Louis Armstrong Essay Example

Louis Armstrong Paper Ryan Au Duong Angulo ELA Honors 24, April 2012 Life of the King of Jazz â€Å"My whole musical success goes back to the time I was arrested†¦Ã¢â‚¬ (Old 28). Louis Armstrong started off as a normal kid who lived in a poor family and environment, but ended up as one of the most influential entertainers in history all because of one mistake he made as a child, which changed his life. Louis Armstrong’s life was filled with events that built his musical skills, fame, and his well-being even though he did not start off very well. The environment he lived in as a child was not well suited and he had family problems.He was arrested as a child and was sent to the Home for Colored Waifs which made an enormous impact on his life (â€Å"Louis Armstrong†). His fame and musical skills began to grow when he joined the Creole Jazz Band in his adulthood. He made recordings of his songs, which some of them became big hits, to expand his fame even more. Louis Armstrong’s chi ldhood was difficult, but made him what he was later in life. Louis was born on August 4, 1901 in New Orleans, Louisiana (â€Å"Louis Armstrong†). New Orleans was a poor city (Old 17). His father was Louis Daniel Armstrong and his mother was Mayann Armstrong.Louis also had a brother, William Armstrong, and a sister, Beatrice Armstrong (â€Å"Armstrong, Louis†). His father abandoned the family when Louis was just an infant (â€Å"Louis Armstrong†). His mother had to turn to prostitution often to make money so she can support the family (â€Å"Louis Armstrong Biography†). The environment Louis had lived in had hookers, gangs, children playing on the streets, and musicians. He was surrounded by music when he was young (Old 16). He began to work for the Karnofsky family when he was seven years old (â€Å"Armstrong, Louis†).He also attended the Fisk School for Boys as a child. At the age of eleven on New Year’s Eve, Louis fired a gun which got hi m arrested (â€Å"Louis Armstrong Biography†). Who would have guessed that his arrest was the start of Louis Armstrong’s famous career? Louis was put in the Home for Colored Waifs where he fell in love with music and learned how to play a cornet from his music teacher, Peter Davis (â€Å"Louis Armstrong†). As an adult Louis Armstrong’s life and fame improved dramatically. Armstrong cherished his memories from the Home for Colored Waifs (Old 27).He married Daisy parker from Gretna, Louisiana, but got divorced after a few years (â€Å"Louis Armstrong†). He spent the rest of his life taking care of a mentally disabled child named Clarence, whose mother had died during child birth and whom Armstrong had adopted (â€Å"Louis Armstrong Biography†). In 1922, Joe Oliver invited Armstrong to the Creole Jazz band where Armstrong married the pianist Lil Hardin (â€Å"Armstrong, Louis† The). Oliver’s band was the most popular band in Chica go (â€Å"Louis Armstrong†). Joe Oliver became Louis Armstrong’s mentor and gave him his first real cornet (â€Å"Louis Armstrong†).Armstrong eventually switched to the trumpet though and featured in extended trumpet solos in their performances (â€Å"Louis Armstrong†). After 2 years, Armstrong left the Creole Jazz Band to join Fletcher Henderson’s band in 1924 (â€Å"Armstrong, Louis† The). Armstrong’s time with Fletcher Henderson’s band really expanded his music beyond traditional New Orleans style (â€Å"Armstrong, Louis†). Louis Armstrong played in Henderson’s band and on many recordings (â€Å"Louis Armstrong†). He also became the ambassador for jazz (â€Å"Armstrong, Louis†). Eventually, Armstrong started his own band called the â€Å"Hot Five† for recording purposes only (â€Å"Louis Armstrong†). Heebie Jeebies† was their first recording of scat singing (Louis Armstrong and his Hot Five†). Louis Armstrong recorded his last hit â€Å"What a Wonderful World† before he died of a heart attack in July 6, 1971 (â€Å"Louis Armstrong†). Among Louis Armstrong’s greatest contributions are his skills with the trumpet and cornet, and his idea for improvisation which changed the world of jazz. He made some great accomplishments in his life like joining Fletcher Henderson’s band, becoming the ambassador for jazz, starting the â€Å"Hot Five Band† and making recordings of his songs.The Creole Jazz Band really helped Armstrong’s fame grow because more people were able to listen to how he played on the cornet and trumpet. His greatest accomplishments were when he changed the course of jazz with the idea of improvisation and he was awarded the Grammy Lifetime Achievement Award. Louis Armstrong was very much appreciated by society in his days. People recognized him as the world’s greatest trumpet and cornet player in the early 1920’s and 1930’s (Armstrong, Louis† The). Louis Armstrong was one of the most famous and influential performers in the history of jazz (Armstrong, Louis† The).He was even awarded the Grammy Lifetime Achievement Award for his genius idea of improvisation (â€Å"Armstrong, Louis† The). Louis Armstrong is remembered because of his skills with the trumpet and cornet, and for his great idea of improvisation which changed the world of jazz. His accomplishments revolutionized the world of jazz and how people thought about jazz. He will always be remembered as the king of jazz. Getting arrested was the best mistake Louis Armstrong has ever made in his lifetime.

