A Brief Note On Professional Athletes And Women - 1181 Words

Professional golf is another sport where there are large discrepancies in pay between men and women, who are playing the exact same game. Golf is interesting because at the amateur level, men and women are treated equally (Saffer). At the USGA championships for amateurs there is no prize money since they are regarded as amateurs, but both genders receive a â€Å"trophy and the honor of representing the United States as its national champion for the year† (Saffer). The differences in prizes begin at the professional level where prize money is far from equal. The U.S. open seemed to be making progress in closing the gap, but has recently fell short of continuing to narrow this gap. In 1990 the women’s U.S. open awarded the winner $85,000, compared to the male counterpart who was awarded $220,000. The percentage of prize money that went to females was 38.6%. In 2000 the female winner was awarded $500,000, while the male winner was awarded $800,000. The percentage o f prize money that was awarded to females was 62.5%. This was a large increase from 10 years ago. Since 2000, the tournament has taken a step back where the percentage of prize money awarded to females had dropped from 62.5% to 45%. The discrepancies in pay would make it seem that the men are twice as good as women, but that is not a fair assumption (Saffer). From the averages of the birdies shot by the best men and women one can see that the scores are equal. â€Å"The top 10 players in scoring average on the LPGAShow MoreRelatedSocial Media As Forms Of Electronic Communication1372 Words   |  6 PagesMedia. First social media sites share private and professional information. It appears lives of the people are on display. There are no private or professional boundaries. Consequences could arise from the current and future impact on their reputation. 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Extended Essay Mathematics Topics Tips & Guide

Extended Essay Mathematics Topics Tips & Guide All essays have to be supervised by means of a school supervisor. It is on a freely-chosen topic so long as there's a subject teacher in school, since the candidate needs a subject supervisor. Say, as an example, you're a high school student, and you should compose a 3-page essay. High school students who complete the programme receive a chance to earn their college application seem more attractive for the committee, and obtain some distinctive interdisciplinary understanding. Textbooks should not ever be the only supply of information. Thus, when you avail Wolfram Mathematica assignment help, you may use a number of approaches to produce payments. Conclusion conclusions state what has been accomplished by means of this research, but in addition potential limitations, unsolved problems, open questions. The research question has to be explicitly mentioned in the introduction. In these cases, only the essential non-chemistry information should be offered in the debut, since the essay is going to be marked on its chemical content. Choosing the topic is easily the most important aspect. Top Extended Essay Mathematics Topics Secrets In reality, plenty of argumentative essays are in reality persuasive papers. Additionally, by definition, some topics aren't acceptable for an elongated essay in physics, which is an experimental science with a certain strategy and techniques. Be that as it could, the topic for your essay is a fundamental thing that has to be chosen carefully and with higher precision. You might be asking yourself how to select and handle decent science essay topics. Essays written at the degree of a newspaper or news magazine article are unlikely to attain a high mark. News sources are normally reliable, but you should be sure to keep away from gossip'' media which often contorts the reality. Therefore, it's very critical that you talk with your professor to offer you the necessary format. Ultimately, if you are supposed to write and essay but have very little knowledge or interest in the topic, remember that there are lots of custom essay writers which will gladly do the task for you. It's applied in our day-to-day lives. After discovering our website, you will no longer will need to bother friends and family with these kinds of requests. The next issue to discuss is a protracted essay format. Extended Essay Mathematics Topics Secrets That No One Else Knows About Therefore, if there's any reason why you cannot have your extended essay written on time yourself, all you have to do is place your order on our site, and leave the rest to us! Another good idea is to receive some completely free essay examples of different kinds and on various subjects to find a general idea of the way in which a thriving debatable paper looks. To choose which subject you're likely to discuss, it's essential to see the complete collection of good persuasive speech topics from the specia l area of study. When you have researched your subject, you should devote a great deal of time structuring and organizing your essay. The primary difference between quiggles and clothoids is that quiggles are made by discrete actions. As a student, the ideal thing you can do is make sure to file your paper in time and choose a topic that will allow you to express yourself. If you're really stuck trying to discover a not too broad or narrow topic, I would recommend attempting to brainstorm a topic that utilizes a comparison. The reasons they go out in search of academic help is because a number of them feel that they'll not have the ability to write a great essay, because of their deficiency of proper English. In the event the practical work is performed in an industrial or university laboratory, the essay needs to be accompanied by means of a letter from the external supervisor outlining the character of the supervision and the amount of guidance provided. Some topics could be unsuitable for investigation because of safety problems. So as to score well, you must stick to the correct directions The subject of your essay is critical as it decides the range of your work. Thus, you'll hardly find an individual who hates this subject. Everyone would like to compose a fantastic Extended Essay, but just bear in mind that it's really much less overwhelming as it sounds. Comparisons aren't the only way to acquire a grade A EE. Understanding how much to learn will supply you with expectations of how much you should get the job done. Begin the research possible once possible.

