Money Makin College Athletes - Free Essay Example

Sample details Pages: 7 Words: 2103 Downloads: 1 Date added: 2019/05/30 Category Career Essay Level High school Tags: Should College Athletes Be Paid Essay Did you like this example? 10,800,000,000. Ten point eight billion dollars. I had to write it both ways because I had trouble reading that number out loud, and you probably will too. Don’t waste time! Our writers will create an original "Money Makin College Athletes" essay for you Create order Think about the amount of zeros in that number. With that amount of money you can buy 74 Bugatti hyper-cars, stay 5,731 nights in the United States Americas most expensive hotel room, or if you like to party lavishly you can buy 390 bottles of million-dollar whisky. That number is what The National Collegiate Athletic Association (NCAA) makes per year. College athletics is a billion dollar industry and has been for a long time. Due to the increasing ratings of college athletics, this figure will continue to rise. There is a huge controversy on whether College athletes should receive a salary considering how much money these players make for their schools and the NCAA as a whole. The NCAA has 24 sports for student athletes to compete in, and a total number of over 460,000 student athletes participating in sports per year. Twenty four sports yet therers only two sports that are considered for student salary, College Basketball and College Football. Those two sports generate 9.15 billi on dollars out of the NCAArs 10.8 Billion dollars. Thats 84% of the NCAArs annual salary. Now what about the other 1.65 billion dollars the other 22 sports generate? The only two sports that people have these debates over is football and basketball, but theres more sports! If one student athlete is to receive a salary for playing their sport, then all 460,000 student athletes should receive a salary to be fair. This simply is impossible. How can you determine who gets paid what? Should the schools be offering the salary? Should Division 2 and Division 3 athletes get paid? Should a starting quarterback make more money than a bench warming kicker? College Athleters should not receive pay from their schools, or the NCAA, because therers too many different variables, and no fair way to distinguish a set salary amongst all college athletes. In a way, college athletes are already getting paid to play their sports. Its called a scholarship. Scholarships come with many benefits. About two percent of high school athletes are awarded athletic scholarships to compete in college (Bertolas 1). It is a privilege to get the opportunity to play at the collegiate level, let alone be awarded an athletic scholarship. This opportunity should not be taken for granted. To play at the collegiate level is something all athletes dream of and for most, it is the highest level of competition. Student-athletes being paid would only create more of a problem for other athletes, students, and universities. So what are these Student-athletes actually getting from their scholarships? They receive more than just free classes. The scholarship includes tuition, books, food, housing, and branded clothing (athletic wear). Scholarships on average are over $100,000 worth of money a year (Bertolas 1). On top of a scholarship, student athletes are given ot her benefits such as free tutors, scheduling benefits, trainers, strength and conditioning coaches, free facilities, more clothes, and equipment. At some universities all the extra benefits that athletes receive can total $200,000 over all four years (Bertolas 1). If the athletic scholarship and all the benefits were to be added together, student athletes are making over $150,000 a year. When athletes sign their National Letter of Intent, they are signing a contract that says that they are going to play for a university or a school in exchange for a scholarship. Before signing, student-athletes are aware that they cannot receive extra benefits from other organizations. Athletes are committing to represent the university, not their individual name. While representing the university, they also will represent the companies that sponsor the universities and the team. Universities can be sponsored by types of brand names like: Adidas, Nike, and Under Armour. Although the companies are sp onsoring the university, they are also sponsoring the individual athlete as well. One of the major issues that comes with paying college athletes is determining how you distribute the money. If football and basketball are every schools main source of revenue, should they only get paid? What about the athletes who participate in the other 22 sports schools offer. Should they receive money too? Should they receive as much as a football or basketball player? Should every single athlete on a winning team receive the same amount of money? What if youre a starting point guard and you average 20 points vs a backup point guard who only averages 2 points a game. Should the pay be the same? What if you have 2 star players, or maybe even 3. How can you decide who gets paid more? Maybe they should be paid equally, but if they all receive equal pay what about the other contributing players on the team? I think you get the idea. Therers way too many variables that make it basically impossible to decide how student-athletes should get paid. The most important question is who wil l pay these athletes? The Universities, or the NCAA. The max a college can pay an athlete (through scholarships) is the max cost of attending/living at the school (Grimett 3). Therers already a cap on how much money Colleges can give their players, so would top tier student athletes even get paid as much as they should be? No. Some people believe that if the NCAA brings in millions of dollars, the least they can do is give back large amounts to the players who are making them their money. It is true that the NCAA racks in a lot of money but they actually redistribute a large amount of the money they make. The NCAA spend money on Sport Sponsorship and Scholarship Funds, Division I Basketball Performance Fund, Division I Championships, Student-Athlete Services, and educational programs (Grenardo 2). Therers no way both the NCAA and the universities can actually afford to pay athletes. Do athletes only care about the money and making it as a pro? Or do they think about what a privilege it is to play for a college team, and receive a FREE EDUCATION. Most college athletes have dreams and aspirations of going pro in their sports, and thats okay. The numbers of NCAA college athletes going pro are extremely low. Out of 5 major pro sports (Football, Womenrs and Menrs Basketball, Baseball, Ice Hockey) fewer than 2 percent of college athletes go pro (Grenardo 2). If we were to pay student athletes while theyre in college, we would just be giving them a bunch of money to have for their lives. They would have no incentive to go and find jobs because they already were getting paid money without even being a professional. It would put student athletes at a huge advantage, when the average college student graduates with large amounts of student debt. Normal college students have to spend so much money on tuition and other fees for them to attend college. Imagine being a student and a portion of the money you give to your school goes back to college athletes. How unfair is that? Thatrs something that actually happens. Studies show that in larger universities such $800 of a students tuition cost goes back to funding for student-athletes (Bertolas 1). If you were a star athlete in high school and you worked hard, you deserve that full scholarship, and nothing more. Paying college athletes will change sports in a huge way for generations to come. Itrs already established that football and basketball are the highest paying sports in the college world, so if top athletes start getting paid from playing those two sports most athletes would feel the urge to only play those two sports! Parents would make their young children play only football and basketball, and teenagers would only want to play those sports because of the opportunity to make money in