Road to Hell Essays

Road to Hell Essays Road to Hell Paper Road to Hell Paper HW: Road to Hell Read the case study and answer 3 questions below. Submit a hardcopy (2 pages maximum) of your answers at class time. 1 . Identify at least 2 major mistakes Baker made in the final interview with Rennalls. Explain why they were mistakes and what he might have done instead. A: 2 major mistakes, 1) Baker knew a lot about Rennallss political views and racial issues sensitivity, but Baker made a mistake building his interview from his European perspective. Baker assumed that he gave some historical and personal suggestions that were not meant to be offensive. However, from Rennallss point of view, the suggestions were totally inappropriate. 2) Through the interview, Baker emphasized several times the importance and leading position of European staff in the company. In the effort to teach Rennalls to better cooperate with this leadership, Baker even offered a historical example, he put European culture on a pedestal of 300 years of development and left Barracania at the bottom of the human history. What he might have done instead. The main barrier to the problem solving is misunderstanding between people with different cultures. 1) Cultural diversity: being attentive to the culture values and orms of the foreign employees are very important. 2) Have the ability to integrate. 2. What actions should Baker take after receiving the resignation from Renalls? A: In my opinion, Baker is a racist, despite his unintentional behavior can be consi dered intentional. I think Baker should try to change his attitude and deal this problem carefully, anyhow he will always face this kind of issues in next Job and continue to go through the same problem. Thus Baker should make an apology to Rennalls and to persuade him to stay at the company. 3. Do you think that Remalls is a good match for Continental Ore? Explain why or why ot. What additional information do you need to answer this question? A: Rennalls is one of the brightest Barracanian prospects on the staff of Caribbean Bauxite, he is a good match for Continental Ore. However his well-educated made him sensitive to political, racial and equality issues involving relations between his culture and western influence. Rennalls should be change his behavior in sensitive to any sign of condescension on working with expatriates. This case is one of many examples of how people from different cultures and backgrounds do not take diversity into consideration. They evaluate and measure d conflicts.