Customs and traditions in the USA free essay sample

Customs and traditions are important part of our culture, of our lives. Customs and traditions unite, build community. They provide identity. They tie us to our ancestors and heritage. They remind us of where we came from. Every country and every nation has its own traditions and customs. Its very important to know traditions and customs of different people. It will help you to know more about the history and life of different nations and countries. Custom is a traditional and widely accepted way of behaving or doing something that is specific to a particular society, place, or time; a thing that one does habitually. Tradition is the transmission of customs or beliefs from generation to generation, or the fact of being passed on in this way; long-established custom or belief that has been passed on from one generation to another All countries have their social customs and peculiarities, and the US is no exception. The first group of custom which is worth speaking about is connected with meeting someone. When meeting someone for the first time, it is customary to shake hands, both for men and for women. Hugs are only exchanged between close friends. Kissing is not common. Among friends, it’s common for men to kiss ladies on one or both cheeks. Men don’t usually kiss or embrace each other. Americans usually introduce themselves by their first name and last name (such as â€Å"Hello, I’m John Smith†), or, if the setting is very casual, by their first name only (â€Å"Hi, I’m John†). The common response when someone is introduced to you is â€Å"Pleased to meet you.† Americans generally dislike formality or any sort of social deference due to age or position, and most quickly say ‘Please call me Rick (or Rita)’. To Americans, informality shows no lack of respect. Because of the rise of women’s liberation in America, women may be introduced with the title ‘Ms’ (pronounced ‘mizz’) and some women object to being addressed as ‘Miss’ or ‘Mrs’. In some social circles, women are introduced after their husbands, e.g. Mrs Chuck Whizzkid, in which case you shouldn’t address her as Chuck! Americans often reply ‘You’re Welcome’ or something similar when somebody thanks them, and they may think you’re impolite if you don’t do likewise. If someone asks ‘How are you?’, it’s usual to reply ‘Fine thanks’ and don’t complain even if you feel dreadful. Americans don’t have status or inherited titles (e.g. Sir or Lord) but it is necessary to defer to people with a professional title which has been earned. These include foreign diplomats (e.g. Sir), members of the Senate (Senator) or Congress (Congressman/Congresswoman), judges, medical doctors and others with a doctorate, military officers (e.g. General, Colonel), professors, priests and other religious ministers (e.g. Father, Rabbi, Reverend). If you’re invited to dinner, it’s customary to take along a small present, e.g. flowers, a plant, chocolates or a bottle of wine (but nothing extravagant or ostentatious). But choosing flowers you should remember that American people pay attention to the meaning of flowers. For example carnations are associated with bad luck, chrysanthemums are for cemeteries and roses signify love. Guests are normally expected to be punctual with the exception of certain society parties, when late arrival is de rigueur (provided you don’t arrive after the celebrity guest). It’s usual to arrive half an hour to an hour after the official start of a dance. Invitations to cocktail parties or receptions may state 5pm to 7pm, in which case you may arrive at any time between these hours. Dinner invitations are often phrased as 8pm for 8.30pm. This means you should arrive at 8pm for drinks and dinner will be served at 8.30pm. Anyone who arrives late for dinner or doesn’t turn up at all, should expect to be excluded from future guest lists. On the other hand, you must never arrive early. The custom of not taking off the shoes is peculiar to Americans. That is why don’t think of whether you should take off your shoes or not. If it is necessary the host will warn you about it himself. When watching American films I always wondered why Americans did not take off their footwear. The matter turns out to be that there is no much dirty and dust in American streets. Some people who were in America say that it is possible to sit on some pavements and not to make oneself dirty. One more reason explaining this custom is that majority of Americans prefer driving but not going of foot. That is why they are not afraid of dirtying their houses. Some families say grace before meals, so follow your host’s example before tucking in. Table manners are more relaxed in the U.S. than in many other countries. The fork is held in the right hand and is used for eating. The knife is used to cut something. To use the knife, the fork is switched to the left hand. To continue eating, the fork is switched back to the right hand. Don’t overstay your welcome. This becomes obvious when your host starts looking at his watch, talking about his early start the next day. The custom which is also typical for the USA is tipping. Most Americans are shocked by anyone who doesn’t tip or who tips too