Gender Roles in United States Essay Example for Free

Gender Roles in United States Essay Gender role can be defined as number of professed personality trait and manners observed by males or females in a given society.   Different culture imposes a different set of expectations on men and women (faqs, n.d). Every culture has a different number of norms that they use to differentiate a perfect male or female with an imperfect one. Who sets these gender roles? What if one is unable to be the perfect male / female? Is it right to restrict people to grow out of the perceived roles into something that is entirely opposite? Why is it assumed that a female will stay home to cook and clean while a man will be the sole bread earner of the house? An extensive debate has been going on for years regarding this topic. Looking around us a commercial selling razor blade will show a man who is rugged and well built and in a shampoo commercial will have a female who couldn’t be any prettier yet she still does the normal things in life. A magazine will always cover a top model and not a housewife. Why does media always shows beautiful, perfect physique females and tall, handsome men, be it an advertisement of food product or a house or any cars? Though over the years, people are being acceptable towards deviation in gender roles. Men and women are working together to understand and adjust to the shift occurring in gender roles Women work hand in hand with men to support living, media shows program covering normal people from the streets and both genders of a family are involved in taking major decisions. This change will defiantly result in better environment at workplaces, better atmosphere at homes, better standards of living for the young generation and an air of equality will amongst the upcoming generation. References Faqs. â€Å"Gender Roles† (Internet), www.faqs.org (Accessed on January 11, 2009)   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   http://www.faqs.org/health/topics/8/Gender-roles.html

