Vehicular Ad Hoc Networks Essay Example for Free

Vehicular Ad Hoc Networks Essay ABSTRACT. Vehicular Ad Hoc Networks is a kind of special wireless ad hoc network, which has the characteristics of high node mobility and fast topology changes. The Vehicular Networks can provide wide variety of services, ranges from safety and crash avoidance to internet access and multimedia applications. Attacking and misusing such network could cause destructive consequences. It is therefore necessary to integrate security requirements into the design of VANETs and defend VANET systems against misbehaviour, in order to ensure correct and smooth operations of the network. In this paper, I propose a security system for VANETs to achieve privacy desired by vehicles and traceability required by law enforcement authorities, in addition to satisfying fundamental security requirements including authentication, nonrepudiation, message integrity, and confidentiality. Moreover, we propose a privacy-preserving defense technique for network authorities to handle misbehaviour in VANET access, considering the challenge that privacy provides avenue for misbehaviour. The proposed system employs an identitybased cryptosystem where certificates are not needed for authentication. I show the fulfilment and feasibility of our system with respect to the security goals and efficiency. 1 INTRODUCTION VEHICULAR ad hoc networks (VANETs) are receiving increasing attentions from academic and deployment efforts from industry, due to the various applications and potential tremendous benefits they offer for future VANET users. Safety information exchange enables life-critical applications, such as the alerting functionality during intersection traversing and lane merging, and thus, plays a key role in VANET applications. Valueadded services can enhance drivers’ traveling experience by providing convenient Internet access, navigation, toll payment services, etc. Other applications are also possible including different warning messages for congestion avoidance, detour notification, road conditions (e.g., slippery), etc., and alarm signals disseminated by emergency vehicles (e.g., ambulance) for road clearance. The attractive features of VANETs inevitably incur higher risks  if such networks do not take security into account prior to deployment. For instance, if the safety messages are modified, discarded, or delayed either intentionally or due to hardware malfunctioning, serious consequences such as injuries and even deaths may occur. This necessitates and urges the development of a functional, reliable, and efficient  security architecture before all other implementation aspects of VANETs.Fundamentally,VANET security design should guarantee authentication, nonrepudiation, integrity, and in some specific application scenarios, confidentiality, to protect the network against attackers. Besides the fundamental security requirements, sensitive information such as identity and location privacy should be reserved from the vehicle owner’s perspective, against unlawful tracing and user profiling, since otherwise it is difficult to attract vehicles to join the network. On the contrary, traceability is required where the identity information need be revealed by law enforcement authorities for liability issues, once accidents or crimes occur. In addition, privilege revocation is required by network authorities (e.g., network administrator) once misbehaviour is detected during network access. It is less difficult to prevent misbehavior of unauthorized users (i.e., outsiders)since legitimate users and roadside units (RSUs) can simply disregard communication requests from outsiders by means of authentication. Nevertheless, misbehaviour of legitimate users of VANETs (i.e., insiders) is more difficult and complex to prevent, the reason being that insiders possess credentials issued by the authority to perform authentication with peer vehicles or RSUs who canbe  easily tricked into trusting the insiders. Consequently, the insiders misbehaviour will have much larger impact on the network and will be the focus of this paper. I proposed system in this paper and many recent proposals on VANET security provide the option of using anonymous credentials in authentication, rendering it even more complex to handle misbehaviour in VANETs, since the user identity is hidden and cannot be linked arbitrarily which curbs the punishment of misbehaving users. Contributions. Given the conflicting goals of privacy and traceability, and the challenges in designing a privacy-preserving defense scheme for VANETs,  i motivated to propose a security system that can effectively and efficiently solve the conflic ts and challenges. Specifically, my main contributions in this paper include: 1. I propose a pseudonym-based scheme to assure vehicle user privacy and traceability. 2. I design a threshold signature-based scheme to achieve nonframeability in tracing law violators. In this scheme, an innocent vehicle cannot be framed by a corrupted law enforcement authority due to rolesplitting mechanism. 3. A novel privacy-preserving defense scheme is proposed leveraging threshold authentication. It guarantees that any additional authentication beyond the threshold will result in the revocation of the misbehaving users. This defense scheme differs from others mainly in that it yields flexibility in the revocation (i.e., not all types of misbehaviour should be punished). Moreover, the dynamic accumulators in the threshold authentication technique facilitates each user to place further restrictions (besides the threshold) on other communicating users, which is an attractive feature to service providers. 4. My design incorporates mechanisms that guarantee authentication, nonrepudiation, message integrity, and confidentiality. 2 RELATED WORK There is a large body of research work related to the security and privacy in VANETs. The most related works are on the design of privacypreserving schemes. Raya and Hubaux [1]investigated the privacy issue by proposing a pseudonym-based approach using anonymous public keys and the public key infrastructure (PKI), where the public key certificate is needed, giving rise to extra communication and storage overhead. The  authors also proposed three credential revocation protocols tailored for VANETs, namely RTPD,RC2RL, and DRP [5], considering that the certificate revocation list (CRL) needs to be distributed across the entire network in a timely manner. All the three protocols seem to work well under conventional public key infrastructure (PKI). However, the authors also proposed to use frequently updated anonymous public keys to fulfillusers requirement on identity and location privacy. If this privacy preserving technique is used in conjunction with RC2RL and DRP, th e CRL produced by the trusted authority will become huge in size, rendering the revocation protocols highly inefficient. A lightweight symmetric-key-based security scheme for balancing  auditability and privacy in VANETs is proposed in [2]. It bears the drawback that peer vehicles authenticate each other via a base station, which is unsuitable for inter vehicle communications. Gamage et al. [6] adopted an identity-based (IDbased) ring signature scheme to achieve signer ambiguity and hence fulfill the privacy requirement in VANET applications. The disadvantage of the ring signature scheme in the context of VANET applications, is the unconditional privacy, resulting in the traceability requirement unattainable. Group signature-based schemes are proposed in [4] where signer privacy is conditional on the group manager. As a result, all these schemes have the problem of identity escrow, as a group manager who possesses the group master key can arbitrarily reveal the identity of any group member. In addition, due to the limitation of group formation in VANETs (e.g., too few cars in the vicinity to establis h the group), the group-based schemes [4]may not be applied appropriately. The election of group leader will sometimes encounter difficulties since a trusted entity cannot be found amongst peer vehicles. There are also a number of defense techniques against misbehaviour in VANET literature besides those in [1]. An indirect approach via the aid of infrastructure is used in [4].The TA distributes the CRL to the infrastructure points which then take over the TA’s responsibility to execute the revocation protocol. The advantage of this approach is that vehicles never need to download the entire RL. Unfortunately, the conditional anonymity claimed in [4]. only applies to amongst peer vehicles, under the assumption that the infrastructure points are trusted. The infrastructure points can reveal the identity of any vehicle at any time even if the vehicle is honest. Recently, Tsang et al. [7]proposed a blacklistable anonymous credential system for blocking misbehavior without the trusted third party (TTP).The blacklisting technique can be applied to VANETs as: if the vehicle fails to prove that it is not on the blacklist of the current  authenticator, the authenticator will ignore the messages or requests sent by this vehicle. Although not proposed specifically for VANETs, the proposal in [7] has a similar claim as the capability of a TTP (network authority in this paper) to recover a user’s identity in any case is too strong a punishment and highly undesirable in some scenarios. The downside of this  technique is the lack of options to trace misbehaving users, since any user in the system(misbehaving or not)will by no means be identified by any entity including the authorities. I proposed a privacy-preserving defense scheme against misbehavior in [8] leveraging threshold authentication technique. This scheme and the scheme in [3] both preserve user privacy, and simultaneously provide trace ability (i.e., tracing law violators by enforcement authorities in [3] and tracing misbehaving users by network authorities in [8]). The major differences between these schemes are the different technical realizations of the privacy and traceability schemes, due to the different application 3 SYSTEM MODEL We describe the functionalities of our security system and define security requirements in this section. 