Film hw 1 Essay - 1078 Words

Module 1 Homework Assignment Allied American University Author Note This paper was prepared for Introduction to Film History, Module 1 Homework Assignment, taught by Professor Stephanie Sandifer. Directions: Using word processing software to save and submit your work, please answer the following short answer questions. All responses to questions should be one to two paragraphs, composed of five to seven sentences, in length. Your responses should include examples from the reading assignments. 1. Explain the role of the Kinetoscope during the period of cinemas invention. How did the Kinetoscope modify the capabilities of earlier camera and projection systems? Kinetoscope is an early motion picture invention that†¦show more content†¦The most famous films created by Lumiere brothers included: L’Arroseur arrose, Sortie des Usines Lumiera a Lyon (workers leaving the Lumiere factory), and the Arrivee dun train en gare a La Ciotat Arrival of a Train at La Ciotat). Word cinema was derived from Cinematographe, and was born when Lumiere brothers presented their first commercial film to paying audience in the world’s first movie theater, that is how I believe the Lumiere brothers developed commercialized market for cinema. 3. What were Edwin S. Porters significant contributions to the development of early narrative film? In what sense did Porter build upon the innovations of contemporaneous filmmakers, and for what purposes? Edwin S Porter was an expert builder of photographic equipment and a film projectionist, he worked for Thomas Edison. In 1901, Porter began operating the camera, and was responsible for directing film, from there, Porter was credited with almost all of the innovations of the pre-1908 period by making first story film titled Life of an American Fireman. Porter was also the one who is credited with editing, he also successful in creating models. Porter’s biggest contribution to cinema, is concentration on fiction filmmaking. 4. What is the difference between vertical integration and horizontal integration? Vertical integration is a concept in which a company develops or acquires production units for outputs which areShow MoreRelated I am Sam Movie Review Essay examples431 Words   |  2 PagesI am Sam Movie Review 1. Movie Title   Ã‚  Ã‚  Ã‚  Ã‚  I Am Sam 2. Year of Production   Ã‚  Ã‚  Ã‚  Ã‚  2001 (Theatrical) ? 2002 (Home Video) 3. Feature Length   Ã‚  Ã‚  Ã‚  Ã‚  134 Minutes 4. Director   Ã‚  Ã‚  Ã‚  Ã‚  Jessie Nelson 5. Producers and Studio   Ã‚  Ã‚  Ã‚  Ã‚  Director/Producer Jessie Nelson, Executive Producer David Scott Rubin Producers Edward Zwick, Marshall Herskovitz, Richard Solomon.   Ã‚  Ã‚  Ã‚  Ã‚  New Line Home Entertainment 6. Major Character Cast   Ã‚  Ã‚  Ã‚  Ã‚  Sam Dawson played by Sean Penn   Ã‚  Ã‚  Ã‚  Ã‚  Rita Harrison played by MichelleRead More Implications of Post-Traumatic Stress Disorder for War Veterans1577 Words   |  7 PagesImplications of Post-Traumatic Stress Disorder for War Veterans War is a complex concept that is increasingly difficult to understand, particularly in an age that allows for live images of combat to be beamed around the world. Many war films depict the brutalities of war and affects war has on participants, but it seems that these representations merely skim the surface. The 20th century is an era that saw a significant amount of military action: World Wars I and II, the Cold War, VietnamRead MoreOM 300 Final Exam Study Guide- Petty2618 Words   |  11 Pagesï » ¿Chapter 4: Forecasting Forecasting Steps ïÆ'   1. Determine the use of the forecast 2. Select the item tot be forecasted 3. Determine the time horizon of the forecast 4. Select the forecasting model(s) 5. Gather the data 6. Make the forecast 7. Validate and implement results Forecasting Methods ïÆ'   Quantitative Methods: used when situation it â€Å"stable† and historical data exists; existing products and current technology are key; involves mathematical techniques; ex: forecasting sales of colorRead MoreProviding Pedicure Treatment Essay2292 Words   |  10 Pagesas a sensitive boundary between our bodies and the environment. The skin has several important functions, for example: Protection, temperature regulations, waste removal and sense of touch. Protection †¢ The skin acts as a protective organ. The film of sebum and sweat on the surface of the skin (acid mantle). It acts as an anti-bacterial agent to help prevent the multiplication of micro-organisms on the skin. †¢ The fat cells in the subcutaneous layer of the skin help to protect bones and majorRead MoreNetflix and the Use of Ecommerce Essay3049 Words   |  13 PagesOutline †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ ii Introduction †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 1 Theoretical †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Technical †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 1 Economic †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦... 2 Political/Legal †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 2 Social/Cultural †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦... 