Individual Team And Organisational Objectives Management Essay

Individual Team And Organisational Objectives Management Essay Performance objectives can be defined as a goal that describes something that has to be accomplished within a given period of time. In other words, performance objectives express the direction and level of achievement expected from the organisation as a whole and, at lower levels, from the individual parts, team part, sections and departments which make up the organisation. http://www.exponentialtraining.com. The writer will be using his care company called Extra Mile Care Company as an illustration on how a performance objective applies to his organisation. The nature of the job description of the organisation is domiciliary care which means we help people who want to remain at the comfort of their beloved homes but are unable manage on their own, to achieve their daily task such as personal care. 1.1 Explain The Links Between Individual, Team And Organisational Objectives. As Carlos (1999) stated, the link between individual, team and organisational objectives is an agreed contract to achieve a common goal within a specific period of time. And as a matter of fact, the link between individual, team and organisation objectives simply describes the overall objectives which the team and the organisation aimed to achieve on either a short term period or long term period. At Extra mile, individual, team and organisation objective is to provide best care service to those who need their service in the community and to be the best care company in the country by 2013 and by achieving this, the other objectives such as giving their best care training quality also have to be met. And for this reason, the organisation strategic creates an effective link between individual, team and the organisation objectives so that the effort of both individual and team and the organisation can aligned with the organisation overall business plan. Extra mile organisation objectives S Specific Objective is specific because the company specialised in caring. M Measurable because the company have a group of people that needs the service. A Achievable Team objectives are achieved with a precise period of time R Realistic Our clients relied on Extra mile carers in looking after them or relatives. T- Time specific The Company have a time limit of when the objective should be achieved. 1.2 Identify The Selection Of, And Agree, Individual And Team Objectives According to Ryan (2007), in other to accomplish explicit and valuable results, there must be a need for a proper selection of individual and team for objectives in any organisation. Selection of and agree individual and team objectives is a process of selecting a right individual or team to carry out a particular job effectively, so as to achieve the organisation objective. A right individual and team must be accessed through their level of competency, right skills and knowledge, backgrounds, medical reports and so on. At extra mile, selection of, and agree, individual and team objectives is a very crucial task which is normally carried out by HR Manager(s). This is a process of getting a right individual for a right objectives, as well as right team for the right objectives upon agreement. Every staff (both individual and team) of extra mile are equally access, so as to know if they can achieve the organisation objectives. Because of the nature of the organisation objectives, Extra mile identifies the selection of both individual and team through their: Qualifications Experience Age Right skills and knowledge Personal interest for the job Medical history Criminal Records bureau check (CRB) It is the responsibility of managers to make sure that they select right individual or team for the organisation objectives, because failure of right selection of an individual or a team will have a terrible influence on the companys objectives. 1.3 Identify And Agree Areas Of Individual And Team Responsibility In Achieving Objectives Dewaker (2008), suggested that individual and team are required to first of all understand the basic objectives of the organisation for which they are working and the manager is required to define the better details of the job or task to his staff so that he may be able to relate his contribution towards achieving the overall objective of the organisation. Identifying areas of individual and team responsibilities in achieving objectives is mostly carried out by the team leader or the manager; this is a process of knowing the responsibilities of individual and team in achieving objectives. At Extra mile Care Company, the basic responsibilities of their staffs both individual and a team in achieving objectives are outlined by the manager or in the staff contract letter. Responsibilities of carers at extra mile care company for their clients are: Personal care, which includes washing, bathing, showering, assistance with dressing/ undressing, toileting, etc. Assistance with medication. Shopping. Preparing and cooking meals and snacks. Laundry. Health hygiene cleaning. Community access. Emotional support. This will become the individual or team responsibilities, only if they agree to carry out the responsibility. 1.4 Identify the need to create an environment of trust and support with others Fisher (2006) suggested that managers who build trust within their team are more likely to create an environment of openness where people feel good about themselves and others. Trusted colleagues helps people to accomplish their work, and people work better if they are treated with respect, support trust and honesty by those they work for. At extra mile, the manager realised the importance of creating an environment of trust and support with others because it helps in many ways such as: Cooperation between individual and team Increase in loyalty and commitment from those they manage Increase in number of good working relationships Decrease the number of difficulty relationship by converting them to neutral. Ashok (2010) also stated that low trust environment people suffer as they cannot work to the full potential due to lack of support from others which puts hurdles on growth, coexistence and co-operation. 2.1 Evaluate and assess individual and team performance against objectives According to Cristina et al (2003); it is a basic fundamental of any organisation is to design how to evaluate and access performance of both team and individual member, and the assessment should be focus on the team and individual outcome. At extra mile, evaluation is undertaken to: Set performance objectives Assess past performance Help improve current performance Assesses training and development needs Established channel of communication Facilitate review of employees Develop human relation skills of the assessors. Extra mile evaluate and assess their staff and team performance against objectives by the outcome of their performance and the organisation mainly does this evaluation so as to know whether or not the individual is meeting up the companys objectives. And in process the term of quantity, time and cost of employee is also measured. Also its a systematically evaluation of individual and team employees job-related strengths and weaknesses to a set of pre-defined organisational standards. Generally Organisation assesses team outcomes like quality, quantity, creativity cost, and timeliness of the team deliverable. 2.2 Identify methods of providing feedback to individuals and teams on performance Williams and Curtis (2005) stated that, regular feedback based on objectives assessments of performance need to be given. Feedback is a discussion between people which reveals back how another person sees someone elses behaviour or performance. At Extra mile, given feedback is part of an assessments and about behaviour or an activity which highlight something well done or offering suggestion about how to do something better, and it is an important role that has to be carried out by the manager(s) and the reason for carrying out feedback is to ensure that staffs are satisfied with their objectives and to see how the individual or team performs in their objectives, also to check if there is anything that has to be improved in the organisation Methods of providing feedback at extra mile are in following ways: Self-assessment Verbal feedback to individuals Verbal feedback to team One-on-one feedback Feedback on behaviour Feedback on information Feedback on performance Feedback is a critical for extra mile Care Company because of the nature of the job, so as to learn how to improve their performance and suggestion on what to do in improving the staff performance in achieving their objectives should be discuss during the feedback. 2.3 Identify the causes of conflict, and describe strategies to minimise or prevent conflict According to Harris et al (2001), when conflicts arises, managers and supervisors who are in a position to influence and affect the attitudes and actions of those in disagreement may find it helpful to identify the causes and feelings of the parties involved. At extra mile conflict sometimes arise between colleagues, competitors and even clients. And once this occur, the manage will first of all identify the cause of that conflict and then find solution the that conflict if in any case is beyond what he can do then he will seek the advice of those are superior to him/her. The identified causes of conflict that has occurred in the organisation are: Lack of trust Different personal values Lack of participation Lack of resources Not achieving objectives Strategies to minimise or prevent conflicts Effective communication Participation in decision-making Team building Provision of flexibility Strategies to minimise conflict should be design in other to prevent, minimise and resolve conflict in the institution that will result in effectiveness and efficiency at individual and institutional level. Gupta (2007) 2.4 Explain recording systems for performance assessment for individuals or teams According to() Recording system for performance assessment is a prominent personality in field of human resources, it is a document in an organisation that serves as evidence of an activity of transaction formed by the organisation. Recording system at extra mile is a systematic, periodic and impartial record of an individual or teams activities in the matters pertaining to their present job. Processes of recording system at extra mile are: A content analysis- describe content in the organisation that needs recording A file plan- indicate where record are to be kept and how long to keep the records A compliance requirements document- rules that organisation must follow Process for holding records- needed when event such as litigations occurs Unmanaged recording system makes the performance of duties more difficult, costs organisations time, money and resources. 