little. The one you will encounter most often is at restaurants. American restaurants do not add a service charge to the bill. Therefore it is expected that the customer will leave a tip for the server. Common practice is to leave a tip that is equal to 15% of the total bill for acceptable service, and about 20% for superior service. If the service was unusually poor, then you could leave a smaller tip, about 10%. Other professions where tipping is expected include hairdressers, taxi drivers, hotel porters, parking valets, and bartenders. The general rule is to tip approximately 15% of the bill. In situations where there is no bill the tip may range from $1 to $5, depending on the type of establishment and on how good the service was. The custom of tipping came to America from Great Britain. In the 18th century in Great Britain the boxes with the inscription T.I.P.S. which was meant To Insure Prompt Service were on the tables during having tea. Then this term came to America. Baby showers have been a tradition in the US for a long time now, and are growing in popularity here, too. What better excuse is there for getting a group of friends together than to celebrate a new life? Plus, the mum-to-be get lots of great presents for her and her baby, result! The only person who shouldnt arrange a baby shower is the mum-to-be. The whole event should be great fun and completely stress-free for her. Friends, family or work colleagues are the usual organizers. You could either keep it as a surprise for the mum-to-be, or tell her what you are planning. Baby showers usually have some sort of baby theme to get everyone in the mood. Popular themes include: Teddy bears tea party. Get hold of as many teddies as you can and make sure each guest brings one, too! As presents, they could bring teddy bear-related books. The cake could be in the shape of a teddy bear. You get the general idea! Nursery rhymes. Arrange toys linked to nursery rhymes around the room , such as shoes (There was an old lady), a spider (Little Miss Muffet), a bucket (Jack Jills pail), and toy boats (Row row row your boat). Ask guests if they can count how many rhymes are represented. Books. Ask each guest to bring a book that meant something to them as a child. Its a great way for mum to start up her childs library. For decoration, everyone could also bring books to arrange around the room. The cake could be in the shape of a fairytale book. One more tradition connected with babies is to give a baby a birthstone. The Tradition of Birthstones goes back further than written history. People wear jewelry containing stones designated for their Birth Month. In the USA there are a lot of traditions connecting with wedding. It is known that before marriage engagement takes place. As a rule a man invite a woman to the restaurant to make her a proposal. Engagement ring obligatory should have a brilliant. The diamond engagement ring originated with King Maximillian who presented Mary of Burgundy with a diamond ring in 1477 as a token of his love. And the ring is presented unexpectedly. It may found in the glass of champagne by the woman or in the bud of the rose. To my mind this tradition is very romantic. The tradition of a Bachelor Party which is held for the Groom and usually sponsored by The Best Man the night before the Wedding and a Bridal Shower which is usually sponsored by The Brides Maid is very popular in the USA. By the way the number of bridesmaids in America amount from two to twenty. The tradition of bridesmaids dressing the same as each other and in similar style to the bride comes from ancient days when it was believed that evil spirits have a more difficult time distinguishing which one is the bride and putting a hex on her. The tradition of a Wedding Rehearsal Dinner also takes place in America. It is usually celebrated between the immediate families of spouses in the late afternoon the day before the wedding. The Grooms Family traditionally provides for this celebration. The Wedding Ceremony is most often performed as part of a religious ceremony each with its own specific customs and traditions. On the day of the wedding the Groom does not see the Bride until the actual ceremony. As Custom would have it from Victorian Times: the Bride wears Something Old, Something New, Something Borrowed, Something Blue, and a Sixpence in her shoe. The bride and groom exchange their rings to mark the permanent commitment of the new spouses to each other. The rings should be gold. According to history gold rings signified a financial sacrifice on the part of the prospective husband. Ring finger is the fourth ringer which is considered to be connected directly to the heart by a route that was called â€Å"the vein of love.