3.1 Overview Major entities in a VANET environment are depicted in A VANET system diagram. As mentioned before, traceability is needed by law enforcement authorities (LEAs) who require the identity of a violating vehicle to be disclosed for investigating the cause of accidents or crimes. Due to the seriousness of liability issues, if a single authority (e.g., the police) is fully capable of revealing the vehicle identity, this privilege may be abused. It is desirable if two or more authorities (e.g., the police, judge, special agents, and other possible law enforcement authorities) are granted distributed control over the identity retrieval process. One benefit in doing so is that corrupted authorities (the number being less than the threshold) cannot arbitrarily trace vehicle users to compromise their privacy. Another benefit is that malicious authorities cannot falsely accuse (or frame) honest users. Such role-splitting is not required for network authorities since the threshold authentication technique in our defense scheme prevents a network authority from falsely accu sing honest users. The proposed security system primarily consists of techniques addressing the privacy, traceability, nonframeability, and revocation (only by network authorities) issues. The  logic diagram of the entities interactions is depicted in logic diagram, where the arrowed lines indicate the direction of packet flow or physical communications, the bracketed numbers near each line index the major events or procedures between the connected entities. The vehicle users are split into access group owners and members, whereas the RSUs can only be access  group owners. The entities and events/procedures are described in what follows. 3.2 Entities and Procedures The entities in this system are the regional transportation authorities (RTAs), law enforcement authorities (LEAs),network authorities, roadside infrastructure including border RSUs for pseudonym management and regular RSUs (simply RSUs) for Internet access, and vehicle users. Considering practical scenarios, the RSUs in this system are mainly responsible for providing infrastructure access and network services. The RSUs are assumed to be operated by third-party service providers (SPs) who have business contracts with the RTA to build access infrastructure in the RTA’s region. The RSUs are thus not owned by the RTA and have no preestablished trust relationship with the RTA. On the other hand, borders RSUs are owned and operated by the RTA, and can be considered as the agents who are delegated with the RTA’s authority. These entities are involved in the following procedure:  may be caused by malfunctioning hardware and thus is incidental. These types of misbehavior share a common feature, i.e., their occurrence or frequency is low, specifically, lower than a predetermined threshold. Threshold authentication-based defense further consists of six sub-procedures: Membership registration: RSUs and vehicle users register with the RTA to use VANETs. Upon successful registration, a member public/private key pair (mpk;msk) is issued to each RSU and vehicles. The RTA associates the member’s credential with the issued public key and includes this pair of information into a credential list IDlist. Access group setup: RSUs and vehicles setup their own access groups, the member of which is granted privilege to communicate with the access group owner. The group owner adds members to the group and updates related public information. Each added member obtains an access key mak for the group. Access group revoking: The access group owner revokes the granted privilege when deciding to stop communications with a member, due to some decision criteria for misbehaviour. The access group owner removes the member from the access group and updates related public information. Threshold authentication: This procedure is executed between an RSU and a vehicle, or between peer vehicles. We call the authenticator in this procedure Alice who announces the threshold k possibly different for each user being authenticated. The  authentication succeeds if and only if the following conditions are met simultaneously: the user Bob authenticating with Alice is a registered member of the VANET system, Bob is a legitimate member of Alice’s access group (if Alice is an access group owner) whose member privilege has not been revoked, and the authentication threshold has not been exceeded. Alice records the authentication transcripts in AUTHlog: Tracing: This procedure is used by Alice to trace a misbehaving member Mn who attempts to authenticate more than k times. Alice relies on the AUTHlog and public information, and obtains Mn’s credential n as the procedure output which is reported to the RTA.Revocation/recovery: Upon receiving the complaints from other entities in the system as the output of Tracing, the RTA decides if the misbehaving member’s credential needs to be revoked. The RTA then performs the identity recovery by looking up the same pseudonym lookup table PLT (cf.System setup above) which also records the correspondence between the credential n and identity IDn. Note that for the ease of presentation, we assume the RTAs to act as network authorities for the defense scheme in this paper. In reality, when the roles of RTA and network authority System setup: This procedure is executed by the RTA for initial VANET system setup including domain parameter publication, public/private key assignment for entities in the system to perform desired tasks, and database creation for storing necessary records (i.e., the pseudonym lookup table PLT). Pseudonym generation and authentication for privacy: RTA and border RSUs execute this procedure to assign pseudonym/private key pairs to both vehicles traveling in their home domain and vehicles from other RTAs’ domains, so that these vehicles are able to authenticate with RSUs and other vehicles to obtain services and useful messages. Threshold signature for nonframeability: This procedure is invoked by LEAs to share the secret information for recovering a guilty vehicle’s identity. Meanwhile, it prevents corrupted authorities from gathering full power to accuse an innocent vehicle. The functional component of this procedure is the threshold signature. Threshold-authentication-based defense: Designed for the network authorities, this procedure is used to revoke a misbehaving vehicle’s credential, refraining the vehicle from further disrupting system operations. As the core of this procedure, the threshold authentication  technique provides a mechanism to allow certain types of misbehavior that should not result in revocation. For instance, the misbehavior  are separate, the network authority can simply take charge as the RTA in the above sub procedures. Nonetheless, in the execution of Revocation/recovery, the network authority needs to establish trust with or be delegated by the RTA in order to access the PLT. When we mention network authorities in what follows, we implicitly refer to RTAs in the network authority role. 3.3 Security Requirements I define the security requirements for a VANET security system, and will show the fulfillment of these requirements after presenting the design details. 1. Privacy: The privacy requirement states that private information such as vehicle owner’s identity and location privacy is preserved against unlawful tracing and user profiling. 2. Traceability: It is required where the identity information of violators need be revealed by law enforcement authorities for liability purposes. The traceability requirement also indicates that a misbehaving user will be identified and the corresponding credential revoked, if necessary, by network authorities, to prevent this user from further disrupting system operations. Certain criteria have to be met for the traceability of a misbehaving user as explained in the next section. 3. Nonframeability: Nonframeability requires that no entity in the system can accuse an honest user for having violated the law or misbehaved. 4. Other requirements: A secure VANET system should satisfy several fundamental requirements, namely, authentication, nonrepudiation, message integrity, and confidentiality where sensitive information is being exchanged, to protect the system against unauthorized-message injection, denial of message disseminations, message alteration, and eavesdropping, respectively. Nonrepudiation also requires that violators or misbehaving users cannot deny the fact that they have violated the law or misbehaved. 4 CONCLUSIONS AND FUTURE WORK I have presented the VANET security system mainly achieving privacy, traceability, nonframeability, and privacy-preserving defense against misbehaviour and reducing traffic in the network. These functionalities are realized by the  pseudonym-based technique, the threshold signature, and the threshold authentication bas ed defense scheme. The ID-based cryptosystem facilitates  us to design communication and storage efficient schemes. Our future work consists of simulating the proposed security system and experimenting it in real VANET settings. REFERENCES [1] M. Raya and J-P. Hubaux, â€Å"Securing Vehicular Ad Hoc Networks,† J. Computer Security, special issue on security of ad hoc and sensor networks, vol. 15, no. 1, pp. 39-68, 2007. [2] J.Y. Choi, M. Jakobsson, and S. Wetzel, â€Å"Balancing Auditability and Privacy in Vehicular Networks,† Proc. First ACM Int’l WorkshopQoS and Security for Wireless and Mobile Networks (Q2SWinet ’05), pp. 79-87, Oct. 2005. [3] J. Sun, C. Zhang, and Y. Fang, â€Å"An Id-Based Framework Achieving Privacy and Non-Repudiation in Vehicular Ad Hoc Networks,† Proc. IEEE Military Comm. Conf., pp. 1-7, Oct. 2007. [4] X. Lin, X. Sun, P.-H. Ho, and X. Shen, â€Å"GSIS: A Secure and Privacy-Preserving Protocol for Vehicular Communications,†IEEE Trans. Vehicular Technology, vol. 56, no. 6, pp. 3442-3456, Nov. 2007. [5] M. Raya, P. apadimitratos, I. Aad, D. Jungels, and J.-P. Hubaux,â€Å"Eviction of Misbehaving and Faulty Nodes in Vehicular Networks,† IEEE J. Sele cted Areas Comm., vol. 25, no. 8, pp. 15571568,Oct. 2007. [6] C. Gamage, B. Gras, B. Crispo, and A.S. Tanenbaum, â€Å"An Identity Based Ring Signature Scheme with Enhanced Privacy,† Proc.Second Int’l Conf. Security and Privacy in Comm. Networks (SecureComm ’06), Aug. 2006. [7] P. Tsang, M.H. Au, A. Kapadia, and S.W. Smith, â€Å"Blacklistable Anonymous Credentials: Blocking Misbehaving Users without TTPs,† Proc. ACM Conf. Computer and Comm. Security (CCS),pp. 72-81, 2007. [8] J. Sun and Y. Fang, â€Å"A Defense Technique against Misbehavior in VANETs Based on Threshold Authentication,† Proc. IEEE Military Comm. Conf., Nov. 2008.