3.1 Explain a performance improvement cycle Performance improvement cycle is a process that design, measure, assess and improve performance of organisation strategies. And the ultimate goal is to allow the organisation to meet its goals. Joint commission recourses (2001). Performance improvement circle is an integral part of Extra Mile Care Company, and the company has determined to continuously improve their performance and demonstrate the quality of their service. These are process of improvement circle at extra mile namely: Design this is a stage that requires identifying the main aim of the organisation and for the process and design that allows it to achieve its objectives Measure- this is a stage provides a process on how well the organisation has achieved their aims. Assess this is a process where the company set their priority on what has to be achieved, and the assessment opportunity enables the organisation to rank priorities Improve- improvement actions are based on the results of measurement and assessment, at this stage the company would have known the areas thats they need to improve and implement specific innovations, which involves redesigning the process. Effective management of individual performance rests on managing the performance cycle. 3.2 Discuss the indicators of poor performance According to DuBrin (2008), poor performance is an ineffective job performance that does not meet the required standards for achieving the organisation objectives. Ineffective performers lower the growth of organisational objectives directly by not accomplishing their fair share of work, by so doing it lowers the organisation productivity and for this reason it is very important to deal with issues of poor performance in the organisation. At extra mile Care Company, consequences of poor performance are enormous and the HR manager ensures that they effectively manage the staffs to the required standard of the organisation. Indicators of poor performance are: Employee- Insufficient mental ability and education, Insufficient job knowledge, Low motivation, Excessive absenteeism and tiredness, Alcoholism and drug addiction Lateness Manager- Inadequate communication about job responsibility, Inadequate feedback, Negative and untrusting attitude, Bullying. Organisation- Organisation culture that tolerates poor performance, Intentional threat to job security, Reduce productivity Changes in policies without staff consultation Effective methods to deter underperformance For any organisation to handle poor performance successfully, certain factors have to be considered such as: The manager(s) has to be confident and competent to tackle underperformance There must be a clear communication between managers and staff Mutual trust Effective performance management systems Organisational culture that encourages employee involvement Joint objective setting Good staff development practices Poor performance is legally defined as when an employees behaviour or performance might fall below the required standard 3.3 Evaluate methods that support performance improvement Performance improvement is a way of analysing performance problem and finding a means to ensure good performance. The methods of improving performance of staffs at extra mile is by improving their performance in achieving objectives in areas that the individual or team are not meeting up with their goals, and also appraising and rewarding individuals for job well done. Methods that support extra mile care companys staffs are as follow: Training- we give our staffs the best training so as to perform to the best of their ability when carrying out their jobs Motivating- we motivate our staffs so that they can feel the sense of belonging to the organisation, and also encourage them and acknowledge the work they have done. Rewards- it is our culture to reward any staff that carry out his or her duties effectively every month, and we do this so as to encourage others to perform better. Job security- we try as much as possible to keep our staffs who are willing to stay in their job and we also provide them with benefit such as sick pay, holiday pay and so on. Salary- we increase salary of our staff that are with the company for a number of year and we make sure sire that our staffs receive the best salary among other competitors. These are methods in which we support the performance of our staffs. However we make sure the cost of the training is justified by the improvements in productivity and performance its likely to bring. 4.1 Discuss the organisations disciplinary and grievance procedures Disciplinary and grievance procedures are basis which provides clear and transparent ways for dealing with difficulties which may arise as part of working relationship from either employers or employees perspectives. (http://www.cipd.co.uk) At extra mile care company, organisations disciplinary and grievance procedure is a set of standards of performance and conduct reinforced by company rules. The reason for Disciplinary and grievance procedures is to ensure that every staff of EMCC is treated the same way in the similar circumstance, and also to make sure that issues are dealt with fairly and reasonably. Reasons why disciplinary procedures are needed at emcc are as follows: Employer know what action to take when there is a problem with employee To enable staffs to make appropriate decision Solving matters without ending up in tribunals if minor. To enable employer and employee agree to suitable goals Set as a set of rule that governs the behavior of both emcc and its staffs Reasons why grievance procedures are needed at extra mile are: To provide the staffs the cause of action if they have complaint Solving matters without ending up in tribunals Creates a point of contact to resolve issues Gives employee what action to take if a dispute cannot be solved informally. Disciplinary and grievances are rules and procedures help to promote orderly employment relations as well as fairness and consistency in the treatment of individuals and also provide guideline for adherence to the rules. All this a backed up In a legal document in the UK. 4.2 Identify the role of the manager in both a disciplinary and a grievance procedure The role of managers in both disciplinary and grievance procedure is to implement the disciplinary action when necessary also to make sure that the issue that arise is resolve with involvement of external body such as ACAS. There are several stages where the manager enforces their power in disciplinary and grievance procedures Role of manager in disciplinary procedure at Extra mile care company Managers gives verbal warning if the offence is minor Managers gives written warning for a subsequence minor offense or more serious offence Managers gives final warning for repeated offences or a very serious offence It also the role of manager to dismiss an employee if an employee commits gross misconduct. Role of manager in grievance procedure at extra mile care company Manager investigate the complaint within the department If matter still not resolve, it will be investigated by a more senior manager (if any) Finally if the compliant is beyond the organisation grievances procedure, it may be pursued outside the organisation such as ACAS. 4.3 Summaries the key aspects of legislation that applies to an organizations disciplinary and grievance procedures Legislation that applies to organisation under April 2009 Code of Practice 1, is design to help employers and employee deal with disciplinary and grievances situation in the workplace. Legislation that applies to disciplinary procedures are: Establish the facts of each case Inform the employee of the problem Hold a meeting the employee to discuss the problem Provide employee with an opportunity to appeal Leg that applies to grievances procedures are: Employee must know the nature of grievances Hold a meeting with employee to discuss grivances Allow employee to be accompanied at the meeting Decide on appropriate action Allow the employee to take grievances further if not resolved In conclusion, the purpose of Arun, K., Rachana, S., Principles of business management: Vishal Enclave, New Delhi 27. Atlantic Publishers and Distribution, 2000 Armstrong M, Stephens T, (2005); Management And Leadership. Kogan page limited, London UK, and Sterling VA, USA. Cristina B, Susan G, (2003); Virtual teams that work. Jossey-Bass, san Francisco ca usa http://www.cipd.co.uk/hr-resources/factsheets/discipline-grievances-at-work.aspx Lockett j (1992) Effective performance management, kogan page plc, London Ryan W (2007), performance by design, HRD pre Inc, Amherst us and Canada Dewaker G?(2008), performance Appraiser and compensation management, PHI Learning private limited new Delhi Eddie F(2006) Development of new competency and behavior model for skill in working with people for project managers, Druck and Bindungi, Germany Ashok G (2010) creating values in life, Author House, USA. William and Curties ?(2005) marketing management in practice, Elsevier Butterworth, heineman Jordan Hill, oxford uk Jeff H.O Sandra j H(2002), Organisation behavior bost business books Binghamton Usa Gupta B.L(2007) management of competency based learning 1ST edition, ashok kumar mittal, India Dubrin A.J (2008), essentials of management 8th edition, south western cenagage learning, usa. http://www.tutor2u.net/business/gcse/organisation_aims_objectives.htm