3 Practical †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. People †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦... 4 Procedures †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 5 SW †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 6 HW †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 7 Discussion †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ SummaryRead MoreThe Impact of Municipal Solid Waste on the Environment2917 Words   |  12 Pages(Kump et al. 1). In fact, Earth has always been changing and will continue to do so for ages to come (Kump et al. 1). Earth is changing faster today than it has throughout most of its 4.6 billion-year history (Kump et al. 1). The cause of this accelerated pace of change is simple: human activity (Kump et al. 1). Human populations have expanded in numbers and in their technological abilities to the point at which we are now exerting a significant influence on our planet (Kump et al. 1). The effectsRead MoreGlobalization Sample Questions7882 Words   |  32 PagesIf you want to test your self on these questions, un-bold the answers, but be sure to keep a copy of the list with answers ââ€" ª These are not the questions for the exam, but they are similar and they cover topics that will on the exam From Class #1 1. As described in the first lecture, in GOG/GLO 225 we shall be are looking at four dimensions of globalization. Which of the following is not one of these four? a. Economic b. Cultural c. Educational d. Political 2. Which ofRead MoreSchool Of The Built Environment Essay4456 Words   |  18 PagesCAPITALS and submitted with each course assignment. PLEASE TICK ïÆ' ¼ UG PGT SURNAME SOOKERMANY First Name JOSEPH HW Student ID H00207063 Programme eg, BSc/MSc Quantity Surveying BSC FACILITIES MANAGEMENT Year of Study 2014/2015 Course Code (available on timetable) eg, D17AA D39PZ Course Leader/Tutor/Lecturer Dr. Roshani Palliyaguru Coursework Title PROCUREMENT AND CONTRACT TASK 1 TASK 2 Coursework Hand-in Deadline (Date specified for hand-in) 14/08/2015 All students are advised to keep aRead MoreNintendos Wii Strategy5218 Words   |  21 Pagesvalued primarily by die-hard gaming fans. Nintendo shifted its focus to providing a new form of player interaction targeted at a wider demographic than the traditional avid game audience. Nintendo’s new business model has the following characteristics: 1) a shift from hardcore to casual gamers, which allowed the company to reduce console performance and add a new element of motion control that created more fun; 2) elimination of state-of-the-art chip development and increased use of off-the-shelf components;Read MoreReceived Pronunciation: Historical Background and Application17580 Words   |  71 PagesNorthern Ireland English (the corresponding abbreviations are EE, WE, SCE, NIE). Table1. British English Accents English English|Welsh English|Scottish English|Northern Ireland English| Southern|Northern||EducatedSc. Eng.|Regional Varieties|| 1. Southern|1. Northern||||| 2. East Anglia 3. South-West|2. Yorkshire 3. North||||| |West||||| |4. West||||| |Midland||||| 1.2 The origin of Received Pronunciation and it’s Definitions The industrial revolution had borne a British middle-class eager to distance

Segregation and Discrimination - 1979 Words

Scenario Our group focused on a small town, middle to lower class, rural setting. The students would be of average intelligence and physical ability. We based our presentation on the small town, because there are little ethnic variations within school districts. This can present a problem, because children don’t know how to respond to different ethnic groups, therefore, causing unintentional discrimination/segregation. Our teaching strategy of student centered role playing will be used during a 4th grade social studies lesson, in which we are discussing discrimination and segregation. The children are at the tender age of 9 and 10, and they can relate this activity to things that are happening in their everyday lives. School†¦show more content†¦They will then be completing a personal reflection in their journals about the experience. Before we begin the activity, a letter will be sent home in order to get the parent’s permission to have their child participate in the activity. It will have to be signed and returned a couple of days before the activity. We came up with an idea in which we formulated a system, where half of the children wore white and the other half wore blue for one day. For the first half of the day, the children wearing white will be the majority, and blue will be the minority. Then they switch, and white is the minority, and blue is the majority. Some privileges that the majority would experience would be: a longer recess, easier work, studying together, treats, and an all-around simpler day. The minority would have to work by themselves, stay in from recess, not get snack, and receive harder work. Through this activity the students will learn the concepts of understanding stereotypes, unfair