Three Islamic Leadership Principles Theology Religion Essay

Three Islamic Leadership Principles Theology Religion Essay This chapter elaborates and discusses elements which contribute on the literature review. This chapter started with review of the job performance, follows by the literature review on leadership and then literature review on Islamic Leadership. This literature was about the relationship between Islamic Leadership principles towards Job Performance. The literature was then compressed into the conceptual framework that represents the organizing concept of the study conducted by the researchers. 2.1 JOB PERFORMANCE According to the Murphy 1989, Job performance is defines as behaviors that have a relationship to the goals of the organization. Besides that, other definition of job performance as action and behaviors that control under each individual that contributes to the organizational s goals and measured by the individual level of proficiency (Campbell, 1990). Kane (1986) defined job performance as a record of outcomes achieved in carrying out the job function during the specified period. Alternatively, Rotundo (2000) argues that this definition includes a variety of job behaviors and that some behaviors contribute to the employees duties and responsibilities, while other behaviors still affect the goals of the organization but do not fall under duties and responsibilities. To understand the job performance is determine whether an individual job performance changes over time or still stable from year to year. Job performance can be improved by with leadership, training, work experience, and also by mentoring or coaching. Job performance have to be differentiated between other measures of performance that are sometimes used interchangeably or maybe incorrectly so. The often way to measure job performance is a leader rate his or her employees job performance (Rotundo Maria, 2002). Some research has shown that leadership integrates a great deal of information in these ratings. Performance measurement systems usually focus on the supervisor or manager as the rater of the job performance. As the leader, the challenge is determine on how it affect individual behavior and the work situations can be structured to achieve maximum employee job performance. Effective leadership generates improved motivation and effort. 2.2 LEADERSHIP Northouse (2011), said that being a leader is challenging, exciting plus rewarding, and carries a lot of responsibilities. A leader also should be fully aware of the followers and their interests, ideas, positions, attitudes, and motivations. Leadership is showing the way and helping or inducing others to pursue it. This includes envisioning a desirable future, promoting a clear purpose or mission, supportive values and intelligent strategies, and empowering and engaging those entire concerned (Gill, 2011). Allio (2009), in his article has listed the big five ideas; (1) good leaders have good character, (2) theres no best way to lead, (3) leaders must collaborate, (4) adaptability makes longevity possible and (5) leaders are self-made. However, a lot of the research in business and management has considered organizations as a religion neutral sphere, and as a result religion was not deemed worthy of study (Majeed, Khalid and Khan, 2011). As researchers keep on discussing about leadership, they only focused on Western business environment (Bass, 1999; Yukl, 2002; Fiedler, 1967; Stogdill, 1974). 2.3 ISLAMIC LEADERSHIP The Quran and hadith (the everyday actions and sayings of the Prophet) has explained about leadership qualities some fourteen centuries ago have only been discussed and emerged in the modern times. To thee a Book explaining All things, a Guide, a Mercy, And Glad Tidings to Muslims. (Al-Nahl, 16:89). And We appointed, from among them, leaders, giving guidance under Our command, so long as they persevered with patience and continued to have faith in Our Signs. (As-Sajdah 32:24). Abbas Ali (2005) mentioned in his book, Islamic Perspectives On Management and Organization, Islamic Leadership is a set of shared influence process. The Quran clearly calls for a leader to be flexible and approachable to followers and they comfort for commitment with the presence of these qualities within an organization. Ibn Khaldun (1332-1406) and Ibn Taimiya (1263-1328) opinion about leadership has been accepted. Ibn Khaldun (p,112) stated that several qualities are important for a leader like, tolerance towards weak, forgiveness of error, patience and hospitality toward guests. Lacking of these skills may decrease the quality of good leader. Next, Beekun and Badawi (1998), stated that, one of the definitions of Islamic Leadership is, the effort that takes by the leader to seeks the voluntary participations of followers in order to achieve the organizational objectives. Moreover, the leaders must be the role models in the organization and guide them in way of happiness in life (Abbasi, Rehman and Afsar, 2009). According to Moten (2011) he stated that the Western secular societies do not have a clear picture of leadership phenomenon from an Islamic Perspective. He added that there are several factors to describe reasons for the need of Islamic Leadership (Moten, 2011). Firstly, there is no distinction between the spiritual and temporal affairs in Islam whereby both lies down and moving together encircling all spheres of human life, (Moten, 2011). To strengthen this statement, Islam teachings according to Iqbal and Mohamad (1962), is not a departmental affair, it is neither mere thought, nor mere feeling, nor mere action; it is an expression of the whole man. Secondly, Moten (2011) points out, the need for implementation of the Islamic Leadership is because based on central concept of Islam i.e., tawhid (unity and sovereignty of Allah), refuse the power of control and command to anyone but Allah, the creator and Nourishes of the universe. To support his statement, Moten referred the Quran (3 :189, 6:57), the command rests with none but Allah to disclaim anyone who claims absolute right and power over anything. Next, Islam perceives that every individual and society activity is for the sake of Allah, Moten (2011). Relation between one creaturess with other creatures is built upon his distinctive relation to Allah. Thus, it is not a dyadic relationship between two believers but it is a triadic relationship in that each is relating to other through Allah as the intermediary, Moten (2011). After submitting the need for Islamic Leadership, Moten (2011) give his point of view on leadership in Islam. According to him, leadership in Islam is a process of communication and a moral activity between the equals directed towards reaching the organization goal, (Moten, 2011). He added, as the leader and the followers both understand the goal and actively joint together for the accomplishment of the goal, the accomplishment of that goal assumes the form of worship or ibadah, hence, the leadership in Islam can be seen as ibadah, (Moten, 2011). The Quran, Sunnah, and the jurisprudence give a comprehensive code of laws: social, moral, political, administrative, economic, civil, religious, and ethical to guide the Muslim leaders to run Islamic organizations appropriately and effectively (Aabed, 2006). Ali (2009) mentioned that, leader is obliged and illustrates a willingness to listen, openness, and concern in dealing with subordinates or follower. Islamic Leadership is defined as a group of leadership principles extracted from the Quran and the biography of the Prophet Muhammad and his companions, structured of good and ethical leadership essential to guide organizations appropriately and effectively. Moreover, it made up noblest Islamic traditions of science, worship, justice, and Ihsan(doing good) and to hammer these values in Muslim, (Khaliq, 2009; Khan, 2007). Besides that, Islam urged the leaders to pay attention to followers needs. It is because, it is trusteeship of Allah, a given responsibility given from him and a service to the mankind, (Toor, 2007). If Allah puts anyone in the position of authority over the Muslims affairs and he secludes himself (from them), not fulfilling their needs, wants, and poverty, Allah will keep Himself away from him, not fulfilling his need, want, and poverty (Sahih Muslim). Leadership is a responsibility which is shared by all adults in a Muslim society as Islam point of view (Mohsen, 2007). As pointed out clearly by Prophet Muhammad in one of the hadiths, Every one of you is a shepherd and everyone is responsible for what he is shepherd of (Bukhari and Muslim). There are some sign for a Muslim that considered good in implementing Islamic values (Abdul Hakim, 2011). Islamic ideas in performance emphasize a high standard of trust, honesty and reliability toward overall behavior. The employees daily activities should be conducted in the strictest obedience to Allah SWT commandments (Dr. Abdullah Mohammed Seidu). As mentioned by A. Hakim (2012), it is very important to understand the Islamic spiritual motivations, including faith, devoting and Islamic application rules. And they have to understand them completely (kaffah) spiritual motivation will give the urge to do the job as well as possible. Therefore, leadership development is one of the important subjects in Islamic teachings (Majeed, Khalid and Khan, 2011). From an Islamic perspective, followings are some of the key attributes for effective leadership; Justice (al Adl), Trust (al Amanah) and Honesty (al Sidq). The organization performance and goals will be achieved in terms of employee performance and there comfort for commitment with the presence of these qualities within an organization. Following are three principles of Islamic Leadership. 