† In the USA tradition of engraving of wedding rings is popular. The kiss on weddings dates back to the earliest days of civilization in the Middle East. A kiss was used as the formal seal to agreements, contracts, etc. In Ancient Rome a kiss was still being used as the legal bold to seal contracts. Hence the obvious use of the custom at the end of the wedding ceremony to â€Å"seal† the marriage vows. After the wedding ceremony newlyweds are covered with rice which is used as a symbol of fertility and as a wish for a â€Å"full pantry†. A Wedding Reception is usually held after the ceremony for all family and friends to celebrate. The Brides Family usually provides for this celebration. Traditionally the groom’s flower, worn on his lapel, usually matches one of the flowers in his bride’s bouquet. This tradition goes back to medieval times when knights wore the colors of their lady in tournaments. All of us know the tradition of throwing bridal bouquet and garter. The history of this tradition is very interesting I believe. In parts of Europe during the 14th contrary, having a piece of the bride’s clothing was thought to bring good luck. Guests would literally destroy the brides dress by ripping off pieces of fabric. In order to prevent this, brides began throwing their bouquets to the unwed girls. And grooms began to throw garter to unmarried men. One more wedding tradition is connected with CARRYING THE BRIDE OVER THE THRESHOLD Traditionally, the bride had to enter her new home the first time through the front door. If she tripped or stumbled while entering it was considered to be very bad luck. And the groom carried her over the threshold les she should stumble. Hence the tradition of the groom carrying the bride over the threshold. They bring us all together, no matter where we are. We can all relate to them and understand each other because we all use them. It is also a great connection for family and friends. There are traditions that are upheld for hundreds of years that are so important in our hearts. It links and connects us to past members of our family and our world whom we may never have gotten the chance to meet. They teach us about ourselves, our families, and the world around us. We can learn our history, why this tradition was started and what it signifies when we follow it today. They can work as the glue that holds us together. They are our culture, our heritage; they are us.

Value of Flexible Management Essay Example

Value of Flexible Management Paper Introduction Prior to researching this topic, my impression of management was limited. My concept was meshed within the framework of business and economics. Therefore, my definition of this construct was in error. For rectification, and foundational reference, management is the process of directing resources towards the accomplishment of a specific goal. This definition, one that I have derived from the compilation of many, incorporates two key variables. The first operative word in this definition is â€Å"resources. Resources can mean anything from money, employees, athletes, students, or just about any organized effort, group or cohort. The other functional variable in this definition is â€Å"goal. † The goal or aim of the organized effort can be defined in countless ways, not only in terms of economic gains or corporate success. This definition helps to illustrate just how much management filters through a gamete of industries. Management roles are found in business as w ell as sports, academics, and many other industries in many forms. Now that there is a foundation for what management is, why is this process important? Management has the ability to realize potential and direct resources in such a way that will optimize the return on the invested resources. Managers can create opportunities of advantage and promote successful goal attainment. Herein lays the importance of this role. Effective management ensures that with the application of minimal resources, there will be a return of maximum benefits. Since there are such benefits of good management, it is helpful to explore the variety of styles. This paper will, first, outline the major styles of management. While there are many different names and classifications of management styles; there are three main types. These include autocratic, participatory, and laissez-faire. The major difference of the three styles is the degree to which the manager directs the given resources. The autocratic style of management involves the managers making all the decisions for resources, with no other input. The participative style of management calls for the consultation of others, such as employees, in the decision-making process. In laissez-faire style of management, the manager has little to no part in the direction of resources. We will write a custom essay sample on Value of Flexible Management specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Value of Flexible Management specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Value of Flexible Management specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Considering the differences of these major styles of management, is there one style that takes precedence over another? Is there a â€Å"best† managerial practice? In 2006, Harvard Business School published an article delving into the differences of management techniques (Silverthorne, 2006). The basis of the article explores how one’s management style is heavily influenced by what kind of person they are. Therefore, managers need to be aware of the type of person they are to fully understand how they manage and in what situations they will be successful. This article supports the notion that a manager’s