judgments, discrimination, and segregation. They will develop an understanding of how ma jority and minority groups are treated differently. Teaching Strategies in Relationship to the Domains The three domains are each taken into account according to the age of the children, and each domain corresponds well with our teaching strategy. The physical domain focuses on their gross and fine motor skills. In 4th grade,Show MoreRelatedSlavery, Segregation, And Discrimination1264 Words   |  6 PagesThrough slavery, segregation, and discrimination, history coded the worst word : the N word. However, banning this most heinous abomination of speech, used throughout history to oppress and dehumanize black people, in fact only perpetuates the trend of removing power from those whose voices society silences. Utilizing the N word gives black people a measure of control over their identities that history stole. Reclamation remembers the odious history of the word and honors the people who lived itRead MoreRacial Segregation And Racial Discrimination1645 Words   |  7 Pagesmajor line of American society since the colonies century playing a powerful role in the political system thr oughout United States government. The terminology race has been changed repeatedly throughout history. African American history of racial segregation created a clear view of how most racial minorities have been treated throughout history and views and differences amount racial majority. This paper primarily focus will be the treatment or experience racial minority faced throughout this historicalRead MoreEssay on The Harmful Effects Of Discrimination And Segregation534 Words   |  3 Pages Discrimination and Segregation have both had many harmful effects on society in the past and exist when individuals are treated unfairly because of their particular race, gender, age, ethnic group, physical disability, or religion. Discrimination and segregation both poison the atmosphere of trust that we need in order to live peacefully. In the video Separate but Equal;, there are many incidences to prove that racism, segregation, and discrimination all have negative effects. The three mostRead MoreRacial Segregation And Discrimination Of African Americans1501 Words   |  7 Pagescomposition. Although great strides have been made to enact laws that contest racial discrimination, there has been little progress for the discriminating factor immigrant. Events like the 1960 s which focused to end the racial segregation and discrimination of African Americans and enacted a legal precedence affirming legal protection of the each and every citizen regardless of color. 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In post-conflict countries, the processRead MoreRacism, Discrimination, And Segregation Against African Americans3220 Words   |  13 PagesSami Mabrouk Mrs. Perry Reading and Composition 5 October 2014 Racism, Discrimination, and Segregation against African Americans in the United States Perhaps one of the most well-known and prominent forms of racism and discrimination existing in American society is that perpetrated against African Americans. It is commonly agreed that slavery in America began as early as 1619 with the arrival of African slaves in Jamestown, Virginia to help with the tobacco crops. Slavery continued in the subsequentRead MoreIn The 1950S, Segregation And Discrimination Were Extremely1445 Words   |  6 Pages In the 1950 s, segregation and discrimination were extremely prevalent. King and his supporters faced harsh treatment and unfair laws such as the Jim Crows Laws that stated, â€Å"Black were forbidden to use the same drinking fountain as the whites, as well as restaurants, theaters, or public facilities, and blacks had to sit in the rear of the buses†(Myers 112). In 1955, two cases of this unfair treatment were conducted, first a 15- year old girl refusing to give up her seat to a white man and secondRead MoreRacial Segregation And Ra cial Discrimination During The 1960 S1421 Words   |  6 Pagesmastermind behind the attacks, Osama Bin Laden, was caught and brought to justice. Because of attacks like September 11, how American perceive people of the Islamic faith has changed drastically and has led to hate crimes against Muslim s. While discrimination is prohibited in the US, the people do have the right to be angry. Now with the threat of ISIS and its recruitment over the internet, it has led to an even more terrifying consequences. 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Robert D. 2005. â€Å"A National Issue: Segregation in the District of Columbia and Civil Rights Movement at Mid-Century† This article explores the history of Washington D.C. during the post-World War II period and the impact that civil rights played in equalizing rights and opportunities for all races in the district. In several ways, the war improved Washington from a city that was rural and urban to one of the most important cities in America. It was a city

Role of TSL in Employee Satisfaction and Empowerment for Business