2.3.1 THREE ISLAMIC LEADERSHIP PRINCIPLES Justice (al Adl) The management leaders must behave with team members equitable and fairly without any discrimination about their race, color or religion. Islam always called human being for doing justice to all. Besides that, the Quran also gives the direction to Muslims to be fair and just in any situation even if the decisions goes against their parents or themselves (Ather Syed Mohammad, Sobhani Farid Ahammad, 2007). Allah SWT says: O you, who believe! Stand out firmly for justice, aswitness to Allah, even as against yourselves or your parents or your kin and whether it be against rich or poor, for Allah protects both.(Surah An-Nisa, Verse-135). According to Imam Hasan (2011), the concept of justice flows directly from the law giver Himself, Allah (SWT) so that the council of jurists having the legislative function interpreted by the law by the direct source is the Quran and Hadith to come at a just decision on issues that beneficial to the community. These concepts from the merciful Allah (SWT) frees any individual from accusations as all decisions flow and are based on Allahs commands (Imam Hasan Qasim Okikiola, 2011). Trust (al Amanah) Trust plays an important role for a leader. Allah says in the Quran, Those who faithfully observe their trusts and their covenants, (23:08), and Surely Allah commands you to make over trusts to their owners and that when you judge between people you judge with justice; surely Allah admonishes you with what is excellent; surely Allah is Seeing, Hearing, (04:58), and O you who believe! Be not unfaithful to Allah and the Messenger, nor be unfaithful to your trusts while you know. (08:27). Leaders in organization should be a trustworthy person and can be relying on (Alhabshi et. al, 1994). According to Yunus Mohamad, (2011) amanah is from the word Aman that gives a means like peace, no fear or threat but in Islamic terminology it means honesty and fulfilling the rights of people and Allah SWT. Mohammad Yunus on May 02, 2011 Amanah is fulfilling responsibilities in a good manner, with all talent and potentials, it is an amanah but not fulfilling the responsibilities is a mistrust and deception. He it is that has made you inheritors in the earth: if, then, any do reject (Allah), their rejection (works) against themselves: their rejection but adds to the odium for the Unbelievers in the sight of their Lord: their rejection but adds to (their own) undoing. (Fatir, 35:39). Honesty (al Sidq) According to Beekun and Badawi (2012), honesty of the leaders is considered as to the extent that there is consistency between word and action. Leaders do what they say they are going to do. The Prophet Moses himself is labeled as strong and trustworthy by one of the damsels (as in chapter 28: 26) while the Prophet Joseph is cited as one who is truthful in the Holy Quran. (Chapter 12: 46) Similarly, the Prophet Muhammad during his youth used to be called  Sadiq  (the truthful) and  Amin  (the trustworthy). Kirkpatrick and Locke (1991), said successful leaders are open with their followers, do not violate confidences, discreet and or carelessly reveal potentially harmful information. As cited in Kirkpatrik and Locke (1991), Kouzes and Posner conclude: Honesty is absolutely important to leadership. If we are willing to follow a person, whether it is into a fight or into the boardroom, we first want to guarantee ourselves that the person is worth to be trusted. We need to know whether the person is being truthful, ethical, and principled. We want to be fully assured in the integrity of our leaders. 2.4 CONCEPTUAL FRAMEWORK Table 2.1 below was summary of the independent and dependent variables of this research. The summary illustrates relationship between Principles of Islamic Leadership and Job Performance. Independent Variable Dependent Variable Islamic Leadership Principles: 1. Justice (al Adl) 2. Trust (al Amanah) 3. Honesty (al Siddiq) Job Performance Table 2.1: Independent variables and Dependent Variable Figure 2.2 below illustrate the conceptual framework for this study. This figure demonstrates the relationship between Islamic Leadership Principles toward Job Performance. Islamic Leadership Principles: Independent Variable Justice (al- Adl) Trust (al- Amanah) Job Performance Honesty (al Sidq) Dependent Variable Independent Variable Figure 2.2: Conceptual Framework 2.5 SUMMARY This chapter appraises the relationship between Islamic Leadership principles towards Job Performance and the conceptual framework that presents the organizing concept of this study. Chapter 3 will discuss about the methodologies used by the researchers in order to collect and analyze the data of the study.

A New Beauty Plastic Surgery Media Essay

A New Beauty Plastic Surgery Media Essay The human desire to appear attractive has been universal ever since mankind can remember. People have been looking for the secret of beauty and youth throughout history and in all parts of the world. Both men and women went through many things to perfect their beauty. Many people consider the desire to be beautiful as a universal issue, but what is often overlooked is that the definition of beauty is always different. Beauty in a way depends on where and when a person is. Since beauty is only a matter of what is beautiful in the eye of the beholder, it depends on one s culture and socialization. The progress in plastic surgery, like in most of the medical discoveries, has grown enormously for hundreds of years. It was not until the nineteenth and twentieth centuries that the specialty forged ahead scientifically. Because of the awful injuries it often inflicted on its participants, war was the driving force behind most plastic surgery developments during the late 1800s and early 1900 s. In fact it was the war that catapulted plastic surgery into a new and higher realm. Cosmetic plastic surgery is performed in order to change one s appearance and opinions and ideas of it have never stopped growing as well. Plastic surgery is a medical specialty concerned with the correction or restoration of form and function. For some, it may mean redesigning the body s contour and shape, the elimination of wrinkles, or eliminating balding areas.. While famous for aesthetic surgery, plastic surgery also includes many types of reconstructive surgery, hand surgery, microsurgery, and the treatment of burns. The word plastic derives from the Greek plastikos meaning to mould or to shape; not because of its use of plastic in any way. Reconstructive plastic surgery is performed to correct functional impairments caused by burns; traumatic injuries, such as facial bone fractures; congenital abnormalities; developmental abnormalities; infection and disease; and cancer or tumors. Reconstructive plastic surgery is usually performed to improve function, but it may be done to approximate a normal appearance. The most common reconstructive procedures are tumor removal, laceration repair, scar repair, hand surgery, and breast reduction. According to the American Society of Plastic Surgeons, the number of reconstructive breast reductions for women increased in 2007 by 2 percent from the year before. Breast reduction in men also increased in 2007 by 7 percent. Some other common reconstructive surgical procedures include breast reconstruction after a mastectomy, cleft lip and palate surgery, contracture surgery for burn survivors, and creating a new outer ear when one is congenitally absent. Plastic surgeons use microsurgery to transfer tissue for coverage of a defect when no local tissue is available. Free flaps of skin, muscle, bone, fat, or a combination may be removed from the body, moved to another site on the body, and reconnected to a blood supply by suturing arteries and veins as small as 1 to 2 millimeters in diameter. Aesthetic plastic surgery involves techniques intended for the enhancement of appearance through surgical and medical techniques, and is specifically concerned with maintaining normal appearance, restoring it, or enhancing it beyond the average level toward some aesthetic ideal. In 2006, nearly 11 million cosmetic procedures were performed in the United States alone. The number of cosmetic procedures performed in the United States has increased over 50 percent since the start of the century. Nearly 12 million cosmetic procedures were performed in 2007, with the five most common surgeries being breast augmentation, liposuction, nasal surgery, eyelid surgery and abdominoplasty. The increased use of cosmetic procedures crosses racial and ethnic lines in the U.S., with increases seen among African-Americans and Hispanic Americans as well as Caucasian Americans. In Europe, the second largest market for cosmetic procedures, cosmetic surgery is a $2.2 billion business.