college. I do think that overtime a lot of the other sports would simply fade away in America, because there would be a smaller reward for playing them. If all the money is going into one thing, why would someone do the next thing? Other sports arent the only thing that would be affected by college athletes getting paid. The schools would be affected as well. College sports would become more like a business, versus scholars playing sports for entertainment and the love of the game. The most talented hi gh school players would commit to the biggest schools who make the most money, so they could get more money. All of the best players would go to the best schools, causing the schools to be extremely uneven and unbalanced. The games would lose their excitement if the this were to happen. Theres only so many top money earning schools, so the rest of the schools would suffer in their sports. Less excitement would result in less fans. Less fans would result to less money for the NCAA and for the schools, because the fans are the ones who pay to watch and for merchandise. If the NCAA loses a lot of money then there would be less scholarships for both student-athletes and regular students. This would be a major issue over time for everyone. With most problems, comes a solution. There is a way where college athletes can get paid, and itrs not from the NCAA nor their schools. Student-Athletes should be allowed to make money off their own name. They should be able to brand themselves. I just dont see how this would affect anyone in a negative way. Typically speaking only the star players would be the money makers anyway, as they should be. It wouldnt be unfair because they are the ones who bring in the high ratings. So why not allow them to make their own money? The NCAA currently prohibits student-athletes from selling autographs, accepting money as gifts and having contact with an agent without losing their amateur status and becoming ineligible to continue playing in NCAA games (Groyer 4). Those rules are simply unfair. The NCAA wont allow student-athletes to make extra money, but they do allow regular students to work normal jobs for money. All students should be treated equally, yet the NCAA hold athletes to a higher and more strict standard. Ex college quarter-back Johnny Manziel received a suspension just for giving an autograph to a fan. They said he violated NCAA Bylaw 12.5.2.1, which forbids a player from permitting the use of his or her name or picture to advertise, recommend or promote directly the sale or use of a commercial product or service of any kind (NCAA). All Manziel did was write autographs for fans, he didnt directly sell them. He was suspended for knowing his autographs could possibly be sold by the people he gave them too. That is extremely unfair and the perfect example as to how the NCAA is extremely strict. They should rewrite a lot of their laws and allow their athletes to make their own money. In the end, no one who plays a sport in college should be paid from the NCAA or their universities. It would make things way too complicated. It would make it way too unfair for other sports, as the focus of pay would only be on football and basketball athletes. Athletes already get paid through scholarships, why should more school funds be given to them? What about the rest of students who attend college that arent athletes. That money could easily be given to average students through grants/scholarships. All paying college athletes money will do is make it harder for colleges to get good at sports. It wont be about the school being good, it would be about how much money they have. This wouldnt be fair to the students who work hard at school and dont even have a scholarship and watch these athletes get paid at a level of competition that isnt pro. If colleges start to pay athletes it will destroy the college sports world as we know it. The only way to solve this debate is by giving the college athletes more freedom. Letrs allow college athletes to profit off of their own name. Lets allow them to be in commercials, receive sponsorships, endorsements, and sell their own product. It wouldnt affect colleges at all, and it would allow for the players who are famous enough or good enough to make their money. The big name players are the ones who makes the NCAA their money anyway. College students, athletes, parents of students, professors, contact the NCAA! Convince the NCAA to be less strict and allow their players to make their own money. The NCAA acts almost like a dictatorship with all the rules and regulations they have. Its time to be fair to everyone.

Baby Girl versus Adoptive Couple Essay - 1552 Words

There was a court case, Baby Girl v. Adoptive Couple, in which a child who was partially Cherokee Indian, because of her father, and Hispanic, because of her mother. The adoption of Baby Girl was a difficult one due to the fact that she has an ancestry of Cherokee Indian. Therefore, under the Indian Child Welfare Act (ICWA), the adoption of Baby Girl seemed impossible because Biological Father had the right to have custody of his child, Baby Girl, if he chose to. So, the court greatly sees that by giving Baby Girl back to Biological Father would be in the child’s best interest under the ICWA, because there is the assumption that if she is with her Biological Father and her culture, she will not suffer any type of emotional distress. For†¦show more content†¦Therefore, from a very young age, Baby Girl might have questioned why she did not share the same physical features as her parents; thus, causing her to have a failed ethnic identity. In a 1987 study, conducted by S imon and Alstein, an Indian adopted child stated, â€Å"It bothers me that I’m Indian. People don’t look up to Indians. The whites always fought the Indians and the Indians got beat. We aren’t looked up to. There is nothing special about being Indian† (Sindelar, 2004). This clearly indicates that the native adoptee feels inferior to his White adoptive parents; therefore, the child was obviously unable to fully integrate into the White culture without feeling inferior. In the case of Baby Girl v. Adoptive Couple, she may have been at risk to feeling the same inferiority due to the extreme exposure of the White culture and the lack of exposure and pride towards her own ethnicity; therefore, causing possibilities of distress and discomfort in her own skin. Sindelar suggests that there is a phenomenon known as the Split-Feather Syndrome, in which â€Å"social, psychological, and emotional disabilities — among expatriated Indian people, i.e., those who were placed and raised in non-Indian homes† (2004). The Split-Feather Syndrome may be due to the extremities in culture difference between Indian and other cultures. For instance, the ideologies of child-rearing, family bonding,Show MoreRelatedAdoption Of The American Dream1622 Words   |  7 Pagesfamilies, adoptive families are created through the law. Even if a child is raised by an adult throughout their whole life, they won’t be recognized as their own until they are adopted. Adoption didn’t come around until the mid-nineteenth century. You have to go through a state court and have good reasons why the child should be adopted by you. Once a child is adopted and it is finalized by the court in the final hearing, the birth parent has no rights over the child. The new adoptive parents haveRead MoreThe Gift Of Adoption By Dr. Jane Aronson1586 Words   |  7 PagesAdoption, an extensive process, allows individuals who have been given up or taken away from thei r biological parent(s) the opportunity to be welcomed into the loving and warm embrace of adoptive parent(s). Adopting a child is a such a unique experience and it takes a person with a lot of heart and courage to do so. Carried in Our Hearts: THE GIFT OF ADOPTION: Inspiring Stories of Families Created Across Continents written by Dr. Jane Aronson is a beautiful tribute to the process of adoption. Read MoreThe Many Benefits of Adoption2071 Words   |  9 Pageswoman who cannot have children of their own, a newborn baby, and a single mother who will certainly be unable to provide for the infant