Question: Write about theRole of TSL in Employee Satisfaction and Empowerment for Business. Answer: Role of Transformational Servant Leadership play within organizations in the context of employee satisfaction, empowerment, in your business Introduction Transformational Servant Leadership is the style of leadership that emphasizes on human resources and the interpersonal relationships. It prioritizes on empowering its follower by caring, coaching, and motivation (Stone, Russell Patterson, 2004), thus improving their performance by enabling them to realize their full potential (Northouse, 2016). According to Crook et al. (2011), the human resources are critical to the achievement of organizational goals and general performance, thus if more emphasis is laid on the department, then the organization is likely to acquire a competitive advantage, also, to accomplish its goals and build the society. This paper seeks to examine the roles of Transformational Servant Leadership play within an organization from the perspective of employee satisfaction and empowerment. In this essay, the background study will be explored, then the contribution of TSL to the organization/society examined, analysis of leadership behaviors done and then clear recommendations made to improve leadership. Background of the study In an advancing stormy and complex organizational environment, Business leaders have their focus shifted to the emphasis of leadership. The roles of organizers are no longer considered as leaders but leading the organization environment. According to Alvesson and Spicer (2012) role of leadership is that occupied by an individual at a given time on a given team. A visionary leader will go far towards the achievement of the objectives of an organization. With the aim of solving organizational problems, the power that comes with authority has drastically been swapped with guidance, synchronization, and assimilation. The leader is the one, who leads in the success of the organization by having to face obstacles confidently but with an in-depth understanding of a sense of belongingness, vision, and innovativeness. Klingner, Nalbandian Llorens (2015) defines leadership as the ability to entice willing followers and to influence change. The type of leadership style is central in the influence over employee satisfaction and empowerment; aspects critical to business success or failure. Existing research show that employees that are empowered increase productivity, job performance and employee satisfaction (Manzoor, 2012). Additionally, authorized employees lead to the realization of competitive advantage (Ghosh, 2013 and Kahreh, Ahmadi Hashemi, 2011). The level of empowerment and satisfaction of employees is therefore dependent on the style of leadership in the business. Accordingly, Transformational Servant Leadership (TSL) plays a crucial role in the employee empowerment and satisfaction (Parolini, 2012) Irrespective of the existing knowledge of the position of Transformational Servant Leadership in business, the rate of employee turnover is still on the rise. For instance, the turnover rate in the hospitality industry as observed by AlBattat Som (2013) in the Malaysian case. High rates of employee turnover are attributed to the reduction in business performance. Most of the failed businesses in the hotel industry have been assigned to a failure in leadership. The unethical conduct of the hotel and restaurant managers discourage the employees who in turn offer low-quality customer services thus affecting business productivity. In some cases, the business may be faced with lawsuits that not only cost the organization in monetary terms but also hampers its reputation in the market. The effect of bad leadership on the employees produces a ripple effect and leaves them discouraged, dissatisfied and un-appreciated (Testa Sipe, 2012). Contributions to the Organization and Society The Transformational Servant Leadership is characteristic of interpersonal relationships and is focused on empowerment, motivation, appreciation, coaching and inspiring followers (Schneider George, 2011). Therefore, the adoption of the TSL in an organization and the society at large will lead to satisfied and empowered employees who will own their jobs and deliver quality services to customers and as a result creating a competitive advantage to business which will naturally lead to increasing business productivity. A Transformational Servant Leader is an active listener. This quality is part of effective communication, and it enhances understanding. A leader who is an Effective listener will make the employee feel much valued and cared about. This will motivate the employee to become more engaged at work. Also, such leaders incorporate the opinions of the followers both in strategizing and in the decision-making process (Van Dierendonck, 2011and Allan,2011) TSL leads to the achievement of the organization goals due to their conceptualization ability. A transformative leader is visionary; a critical capability in guiding followers (Cameron, 2012). The relationship between the leaders