[7] Because human beings have always sought out self-fulfillment through self-improvement, plastic surgery may be one of the world s best solution for this universal problem. According to the Plastic Surgery Information Service, there is written medical evidence that cites medical treatment for facial injuries for over 4000 years. Physicians, in ancient India, were utilizing skin grafts for reconstructive work as early as 800 BC. Furthermore, the driving force behind most plastic surgery development was to repair awful and quite serious war injuries in the 1900 s. There were shattered jaws and blown off noses which required innovative restorative procedures. There was much good news to report to the American people in the post war days of the 1950. As with other areas of science and medicine, plastic surgery discoveries were happening at break-neck speeds, often derived from innovations tested in hospitals of Korea. Cosmetic surgery took off here after South Korea s spectacular recovery from its currency crisis a few decades ago. Rising living standards allowed ever-growing numbers of men and women to get the wider eyes, whiter skin and higher nose bridges that define beauty for many here. Improved looks were even seen as providing an edge in this high-pressure society s intense competition for jobs, education and marriage partners. But turmoil coursing through the financial world and then into the global economy has hit South Korea hard, as it has many middle-income countries. The downturn drove down the stock market and the currency by a third or more last year, and the resulting anxiety forced many South Koreans to change their habits. In hard times, people always cut back on luxuries like eating out, jewelry and plastic sur gery, said one plastic surgeon, Park Hyun, who has seen the number of his patients drop sharply. If this is a normal recession, then these desires will eventually get reignited, and our patients will come back. It is hard to measure the exact size of the industry here or the extent of the current downturn because no one keeps exact figures. From a luxury limited to the wealthy a decade ago plastic surgery has become so common that an estimated 30 percent of Korean women aged 20 to 50, or some 2.4 million women, had surgical or nonsurgical cosmetic procedures last year, with many having more than one procedure. That compares with 11.7 million cosmetic procedures performed last year in the United States, according to the American Society for Aesthetic Plastic Surgery, meaning that the number of procedures in America is 4.9 times the number in South Korea, though the United States population is more than six times larger. As the 1960 s began, plastic surgery became even more prominent in the minds of the American public as the scope of procedures performed by surgeons increased, along with many scientific developments. A new substance, silicone, began to emerge as an important tool for doctors. Silicone was initially used to treat skin imperfections and is now overly used as a breast implant device. All parts of the human body, it seemed, could benefit from the skill of the plastic surgeon to perfect the body. Liposuction and breast augmentation are the two most frequently requested cosmetic surgery procedures. Liposuction is a process where fat is sucked out of the body while doctors insert large amounts of salt water, lidocaine, and epinephrine into tissue. These drugs reduce blood loss and provide an anestheis. Various cosmetic surgeries including the facelift, necklift, tummy tuck, and arm and thigh lift surgeries require liposuction. Plastic surgeons say that liposuction is quite safe. But resear chers write that liposuction can be fatal, perhaps in part because of lidocaine toxicity of lidocaine-related drug infections. But, there are more risks associated with this operation due to the fact that the fat and its surrounding tissues become dead tissue. If the fat become necrotic from the lack of blood supply the fat tends to turn orange in color and drain from the incision. If this is to occur, the patient must have the tissue removed immediately before an infection spreads. Many doctors agree that liposuction is not the way to loose weight. In actuality not much fat-weight is removed within a single procedure, nor is it safe to do. This operation is meant for people who have serious weight-related heath problems and not just to lose those few last pounds. There was a time when only Hollywood stars had their own plastic surgeon. There was also a time when own a big screen TV or belonging to a health club was an impressive status symbol. But this is a new century, and these d ays, it is not unnatural for many people to visit a plastic surgeon on occasion. As medical technologies have boomed over the past two decades, plastic surgery has made incredible advantages in both reconstructing accidental injuries and congenital deformities and in helping erase the marks, wrinkles and sags of encroaching age. Whether it is fixing a portion of the body to make it look normal or improving the normal features of the body to make it look even more aesthetically pleasing, the goal of the plastic surgeon is to help the patients to look and feel good about him or herself. It has seen an amazing growth in popularity in recent years. These days men and women discuss having nose jobs, facelifts, and tummy tucks as if it was normal everyday activity. More importantly there is a rather disturbing underlying issue among us: Why is our society conducting such surgery in the first place? It seems now as we turn through an issue of almost every magazine we see beautiful men and women all with perfect bodies and flawless faces. The issue over Americas poor sel f esteem and body image explains why so many people are having such cosmetic surgeries; they simple do not live up to society s so-called standards. According to an article published by Today, as any good plastic surgeon will stress, plastic surgery shouldn t be done to impress others but to make you feel good about yourself. More and more people are using cosmetic surgery to improve their self-image rather that other more healthy methods to improve body image or lose weight. Instead of advertising cosmetic surgery as the simple and practical way to become beautiful, our society needs to focus on reality. Todays advertisements constantly remind us that wrinkles are now not only unacceptable signs of aging, but are rather simple manifestations that can be prevented and corrected. It seems that this millenniums fountain of youth is technological and restores youthful appearance with scientific and medical know-how. Statistics show that use of such age-defying measures is growing each year among women and men. Over the course of the twentieth century, improvements in sanitation, healthcare, and nutrition dramatically increased the average lifespan in the United States. At present, it is for the most part taken for granted that an average American will live beyond the middle years. Americans no longer focus simply on living longer; we want to live better, look better as we age. Science, medicine, and other fields aim to make this goal possible by slowing our biological clocks, fighting the diseases of age, and restoring our sense of youth. Many gerontologists and related practitioners now focus on positive aging rather than ugly concept emphasizing the problems of aging, with the goal of providing alternative representations of later life and challenging against stereotypes. Indeed, many forces are currently working to alter the experience and image of aging in order to improve what aging feels like as well as what aging looks like. Plastic surgery possesses a longer history than nonsurgical anti-aging procedures, dating back to the Renaissance at least. Initial increases in plastic surgery were primarily due to the epidemic of syphilis that occurred in Europe in the late seventeenth and early eighteenth centuries. In twentieth-century America, wartime doctors used cosmetic surgery to remove the marks of battle and allow veterans to pass as the everyday citizens they had been. This practice provided legitimacy to and invoked widespread interest in the benefits of cosmetic surgery. What began as a situational medical procedure has since become a mass marketed, profit-driven industry. Todays recipients of plastic surgery undergo the procedures to pass as more sexy, fit, and desirable. In the case of and-aging surgeries, however, individuals alter their appearance to pass as younger than they are, though of course they can never actually become younger or effect a reversal of the calendar. Many critics argue that recipients of and-aging surgery rarely succeed in passing anyway?they wind up looking weird rather than young. Still, statistics show that reducing the signs of aging through cosmetic surgery has become an increasingly popular and profitable. Americans spend near $12.5 billion on cosmetic procedures in 2004 (American Society for Aesthetic Plastic Surgery, 2004). Of these procedures, two of the top five surgeries in each gender group specifically targeted signs of aging: eyelid surgery and facelift for women, eyelid surgery and hair transplantation for men. People ages 35-50 underwent 45 percent of total procedures, those 51-64 underwent 25 percent (ASAPS, 2004). It seems that many aging Americans believe that looking younger is looking better, and they hope to improve their self-image and enjoy more favorable social outcomes through surg ical alteration. Here, surgery passes for self improvement and a viable step in the American pursuit of happiness. Why do so many Americans feel the need to retain youthful appearances? Changes in economicand employment patterns, the rise of image-based media (TV, film, ads), and the growing significance of consumer identities each contributes to a cultural desire for youth and to negative feelings toward old age. In a capitalist culture, reflecting a youthful, vital appearance may enable workers to be identified as desirable employees and to retain their corporate value (and jobs) a little longer. Images in the media compound this perceived need to reflect youth. In the case of women, it does not require deep analysis to notice that young models and actresses outnumber middle-aged and older models and actresses in popular media. Television and film content is filled with women in their 20s and 30s blessed with beauty and romantic opportunities. Representations in lifestyle and beauty advertisements also could lead one to believe that women over the age of 40 have less of a social and romantic life and are not a part of the definition of beauty. In the past few years, talk of plastic surgery has left the privacy of the physicians office and entered the