due to her young age, lack of financial support, or another variety of unfortunate circumstances. Making the decision to adopt a child is without a doubt one of the best options available for couples who are unable to conceive, but by thinking of adoption as nothing more than the fallback option for childless couples, adopting a child doesn’t even come to mind for theRead MoreA Study Of Intactness Of Adoptive Families And Behavioral Problems Of Older Children4176 Words   |  17 Pages The Older Adopted Child: A Study of Intactness of Adoptive Families and Behavioral Problems of Older Children Sarah A. Kell University of California Riverside â€Æ' Abstract The older adopted child is a unique case of adoption where the child is of school age. The definition of what constitutes a case of older child adoption has changed numerous times over 20th century, but school age is currently the definition for an older child. This means children as early as five years old are considered difficultRead MoreEssay on Same Sex Couples Adoption Rights2243 Words   |  9 PagesShould Same Sex Couples Have the Same Adoption Rights as Heterosexual Couples? Krystal Davis COM/220 March 13, 2012 Barbara Plyler Should Same Sex Couples Have the Same Adoption Rights as Heterosexual Couples? In 2008, President Barack Obama stated there are too many children who need loving parents to deny one group of people adoption rights (eQuality, 2005). A child will benefit from a healthy, loving home, whether the parents are gay or not (eQuality, 2005). With thatRead MoreThe Movie Juno Is Not Only Cute And Quirky1698 Words   |  7 Pagesher the baby has finger nails (Malkovich et al., 2007). Although this is bothersome to Juno she continues into the clinic but once inside she feels alienated by the bureaucracy of the clinic, and ultimately decides not to go through with the abortion(Malkovich et al., 2007). After leaving the clinic Juno talks to her friend Leah who helps Juno decide to give her baby up for adoption (Malkovich et al., 2007). Juno immediately begins searching ads and finds a suitable home for her baby. She thenRead MoreGay Adoptions- Pros and Cons/Ethical Views1851 Words   |  8 Pagessame-sex marriage but Homosexual couples married in those states are still facing obstacles when it comes to becoming parents through adoption. Some states allow it, some states ban it. Not only are they fighting their way to be viewed as an equal marriage with the same rights a Heterosexual couple have, but many claim they should also have the right to adopt thus giving adopted children a secure emotional and stable home making such adoptions ethical. Adoptions by gay couples is ethical because they haveRead MoreI Had Pity For Both Morgan And Kiki During This Period1421 Words   |  6 Pagescan blame yourself...for doing exactly what I begged you not to do!...I knew you were a liar.. .I knew you were a pathetic, petty little girl who would break my son s heart...hell, we all failed Morgan didn t we?! Get out! Kiki was left to bawl in Sonny s arms, and I was howling laughing on the floor. I never understood why Carly didn t hate Kiki, when the girl had a hand in permanently tarnishing Michael and Morgan s relationship. She had more contempt for Sabrina! Carly and Alexis tag-teamedRead MoreLife of a Teenager7946 Words   |  32 Pagesadulthood† (Ernisch). Families should stay intact or their teenagers will develop many problems,   Love relationships affect teenagers because some become less interested in their education and more with their boyfriend or girlfriend. Most teenage girls have reported about being abused by their boyfriend. As shown in an article, â€Å"They note that over 25 percent of adolescents are victims of dating violence or aggression, and that dating violence precedes martial violence in up to 50 percent of cases†(asRead MoreTaking a Look at Adolescent Pregnancy2571 Words   |  10 Pages Adolescent pregnancy is defined as pregnancy in girls age nineteen or younger. There are different risk factors for adolescent pregnancy. Besides being young, some of them include: poor school performance and not graduating college, or in most cases high school, lower socio economic status and not being able to take care of themselves let alone another person, and older male partners who do not usually want to be involved in their child’s life, which ends up leaving parents to raise their ch ildren

Annual Health and Safety Paln Free Essays

string(113) " on their Health and Safety Performance on a variety of subjects, where the winners each month receive a Plague\." J Coffey Construction Ltd ANNUAL REPORT Date of Board meeting: TBC Name of Report: Annual Health Safety Report 2008/2009 Author(s): Alyn Tomkinson Approved by (name of Executive member): James Coffey Presented by: Alyn Tomkinson Purpose of the report: To provide the Board with the Annual Health Safety Report for 2008/2009 Overview of Performance between April 2008 and April 2009 Action required: Approval by the Board Sections 1. 2. 2. We will write a custom essay sample on Annual Health and Safety Paln or any similar topic only for you Order Now 1 2. 2 2. 3 3. 4. 5. 6. 7. Appendix 1 Appendix 2 Appendix 3 Standard Contents Overview Key Achievements Policy Development and Implementation Information Incident Reporting Performance Indicators Raising the Profile of Health and Safety Co-operation and Co-ordination Training and Competence Health and Safety Objectives Accident Summary Prohibition Notice Summary of Insurance Claims Health and Safety Annual Report 2008/2009 Report No: 2 J Coffey Construction Ltd Health and Safety Annual Report 2008/2009 1. Overview The work to continually improve Health and Safety has grown in stature throughout the Company since the last reporting year. Generally awareness of Health Safety has been raised further by the Employment of a Productive Health and Safety Advisor working along side the Health and Safety Manager to ensure compliance is met through Auditing, Documentation Evaluation, Investigation works, continual training, safety meetings and various safety bulletins, as well as filtering all Supervisors and Managers (In due course) through either the SSSTS (Site Supervisors Safety Training Scheme) or the SMSTS (Site Managers Safety Training Scheme) which has enhanced the Health and Safety Culture throughout the Company. The Health Safety Manager and Team has continued the good work within the company to ensure that Site Managers meet their responsibilities, although in some areas this has met with some resistance with some managers still failing to complete weekly document returns. Most Managers have achieved carrying out risk assessments reviews on existing risk assessments as well as producing Method Statements which in the past was lacking. 2. Key Achievements 2008/2009 2. 1 Policy Development and Implementation A key objective of the Health Safety department for this year was to continue the development and implementation of health and safety policies across the company, integrating as far as possible already established systems to ensure minimal changes to working practices. The following guidance has been ratified and implemented: ? No Lone Working – Continued from Last Report. ? Young Persons Health Safety Risk Assessment – Continued from Last Report. ? Implementation of the Health and Safety Action Plan – Within the new Health and Safety Manual. Implementation of a Worksafe Policy – Within the new Health and Safety Manual. ? The introduction of a New method Statement Proforma, Diamond Drilling Check sheets, BROKK Daily/weekly check sheets, Concrete-Screed pump check sheets, Plant issue vouchers and the Health and Safety Observation Cards. Health and Safety Annual Report 2008/2009 Report No: 2 J Coffey Construction Ltd The following policy matters continue t o be worked on from last year: ? Guidance for Managers Team Leaders on the HSE Management Standards for assessing Work Related Hand Arm Vibration (HAVs). ? Guidance for Managers Team Leaders on the HSE Management Standards for assessing Work Related Risk. ? Guidance for Managers Team Leaders on Method Statements and Risk Assessments. ? Manual Handling. ? Supervisors Training. ? Asbestos Awareness. ? Training in general. 