and followers often lead to shared dreams which inspire both parties to pursue greatness. As a result, the organization gains through such leadership by innovations and development. TSL encourages ethical behavior because the leaders always exercise awareness or foresight. This capability enables the leader to learn lessons from past occurrences, the present realities, and the possible future consequences for a current decision (Johnson, 2011). This guides the organization while making costly decisions such as investments and employee-related issues thus encouraging ethical behavior in all aspects of the organization. Knani (2014) suggests that organizations that make moral and ethical decisions that concern their employees end up in generating long-term benefits. Employee development is another benefit of TSL application. (Cameron, 2012) Asserts that servant leaders aim at helping people to realize their objectives. The TSL leaders always endeavor to impact the lives of others positively, and in the process, the organization is benefited. Such leaders empower the employees through career development and other necessary support thus making them feel satisfied. Empowered and happy employees are more committed to their work and therefore help in the growth of the organization (Muthia Krishnan, 2015). Furthermore, career development of the employee positively affects the family and the society at large. According to Parris Peachey (2013), society development entails bringing people together within an organization thus reinforcing the attitude of teamwork. TSL promotes this by installing a spirit of service by actively seeking for an occasion to both serve and lead others thus promoting collaboration and coherence which are both essential for creating equality of life in the community. Coaching and development are attributes of TSL. With such leadership, the employees are assisted to improve on their performance achievements and at the same time instilling a feeling of concern for the growth of the employee. Even though the business gains from the employees growth and development, the workforce also acquires skills that can be used outside the organization. Such a link strengthens the employees value to the business which further motivates them to aim higher and invest in the organization's prosperity through building and developing communities (Parolini, 2012) Based on the preceding contributions of TSL to the organization and society at large, I can say that TSL leadership affects the general development of the community about employees in that leadership is all about leading people. Choudhary, Akhtar, Zaheer (2013) assert that Employee satisfaction and empowerment dramatically depends on the TSL and therefore should be the root solution to the problem of high levels of employee turnover which is as a result of employee dissatisfaction. Analysis of Leadership Behaviors Transformational servant leadership is that which focuses on the collective organization goals, advancement while at the same time fulfilling the needs of the followers. Such a leader empowers and inspires the followers to share a united business goal and boosts employee behaviors such as creativity, intellectualism, invention and adventuresome all which contributes to the motivation and success of the employees (Van Dierendonck et al., 2014). A transformational servant leader is a role model, supports engagement and employs motivation, charismatic, encouragement, and inspirational influence to initiate the growth of the followers and organization (Schneider George, 2011). Transformational value-based and servant leadership is made up of four significant behavioral elements (Dunn, Dastoor Sims, 2012). We start with charismatic as the first behavioral component. A Transformative leader emphasizes on others needs, is a role model who inspires, imparts self-importance and positivity, stresses commitment, alignment around a common objective, high ethical and moral values, and veneration and belief(Schneider George, 2011). These attributes made such leaders to be admired, esteemed, trustworthy and perceived as role models by followers (Choudhary, Akhtar Zaheer, 2013). Secondly, the leadership style is used to inspire and motivate. This the leader achieves by articulating the vision of the organization, exhibits an honest and ardent commitment to the same idea and the goals that are associated with it, and communicates the prospects in a precise manner (Choudhary, Akhtar Zaheer, 2013).The transformative value based leader is passionate, hopeful, motivational, and encouraging (Van Dierendonck et al., 2014). Venerated influence and inspirational motivation promote unity along shared goals in an environment setting that is of high levels of ethical and moral values and supports and reinforces shared leadership within an academic society. Intellectual stimulation is the third behavioral element. A transformational value-based leader promotes invention, creativity, daring, and the disposition to disregard systems that are inefficient, and the