timely basis in order to motivate the employees to contribute to a better community and a work environment. A specific People and Development Manager has been allocated for the task in order to come up with various initiatives and planning activities within various communities. Imagining myself to be a Management Consultant of Ngai Tahu, I have a responsibility in- built in my job responsibility that I should contribute to improve the Organizational performance in a positive way. Improving Organizational Performance is a critical factor in the Corporate Environment of the present times. Development of organizational performance is to be aligned with the improvement of personal skills, knowledge related to the job and the related skills (Covey 2004; Jones et al 2000). As a Consultant, I feel that the Management should make an effort to understand the individual differences and the behavioural types of various employees. By making these efforts, the Organization would be able to prepare its employees to get adapted to the Organizational objectives and implement them (Mohammed Al Khouri 2010). There have been various surveys which were conducted to analyse the employee satisfaction and a recent survey which has been conducted in 2005 has reported significant results like Almost 45 50% of the Employees lack motivation to continue their learning and improving Results reveal that almost 3 4 people in a group would not prefer to work collectively Among the entry level applicants for a job, 15 20% of them have self discipline towards their jobs 30% - 70% standard is something which has been reported where 70% of all issues happen because of the lack of proper change initiatives. Most of these issues happen because of the inability of the Management to lead their teams, lack of cooperation, lack of self motivation to take up any initiatives and inefficiency to drive change within the Organization (Mohammed Al Khouri 2010). Todays knowledge driven Organizations are pinning down on leadership where the leaders analyse and assess the feelings of their employees in order to manage their employees and their relationships effectively (eDison, 2005). By implementing these practices, the employees will be motivated and they would be in a better position to contribute to the overall growth of the Organization. Analysis If positive environment is a critical factor for improving the organizational performance, it is also critical for the Management to assess their present environment and build one in case of need. To conduct such an analysis the Management would have to consider their individuals as people who have distinct personalities and they should also be in a position to commend their areas of improvement (Luthans, 2011). The employees who are the individuals working in the Organizations have distinct personalities as mentioned earlier and they have various personality types and states of mind which are critical for assessing their individual behaviour. The similarities and the differences between people can be associated with each other with the help of a study conducted by Mc Gregor (1960) where he has used 2 theories to describe the distinct personalities and to associate them with the potential attitudes which a person would have in a situation. The Management should assess their Managers at various levels and analyse the type of leadership style which they possess (Hussein, Ishak and Noordin, 2007). By analysing these leadership styles, the Management would come to an understanding whether their departmental Managers are accommodative, authoritarian or whether they have a regressive attitude of leadership (Hagmann et al. 2009). Positive styles of leadership can prove to be accommodative and can be satisfying for the employees where they have the chance to work and showcase their talent to their Management. In the table below, we would be able to assess the natural perceptions of the Management and the individual preferences of the employees in a team. Theory X Management Theory Y Employees Employees have a tendency to escape work and they show a negative attitude towards work Employees if told in an effective way would perform as per the Organizational Standards Employees work only under the supervision of the Managers Managers should create a work environment where the Employees would be able to express their ideas clearly and would be able to perform in an effective way Employees should be supervised well with stricter policies to control the work environment Management should delegate authority to its employees in order to promote growth as a motivating factor for the Employees to be retained in the Organization (Jones eta l 1999) Recommendations Adapting and implementing Positive Leadership styles Positive leadership styles would motivate the employees to a greater extent and they would provide them with higher levels of job satisfaction (Newstrom Davis 2002). Positive factors of motivation - Opportunities for growth Skill