2. 2 Information The Health Safety manual and individual site files continue to be updated and contain the following information: ? ? ? ? ? ? ? 2. 3 Policies HSE Leaflets/Guidance Risk Assessment Guidance Generic Risk Assessments Minutes of Safety meetings Health Safety Newsletters (HSE and Worksafe Partnership) Toolbox Talks Incident Reporting Kind of accident/incident Fatal Major Over 3 Days Minor Total Fall from height 0 0 2 1 3 Slip, Trip, fall – same level 0 0 0 2 2 Injured whilst handling, lifting, carrying 0 0 1 1 2 Struck by moving object 0 0 0 2 2 Struck by moving Vehicle 0 0 0 0 0 Contact with moving machinery/material 0 0 0 1 1 Contact with electricity 0 0 0 0 0 Health and Safety Annual Report 2008/2009 Report No: 2 J Coffey Construction Ltd Strike against something fixed/stationary 0 0 0 2 2 Exposure/contact – harmful substance 0 0 0 2 2 Other 0 0 0 2 2 Total 0 0 3 13 16 2 10 12 Below are the Results for 2007/2008 Total 3. 0 0 Performance Indicators Classically the incidence of accidents has been used as a key performance indicator for health and safety and this continues to develop, although it should be noted that there has been a rise in the number of accidents reported, this may be due to the heightened awareness of reporting procedures available to all operatives. Health and Safety Annual Report 2008/2009 Report No: 2 J Coffey Construction Ltd It should also be noted that, while important, the measurement of the accident rate is a measure of failures, not successes. However although there has been a slight rise in the reporting of accidents the Accident Incident Rate and the Accident Frequency Rate has decreased over the reporting period in relation to the number of employees to the previous year. The Health and Safety Department agrees to use the new Method Statement Proforma and all introduced check sheets to achieve uniformity throughout the company as a performance measure tool together with the new Health and Safety Table. 4. Raising the Profile of Health and Safety The Health Safety Manager issues monthly health and safety bulletin sheet from The Worksafe Partnership Ltd and his own, providing news of new policies and other health and safety matters of interest as well as e-mailing information from the HSE Website on relevant subjects. Health Safety HSE â€Å"Myth of the Month† are continuing to be published on the Health and Safety Notice boards. The Site Managers have, and continue to be active in the way of conducting Toolbox Talks in compliance with current HSE Campaigns and relevant implementations and changes throughout the company. The Health and Safety Manager has introduced a Monthly Health and Safety Table, marking each site on their Health and Safety Performance on a variety of subjects, where the winners each month receive a Plague. You read "Annual Health and Safety Paln" in category "Essay examples" The Company has now become a member of ROSPA (The Royal Society of the Prevention of Accidents). 5. Co-operation and Co-ordination Co-operation and co-ordination with other agencies has continued successfully. A good liaison link has been established with the Health Safety Executive, British Safety Council, IIRSM (International Institute of Risk and Safety Management) and ROSPA. 6. Training and Competence A health and safety training Matrix has proved successful and now has a regular monthly update in line with our OHSAS 18001 Health and Safety Standard. Objectives have been set to fully update our managers to have minimum Health and Safety Annual Report 2008/2009 Report No: 2 J Coffey Construction Ltd certification in the following courses – SMSTS, First Aid, and Environmental Awareness (On-Going). Below is the list of courses under took in this reporting period between April 2008 and April 2009 – NO. TRAINING NO. OF OPERATIVES TRAINED 20072008 NO. OF OPERATIVES TRAINED 20082009 1 PASMA TRAINING 14 0 2 COMBISAFE – SAFETY NET FAN 0 3 GENERAL HEALTH AND SAFETY NVQ 2 1 0 4 MANUAL HANDLING 1 0 5 HAND HELD EQUIPMENT AND TOOLS 1 0 6 FIRE PREVENTION AND CONTROL 1 0 7 EQUALITY AND DIVERSITY 1 0 8 CERTIFICATE OF UNIT CREDIT – LEVEL 2 NVQ IN CONSTRUCTION OPERATIONS 4 0 9 HSE FIRST AID AT WORK 11 0 10 FIRST AID AT WORK 4 0 11 CPCS CERTIFICATE 15 0 12 CSCS CERTIFICATE 25 0 13 C. SCOPE – CABLE AVOIDANCE TOOL 6 6 14 SONDE 6 0 15 SIGNAL GENERATOR SGV 6 0 16 CITB – INTERMEDIATE CERTIFICATE 1 0 17 SAFE USE AND MAINTENANCE OF GOODS HOIST 1 0 18 FIRE SAFETY TRAINING 3 0 19 IEMA ASSOCIATE MEMBERSHIP 1 0 20 ENVIRONMENTAL AWARENESS FOR BUILDERS AND SITE OPERATIVES 0 Health and Safety Annual Report 2008/2009 Report No: 2 J Coffey Construction Ltd 21 ASBESTOS AWARENESS 11 0 22 GGR UNIC – GLASS HANDLING AND MINI CRANES 4 0 23 SKID STEER LOADER 17 0 24 FORWARD TIPPING DUMPER 16 0 25 TELESCOPIC FORKLIFT 2 0 26 RIDE ON ROLLER 5 0 27 LORRY LOADER 4 0 28 EXCAVATOR 2 0 169 0 TOTAL Being Up Dated Currently by Cheryl Winter and Emma Lickley 7. Health Safety Objectives The objectives set for the Health Safety for 2009/2010 are those that indicate continuous improvement and are therefore a continuing set of objectives and will stand as objectives for the coming year. †¢ †¢ †¢ †¢ †¢ †¢ †¢ The company shall impos e a performance indicator on itself e. g. a reduction in reportable incidents by conducting more Courses such as Manual Handling Awareness, Safe Working in around plant and machinery Awareness to avoid reoccurrences in the last reporting period accidents. All Managers/Supervisors to achieve the SMSTS (Site Managers Safety Training Scheme) or SSSTS (Site Supervisor Safety Training Scheme) Courses (On-Going). All Managers to achieve the 4 day Appointed Person First Aid Training. All Managers to be fully trained in the producing of Method Statements and Risk Assessments (On-Going). An increase of 10% to be achieved on the issue of CSCS cards (OnGoing). Continual Asbestos Awareness Training for all operatives (On-Going). Continuous update to all staff on the current HSE Campaigns and Health and Safety Bulletins (On-Going). A Clamp to arrange for Two personnel per month to attend the MACE business school for training. Health and Safety Annual Report 2008/2009 Report No: 2 J Coffey Construction Ltd Appendix 1. SUMMARIES ENTERED INTO DATABASE FOLDER OF ACCIDENTS DANGEROUS OCCURRENCES WITHIN J COFFEY CONSTRUCTION LTD INVESTIGATED BY AN INTERNAL HEALTH AND SAFETY MANAGER (APRIL 2008 – TO APRIL 2009) Fall from Height IP (Injured Party) was exiting an inlet chamber via a ladder, while carrying a staff in one hand, when he fell 5. 5m resulting in Fractures to both heals (HSE Reportable). IP was working in a riser when the plyboard protection (secured by others) gave way and the operative fell 3. 5m resulting in a Fracture of the Transverse Process Lumbar Vertebrae. IP was in the process of propping up a brickwork pier when it cracked and broke free, falling through to the next level, resulting in the operative following it and cutting his leg. Slips, Trips, Fall – Same Level IP was exiting across a scaffold bridge when one of the steps collapsed, resulting in a graze to the leg. IP stepped on a piece of plyboard when it gave way resulting in the operative reaching out a hand to steady himself cutting his right arm. Injured whilst handling, lifting, carrying IP was carrying a wheelbarrow up some steps when he slipped, resulting in an injured back. (HSE Reportable). IP reported muscular pain due to holding and breaking out works. Struck by moving object IP was struck by a moving gate as it swung back resulting in a cut to the heel. IP was struck by his own hammer in the hip area, as he over swung and missed his intended target. Health and Safety Annual Report 2008/2009 Report No: 2 J Coffey Construction Ltd Contact with moving machinery/materials IP was struck by a skilsaw blade when it jumped after hitting the edge of the work bench resulting in a cut to the hand. Strike against something fixed/stationary IP was breaking out concrete when he caught his right arm on a protruding piece of re-bar, resulting in a cut. IP was breaking out concrete when he caught his right arm on a protruding piece