followers are inspired to interrogate conventions, tactfully address problems in different ways, and find solut ions for problems in a creative way (Van Dierendonck et al., 2014; Mass, 2017, and Dumdum, Lowe, Avolio, (2013). The environment that encourages intellectual stimulation favors academic freedom, all-time education, and learning. Personalized consideration is the fourth behavioral component. A transformational leader assesses and contemplates the specific desires of each distinct follower, creates a helpful setting that is aimed at the achievement and growth of the followers, and uses mentoring, training, establishment of new opportunities for development, and unceasing response to endow followers and aid them to attain their potential l (Dunn, Dastoor Sims, 2012 and Choudhary, Akhtar Zaheer, 2013). The four behaviors aforementioned are the ones a transformational leader uses to motivate followers. Motivation relies on the ability of the followers to align themselves with the organization's mission, vision, and objectives (Carter et al., 2013). The transformational leader has the capability of uniting and bringing into order the followers to shared goals that enhance teamwork method to seeking solutions to problems and management of human resource. To realize this, the followers ought to trust, regard, and reverence their leader, and be encouraged to work beyond expectations. Transformational leadership is also linked to high levels of employee satisfaction, engagement to the business, energy, retention, organizational loyalty, and general performance (Wright et al., 2012). The transformational value-based leaders are more proactive, have higher ability of motivating followers, and are endowed with the ability to develop business objectives that attract followers, and because of this the followers of transformational leaders are characteristic of high levels of commitment and association with the business, industrious, and are highly cohesive (Garca-Morales et al., 2012). Transformational leaders have an excellent emotional intelligence, and for this reason, their followers rate them as highly effective (Hur et al., 2011). According to Braun et al. (2013), the effects of transformational leadership takes place partially through the associated impacts in creating trust and value equivalence among followers. Specific Recommendations to Improve Leadership Transformational, value-based and servant leadership is characteristic of behavior like empowerment, motivation, employee satisfaction, active listening, use of behavior components of inspirational motivation, intellectual stimulation, idealized influence and personalized consideration. Based on these features, transformational leaders are ever in search for opportunities to pursue whatever possible (Kouzes and Posner, 2014). In this section, recommendations will be made in respect to the hallmarks of TSL which have been discussed above. The first fundamental characteristic of a transformational leader is to possess the strength to come up with visions and goals for the organization. The leader is not only expected to create a new vision for the organization but also to communicate it to the rest so that the follower can comprehend the concept and pledge themselves to it. Roueche, Bakker, and Rose (2014) recommend three stages that a transformational leader should adopt in communicating the vision to their followers. The first step is to identify the need for renewal, and new course circumvents the mission. Stage two is to come up with the new vision. The last stage is to operationalize the change to realize the mission. The part of the transformational leader during these steps is to provide a work setting that is founded on the common vision. The secret to successful transformational leadership is to endeavor to work towards the shared vision in which the followers are enlisted, and the vision is rejuvenated. TSL should foster the participation of others in the process of decision making. If the leader empowers others, then the followers can be part and parcel in the process of decision making. It is more often that such a participatory process will lead to a consensus. Pearson, (2012) demonstrates that there is no possibility of a conflict escalating when the leadership involves others in the process of decision making. By the transformative servant leaders inviting their followers to take part in the strategic planning process, they encourage them to be part of the mission and vision of the organization thus creating a sense of ownership for the goal and the expected output. Kouzes and Posner (2014) assert that the extension of power and responsibility to others creates a synergy process which helps create an environment of trust and self-confidence in the business. Another behavioral component of transformational servant leadership is the provision of intellectual stimulation to the people. According to Zhang et al. (2012) labor turn out to be inspiring, appealing, puzzling and captivating when the leaders inspire and empower