enhancement programs Negative factors of motivation Threats and Penalties Apart from the above analysis, there are various motivation theories which can be considered like Maslows Hierarchy of Needs Theory and Herzbergs two factor theory. These theories can be categorised as the content theories which act as a true source of motivation for the employees in order to perform well in the Organization. (Fig: Herzbergs Two Factor Theory) In an Organizational perspective, Herzbergs Two Factor Theory is the most appropriate theory which can analyse the employees needs within two segments like the Motivator Factors and the Hygiene Factors. Both these segments would enhance the levels of satisfaction of the Employees which can contribute to the overall organizational growth (Herzberg, 1987). The second segment which is the Hygiene related segment does not essentially include the cleanliness aspect of the Organization however it includes the working conditions, the organizational policies made and the organizational culture which has been established by the Organizational Management (Herzberg, 1987). As per the Herzbergs Two Factor Theory, the Management of an Organization should conduct an analysis on their existing policies and work towards the provision of a better work environment which could enhance the employees ability by motivating him to take up additional responsibilities at work, strive for growth by offering to provide various solutions to the existing issues which the organization might be facing. The Management can also work towards improving the quality of the relationships of the employees at work with their team members as well as their Managers. This overall would help in providing additional growth in the work place environments (Yang, Watkin and Marsick, 2004). By considering the theoretical analysis as a base, the employee performance can be improved in different stages like Communicating the Organizational Objectives and making people accountable All the individual employees of an Organization should be well aware of the Organizational objectives and strategies for which it has been striving in business. By implementing this factor, the Organization makes sure that all the employees are made aware of the fact that her contribution adds a greater value to redefine and set higher standards for the Organization (Hamlett, nd). Ongoing projects should be tracked with a greater effort where a constant monitoring process has to be in place along with the weekly and monthly reviews in order to keep a track of any of the ongoing issues in the projects. These issues can be solved by holding regular brain storming sessions within the team and the best solutions can be shared across the departments in the Organization (Kagan, 2004). By implementing this process, the team members and the concerned employees are made accountable for any of the responsibilities they take up and would be made to complete their designated tasks as per the project timelines (Hamlett, nd). The more ownership the employees are given, they would feel more accountable and empowered in order to take any individual decisions in order to complete their tasks on hand. Monitor and conduct an employee appraisal in a written way twice a year The company appraisals are done once a year and they are done in a specific format which probably might not highlight all the areas in which the Employee has worked on. This happens in almost all the companies however appraisal happens in different ways where expression happens mostly from the Managers end and not from the Employees end (Somerville and McConnell-Imbriotis, 2004). The Companies are going for a major shift in their appraisal approach where the employees are being asked to prepare their self evaluation reports which consists of what went well and what could have been better in terms of their work delivery. This method has been accepted as an approach with greater transparency and with greater effort to understand and evaluate the employees. Apart from this, the Companies should engage in collecting feedback from its employees throughout the year or on a timely basis which will provide an opportunity to the Management to change their ways of working in the work place environments (Wiley, 2000). Setting up of a consistent system of rewards All the employees irrespective of their level and designation would like to have an appreciation in the form of writing and a reward in some cases. This is a way in which a Company acknowledges the employee and rewards him on a timely basis. As a secondary stage to the reward system, the Companies can also have a system in place to monitor and coach its employees to help them achieve their highest potential (Nichols, 2004). This comes across as a system where the employees would feel that their companies care for their growth. Leading by example It is the Management who has to set standards in this regard because the employees join an organization in different levels and