effectiveness is limited by their dominant style of management. In addition, because of personal dispositions, managers are unable to change themselves and must be careful to align themselves with situations that agree with their style of management. In reality, this construct is quite impractical. We are, oftentimes, unable to choose the situations in which we operate, professionally. How, then, does one manage effectively? Various management styles can be employed dependent on the culture of the business and the nature of the task, workforce, and resources. This idea supports that the prevailing circumstances dictate the most effective management style and managers should exercise a range of techniques. This is the subsequent focus of this discussion. While many are defined by a dominant style of management, an effective manager is one who can adapt their management techniques to a variety as they arise. Autocratic Management Autocratic Management is the style in which the manager has the greatest degree of control over the direction of the resources. In this style, managers make all decisions unilaterally. Managers usually dictate orders and employ a strict system of checks and balances to ensure adherence to protocols. Also know as directive management, managers tell their subordinates what to do, how to do it and when to have it completed by (Coye Belohlav, 1995, p 16). They assign roles and responsibilities, set standards, and define expectations. Within this style of management communication is one way, and go from management to resources. For example, when the manager speaks the employee listens and reacts. As defined above, the purpose of management is to direct resources toward a goal. In autocratic management, the manager sets all goals with specific deadlines to track progress. The autocratic manager is the principal of the decision making process. When a problem arise the resources report to the manager and the manager evaluates the options and makes the decision as to the direction and action that should be taken (Coye Belohlav, 1995). In terms of management feedback, the autocratic style of management calls for detailed instructions of changes that need to be made to the final product. Any rewards and recognition bestowed by autocratic managers are dictated by how well people follow directions. A perfect illustration of a working application of the autocratic style of management can be seen though the management employed in United States Military. Within the military the ranking system sets a scene for the role of the manager. In accordance with a strict chain of commands, members with a higher rank than another, have the responsibility to direct the actions of subordinates (See Exhibit A). Subordinates such as Airmen, in the U. S. Air Force, are charged with carrying out the orders of their Sergeants and other commanding officers. There is no discussion or exchange of ideas. Here, managers, or senior officers, give directions and expect that their resources are allocated according to exact orders. Goals are set by military officials and then handed down through the ranks. All strategy is developed by high ranking members, as well. Members of the military are rewarded with a successive rank as a result of properly serving within their assigned role. Though autocratic management seems limited, there are definite benefits to behold. Because there is clear direction given by managers who subscribe to the autocratic style, there is no confusion about expectations. This clear understanding of what is expected promotes tasks being completed according to deadline and product consistency. Along with the positive aspects of the autocratic management style there are certain negative points. With this type of management, employees or resources have no input in the tasks that they are given (Vanderburg, 2004). This causes the producer to be disconnected from the product. Resources do not feel valued and have no ownership in their work. Therefore there is a decrease in motivation and a high turnover rate. (See Exhibit B) Participative Management The participative style of management is different from autocratic in that there is a lesser degree of direction from the manager. A participative manager, rather than making exclusive decisions, seeks to incorporate others in the process. Participative managers possibly include subordinates, peers, superiors and other stakeholders in the decision-making process (Coleman, 2004). Because this type of manager considers the views of others, decisions are often made based on the agreement of the majority. Although there is major consideration of external sources, the most participative activity remains within the immediate team of peers. The participative manager allows less control and direction to transfer to subordinates. The question of how much influence may vary on the personal preferences and beliefs of the manager. This style of management may also be known as the democratic style. The communication is quite extensive in this style of management. There is considerable exchange in both directions, from manager to resources and vice-versa (Coleman, 2004). The ideal is for the majority to reach a consensus