David Carson Research Paper Example | Topics and Well Written Essays - 750 words

David Carson - Research Paper Example From that point, he primarily worked in a high around San Diego between 1982 and 1987 (ClubFlyers). At the same time however, he was carrying out some experimental graphic design given his role of as the Transworld Skateboarding magazine director of art. Apart form his duties as an art director, including filing directing and graphic designing; Carson was also a professional surfer. He had great interest and passion for in the culture of surfing, which eventually persuaded him to return to the West Coast. On his arrival, he played an integral role in the in launching Beach Culture magazine. Unfortunately, the magazine run for three years, but Carson’s approach towards design, especially typography, was a significant challenge towards the fundamental aspects and principles of graphic design and communication all over the world (ClubFlyers). The works by Carson are usually attracting and strongly communicative. He worked at Surfer magazine between 1991 and 1992. His straightforw ard graphics design style was in contrast to the later covers of â€Å"How† magazine. At the latter, Carson unique use of typography was evident, filling the covers to give an interesting and catchy introduction to the contents of the magazine. His next big break was his association with the launch of Raygun magazine, proceeding to design the first thirty issues. The market target for the magazine was the youth, conveniently sub-titled the bible of music and style. Apparently, the readers of the magazine were ore attentive to the designs by Carson rather than the conventional text content. This was a successful period in his career, after which his works began attractive wider audiences. His fame and skills featured in numerous mainstream publications, including the Newsweek magazine in 1996 and the New York Times in 1994 (Markpenfold). The publications were primarily discussions on the uniqueness of Carson’s communication ability through mass media prints using a new graphic design language, which according to the publishers, was beyond the level of words. Carson began working for corporate clients, including respectable American brands such as Sony, Microsoft, Ray-Ban, Pepsi Cola, Budweiser, Giorgio Armani, Nike, NBC, and Levi Strauss. This paper discusses four of his works, including the ray-Ban sheet, the Cuervo Gold sheet, the workshop sheet, and the internet sheet. The Ray-Ban sheet is a prime example of his unique graphics design, which is a commercial advert for sunglasses by Ray-Ban. While designing the advert for the sunglasses products, called Ray-Ban, Carson depicts the â€Å"O† as the sunglasses. This creative idea ran through postcards, print ads, and posters. In majority of his work, the Ray-Ban advert included, Carson prefers to include his name on the advert contents unlike most designers (David Carson Design). This tactic of self-advertisement prove successful to Carson as he had an opportunity to publicize his works as w ell as highlight that he has links with corporate brands. It is also important to note that his name is prominent than the brand logos in majority of his works. Carson second interesting advertisement was for the Cuervo Gold Tequila, incorporating heavy influences of typography. Carson’s texts in the advert are legible, as he displays lots of information while at the same time keep the reader interested. He achieves this by adjusting the spacing and type

Skoda Automobile Company Essay Example | Topics and Well Written Essays - 2000 words

Skoda Automobile Company - Essay Example Skoda automobile company started its operations in 1925 after a lengthened period of producing customized bicycles for the founders, Laurin and Klement who were cyclists. The company based in the Czech Republic advanced gradually in producing bicycles and cars for the Czech market. The profits accumulated during the initial stages of stages served as propellants since the management adapted them for capital in its advent to globalization. Skoda automobile engaged in the production of cars for the European market despite the presence of competitive rivalry between the German and British manufacturer. After the initial staging of globalization, the company’s management evaluated the importance of diversification of the business portfolio by the inclusion of other product categories. Therefore, the company started to manufacture farm machinery and airplanes as additional products to the main product. Chronological accounts ascertain that the company’s production and sales competence enabled the company to survive through the difficult environmental forces prevailing in the mid 20th century. Scholars derive that Skoda car manufacturing company faced the threat of the great depression, a situation that halted most industrial signs of progress in Europe (Kreitner, & Cassidy, 2011). This period coincided with the Second World War whereby bombers from rival sides targeted industries. Further, Skoda managed to survive the eventual period of economic restructuring during the postwar period despite the presence of the German and British car models in the target markets (Roberts, 2013). Eventually, Skoda observed that by sourcing for stable car investors, the business would propel immediately as the investors would provide capital equity for the company thus they chose Volkswagen AG due to its wide brand network. The SWOT analysis Strengths of Skoda Automobile car industry Skoda produces its machinery in view of presenting the best machinery to the global mar kets. Mainly, the company boasts over dominance of a profitable market share in the European market despite the presence of stronger competitors. The company’s diversification of investment plan engages the acquisition of mergers and taming other market leaders to invest in the plans. The company’s research and development team engage in an evaluation of alternatives in order to reach the desired market segments. Therefore, the management stipulates its long-range plans in the market and order for a survey of 20,000 clients in the global market. Arguably, many companies lag behind Skoda in undertaking customer surveys in order to bear the ability to produce the automobile in reflection to the present needs in the consumer markets. Skoda’s strengths further emanate from the extent of independence in undertaking direct and unbiased surveys. In this case, the management ensures that potential customers reveal the needs and wants and stipulate their perceptions conc erning Skoda car models in order to undertake the fast improvement of the products with the inclusion of customer’s stipulated variables. The company rests assured that achieving the desired competence through its research body, the JD surveys to be partial since customers would not hold back their feelings about the company given that the researcher is independent.