of re-bar, resulting in a cut. Exposure/Contact – Harmful Substance 2 No IP`s were trying to unblock a gully without skin protection, into cementatious water, resulting in cementatious burns to their arms. Other IP blew into his safety goggles and as a result got grit/debris caught into his eyes. IP cut his big toe while having a Hilti Nail fired through his boot by another operative. Appendix 2. Prohibition Notice A Prohibition Notice was served by the HSE (Health and Safety Executive) for a defective concrete pump on the 22nd October 2008, which was being used by Floorscreed Ltd on behalf of J Coffey Construction Ltd at the Audi West Project. The pump was inspected 2 days prior to the Prohibition Notice being served by our on site Manager, who did not report any defects. On the day of the 22nd October 2008 the visiting HSE Inspector Mr V Neaverson found the guard protecting the mixing blades to have been snapped off and the operation of the pump still in use, resulting in both J Coffey Construction Ltd and Floorscreed Ltd receiving a Prohibition Notice being served. Actions taken to satisfy the Prohibition Notice : the pump was removed from site the same day and taken to Floorscreed Ltd Plant Yard where the guard was welded back in place and a new hopper lid fitted. The pump was returned to site the next day where it was photographed for evidence of the actions being carried out and emailed to the HSE Inspector as proof, after verbal communication with the HSE Inspector he confirmed work could continue. Health and Safety Annual Report 2008/2009 Report No: 2 J Coffey Construction Ltd Since this incident J Coffey Construction Ltd`s Health and Safety Department have implemented Daily/Weekly check sheets to be completed when carrying out works with static and mobile concrete/screed pumps, which to date has proved very effective. Despite satisfying the Prohibition Notice and introducing new checking systems the Prohibition Notice will remain on record by the HSE for 5 years. Appendix 3. Accident Claim Status Health and Safety Annual Report 2008/2009 Report No: 2 N N 0) s oN rf) ii o IL o : C rx ’; oo o(. )o(. )o ocoooro@o (f) cq_ (o (. )_ o (o c†, .. (9= gE tsss o- F E,r=F o5 93 .n tr)o Et 4l -â‚ ¬ ss ,. iA o jo _69 ES 3 Eh# E o oNo NN o. (J = # o .e Oâ‚ ¬ E .E s E*f o g Ex (E bE :Ztz Eoo otr:o0, o-o:=o o=yloc t(J:o-g o 6 g F g; n SooSooSooSdErooro a -. 1? fda 9E E n oqrq, sF : .1 F -od .. -i rf)F-6 ooo O o f. – ONO(Y)OF-O â€Å"ql 3E oI ! s L E -e f g -e ‘: –:S (LO (J : cg; k 8* f iE^ : : E iH E â‚ ¬ o E- f;i E E 1E1E:;E{E:{E;E:AE dEdEEoEdEEdEoEEog E o 4 ,E = * ? 3 * x ut9 fg n o9 r o dE:E:beF=ib=;elE=i’ 6 F P .=E. = –. r! 6 ILOO –. rc J66 O-O UJOO –. rS Joo I.! O TUOO S ‘O:P {;Et EE ‘L E J(s UJO E ;,! c EE$ –. riSo. r o-g)OO J I. II rf) N N f-N @ $ $ U) ssv$ss;( (DA(DAOA; OOOOOO6 o. Tâ‚ ¬ g 9 ) 3 -E i^ NNNNNNO @@@@o@s (o(o(o@@(or z E i EJ a: rf) N N tr)(oKrlr)lr)r)@ Nt-NNF*t_(O F o (gFf’-F-F-@@ NNNNNNN u. @@@oc. ) t (g 6 o ij zii o J a E 6E (s o c o c) NN P FP .^N=F- o. = 9tr N ;: U za bc .. o z .E g () ,. E ooo fi; Eâ‚ ¬ FS s Y et Y 9’l:ooE :ifroo .E $ L == = .qccccccc 60 .E !,OOOOOO() oo zz (. EE g E x: 66 s,()! ,() iF-i(o !50Fo c. o (_) FF c C)e tJt o Nc o. v (t) Ad .E g ;o CU o NNNNe. INN $N(o@Or@(9 oooooo Of=@oO)() NONOO ‘6 .9d N N NO(r) (o(or. -F-1. -F-co c) -q) c a o)@ o) (E o) NN oooooo oroo(9 o, E (u z o, o ;NCDS()S@@ ;oNNN(f)$$ Fooooooo F; ,:JJ)J)JJ v , / id E†oooooo ;o-o-(LrLoo-oFooooooo Fooooooo 6=6= ,. ii ., Lu l-6FdJ ij F aOeA ‘ E c 5 c 5 ( 5 (E $ ( E ( o (c( ccc s o=NNNNNNN / E OUGI: o;i(J;i E o-o- o o fNfN ccE oct(g(5(E(0(6(! g. s o- o- g. E o oL N o N o o oo olq ‘6 oft qoq o|r) @ (r)- ro o – } q l@! l F o) ( r o o o oooo -â‚ ¬ q l o c o cic;oo (o tct o o(t rf) ro ro N F’ E o F .E s o o o (! o 990 t6ffff – e -E – E- â‚ ¬ oE. â€Å"a e 5 oE E fr oE A fi-og. oF Art,5t OUraOo oo* co oroo) oo. o. o. ;F IE o$ O(D A E _E; HP g g *; ; P H,E #F â‚ ¬ o_Y o o, (o o E o â‚ ¬ ggG .9s96 e E h +9 O. Eric. r l’FNN oâ‚ ¬oLr) (O (O 6@ Rh .E -g () ur (D g 5E Eg=i iE i fr-3 +’= |f) F* – M+ lu’z a) =F f-N (o(o rf) tr N @ @ $i t’- lxceari .EE. EFE EFE FE,qSE*EE O= c)6= c)p= i qE; E9F t F ; : =q( P S * *i! E d {S HE Hg 3 s;13E EEi: EE5 EPF E EE tr: $ a t- ;o .=q UN N lr) fi+ =o o, (E N (o ‘;i N Oe q) z .E g _656b66 as a .3@oDcoyco(9) cooo -(oo)(9-$(. ) â‚ ¬NoNâ‚ ¬rN (6(! o-(L â‚ ¬E c r) Yr f E N c .(! .c 3 o 5 F- o) O- V O- !D or !oo soo F ; c) c OO r. * F gt rL Fc) -a -^ 2 E ;? .E .s g. s (,) O- EcccCcc f. L Fo) FA GI: ;i e. 5 -2 o a- ‘N SNNNfNN (L ‘^ o .: F g. s cN Lll o) S,OOOSDO() ^s(o^o (o r. i lEoooFQ L E†oog. o [r FoooFoo) C (E N +lo -oo qcc. 9cc ,:J-J-J,iJJ V OO, q) o o 4s How to cite Annual Health and Safety Paln, Essay examples

Formulating Strategy And Implementing Strategy In Organizations

Question: Talking about formulating strategy and implementing strategy in organizations, Jamie Dimon, the CEO of JPMorgan Chase, has said, "I'd rather have a first-rate execution and a second-rate strategy anytime [rather] than a brilliant idea and mediocre management." Similarly in his book Execution: The Discipline of Getting Things Done, Larry Bossidy of AlliedSignal stated that, "Strategies most often fail because they aren't well executed." Do you think that these two CEO's make a valid point? Discuss the distinction they make between strategic formulation (planning) and the implementation of a strategic plan in an organization. Answer: Evidence of research: In case of company global consumer package-goods, it has been identified that the companys senior manager indulged in doing the same thing as other companies do and the senior manager aimed to restructure total plan. Hence, they have eliminated some of the layers of management and expanded the span of control (Heathfield, 2015). It was good that the management cost within a very less time fall down by 18%. Though, within a number of years, all the layers crawl back together in a generalized form and span of control narrowed down once again and here the problem took place by depending upon the structural reform. In this case, management has only addressed the problematic symptoms but did not give focus on the causes of the poor performance, i.e. how the responsible people are aimed to take decisions and how they were apprehended while not playing their role being responsible (Riverheightsconsulting.com, 2015). Analysis: Execution is the outcome of the number of decisions made every day by the responsible employees acting towards the key information those are in their hands right now. There are numbers of building block to execute the actions as per the decisions are taken. Those actions are alignment of motivation, designing the structure of information flow and making clarification to the decisions taking rights (Aallnet.org, 2015). To make improvements in the performance, most of the organizations are aimed to measure a correct structure for information flow and making clarities while offering decision rights. Numbers of years ago companies ended up at the same place where they have started. Structural changes can be the part of improvement but it is more beneficial to think about the capstone rather than the cornerstone, i.e. it is required to focus more on the informative part those can be used for the decision execution and let information flow towards the right direction and to its right destination (Bossidy Charan, 2015). The basic problem lies where people think about the execution of the problem as the tactical side of the business and the leaders are more focused upon the perceiving the bigger issues. On the other hand execution is not just only the approach rather it is the discipline that is needed to be built into the companys strategy, goal and culture (Sage, 2015). IT is required to plan for strategies by taking the organizations ability to execute. Execution is the systematic approach to expose the reality and taking appropriate action by allowing the right to decision making act and by allowing the proper flow of data towards the destination. Some business analytics tools are used for to analyze present market trend, buying behavior along with preferences of potential customers. These