over a business decision. The goal setting process is also done in a cooperative effort. Participative managers decide upon goals with the consideration of outside ideas, as well. The accessibility of reaching these goals is also a point of discussion in the participative style of management. This type of manager has a paternal quality in that the well-being and success of subordinates, peers, superiors and other resources are taken into account (Coleman, 2004). Therefore the decision-making process is not unilateral. The participative management style promotes constructive manger feedback. If changes are to be made to the product, there is discussion of the direction that should be taken. Participative managers give positive feedback, as well. This is in line with the paternal characteristics of this style of management. When deciding on rewards and recognition, participative management incorporates the performance review process. Because participative managers welcome the active role of subordinates, they are willing to discuss employee performance, celebrate strengths, and develop weaknesses. This type of management is, perhaps, the most prevalent in the infrastructure of many large corporations, today. Corporations such as IBM, Home Depot, Pitney Bowes and countless others have embraced participative management style. It is very common for employees to operate in cohorts and subgroups and work as teams. Many are given year-end performance reviews and are able to access company management. The participative style of management can be particularly useful when complex decisions need to be made that require a range of specialist skills. From the overall businesss point of view, job satisfaction and quality of work will improve. By creating a sense of ownership in the company, participative management instills a sense of pride and motivates employees to increase productivity in order to achieve their goals. However, the decision-making process is severely slowed down, and the need of a consensus may avoid taking the best decision for the business. It can also grant decision-making responsibility to unqualified parties. In some cases of participatory management, decisions are swayed by politics and hidden agendas; which can also act as a barrier to the best business decision. (See Exhibit C) Laissez-faire Management The management style with the least degree of managerial direction of resources is known as laissez-faire. In this particular style the manager’s role is very much â€Å"hands-off† and peripheral (McCoy, 1996). The resources, be it employees, or others; manage their own area of business. There is an evasion of official managerial duties and uncoordinated delegation is, often times, inevitable. The communication within laissez-faire management is horizontal but flat. There is little to no communication that occurs in comparison to the autocratic and participatory styles of management. With no communication there is no opportunity for goal setting. Resources have to be internally motivated and set their own goals. Managers who participate in this type of management also incorporate unilateral decision making within their framework (McCoy, 1996). However, it is not the manager who engages in this practice. It is the subordinates and resources who are totally responsible for making all decisions. Because managers are uninvolved in the production processes in laissez-faire management, they provide no feedback or rewards for a job well done. A real-world example of laissez-faire management can be seen in partnerships of colleges. We can think in terms of a law firm, a private medical practice, a consulting firm or any other cooperative effort in which all parties posses a similar level of expertise. A more vivid illustration can be made through the following example. As emergency room doctors, with equal training, receive a patient, they simply begin to take action without formal direction. As we can glean from the above example, there are certain situations in which it is effective to apply laissez-faire management. An environment in which employees are highly skilled, experienced and educated is a prime setting to apply the laissez-faire practices. This creates a setting where employees have pride in their work and the drive to do it successfully on their own. Employees who thrive under this type of management are usually trust worthy and experienced. On the contrary this style of management would be detrimental in situations were the resources needed direction and lack experience. Laissez-faire management may cause employees to feel insecure at the unavailability of a manager. The manager does not provide regular feedback to let employees know how well they are doing or how they may improve. This leads to a lack of staff focus and sense of direction, which in turn leads to much dissatisfaction, and a poor company image. (See Exhibit D) The Most Effective Style After considering the three major styles of management above, there must be one model that supersedes the others. Perhaps we are more apt to choose participative management as the most effective. This would not be a far reaching selection, since it was the style of management that