Bigamy & Alimony Essay Example for Free

Bigamy Alimony Essay If fact of first marriage was concealed from the spouse – term of imprisonment may extend to 10 years In Sarla Mudgal v UOI AIR 1995 SC 1531, the SC criticized the practice of conversion to Islam for the sake of contracting II bigamous marriage ‘coz that enables them to marry again without getting their first marriage dissolved. The ruling was reaffirmed in the case of Lily Thomas v UOI AIR 2000 SC 1650. Also held: plurality of marriage is not unconditional right conferred on the Muslim husband. There is a precondition that he should have the capacity to do justice between the co-wives. Under Hanafi Law – 5 marriages are not void but merely irregular and can be regularized by divorcing one wife. Exception – a Sunni taking a 5th wife is not guilty of Bigamy u/s 494, 495 of IPC ( Shahumeedu v Subajda ( 1970) But a Shia Husband who takes 5th marriage (where 5th marriage is void) can be prosecuted for bigamy. So, one who marries during the lifetime of his or her spouse commits an offence of bigamy – provided his first marriage is not null void. In M. M. Malhotra v UOI AIR 2006 SC 80, Husband married a woman whose marriage was in subsistence but was void. Hence, held subsequent marriage would not be bigamous. If former marriage is voidable, then also bigamy is committed. Varadrajan v State of Madras AIR 1965 SC 1964, Bigamy where requisite formalities of marriage have been performed at the time of the solemnization of II marriage. Priya v Suresh AIR 1971 SC 1153, held second marriage cannot be treated to be proved by mere admission of parties. Performance of appropriate ceremonies is to be proved. Dr. D.N. Mukherji v State AIR 1969 All. 486, held: performance of some mock ceremony is not enough and, therefore, prosecution of bigamy will fail. So bigamous marriage is void under H, Christian and Parsi laws. Under SMA – declaration of nullity of marriage can be obtained by either party. The spouse of 1st  marriage has no right to file a petition for nullity. Remedy is to file a declaratory suit to that effect u/s 34 of the Special Relief Act, 1963. Under Matrimonial law the spouse of 1st marriage may sue for dissolution on the ground that other party is living in adultery u/s 13 (1) (i) of HMA. Law Commission of India In 227th report, given on 5th Aug.’2009, recommended in HMA after S. 17 ( punishment) S. 17 – A be inserted that a married person, who is governed by this Act cannot marry again even after changing religion, unless- i. 1st one is dissolved; or ii. Declared null and void In accordance with law. And if such a marriage is contracted it will be null void; and Shall attract application of S. 494,495 of IPC. no defense can be taken in the charge of bigamy that it was a i. in good faith; or ii. mistake of law. Only aggrieved party can complaint But once case is filed State prosecutes the bigamous spouse. Should bigamy be permitted in some limited cases? In Goa, Daman Diu – during Portuguese rule Hindu Husband was permitted to take II wife during the lifetime of 1st one but – i. in specified cases ii. With the consent of wife Kane – (in History of Dharmashstra) suggested – it should be tolerated for some classes on economic grounds. Derrett also supports (Critique of Modern Hindu Law) Some arguments hold good for polyandry also, but present writers do not support this view. iii.

Benefits of Training Needs Analysis (TNA)