followers. Therefore, for the leaders to experience a transforming impact on the employees lives by keeping them committed and competent in their profession, they should emphasize on developing their strengths and improving their knowledge and skills. Additionally, the leader ought to provide a learning environment in which individuals have freedom so that they may have the capability of learning, varying and developing new skills. Kouzes and Posner (2014) in their research found out that the work environment is enriched when employees are provided with intellectual stimulation. The TSL should also foster building relationships inclusive of the multicultural teams. A transformational value-based leader is one who encourages community building. Such a leader endeavors to establish a community instead of fostering a competitive culture. This is because the mentality of such a leader is to include all followers irrespective of their points of diversity. They are efficient, unbiased listeners and develop an empowerment environment within their organization. Kouzes and Posner (2014) describe such leaders as those that instill the sense of strength in other people. Therefore, by building the community and fostering relationships with the rest, the TSL can aid others and improve their skills and enhance their performance within the organization. This further makes the followers believe that they possess the capability of instituting a difference in their organization thus improving their morale. The leaders must demonstrate high levels of performance expectations and thus do expect the very best from themselves and their followers. For the leaders to accomplish beyond the expected, they should treat employees positively. The leaders also ought to have clear laid down standards to realize improved output. They have to provide clear directions, responses, and motivation. Furthermore, the leaders may face the difficulty of precisely defining the projections, and thus they should thoroughly comprehend the employee standards and their needs so that they can be able to encourage the followers to efficiently carry out their roles (Roueche, Bakker, and Rose, 2014 and Normore, Erbe, 2013).The leaders ought to articulate each employees responsibility for the shared vision about the personal duties and prospects (Pearson, 2012) Conclusion and Summary TSL and value-based servant leadership have significant roles in the organization as it relates to employee satisfaction and empowerment (Carter, 2012) which are vital aspects for the business to accomplish its mission, vision, and goals. For the organization to improve its general performance, the leadership must practice business ethics that relate to TSL styles of leadership, continuously developing their competencies, empowering their followers and thus improving organizational performance. References AlBattat, A. R. S., Som, A. P. M. (2013). Employee dissatisfaction and turnover crises in the Malaysian hospitality industry.International Journal of Business and Management,8(5), 62. Allan, M. (2011). The leadership challenge.Destination brands: Managing place reputation, 81-90. Alvesson, M., Spicer, A. (2012). Critical leadership studies: The case for critical performativity.Human relations,65(3), 367-390. Braun, S., Peus, C., Weisweiler, S., Frey, D. (2013). Transformational leadership, job satisfaction, and team performance: A multilevel mediation model of trust.The Leadership Quarterly,24(1), 270-283. Cameron, K. (2012).Positive leadership: Strategies for extraordinary performance. Berrett- Koehler Publishers. Carter, D. R. (2012).The influence of servant leadership on employee engagement: A qualitative phenomenological study of restaurant employees(Doctoral dissertation, University of Phoenix). Carter, M. Z., Armenakis, A. A., Feild, H. S., Mossholder, K. W. (2013). Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change.Journal of Organizational Behavior,34(7), 942-958. Choudhary, A. I., Akhtar, S. A., Zaheer, A. (2013). Impact of transformational and servant leadership on organizational performance: A comparative analysis.Journal of Business Ethics,116(2), 433-440. Choudhary, A. I., Akhtar, S. A., Zaheer, A. (2013). Impact of transformational and servant leadership on organizational performance: A comparative analysis.Journal of Business Ethics,116(2), 433-440. Crook, T. R., Todd, S. Y., Combs, J. G., Woehr, D. J., Ketchen Jr, D. J. (2011). Does human capital matter? 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A systematic literature review of servant leadership theory in organizational contexts.Journal of business ethics,113(3), 377-393. Pearson, C. S. (2012).The transforming leader: New approaches to leadership for the twenty-first century. Berrett-Koehler Publishers. Roueche, P. E., Baker III, G. A., Rose, R. R. (2014).Shared vision: Transformational leadership in American community colleges. Rowman Littlefield. Accessed on 9 October 2017. https://files.eric.ed.gov/fulltext/ED307013.pdf Schneider, S. K., George, W. M. (2011). Servant leadership versus transformational leadership in voluntary service organizations.Leadership Organization Development Journal,32(1), 60-77. Testa, M. R., Sipe, L. (2012). Service-leadership competencies for hospitality and tourism management.International journal of hospitality management,31(3), 648-658. Van Dierendonck, D. (2011). Servant leadership: A review and synthesis.Journal of management,37(4), 1228-1261. 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Company Officials and Lower-Level Employees