prevailed in the 1970s (Robbins, 2005). The participative style of management was seen as an amalgamation of democratic styles of management. It represented the most successful qualities of each style. The participative style of management is alive and well in the infrastructure of business models. It is probably the style of management that the majority of people are familiar with, and the style that most mangers strive to imitate. However, I do not accept that perfection has been attained within the participative style of management. There are very apparent limitation like slow business processes and difficult decision making that can undercut the best interest of a business (Keef, 2004). If the participative style of management is not the most effective; is there a â€Å"best† practice? Although participative management is quite popular, we may be witness to a shift in ideology. More and more, business leaders and managers are subscribing to the effectiveness of versatility rather than one dominant management style (Sumukadas Sawhney, 2004, p 1013). It is more efficient for a manager to apply the most effective style of management as situations arise rather than use a cookie-cutter approach. This flexible approach to management is the most practical when considering today’s changing technology, global trading and dynamics of business. Managers must be willing to abandon traditional ways of decision-making and adapt to their environment, in order to stay competitive and collect the greatest return on invested resources. In such a growing, diversified business landscape, one manager may be responsible for new hires, project management, and resource development. In order to best handle the new hires, this manager must take an autocratic approach, and painstakingly detail expectation. When acting as project manager, this same manager must incorporate a more participative style. Projects are, usually, assigned to a team of resources that come together in a collective exchange of expertise. The manager would then garner optimal results by delegating resource development to industry experts, and taking a laissez-faire approach. It is most valuable for one manager to be all things to all people. In essence, the most effective style of manager knows what style to apply in every situation. Though they were not managers in the conventional business industry, Bobby Knight and Mike Krzyzewski, dubbed Coach K, are fine examples of effective managerial practices. To further expand the analogy, I offer that their business was college basketball; their resources were young athletes, and their goal was the glory of a national championship. Many argue that these two coaches are among the most successful in the game of college basketball; though, their overt management styles could not be more different. Both coaches support the idea that one’s ability to exhibit various style of management is the most effective style of management. Both coaches exhibit key behaviors that are inline with flexibility in management. Both coaches are aware of and understand their personal assumptions and human nature. This promotes the awareness of how human nature influences their behaviors and automatic responses to given situations. This understanding of personal tendencies and over styles, allows a manger to rise about inherent responses and adapt their leadership and management skills to effectively govern a circumstance. Coach Bobby Knight was overtly a top-down, autocratic manager to his college basketball players. He would throw chairs, yell, get physical, and tightly supervise his team toward winning games. However, as Coach Knight’s style would change as he spent more time with his team (Sliverthorne, 2006, p 2). His control and direction was relaxed as he was confident in the training and ability of his players. Over the years, Coach Knight managed his athletes according to their needs for direction. He exhibited â€Å"tough-love† and versatility in management, and led many victories in college basketball. Coach Mike Krzyzewski’s overt management style would be defined at the other end of the spectrum. He had more of a laissez-fair management philosophy. Coach K believed that â€Å"people were fundamentally good and they want to do their best and would be self-motivated to perform. † (Silverthorne, 2006, p 1). Though Coach K had this inherent approach, he definitely knew how to mobilize and motivate his players. He knew how to toughen up and manage his players more autocratically. He also determined his management techniques according to the tasks and resources at hand, which lead to many won games. There is a twist to this pseudo-case study of mangers. In the 1960s, Coach Knight was a basketball coach at the U. S. Military Academy at West Point, where he recruited a young Mike Krzyzewski. â€Å"Coach K was a young scrappy kid. He wasn’t the best athlete on the team, but he had a lot of leadership potential,† remarked Knight (Silverthorne, 2006, p 2). After Krzyzewski left the Army, he joined Knight as a graduate assistant at Indiana, where Knight was a valuable mentor. Though very different in nature, the coaches have been great friends for many years. Though these coaches have very