analytics tools allow customer profiling, fetch records using web minig tools or manually entred data in a central data repository and then anakyze them. Thus, it let managers and higher authorities to understand requirements of industry to take right steps towards execution of certain plan by conducting market based analysis. On the other hand, it is required to understand the people with different capabilities and educate them with the required set of trainings in order to expand the capabilities of the organization. It may be beneficial to introduce the rewar d management approach to reward the best performance and to motivate people in their respective field of task. No doubt Structural changes can be the part of improvement, but it is more beneficial to think about the capstone rather than the cornerstone, i.e. it is required to focus more on the informative parts those can be used for the decision execution and allow flow of information towards the right direction. From the above discussion, it can be concluded that there are three core processes for the execution phase, those are- operation process, strategy process and people process (Study.com, 2015). Strategy: A brilliant strategy and costumer centric well sold product and incorporation of technology can put a company in the map of success factors but it is a matter of fact that only the solid execution of decisions let a compsny to stick to that position. Tough, it is unfortunate that most of the companies are not so good at this, being responsible of their own approach. It is more than five years when more than 1000s of employees are invited to carry out the online assessment of their respective organization. Employees three out of four organization have remarked their companys execution as very weak. Even most of the employees have agreed to this fact is that the important operational and strategic decisions do not get quick response or those decisions do not get translated into action properly. Leaders, who execute plan as per the taken decision, focus on clear priorities and make effective decisions. On the other hand execution is the important point for expanding peoples capability. References: Aallnet.org,. (2015). Strategies for Implementing a Strategic Plan: Making Sure Your Plan Doesn't End Up on the Shelf. Retrieved 14 June 2015, from https://www.aallnet.org/sections/all/storage/newsletter/Articles/212/strategic.html Bossidy, L., Charan, R. (2015). Execution: The Discipline of Getting Things Done (1st ed.). Retrieved from https://www.altfeldinc.com/pdfs/execution.pdf Heathfield, S. (2015). 5 Keys to Strategic Planning Implementation Success. About.com Money. Retrieved 14 June 2015, from https://humanresources.about.com/od/strategicplanning1/a/implement_plan.htm Riverheightsconsulting.com,. (2015). Six Steps to Implementing a Plan. Retrieved 14 June 2015, from https://www.riverheightsconsulting.com/ArticlesandOpinion/PricingStrategyandBuildingaPricingProcess/SixStepstoImplementingaPlan/tabid/248/Default.aspx Sage, S. (2015). Strategic Implementation. OnStrategy. Retrieved 14 June 2015, from https://onstrategyhq.com/resources/strategic-implementation/ Study.com,. (2015). Strategy Formulation: Definition, Model Process - Video Lesson Transcript | Study.com. Retrieved 14 June 2015, from https://study.com/academy/lesson/strategy-formulation-definition-model-process.html Formulating Strategy and Implementing Strategy in Organizations Question: 1) a. Analyse the effectiveness of a range of strategies which an organization could use to improve engagement with its employees.b. Using an organization of your knowledge comment on how the company has implemented employee engagement techniques. 2)a. Explain each element of Porters Five Forces Analysis.b. Apply each element of Porter's Five Forces Analysis to an organisation of your choice.3)a. Explain how the effective use of the communicaiton process model can improve communications within a business organization.b. Outline two communications skills which could be used by senders to improve their interpersonal communication skills and two communication skills which can be used by receivers to improve their interpersonal communication skills.4)"Leaders are born,not made." AnonDiscuss the view that some leaders are born to be great (trait theory), whilst others become leaders by developing their leadership skills.c. Evaluate the appropriatness of the use of verbal and non-verbal commu nications within a business organisation. Answer: Task 1 Strategies for improving employee engagement Employee engagement is quite essential for effective management system, within the company. In this process, the three factors has to be analysed which are Physical - In this process the staffs exert the right kind of energy to accomplish the task that has been assigned to the members. Emotional It is related to the efforts that have been put in by the staffs to perform the task. Cognitive In this method, the staffs perform the job, without worrying about anything. Through employee engagement it is possible for the management of the company to increase the productivity for the organization. This is done by involving the staffs into the decision making activities. In this process, an attempt is made to understand the challenges that are faced by the staffs at the time of performing the tasks at the workplace. In order to ensure that there is effective strategy adopted for involvement of the staffs, it is necessary to analyse the below mentioned factors The process for communicating the strategy (Attridge, 2009). Action areas that needs to be worked upon Measurable outcomes Actions for specific problems Drafting policies for engaging the engagement strategy over the period of time. Communication is one of the most important tasks that need to be effectively handled at the time of drafting and implementing the staff engagement process. In the communication process, it is essential to analyse the challenges that are faced by the staffs, and then draft the best possible solution to overcome the issue. Leadership activities have to be also taken into consideration at the time of drafting the policies to ensure that the staffs perform the tasks in the best possible manner. This also includes drafting a detailed plan through which the necessary steps can be implemented for introducing engagement strategies. Through an effective strategy it is also possible for the management of the company to clarify the expectations from the employees (Harter e al., 2009). Once this has been done, the next step would be to provide the basic materials and the required equipments that is required to perfume the task. Through this method, an attempt is made to - Improve the contribution of the staffs towards the objective meeting of the company It increases the sense of belongingness towards the company, which is required for carrying out the tasks. Employee engagement techniques The method that needs to be adopted for implementing employee engagement process has to be evaluated in the right manner. Tesco one of the leading retail stores in the UK has adopted an effective and reliable method for improving the employee involvement in the company. Some of the techniques that has been followed by the company has been mentioned below- The engagement process that has been adopted by the company is linked to the objectives that have been drafted by Tesco. This has been done with an intention of increasing the performance of the staffs. Also, it is possible for communicating the challenges faced by the staffs with the management of the company. The method that is intended to be followed has been effectively linked to the senior leaders and managers of the company. This has been done to ensure that the tasks are discussed with the members and the steps are followed by the managers and the staffs in the right manner (Holbeche Springett, 2003) The method for communication has been implemented in the right manner, as this will help in discussing the challenges instantly. This will also help in increasing the relationship between the management and the staffs of the company. Apart from this, the level of