Criticism of the Verification Principle in A.J. Ayers Book Language, Truth and Logic :: Philosophy

Criticism of the Verification Principle in A.J. Ayer's Book Language, Truth and Logic INTRODUCTION This essay will consist in an exposition and criticism of the Verification Principle, as expounded by A.J. Ayer in his book Language, Truth and Logic. Ayer, wrote this book in 1936, but also wrote a new introduction to the second edition ten years later. The latter amounted to a revision of his earlier theses on the principle.It is to both accounts that this essay shall be referring. Firstly, I shall expound the verification principle. I shall then show that its condition of significant types is inexhaustible, and that this makes the principle inapplicable. In doing so, I shall have exposed serious inconsistencies in Ayer's theory of meaning, which is a necessary part of his modified verification principle. I shall also expound Ayer's theory of knowledge, as related in his book. I will show this theory to contain logical errors, making his modified version of the principle flawed from a second angle. The relationship of this essay with the two prior essays of this series can be understood from Ayer's Preface to the First Edition of his book: The views which are put forward in this treatise derive from the doctrines of Bertrand Russell and Wittgenstein. For background interest, Language, Truth and Logic was written after Ayer had attended some of the meetings of the Vienna Circle, in the 1930's. Friedrich Waismann and Moritz Schlick headed these logical positivists of Vienna. Their principle doctrine can be said to have been founded in the meetings they had with Wittgenstein and their interpretation of his Tractatus Logico-Philosophicus. Ayer's book expounds and, in his view, improves on the principle doctrine of the Vienna Circle 'the verification principle'. Waismann and Schlick adopted this principle after it was first given to them by Wittgenstein himself. Waismann recorded the conversation, where Wittgenstein stated: If I say, for example, 'Up there on the cupboard there is a book', how do I set about verifying it? Is it sufficient if I glance at it, or if I look at it from different sides, or if I take it into my hands, touch it, open it, turn its leaves, and so forth? There are two conceptions here. One of them says that however I set about it, I shall never be able to verify the proposition completely. A proposition always keeps a back door open, as it were.