Questions: 1. Casting the problem as one of poor communication between company officials and lower-level employees, what steps could be taken to fill everyone in on the company's plans, goals, and activities? 2. Give examples from your own workplace regarding differences in culture and nationality that can create poor communication. 3. What strategies does your organization have in place to deal with cultural differences and communication? Answers: 1. Required steps to be taken to fill everyone in the goals, plans and activities of the company In order to establish a strong business relationship in business, it is required to have an effective communication among the employers and the employees. Wilson (2013) has stated that no matter how minor or major the lack of communication is in the organization, poor communication would certainly strain the productivity of any of the companies. It can be stated that failure to communicate efficiently most of the times leads to conflict that can harm an organization (Covello et al., 2012). In order to deal with these situations carefully, initially it is required to assess communication level. In order to do that, it is necessary to incorporate simple one-to-one weekly meetings with the employees, as this assists in help in opening the lines of effectively (Jafri, 2012). Apart from that, it can be stated that a secure intranet site in the company is ideal for publishing information, especially data of broad-cast type. Discussion regarding the goal of the company along with the upcoming plans with the employees openly and listening to their opinions as well would enhance the situation. If the employees feel valued enough in the organization, the issue of poor communication might be solved (Symon Cassell, 2012). 2. Examples regarding differences in culture and nationality that might cause poor communication Gender discrimination, race and religion discriminations are some of the most common issues that cause poor communication among the employees of the company. Apart from that, it can be seen that the international companies face language barriers and this hampers the communication system. Moreover, the open culture and conservative culture is another major constraint in case of communication in different parts of the globe. Besides languages and signs, stereotypes and prejudices are another major part that contributes in poor communication. Stereotyping can be done based on nationality, gender, race, religion, ethnicity along with age and some other factors (Covello et al., 2012). Therefore, it can be stated that Ethnocentrism must not be entertained in any of the companies, as this culture sheds light on dividing the culture as us and them. Frames of reference, political opinions, priorities to life and age are some other cultural barriers that indulge in poor communication largely i n several companies (Covello et al., 2012). 3. Strategies adopted by the company to deal with cultural differences and communications Many companies that face poor communication in the work place generally focus on several strategies that would help the company to deal with the situation. They tend to use multiple channels for the organizational communication, make the significant and the necessary messages recurring enough. Apart from that, they shed importance on listening, as this is vital during the one to one communication session (Ulmer, Sellnow Seeger, 2013). Moreover, it can be seen that the management of most of the companies getting the message across, and to do this, they are required to speak openly and honestly and be enough straightforward. Finally, the most effective strategy in this case is handling the addressed communications problems properly like conflict and difficulties on resolving the issues, misunderstanding and some others (Ulmer, Sellnow Seeger, 2013). References Covello, V. T., McCallum, D. B., Pavlova, M. T. (Eds.). (2012).Effective risk communication: the role and responsibility of government and nongovernment organizations(Vol. 4). Springer Science Business Media. Jafri, M. H. (2012). Influence of psychological contract breach on organizational citizenship behaviour and trust.Psychological Studies,57(1), 29-36. Symon, G., Cassell, C. (Eds.). (2012).Qualitative organizational research: core methods and current challenges. Sage. Ulmer, R. R., Sellnow, T. L., Seeger, M. W. (2013).Effective crisis communication: Moving from crisis to opportunity. Sage Publications. Wilson, F. M. (2013).Organizational behaviour and work: a critical introduction. Oxford University Press.