Benefits of Training Needs Analysis (TNA) Improve the process which results in spending less time to fix the employees mistake and the information cab be accessed faster than before Reduce the cost which is used to pay for staff turn over and recruitment. In addition, when the staffs work more efficient, it will increase the productivity as well as the money paid for maintenance. Enhance the profit by increasing the sales and improving customer satisfaction Increase staff satisfaction because when the staff knows that the employer is investing in them, they will be happier and stay longer in the organisation. Furthermore, during the training, the staff can develop their leadership and communication skills which can be applied in the job. According to Blanchard et al. (2010:para. 1), there are two approaches to TNA which are called: proactive and reactive. The proactive TNA focuses on foreseeing the performance problems which may occur in the future in the company. Therefore, the strategic plan can be created and applied to help the employees handle these changes (Blanchard et al. 2010: para. 2). For example Heinz, a food manufacturer, when they decided to use a higher technology to produce the ketchup, they did the training before the new machine was bought. In the proactive TNA, the manager will need to conduct three analysis (Blanchard et al. 2010: para 5), they include: The organisation analysis: the proactive begins with the plan in order to help the organisation adapt the expected changes and new objectives. Operational analysis: by collecting information on the current and future tasks to identify the KSAs required to perform effectively in different areas. Person analysis: the evaluation can be identical for the proactive and reactive, and the provided information must be applicable. The reactive TNA (leopard learning.com n.d : online) focuses on identifying the current problems in the job performance and determine if the training is needed. Example may include new technology, high staff turnover, high accident rate, increasing customer complaints, and poor management practices. In the reactive TNA, the organisation analysis, operational analysis, and person analysis are also conducted, however it only focuses on one particular department or the issue on a particular part of the job (Blanchard et al. 2010: para 16). Employers do not necessarily need well-trained employees. I know that may sound like heresy coming from someone employed in higher education, but what employers truly need is employees who perform well. Training is one way to attain desired performance, but its not the only way ( Stetar, 2005, online) The TNA can be conducted by the following steps (Flinders University, n.d.: online): Step 1: Analyse the job Before the TNA is conducted, it is important to understand the job by collecting the information which can be based on the job description. All these resources will provide information about the job responsibilities, knowledge and skill required to perform efficiently. Step 2: Identify the gap There are many methods which can be used to identify the gap. However, the managers have to choose which method will be used and how. Moreover, they need to ensure that the information is useful, correct and complete. Three main methods can be utilised by the managers in the organisation (Anthony et. lc 2002 p. 210-211); include: Observation: in this method, the managers will observe the employees performance to see if they are doing their jobs well. In order to ensure this method is productive, the check list should be used. Interviewing: by using this method, it allows the managers to meet their employees face to face, therefore they can have a chance to understand the companys situation as well as the employees themselves. Questionnaires: if this method is used, all possible tasks that are presently performed must be listed. The advantage of this method is that the managers can include everyone and does not need to travel or spend time with each of them. Each of the method has its usefulness; however the manager should never be dependent on one method. Therefore, they should be combined and use together. Step 3: Decide the training solutions Once the gap is identified, the training solutions should be undertaken to find the best way which can close the knowledge or skill gaps. The training can be done by using different options such as: On the job training, one on one training during the work time The managers or senior employees becoming a mentor to any employees Improve the skill and knowledge through college, university or technical school education Job rotation Complete online training The training can happen in a short term or long term course. However, the time and cost will always need to be considered. Step 4: Evaluating the result after training After training the result has to be checked to see if the gap has been closed and if it was accomplished by: Asking the staff member to perform on the task which they are trained on Looking at the product line to determine if there is still neglected skills or knowledge Conclusion and Recommendation In conclusion, the TNA is a process which can be used to identify the skills and knowledge gap in order to close it (Drummond 1991, p. 4). In addition, it can happen within a short term period or over a long term plan by using the proactive and reactive TNA on the level of organisation, operation and individual (Blanchard et al. 2010:para. 2). However, according to Bill Stetar (2005, para. 4), training is not always the only solution because the employers may need the employees who can perform competently. My goal is to become a hotel manager. Hotel managers (Baxter 2010, para 1) are people whom run the room rental businesses and manage staffs within the hotel. The duties can be varied depending on the size and type of the business. However, the following requirement is normally compulsory to be met. Know how to manage and maintain the facilities Ability to observe and supervise the employees performance Understand and work efficiently in different areas in the hotel Have a strong leadership skill to allocate the staff Be able to solve and anticipate the problems Have good communication skill which can be used to handle the customer as well as the employees Have four years experience in the hotel industry Graduate from a university with a recognised qualification Plan in advance to maximize the profit and monitor the expenses Deal with suppliers to get products with good quality Know how to deal with people who are from different backgrounds, race and belief. Good computer skill The skills and qualification which I currently possessed are: Certificate IV in Hospitality (Commercial Cookery), therefore I have a knowledge about food and services in the restaurant Higher Diploma in Accounting, which can be useful for budgeting and financial management Be able to monitor and maintain the facilities in the premises Computer skill Hence, the skill, knowledge and qualification that I need to achieve in order to become a hotel manager are: Complete a Bachelor in Hospitality Management course at university or college Good communication skill will be required Develop the leadership skill Have experience in the hotel industry Problem solving skills to help the business run smoothly and deal with customers Interaction skills to manage and deal with the staff Decision making and planning skills When the gap is identified, the solution must be carried out. To obtain the qualification for hospitality management, it can be done in The Hotel School Sydney which is located at 117 Macquarie Street, Sydney NSW 2000. They offer a new course in February, 2011 with a tuition fee of 18,000 Australian dollars (The Hotel School Sydney 2010: online). In the course, they provide the knowledge about food and beverage operation, tourism and hospitality management, problem solving, decision making, leadership skill, and room operation. In addition, during the course, the student will have a real life experience by studying and working in the hotel. As a result, it will be an opportunity for me to obtain the qualification as well as improve my communication, problem solving and leadership skill. Moreover, by undertaking the conflict management course at ACS Distance Education, they teach skills that deal with conflict which is very useful for a hotel manager. The fee is 726 Australian dollars for 100 hours (ACS Distance Education 2010: online) and I can study this course online. Furthermore, in order to gain more experience in hotel industry, I need to work for a small hotel first because in a small hotel I will learn how to operate a hotel and then move on to a bigger hotel.