communication that has been adopted by Tesco is flawless, as it reduces the time that is required for interacting with the staffs from different departments. In the engagement process, the staffs of the company are equally treated as this is meant to help in increasing the quality of communication that is adopted by the company. This is one of the reasons the company has adopted robots communication plan through which the policies and rules are discussed with the members on clear and consistent basis. The organizational culture followed by the company is quite transparent and it is meant to help the members to put in the right efforts to accomplish the task. In other words, employees of the company provided with fair opportunities to accomplish the task, and there is no biased system adopted by the management. This encourages the staffs to perform better and improve the productivity for the company. Task 2 Porters five forces analysis Porters five forces is an excellent model to identify the factors in the industry. It is useful to seek for the information and different factors are: Competitive rivalry Supplier power Buyer power Substitutes New entrants The factors that influence the performance of the industry are vital to deal with the important factors before entering an industry. (Ic.gc.ca, 2014) Rivalry: Competitive rivalry is important to identify the particular industry. The important key is to assess the competitors and to offer the resources. The rivalry will be high if there is low differentiation between the products sold by the competitors. Competitors are also of the same size of each other. The strategies depend on the competitors actions and the tools as well as resources. Rivalry intensifies that there is low cost of switching and the competitors are dissatisfied with the market position. Suppliers power: Suppliers are vital for success of an organization and it offers business with the resources that requires dealing with the products and services. Suppliers are those organizations that offer important factors in the industry to conduct the business. The suppliers play a powerful and vital role. In the market, suppliers try to increase the profits. It will increase the prices to as high a point as the market can afford. The higher the prices, the stronger will be the profits. Buyers power: Customers can exert influence and control over an industry in certain situations. There is less differentiation over the products and customers can easily found the substitutes. Price fluctuations create high sensitivity to customers and customers can switch the product which is less costly to them. Customers always wish to reduce the price they pay and it has a great effect on the price determination. Substitutes: Competition not only comes from within the own market but from similar markets. It concentrates on products outside the direct market and substitutes contain capital, amount and satisfaction. New entrants: Competitors can rush into the market because of high profits. There are barriers of entry in terms of high economies of scale, capital needs, easy accessibility of channels etc. Porters five forces are used for measuring the intensity of competitors and is an essential component for analysing the industry. Strength and price is in accordance to the same. (Learnmarketing.net, 2014) Application to an organization Porters five forces model of Tata motors Entry barriers: Companies such as Maruti, Hero Honda are present in market from many years and it is not easy to avail huge benefits from economies of scale due to higher competition from the current players. Customer in this industry has high cost of switching and this is the major barrier in the industry. There is a huge distribution network. Substitutes threat: There are two major substitutes known as airlines and railways. For every customer, these will not know as substitutes and within the automobile industry, it is a great advantage to Tata as two wheeler customers can also opt for cars after the successful launch of Nano car. Suppliers power: While talking about steel, major inputs for the automobile industry in India is the demand of steel and it is more than its supply and most of the steel is imported from abroad. Thus, in this scenario also, automobile industry is lacking. When we talk about other inputs such as seat covers, plastics etc, the switching cost is zero and this way, there is a low bargaining power of suppliers. Buyers power: There will have low power of bargaining for the customers because it will affect the customers directly and the produced good also add values to the product. Company need to maintain strong relationship with suppliers to enjoy the advantages of discounted prices so there is a need of long term relationship with the suppliers. Thus there is high power of bargaining. When the power of buyer is strong, the buyer is the one who fixed the price in the market. Price sensitive customers were the major factors that determine the limit the influence of buyers in the industry. Rivalry: The firm must produce high capacity to deal with the lowest costs. The firm must sell the high volume of product and high level of production that could attain the fight for market share and this result in high rivalry. It requires strong investment and the presence of many players leads to little differentiation between competitors. High would be the competition, there will have low profits. Task 3 Models for communication Communication style is quite an important factor that contributes towards the successful business operational activities. In this method, the goals of the company have to be analysed as this will help in selecting the best communicating model. Some of the models include Empowerment - In this method, the innovative strategies and the steps for creativity are evaluated. It means that the staffs of the company are provided with more power to develop and implement better ideas. This is required for improving the quality of services that is being provided to the clients. It basically involves two way communications, which is quite essential for the business development (Gonrig, 2008). Controlled - In this process, the managers of the company adopts typical communication method for top-down and controlled task. The work environment is quite essential and the knowledge that is required to be shared with the members has to be interacted in the right manner. In this process, every line managers are entrusted with certain responsibilities. Branding Here, the companies stress a lot on the creation of the brand image, which is required for the successful business operational activities. In this method, the management of the company focus on different advertising and packaging materials that is been adopted by the company. Promotional activities are one of the best methods to interact with the clients and the potential buyers. Direct marketing - In this method the company adopts effective steps through which the changes can be made by the management of the organization. Through this method, the company directly interacts with the clients and talk about the features of the product and services that has been rendered to the potential buyers (Maslach et al., 2001). Two communications skills The type of communication skills that is being adopted by the company matters a lot when it is related to interacting with the employees. In this process, the method that is selected by the company has to be effective and tested for its reliability. Listening skills is one of the prime requirements for implementing an effective communication skills. In this process, the managers ensure that the right steps are taken to communicate the information with the staffs and managers in the right manner. For this, a smooth and uninterrupted method for communication has to be adopted and implemented by the managers. This will ensure that the message is being communicated with the concerned members in the right manner. For this, the method that has been adopted is done in an acceptable manner (May et al., 2004). In the second method, verbal communication method is adopted and implemented in