public domain. Celebrities now openly discuss procedures they have undergone. Entire television series exist around the subject of aesthetic procedures including ABCS Extreme Makeover and FiCs Nip/Tuck. Popular networks FOX, Vhi, E!, TLC, and MTV also air programs dedicated to the subject. So-called reality-based programs attempt to provide viewers with a glimpse of real people like themselves undergoing plastic surgery and suggest that anyone can do it. With increased representations of aesthetic enh ancements and new images of aging, the cultural climate has changed. Looking young is looking good, and technologically or surgically achieving a younger look is socially acceptable. Under such cultural conditions, who would want to look old, and why should one not use the technologies available to enhance his or her aging appearance? Americans do not always trust the messages of the media, but they do trust the opinions and recommendations of their healthcare providers. Physicians could tell older people that they look just fine, that a change in appearance with aging is normal and acceptable and to go home. But if they do, they may disappoint their patients or, more personally, sacrifice profit from out-of-pocket procedures and product sales. Some physicians contend that if they can help a patient feel better through aesthetic changes, it is just cause and falls within their job description. In this view, feeling better about aging is indeed aging positively, and this is the ultimate goal?even if it means changing what aging looks like. Plastic surgery has been, and always will continue to be, a controversial subject in many ways. Plastic surgery has become increasingly common today for a variety of reasons, and countless individuals are consulting cosmetic surgeons with the hopes of looking the way they have always dreamed of looking. Reconstructive surgery is a wonderful gift to those born with birth defects, or those scarred or maimed by an accident of some sort. Today however, the increasing trend of plastic surgery is leaning toward the cosmetic factor. Plastic, cosmetic and reconstructive surgeries all have an important psychological dimension in the U.S. Many people in Western societies place a great deal of importance on physical importance. Plastic surgery can effect an individual s emotional state tremendously. It is easy to have the breasts you want, to have smoother skin, to have extra fat removed from your stomach and thighs, and to have numerous other body parts augmented or amended. The physical effec ts of plastic surgery are truly amazing. Many people claim that their lives have changed for the better because of cosmetic surgical enhancements. These enhancements have restored their confidence and created a brand new self-image for them. They actually feel better, and doesn t that make it worth it? There are drawbacks, however. While reconstructive surgery gives people the chance to look what is deemed normal again, doesn t cosmetic surgery teach us that, for the most part, looks are the most important physical aspect in our society? From this aspect, the emotional effects of plastic surgery on society can be harrowing. What do you see when you look in the mirror? Do you see yourself or do you see the results of modern day surgery? Plastic surgery has given people the opportunity to change their entire appearance, and has taken the word makeover to a whole new height. It seems that everywhere you go people are using plastic surgery to change their physical appearance. Although t his may sound great, the truth behind all the hype isnt so wonderful. Many of the unfortunate few that see the downsides of plastic surgery can not do anything to fix their situation. Besides looking at the defects that plastic surgery can cause physically, you must also examine the defects of it from a moral aspect. Do you believe that it is morally right to change the body that God gave you, and to transform that into something youre not? One of the great things about the human race is that there is no one person exactly like yourself, so why do you want to throw away your ability to be who you are, to be someone your not? Finally, the most common reason to go through with this procedure is to make yourself look good, and to try to make others like you. The truth of the matter, however, is that if someone only likes you because of you bought appearance then they dont actually like you, they merely like the results of present day plastic surgery. Instead of worrying about your outside appearance you should concern yourself more with what you are like on the inside rather than what you are like on the outside. Even though plastic surgery may make you look good phy sically, you cant put a price on true beauty, the beauty that comes from within.

Importance of the Connecticut Compromise (Great Compromise) in the Crea

Importance of the Connecticut Compromise (Great Compromise) in the Creation of the American Constitution After America was recognized as an independent country from England, the new republic went through almost twenty years worth of trial and error to find a government that would satisfy the needs of the citizens, the states, and the central national government. The most memorable, and influential, action of this time would have to be the Connecticut Compromise, proposed Roger Sherman, following the proposal of the Large and Small State plans at the Constitutional Convention of 1787. This Compromise directly affected the amount of representation from each state, and created the government system we are familiar with today. In Tindall and Shi’s â€Å"America,† the reader is denied the opportunity to have a complete understanding of both the Virginia Plan (representing the large states) and the New Jersey plan (representing the small states.) In order for the people of today to comprehend their government, a detailed historical account of how our government came to be is an important factor. Given a brief explanation, the reader is only vaguely introduced to the concepts that there were disagreements in how our country should be run in the beginning. More emphasis is given to the outcomes and effects of the Connecticut Compromise than why the Compromise was needed in the first place. The Virginia Plan, introduced by James Madison, suggested for the need of representation based upon a states population, including a states African American slavery population. Thus, it was deemed the Large State plan, since it obviously favored states with heavy population. Tindall and Shi explore this, but leave many questions unansw... ...ponses to questions from "everything from heavy-handed threats and poker-faced bluffs to heartfelt pleas for accommodation, from candid avowals of interest to abstract appeals for justice" (Rakove). The Tindell and Shi obviously felt the need to leave this out of the textbook because the main issue hanging over the delegates head was the issue of slavery. The new government was tested by its own strengths and weaknesses before a Constitution was ever written at the Convention. The young country could have been torn apart over issues such as representation and slavery during the summer of 1787 in the city limits of Philadelphia. Instead, the delegates were able to work together to form a government that would appeal to the people of our past, and the people of our future. For over 225 years, this has worked, with only few minor details needing rearranging.

The differences of the 50s and the 90s :: essays research papers

During the fifties, to be the norm in society was to be the norm. To be the same was to be what every one else was being. Doing what every one else was doing was what was supposed to be what was being done. Did you catch all that? And then here we are in the nineties. In the nineties, to be the norm in society in to not be the norm. To be the same is to not be what every one else is being. Doing what other people don’t do is what is really expected to be done. Now, did you catch all that?   Ã‚  Ã‚  Ã‚  Ã‚  Let me elaborate on that a little bit. Pretty much, the point is that America in the 1950’s was a place where you are expected to be a normal person. America in the 1990’s and beyond is now almost a place where you are expected to do something different (or at least it isn’t a surprise when someone is different).   Ã‚  Ã‚  Ã‚  Ã‚  In a â€Å"normal† family in the 1950’s, the husband came home from working nine-to-five. In his home he would find his wife with dinner ready and the house clean. He would also find his two kids, and one dog, all doing what they are supposed to be doing. In a â€Å"normal† family in the 1990’s, the husband and wife come home from work, one at two a.m., and maybe one at two in the afternoon. They would find his kids (maybe), and they more than likely would not find them doing what they wanted them to be doing. The sun would have a red and green spiked Mohawk, and the daughter main concern is her hair’s buoyancy.   Ã‚  Ã‚  Ã‚  Ã‚  Neighborhoods in the 1950’s wre very close knit. People would say â€Å"Hi† to each other. Parents would reprimand children other than their own. Many problems were taken care of by the community, without questions asked. Communities now are loose knit, not caring to reccognise the existence of neighbors, let alone be involved with each others lives.   Ã‚  Ã‚  Ã‚  Ã‚  Today, families have very busy lives. They deal with family members on different schedules. Meals are generally served sporadically, depending on who needs what when. Fifty years ago, dinner was set at a certain time. Family members were expected to be there, and schedules worked around meals. No one watched television while they ate dinner, and the dinner conversation focus was on what happened during the day.