in different stages of their career. There might be cases where an employee joins a company as a fresher and there might be cases where the employees join a company after achieving some years of experience (Mahmoud Gomes 2010).The Management should listen to their employees, identify their skills, motivate them to achieve greater heights in career and should also monitor them closely to help them achieve greater results. Rules should not be distinct for the Managers and the employees in terms of establishing greater levels of trust for the overall growth of the Organization. Conclusion Understanding and appreciation are the critical factors which can drive an Organizations growth potential. These are the factors which can also motivate the employees for a better performance (Cohen, 2008). All the aspects including the theories mentioned would play a major role in creating standards for employees performance and also to enhance their personal behaviours (Covey, 2004). In order to achieve a significant balance, the Organizations should take control of the organizational brain aspects of it where they could differentiate and utilise the employees who are right minded in the problem solving aspects and can use the left minded employees to solve any of the organizational issues in terms of some projects. References eDison. (2005). Emotional Intelligence [Online]. UK: eDison Personal Development LTD. Retrieved on August 31st 2016 from https://www.edisonuk.com/emotional_intelligence.htm. Luthans, F. (2011). Organizational Behaviour: An Evidence Based Approach Identification on Performance Behaviours. Retrieved on August 31st 2016 from https://bdpad.files.wordpress.com/2015/05/fred-luthans-organizational-behavior-_-an-evidence-based-approach-twelfth-edition-mcgraw-hill_irwin-2010.pdf Cohen, E. (2008). Left-Brain Staff Management Strategies for Right-Brain Firms, STEP Magazine. Retrieved on August 31st 2016 from https://www.stepinsidedesign.com/STEPMagazine/Article/28887. Covey, S.R. (2004). The 8th Habit: From Effectiveness to Greatness. UK: Simon Schuster. Hagmann, J., Peter, H., Chuma, E., Ngwenya, H.J., Kibwika, P. and Krebs, K. (2009). Systemic competence development - An approach to develop the facilitation capacity to manage systemic change and performance enhancement. Retrieved on August 31st 2016 from www.picoteam.org. Hamlett, C. (nd). How to Improve Employee Organizational Performance. Retrieved on August 31st 2016 from https://smallbusiness.chron.com/improve-employee-organizational-performance-11830.html Heller, R. (2006). Right and left-brain management styles. Retrieved on August 31st 2016 from https://www.management-issues.com/2006/12/22/opinion/right-and-left-brainmanagement-styles.asp. Herzberg, F. (1987). One More Time: How Do You Motivate Employees?, USA: Harvard Business School Press. Hussein, N., Ishak, N. A., and Noordin, F. (2007). Leadership styles in moving towards learning organizations: a pilot test of Malaysias manufacturing organizations. Conference Proceedings of the Sixth Asia Academy of Human Resource Development. Beijing, China Kagan, M. (2004). Do Something That Scares You Everyday [Online]. Retrieved on August 31st 2016 from https://www.extraordinary-jobs.com/V2I42.htm. Mahmoud M. Yasin, Carlos F. Gomes. (2010). Performance management in service operational settings: a selective literature examination. Benchmarking: An International Journal 17:2, 214-231. [Abstract] [Full Text] [PDF] Marsick, V. J., and Watkin, K. E. (2003). Demonstrating the value of an organization's learning culture: the Dimensions of the Learning Organization Questionnaire. Advances in Developing Human Resources, 5, no. 2: 132-151. Mohammed, A Al Khouri, S.M. (2020). Improving Organizational Performance. Retrieved on August 31st 2016 from file:///C:/Users/Madhavi/Downloads/Improving%20Organisational%20Performance.pdf Ngaitahu. (nd). Our Stories. Retrieved on August 31st 2016 from https://ngaitahu.iwi.nz/our_stories/building-community/ Ngaitahu. (nd). Group Profile. Retrieved on August 31st 2016 from https://www.ngaitahuholdings.co.nz/group-profile/management/ Newstrom, J. W., Davis, K. (2002). Organizational Behaviour Human Behavior at Work. (11th ed.). New York: McGraw-Hill Higher Education. Nichols, J. C. (2004). Unique characteristics, leadership styles, and management of historical black colleges and universities. Innovative Higher Education, 28, no. 3: 219-229. Somerville, M., and McConnell-Imbriotis, A. (2004). Applying the learning organization concept in a resource squeezed service organization. Journal of Workplace Learning, 16, no. 4: 237- 248. Wiley, J. (2000). The high-performance organizational climate: How workers describe top performing units. The Handbook of Organizational Culture Climate (pp.177-191). Sage Publications Yang, B., Watkin, K. E., and Marsick, V. J. (2004). The construct of the learning organization: dimensions, measurement, and validation. Human Resource Development Quarterly, 15, no. 1: 31-55.