different overt styles, their situational adaptability allows them to share in the success of effective management and many college basketball victories. Conclusion There is greater value found in managing according to a given situation than applying a â€Å"one-size-fits-all† approach. The three major types of management all have effective practices. Therefore it is more appropriate to be autocratic to resources that require detailed direction, participative to peers and engaged employees, and laissez-faire to high-level experts. A aluable lesson can be gained from successful managers like Bobby Knight and Coach Krzyzewski. In order to nurture their resources to create the greatest return on investment, they had to become all things to all men. In the end it is adaptability that will not only support survival, but success, as well. References Coleman, P. T. (2004) Implicit Theories of Organizational Power and Priming Effects on Managerial Power- Sharing Decisions: An Experimental Study. Journal of Applied Social Psychology 34, no. 2: 297–321. Retrieved October 24, 2007, from http://www. tc. columbia. edu/icccr/Documents/Coleman/AbstractImplicitTheories. df Coye, R. W. , and J. A. Belohlav. (1995) An Exploratory Analysis of Employee Participation. Group and Organization Management 20, no. 1: 4–17. Greenfield, W. M. (2004) Decision Making and Employee Engagement. Employment Relations Today 31, no. 2: 13–24. Kaner, S. , and L. Lind. (1996) Facilitators Guide to Participatory Decision-making. Gabriola Island, BC, Canada: New Society Publishers. Keef, L. (2004) Generating Quality Interaction. Occupational Health Safety 73, no. 5:30–31. McCoy, T. J. (1996)Creating an Open Book Organization: Where Employees Think and Act Like Business Partners. New York: Amacom. Robbins, S. P. Essentials of Organizational Behavior. (2005)8th ed. Upper Saddle River, NJ: Prentice Hall. Silverthorne, S. (2006) â€Å"On Managing with Bobby Knight and â€Å"Coach K†. † Lessons from The Classroom. Boston, Massachusetts. Retrieved October 27, 2007, from http://hbswk. hbs. edu/pdf/item/5464. pdf Sumukadas, N. , and R. Sawhney. (2004): Workforce Agility through Employee Involvement. IIE Transactions 36, no. 10 1011–1021. Vanderburg, D. (2004) The Story of Semco: The Company that Humanized Work. Bulletin of Science, Technology Society 24, no. : 430–34. Retrieved October 24, 2007 from http://www. brainfuel. tv/maverick-the-story-of-semco-an-amazing- workplace Weiss, W. H. (1998) Improving Employee Performance: Major Supervisory Responsibility. Supervision, 6–8. Exhibits Exhibit A List of Military Rank ________________________________________ Officers LetterNavyArmy/Air Force/Marines O-12 (GAm ) Grand Admiral O-11 (FAm ) Fleet Admiral(COp) Chief of Operations O-10(Adm ) Admiral(Gen) General O-9(VAdm ) Vice Admiral(LtG) Lieutenant General O-8(RAdmU) Rear Admiral(MG ) Major General O-7(RADmL) Commodore(BG ) Brigadier General O-6(Capt ) Captain(Col) Colonel O-5(Cdr ) Commander(LtC) Lieutenant Colonel O-4(LCdr ) Lieutenant Commander(Maj) Major O-3(Lt ) Lieutenant (Cap) Captain O-2(LtJG ) Lieutenant Junior Grade(1Lt) First Lieutenant O-1(Ens ) Ensign(2Lt) Second Lieutenant Warrant Officers W-4(CW4) Chief Warrant Officer W-3(CW3) Chief Warrant Officer W-2(CW2) Chief Warrant Officer W-1(WO1) Warrant Officer Enlisted Personnel GradeNavyMarinesAir ForceArmy E-9(MCPO) Master Chief Petty Officer(SgtMaj) Sergeant Major(CMSgt) Chief Master Sergeant(CSM) Command Sergeant Major E-9(MGySgt) Master Gunnery Sergeant(SGM) Sergeant Major E-8(SCPO) Senior Cheif Petty Officer(1stSgt) First Sergeant(SMSgt) Senior Master Sergeant(1SG) First Sergeant E-8(MSgt ) Master Sergeant(MSG) Master Sergeant E-7(CPO ) Chief Petty Officer(GySgt ) Gunnery Sergeant(MSgt ) Master Sergeant(SFC) Sergeant First Class E-7(PSG) Platoon Sergeant E-6(PO1 ) Petty Officer First Class(SSgt ) Staff Sergeant(TSgt ) Technical Sergeant(SSG) Staff Sergeant E-5(PO2 ) Petty Officer Second Class(Sgt ) Sergeant(SSgt ) Staff Sergeant(Sgt) Sergeant E-4(PO3 ) Petty Officer Third Class(Cpl ) Corporal(Sgt ) Sergeant(Cpl) Corporal E-4(SrA ) Senior Airman(Sp4) Specialist 4 E-3( ) Seaman(LCpl ) Lance Corporal(A1C ) Airman First Class(PFC) Private FIrst Class E-2(SA ) Seaman Apprentice(PFC ) Private First Class(Amn ) Airman(PV2) Private E-1(SR ) Seaman Recruit(Pvt ) Private(AB ) Airman Basic(PV1) Private The Value of Flexible Management I. Abstract II. Introduction a. Thesis: â€Å"While many are defined by a dominant style of management, an effective manager is one who can adapt their management techniques to a variety as they arise. † III. Body a. Define autocratic Style i. Give examples of what situations require this style of management b. Define participatory Style i. Give examples of what situations require this style of management c. Define laissez-faire Style i. Give examples of what situations require this style of management d. Give examples of historical situations in which managers were successful because they adapted to the situation or antithesis of this model i. Example 1 ii. Example 2 iii. Anti-Model IV. Conclusion a. Restate thesis and summarize the value of adapting to situational nuances V. Exhibits that may be relevant VI. Works Cited