a precise manner. This has been done to ensure that the right message has been passed on to the members. Apart from this, the quality of conversation that is being adopted by the managers and the staffs of the company have to be reliable. Also, for this the essential steps have to be taken to ensure that the message is understood in the right manner by the clients. Effectiveness of verbal and non-verbal communication Verbal and non-verbal methods for communication are considered to be quite important for the successful operational activities of the business. In this case, an effort has to be made to ensure that the quality of communication between the members is clear and there is no confusion between the members. This is one of the reasons the verbal and non-verbal methods have to be adopted and implemented in the right manner. The process for communication between the managers and the non-managers staffs of the company has to be precise, and this can be done by presenting clear and accurate information to the recipients. Also, the step that needs to be followed for non-verbal method for communication has to be precise and up to the mark. In this case, the challenges that are related to the process of analysing the details or the contents that are mentioned on the communication method has to be checked upon. This will improve the quality of communication and ensure that there is no interruption in the process. It is quite important from the from the business communication point of view. Apart from this, the limitations that are involved in the process of verbal and non-verbal communication method have to be analysed. This will be helpful in adopting and implementing the right steps through which the chances can be implemented for increasing the quality of communication between the managers and others (Organisational Effectiveness, 2001). Task 4 Leaders are born, not made Leaders are made by themselves and this leads to a person to take participation to provide the solution for the problems. The initiator is the leaders. Leader lives deep inside everyone and in terms of moving forward, the individual is required to focus on desires and leads to success. Leaders carry the process with respect to the knowledge and skills of leadership and it influences high group of individuals. This helps to attain the goals. This way, it inspires the workers into higher level of team work. It helps to improve the skills of leadership and it is a process of social influence. Thus it is to get accomplished. Leaders require others and it is to get accomplished. As per the research, the factors such as personality traits are lived for long and are durable. Traits such as intelligence factors, physical attractiveness, and extraversion factors are the major traits that work as followers in a leader. It attains other attributes and other characteristics such as values, business and ethics. This way, an honest understanding of leaders trust is dependent on confidence. It is important to focus on emotions and motivation. Thus it leads to two way communication and communicates the strong relationship with employees. Their main goal is to deal with movements and establish the direction through vision and motivation as well as inspiration. This way, trust and leadership generates huge satisfaction among employees and it also helps to understand the employees goals and objectives with respect to the business objectives. It also helps in exchange of information and they reflect the concerns of organization with respect to employees, customers as well as investors. This way, the relationship is determined by the roles and responsibilities. It integrates to deal with the new task and strong relationship develops accordingly. These are the road to great success and leadership. If there is desire and willpower, then they become an effective leader. Good leaders develop through an unending process of self-study, training and experience. This will help in the process. To motivate the employees into higher levels of team work, there are the requirements for continuous work and study. Effective leaders are working continuously to improve the skills and capacities of leadership. There are different factors in leadership such as: Leader has an honest understanding of who you are, what you know and what you can do. They are the followers and not the leaders. If they do not trust or lack the confidence in their leader, it will not be uninspired. Different people need different styles of leadership and the person who lacks motivation and encouragement needs important approach. They lead through two-way communication and this way, it will gain interest and the sense of direction could be gained by strong vision in the future. Leaders can be trusted in terms of trust and respect. The big five personality factors are called as openness, agreeableness, conscientiousness, neuroticism and extraversion. This aid to develop each factor and conscientiousness can be defined as the individuals tendency that needs to be organized, controlled and remain dependable. Agreeableness leads to trust, confirm and it is associated with leadership. Neuroticism is to be anxious, hostile and vulnerable. Openness is referred with respect to experience and extraversion is the personality factor that is strongly associated with respect to leadership. The specific traits of leader are associated with: Intelligence: Intelligence consistently in a wide pattern relates to positive leadership and the intellectual ability is not dissimilar from followers. It has a wide variety to leadership in terms of expression of ideas in terms of followers. Self-confidence: With respect to high self-esteem, there is ability to lead the people and to influence others. Determination: Leaders are often hard to understand and there is a great deal of understanding the adversity. Leaders show skills and abilities that constitute the motivational energy and it includes success. Sociability: It is known as strong desire of leadership with respect to high quality. Leaders demonstrate the skills to be friendly and courteous. They have strong interpersonal skills with respect to communication. This way, it maintains social harmony. Integrity: The term integrity refers to the honest and trustworthy. Leaders are loyal and responsible that inspires high level of confidence and they are authentic with high level of interest. (Michelle, 2011) References Attridge, M. (2009). Employee Work Engagement: Best Practices For Employers. Research Works: Partnership for Workplace Mental Health, 1, 1-11. Harter, J.K., Schmidt, F.L. Hayes, T.L. (2002) Business-Unit-Level Relationship Between Employee Satisfaction, Employee Engagement, and Business Outcomes: A Meta-Analysis.Journal of Applied Psychology, 87, 268-279. Holbeche, L., Springett, N. (2003). In Search of Meaning in the Workplace. Horsham, Roffey Park Gonrig, M. P. (2008). Customer loyalty and Employee Engagement: An Alignment For Value. Journal of Business Strategy, 29, 29-40. Ic.gc.ca. (2014). Archived: A literature review and industry analysis of informal investment in Canada. A research agenda on angels. Learnmarketing.net. (2014). Porters five forces model: Industry analysis model. Maslach, C., Schaufeli, W. B., Leiter, M. P. (2001). Job Burnout. Annual Review of Psychology, 52, 397-422. May, D. R., Gilson, R. L., Harter, L. M. (2004). The Psychological Conditions of Meaningfulness, Safety and Availability and the Engagement of the Human Spirit at Work. Journal of Occupational and Organizational Psychology, 77, 11-37. Organisational Effectiveness: Discovering How to Make it Happen. Right Management, July 2009. Michelle, B. (2011). Personality theories of leadership: Sage publications. Robinson D. Perryman S. Hayday S. (2004). The Drivers of Employee Engagement. IES Report 408. ISBN 1 85184 336. Saks, A. M. (2006). Antecedents and Consequences of Employee Engagement. Journal of Managerial Psychology, 21, 600-619 Schaufeli, W. B., Bakker, A., Salanova, M. (2006). The Measurement of Work Engagement with a short questionnaire: A Cross-National Study. Educational and Psychological Measurement, 66, 701-716