Charles Franklin Kettering :: essays research papers

Charles Franklin Kettering Charles F. Kettering : Doing the right thing at the right time By Richard P. Scharchburg, Thompson Professor of Industrial History The Man... Charles Franklin Kettering was born on a farm near Loundonville, Ohio, August 29, 1876. After graduation from high school, he accepted a teaching position in a one-room rural school. Although highly successful as a teacher, his mind was set on going to college. In the summer of 1896, he entered the College of Wooster (Ohio). As a result of long and intense hours of study, his eyesight deteriorated to the point that he was forced to leave college and return to teaching. In 1898, he entered the engineering school at Ohio State, but again his poor eyesight forced him to drop out during his freshman year. For the next two years he worked on a telephone line crew, and then once again entered Ohio State, finally completing his electrical engineering degree in 1904. After graduation, Kettering took a job in the inventions department at the National Cash Register Company (NCR) in Dayton, Ohio. There he developed an electric motor for cash registers, the OK Charge Phone for department stores and several other contributions to a revolution then taking place in business machines. In 1909, Kettering and Edward A. Deeds, his associate at NCR, formed their own industrial research laboratory, the Dayton Engineering Laboratories Company (later known as DELCO). Within three years, they had produced a new all-electric starting, ignition and lighting system for automobiles. The system first appeared as standard equipment on the 1912 Cadillac and as its use spread, women could conveniently become drivers without the assistance of a chauffeur. DELCO was eventually sold to General Motors and became the foundation for the General Motors Research Corporation of which Kettering became vice president in 1920. The list of innovations and inventions that are credited to Charles F. (nicknamed "Boss") Kettering is impressive. His book of patents contains more than 300 separate applications that range from a portable lighting system for farms to coolants for refrigerators and air conditioners. Other patents included a World War I "aerial torpedo," a device for the treatment of venereal disease, and an incubator for premature infants. Duco paint and Ethyl gasoline were also his ideas and he was instrumental in their development.

Bloomsbury and Its Make-Up :: Bloomsbury History Literature Essays

Bloomsbury and Its Make-Up Literature and Art were very important in the early 1900’s. Someone could always turn to a book or a painting to help them be more relaxed and feel more comfortable. One of the major groups of the early 1900’s that had both aspects of literature and art was the Bloomsbury group. This group was made up of a number of people, who shared similar interests and views. One of the more notable writers in the 1900’s, Virginia Woolf was a member of the Bloomsberries. Many of her novels have been heavily criticized and talked about throughout the years. Virginia Woolf as well as other members of the Bloomsbury group led very radical lives which led to radical art. The history of the Bloomsbury Group, with a special emphasis on its association in art and literature, has been well told(Dowling 11). "The Bloomsbury Group, an informal coterie of writers, artists and critics who settled early this century in the district of that name in London, has long been in danger of suffocating beneath a slagheap of nostalgia"(Economist 102). They made Bloomsbury Square in London the center if activities from 1904 to W.W.II. This group included, Lytton Strachey, Virginia Woolf, Leonard Woolf, E.M. Forster, V. Sackville-West, Roger Fry, Clive Bell, John Maynard Keynes and Vanessa Bell. Four of the members had gone to Cambridge in 1899 and they were immediately taken by the intellectual air of the University as opposed to the sterility and boredom of other schools they had attended. Every Bloomsbury who attended Cambridge thrived there. "Body and spirit, reason and emotion, work and play, architecture and scenery, laughter and seriousness, life and art, these pairs which elsewhere contrasted were there fused into one" (http://www.feminista.com). Bloomsbury was always under fire. This is the common fate of all groups, coteries and cliques, particularly if they have sufficient liveliness to make a new contribution to the thought of their time. Bloomsbury certainly has not been left out from the variations of aesthetic feeling and today its situation is similar to the Pre-Raphaelites forty years ago. "Bloomsbury however was unlike the Pre-Raphaelites in that it had been criticized from a bewilderingly large number of points of view" (Bell 10). The Bloomsbury Group has been praised as a hothouse for writing talent. The founders main concern was to maintain that "magic quality" they had discovered at Cambridge. There was no formal membership list or leader or set of rules to follow.