The Role of Leadership

With the increased level of competitiveness in the business world and high tempo of change at present, leading a change is currently a key leadership aptitude, and the capability for companies to discover, grow up, adjust, and change is becoming a key organisational ability. Transformational leaders are capable of identifying the need for key organisational transformation or change, and subsequently get employees concerned in carrying out the change. Through the use of a range of skills from other leadership concepts, transformational leaders are capable of leading & managing change projects of all extents.Transformational leaders are generally extremely good at selling their initiatives, building commanding support systems, organizing different professionals around decisive projects and be able keep them determined and also energized until when the transformation is over. These leaders recognize when to act; get things made; commence and complete the projects successfully; and bring positive results; Transformational leaders usual make things to happen. (Bassand and Avolio, 1999) The Role of LeadershipFor a company where the employees have faith in the capabilities of leaders, the employees look forwards to the leaders for several of aspects. Through radical changes times, the employees will anticipate efficient and reasonable planning, self-assured and effectual decision-making, and frequent, inclusive communication which are timely. In addition throughout these periods of change, the employees will observe leadership as encouraging, committed and concerned to their interests, whilst at the same moment identifying that hard decisions must be made.The best manner to sum up is that there should be an environment of trust among a leader and all employees of the organization or a team. The continuation of this trust and faith brings optimism for improved moments in the future, and this makes handle the radical change quite easier. (Bassand and Avolio, 1999) In or ganizations which are characterized by bad leadership, employees anticipate nothing positive from any change. In an environment of mistrust, employees find out that leaders will operate in indecipherable manners and in manners which do not appear to be for anyone's best concerns.Bad leadership implies a lack of hope that, if permitted to continue for a long time, results in such organizations becoming entirely non-functioning. Such an organization ought to tackle the practical effect of distasteful change, however more significantly, have to work under the burden of the employees who have lost hope, have no trust in the organization or in the capability of leaders in turning the organization about. Importance of leadership in the management of transformational changeprudent leadership previous to, through and following change implementation is the solution to attainment during the swamp. Regrettably, if a leader hasn’t created a track record of efficient leadership, at the ti me the leader will have difficulties during changes, it might be too late. If a leader is to manage transformational change successfully, a leader needs to be conscious that there are three distinctive period zones where transformational leadership is significant. We shall call these â€Å"Preparing for the Journey†, â€Å"Slogging through The Swamp†, and â€Å"after Arrival†.We shall examine more circumspectly at all of these. The Journey preparation We would be a mistaken to presume that the Journey preparation takes part only subsequent to the purpose has been defined or selected. When talking about the Journey preparation for change, it means that leading in a manner that lay the groundwork or foundation for any changes which may happen in future. Preparing is regards creating resources, through building strong organizations in the initial position.Much akin to healthy persons, who are well capable to deal with infection or illness than unhealthy persons, or ganizations which are strong in the initial position are better capable to cope with any change. (Kochan and Useem, 1992) A transformational leader will require to institute credibility and a impressive track record of efficient decision making, in order to create trust in his/her capability to find out what is needed in bringing the organization through. (Kochan and Useem, 1992) Slogging through the SwampA transformational leader plays a crucial role throughout the change implementation, the time from the when the change was announcement throughout the setting up of the change project. In this middle time the organization is in highly unbalanced, characterized with fear, confusion, reduced productivity, failure of direction, and absence of clarity regarding mandate and direction. This can be a time of emotions, with the employees mournful for what they lost, and at first incapable of looking to the prospect or future. (Kochan and Useem, 1992)During this time, effective transformati onal leaders require to put focus on two aspects. One; the confusion and feelings of the employees have to be recognized and confirmed. Two; the transformational leader ought to work with the employees to start crafting a new vision for the transformed organisation, and assisting employees to comprehend the future direction. Focusing barely on the feelings, might end in wallowing of employees. That is reason it is essential to start the transformation into the fresh approaches or situations.While, focusing just on the fresh vision might result in a perception that the transformational leader is not in touch, uncaring and cold. A core part of transformational leadership in this stage is to understand when to put focus on the pain of the organisation, and when to put focus on construction and getting into the future. (Kochan and Useem, 1992) After Arrival In a feeling change is never complete, thus in a way a leader will never arrive, however here, we are looking at the time when the early instability of enormous change has been able to be reduced.Employees at this time have now become less emotional, and thus more steady, and with efficient transformational leadership during the prior stages, are currently more open to looking in to new innovative directions, authorization and manners of performing things. This is the ideal moment for transformational leaders to commence positive new change, for example the BP transformational management change that Horton, initiated in BP in the 1990s.The crucial aspect here is that, transformational leaders should now provide hope and trust that an organization is running towards being better, through solving its problems and also improving the standards of the organisation and of employees’ work life. Whereas the fresh vision of an organization might have started whereas employees were trudging through the swamp, this is the moment to complete the progression, and also ensure that employees and all other stakeholders buy it, and comprehend their functions in this fresh organization. (Kochan and Useem, 1992)The Extent the process of change adopted by BP was consistent with theories of change management. Change in a work place is normally initiated by an organization in order to improve its service delivery. Change in management requires a thorough planning and responsive implementation, most of all, consultation need to done involving the people who are going to be affected by the planned changes. If change is forced to the people usually it brings problems. Galpin (1996) observes that, change has to be realistic, attainable and measurable, these factors are important especially when considering personal change in management.It has been observed that people change their ways because of being given statistics that change their way of thinking rather than the truth in the content. (Walton, 1995) In the case of BP, the management adopted change with resistance, and as stated in some theories for cha nge, human being are habitual creatures that will resist change even if it is good, a person don’t like changing the way he has been operating, this resistance is shown both in personal life and at place of work. Thus, as stated above it is a true person will require analysis of the issue to make him change.For example if when BP was undergoing the transformational change from traditional ways of management, a lot of questions were asked. The analysis will include, how successful is the change compared to the current ways of doing the activity, and what are the trend taking place. Also comparison has to be made in relation to other plays. If the analysis shows that the project if implemented will be successful then it is bound to get acknowledgement from the workers than if when the analysis shows that it may fail.Despite the fact that the, truth of the matter was different. The board of BP did not wait to realize the end results; this is may be due to the fact that the time frame of the transformation was to long while the board required faster outcomes. (Stoner and Freeman, 1992) Walton (1995) also says that change management implies that, employees need to feel that they are part of a process, thus, in bringing a change the people, the must be consulted and their suggestions sought.Stoner and Freeman (1992) observes that, In initiating the change ensure that it agrees with them, and that they understand the need of having the change, the people also need to chose how they will manage the change and in also should be involved in planning and also implementing the change. It is also important to use face to face way of communication in handling a sensitive issue. Thus, in the case of BP the management adopted changes on basis intellectual stimulation, through adopted the transformational process brought about by the Horton.According to this concept leaders stimulate the efforts of their employees through they innovativeness and also creativity, which w as adopted by BP Company. (Stoner and Freeman, 1992) Question two: the extent to which organizational culture may impede the process of change Organization culture is the manners in which activities are performed in an organization, the culture of an organization are guided by its values, beliefs, attitudes and experiences of an organization.Organization culture is a defined collection of norms and values that people and groups share in an organization, which directs the manner they interact with one another and with organization’s stakeholders. According to Schein (1992) concept, organizational culture is a model of shared fundamental assumption which an organization has leant in the process of solving its internal integration which has worked adequately well to be taken valid in order to be used to be taught to other new members of the organization.(Schein, 1992) Schein identifies three main aspects which are; †¢ Artefacts; evident organizational structures and procedu res †¢ Espoused values; these are goals objective and strategies of the organization †¢ Underlying assumptions; unconscious, assumed, thoughts beliefs perceptions and feelings (the eventual source of values and acts) Schein (1992) also points out that we have a deeper essential assumption that has a relationship with views of employees about the organization; that influence how employees feel and perceive the organization.(Bowditch and Buono (1990) states that; culture of an organization is dynamic and it is a continuous process. Leadership structure o an organization has a major position in defining organizational culture of an organization. Managers and founders of the organization play a significant role in as creators of culture of an organization. There are various aspects which decide the perception of the employees, these aspects includes how the organization treats its workforce, or how the management treats professional ethics or even the social relationship in or ganization, whether it is warm or cold.The organization climate created can help the organization achieve its goals and objectives or hinder it. Recent research reveals that management structure of an organization plays a significant function in defining the organizational climate in an organization. (Bowditch and Buono, 1990) Culture has an enormous effect on success rate of change Bowditch and Buono (1990) states that the organization's culture has much to do with success rate of an organisation’s projects. This entails any change that the organisation will adopt whether managerial or technological.The expression culture in general means â€Å"how things are done. † visualizes where a person asks you how effectively your organization succeeds on projects. If you answer, â€Å"We’re very poor at projects delivery,† you’re just voicing a view of one feature of your organisation culture. Culture comes into participation on changes or projects in sev eral areas. Process orientation A lot of organizations have got good processes in position and employees normally follow them well. This is possibly the principal single issue in generally project success.When an organization adheres to a well, scalable project management practice, a leader is more possibly to be constantly successful on the projects he initiates. The whole project team usually knows how to formulate and pursue a work plan, and can also apply standard procedures to successfully manage risk, extent of change, and issues of change. (Bowditch and Buono, 1990) However if the culture of the organization do not have a good processes then change procedures will not be followed and success may not be realized.Governance Numerous organizations have placed processes in position, although no one adheres to them. This underscores a difficulty with management control. In basic terms, governance of organisation entails the management role that has deals with ensuring people do wh at they’re ought to do. Usually, if the management arrangement is engaged and concerned in any projects, and if managers or leaders ensure that the project management procedure is well followed, a leader bring about change will be highly successful.But when each project manager is by his/her own and the management support is disorganized, though, a leader may try, he/she will fail. (Bowditch and Buono, 1990) Training Several organizations poorly train their project managers. Normally, such organizations have a poor training programme in genera even for other employees. When project managers in general do not have the correct skills, the transformational leader will not be successful. Organisation with poor culture on employee training will not be supportive to new changes. Roles and responsibilitiesBowditch and Buono, (1990) points out that, in a successful organization, employees usually know the function they ought to play on projects and also what is anticipated of them. T his comprises of active sponsors, concerned clients, and connected management stakeholders of organisation. The sponsors, for example, require carrying out a quality assurance functions and, being the project defender in his/her organization. Supposing an organization begins projects and then leaves a project manager in a leadership void, then, such a leader is not going to be constantly successful.Culture plays possibly the largest part in whether an organization will be successful in executing its projects. If an organization has difficulties completing their projects effectively and successfully, then, the organisation should not fault the project manager. A project manager only toils within an organisation culture which is not supporting their efforts. Managers, and even the head of the organizations, require stepping in and assess the project culture in organisation.Until an organisation culture changes for good, project managers will constantly struggle in being successful. (B owditch and Buono, 1990) Organizational structure can assist or harm project success To a lager extent, an organizational structure and culture can hinder, or assist support, the generally success of organisation projects. However, the organisational structure can be changed to some degree with time. Indeed, the management can change the organization chart regularly, and several companies do simply that. Culture, in contrast, is not easily to change.It takes many years for a big organization to build up a culture and thus it will take so many other years for such culture to be changed. A strong culture of an organization emphasis status-quo and any new ideas are not easily assimilated by employees or the management of such organisations. Conclusion As Tichy and Devanna (1986) states, transformational leaders are persons who through their own innovativeness, ability knowledge and imaginations and to influence the conduct of employees create circumstances for transforming.Thus, the ma nagement employees during the time when the organizational is going through transformation, is the critical substance of the progression of overseeing the transformation. The victorious management of this substance also comprises, (transactional) capabilities of the management, proper transformational abilities (inspirational motivation, idealized Influence, etc), and proper transformational attributes (creativity, team orientation, teaching).Organisation culture can also hinder or assist the change to take place and it’s very vital in determining how successful the transformation change will be. Hence, we conclude that qualities of transformational leadership and the organisational culture make the core of transformational management in an organisation and the means to successful running of transformational organization changes. Reference Bass, B. , M. and Avolio, B. , J (1999): (ed. ) Improving Organizational Effectiveness through Transformational Leadership, Sage Publicati ons, Ltd., USA. Bowditch, J. , L and Buono, A. , F. (1990): A Primer on Organizational Behaviour, John Wiley and Sons, New York, Galpin, T. , J. (1996): The Human Side of Change: A Practical Guide to Organization Redesign, Jossey-Bass Publishers, San Francisco, Kochan, T. and Useem, M. (1992) :(ed. ), Transforming Organizations, Oxford University Press, Inc. , New York, Lorenz, C (1990): ‘A drama behind Closed Doors That Paved the Way for a Corporate Metamorphosis’, Financial Times, (March 21), Parry, K. , W., (1996): Transformational Leadership: Developing an Enterprising Management Culture, Pitman Publishing, Pearson Professional Pty Ltd. , Melbourne, Australia, Schein, E. H. (1992): Organizational Culture and Leadership (2nd edition. ). San Francisco; Wiley & Sons Stoner, J. , A. and Freeman, R. , E. (1992): Management, Prentice Hall, Inc. , New Jersey, Tichy, N and Devanna, M. , A. (1986): The Transformational Leader, John Wiley and Sons, Inc. , USA, Walton, A. , E. , (1995): (ed. ), Discontinuous Change: Leading Organizational Transformational, Jossey-Bass Publishers, San Francisco,

Zoo’s Life

Every family goes to the zoo! They see many animals such as monkeys, elephants, giraffes and many other wild and exotic animals. Nowadays, a lot of animals live in zoos, which mean that people can be able to see animals that are not from the country or even continent. Also, some animals have lost or that might be extinction so they create a zoo to keep the animals safe. There are some benefits and negatives of keeping animals in zoos. Frist benefit for keeping the animals in zoo is to prevent them from extinction and other from lost.There are many animals about to extinction because people are hunting them so the put those animals in zoo to help them to survive and keep them safe from those people and keep their species existing. Also, those animals have enough food in zoo regularly but when they were in wild, there were starving to find a food or even water. A second benefit for keeping the animals in zoo is that the animals have a very good life conditions in zoos.People who work i n zoo are taking care of the animals, they feed them every day and they let them live as close to the natural habits that they were used to live in as possible. For example, their places are design to help them to adapt with it as they were before. On the other hand, keeping them in the zoo are so stressful for them because so many people are coming every day to see those animals which make those animals more stress and this is not what they were used to live in.Third benefit for keeping the animals in zoo is that the zoo is a very good for people to learn those animals. People who work in zoo are more able to study those animals and make a lot of tests to them. Also, people who visit the zoo can be able to educate themselves by learning about each animal what the animal like, live eat, etc†¦ Thus, zoos give people the opportunities to understand the relationship with animals and how they can interact with them. In conclusion, there are many advantages and disadvantages of keep ing those animals in zoo.Zoo is a good place to protect animals from the wild life. It helps to create a very good environment for them in order to be so close from what they were live in. also, people who want to study animals, they can easily study them in zoo rather than in wild areas because it saves time and effort. In my opinion, keeping the animals in zoo are more safer because wild life are not predictable to them, they might kill by any kind of wild animals or even human being so keep them in the zoo are good for their protection from outside world and prevent them from extinction