Airbrushing Should Be Banned

Good morning/afternoon class. The topic that we have chosen for our debate is â€Å"That airbrushing should be banned. † We as the affirmative team believe that this statement is true. The points that I will be talking about today is that manipulating images can lead to self-esteem issues, the different types of disorders that photo shopping could lead to and the extensive cost of airbrushing images. To start off, the deceptive imagery of airbrushing can lead to major self-confidence issues. Even though younger girls are exposed to many different types of media and images, the younger generations are not usually able to tell the difference between normal photographs and air-brushed images. †¢This means that over time, young women are increasingly seeing and comparing themselves with images which are neither realistic nor authentic. †¢This can lead to severe self-esteem issues. Images that are altered and manipulated to give an impossibly thin look add to everyoneâ₠¬â„¢s insecurities about their bodies.This is exactly the reason why airbrushing should be banned. Secondly, these diminishing advertisements can sometimes lead to eating disorders. †¢Some people are particularly vulnerable to this pressure to be perfect and risk developing an eating disorder such as anorexia or being bulimic. †¢This is precisely why we're calling for the media to get real and show us bodies in all their gorgeous, natural glory. While it's true that most of us are aware that the majority of women in adverts have been airbrushed to within an inch of their life, sadly, the same can't be said for younger girls, who, from a very early age are constantly being bombarded with digitally altered images without realising just how much they've been manipulated. Do we really want our precious children to change who they are so that they can fit in with society’s perception of perfection?This highlights why any form of enhancing an advertisement should be banne d. Finally, I will address the extensive cost of airbrushing images that companies and we face. †¢Airbrushing images will not only damage young girls self-esteem but it would also take an astonishing amount of money out of the company’s budget. †¢Due to airbrushing, it will not only cost the business money, but also us to go under the knife to achieve these manipulative images from the pressure to be perfect.Are we really going to go to these extreme lengths to look like someone we’re not? This illustrates precisely why photo shopping needs to be expelled. AGAINST OUR ARGUMENTS †¢it’s a clever way for products to be sold, and to attract the target audience they are aiming at. †¢models are usually hired for the purpose to sell the product and being â€Å"Photo shopped† is probably some part of their contract. †¢retouching and photo editing is supposed to make the look of the model attractive, so it is able to sell the product. the models face will usually have to be the image of perfection and beauty to interest a reader to pick up a magazine, thinking that the content will be related to the cover image of beauty. REBUTTALS Would you buy a product from an advert where the model is looking flawless, and has great skin due to airbrushing techniques? Or where it shows the true beauty of someone, and that there should be no reason to change, and to just accept how they look? Should an image that is airbrushed be societies perception of perfection?

St and Lt Professional Goals

Short term professional goals – To further my education and become better qualified, with a view to changing my role or to taking on more responsibility in my current position. – To gain experience and develop my appreciation of working in multinational environments. I hope to continue to work in a multinational firm and to be able to make a more valuable and meaningful contribution as a result of my enhanced skills and learning. – To secure a management position and take on more responsibility, whereby consolidating the managerial skills I have acquired and developed over the last three years, since my promotion to Manager. To participate in the growth and success of the company I work for and to find a position where I can apply my knowledge and strengths. – To find a source of money to pay for MBA. – To help people from underprivileged backgrounds and in developing countries, by offering them professional advice and private funding on a personal level. Long term professional goals – To secure a senior management role in a leading company or to become a partner in a professional services firm.I recognise that a lot of hard work, determination and patience will be required to achieve this goal, but I am fully committed to working towards it throughout my career. – Another one of my ambitions is to start up and run my own business. I would ideally like to combine this with another goal, which is to be socially responsible in my work. For example, I would hire people that traditionally find it more difficult secure employment, such as those with disabilities, those without financial resources or pregnant women. To be a trusted advisor who has a solid business skillset, wisdom and knowledge and is able to accept and deliver challenging projects. – To become a leader and make a positive impact on society through my expertise, ethics and leading by example. – To coach entrepreneurs and help them to deve lop the key skills required to make their businesses successful. – When I retire, I intend to write a book about my experiences and ideas so that I can share them with the world.