Look at the role of the manager in motivating staff in the care setting that I work for, which is a residential children’s home Essay

This essay will look at the role of the manager in motivating staff in the care setting that I work for, which is a residential children’s home. It will look at different methods of motivation that the manager can use and also the way the manager uses it. The way that they use it will depend on the type of manager they are as they could be either a theory x or y type, as defined by D Mcgregor 1960. For the purpose of this essay we will look at the line managers as they have most contact with staff. In order to run an effective home the manager needs to not only ensure that they have a sound structure in place to deal with the day to day running of the home but to also ensure that the staff are motivated to do the job. In respect of the day to day running of the home there will be set procedures in place, that will have to be adhered to by all of the residential homes within RCT in regards to budgets, the manner in which children are admitted, contact with other agencies and so on. Within the home there will be an officer in charge and then seniors. The seniors are your line managers and have the most contact with staff it is their responsibility to ensure that staff are happy in their work and to ensure that there are no problems. The officer in charge will be responsible overall for staff along with the rest of the procedures mentioned earlier. The way that the manager motivates their staff will vary depending on the type of manager in a particular home. If you have a line manager who is a theory x manager this can have an effect on staff as they may not feel able to talk to the manager about things and discussing things is vital in this particular job, as being able to talk about things that affect the children and yourself within the environment you work contributes enormously to the happiness of the children. And the ultimate aim in the home is to provide a stable home for the children. A theory X manager will believe that as individuals you need to be told what to do. This does not then allow for confidence within yourself in regards to your development within the job to develop, as you will worry about what they will think about your work .It would also result in you needing to check everything through with them before you make a decision. This can have long reaching affects as the manager is not always available and as staff you have to make daily decisions in regards to the children and their welfare. On the other hand a theory Y manager will believe that as individuals and as staff that you are capable of making decision for yourself this can lead to them passing on more responsibility to the staff for various tasks within the home. This is something that is dome successfully in beddau with staff having taken responsibility for a number of different things such as doing the weekly menu, ensuring that the training file is up to date, ensuring that the accident, missper and sanction books are updated regularly these along with a number of other tasks done by the staff singularly might not look much but as a whole they contribute greatly to the homes effectiveness. This also show staff that their capabilities are noted it also allows for staff development as you are gaining experience in a number of different aspects of the work done at the home which in itself is good for motivation. This is supported by Fredrick Hertzberg who says if you want someone to do a good job, â€Å"then give then a good job to do† it does not matter the size of the job but that the staff feel appreciated and valued and that you have belief in their abilities. Although financial and physical resources play a big part in the running of a home the greatest contribution is made by the human resources, i.e. staff this includes all members from the domestic to the officer in charge. If the staff are de-motivated for whatever reason then this has an effect on the smooth running of the home. The human relations school of management 1960/70’s support this as they say that workers take along with then a number of different things, ideas, knowledge, intelligence, experience, skills humour, expectations and beliefs. In order for these to be utilized effectively then the manager has to be aware of staffs strengths as well as their weaknesses. This can be achieved through supervision. If supervision is used correctly it can be a good motivator for staff. If done incorrectly it can result in further de-motivation. The way in which it is done will again depend on the type of manager. Supervision in itself is not a motivator but a hygiene factor get it right and it will stop your staff becoming ill. I.e. de- motivated. Get it wrong then you have problems as staff will become de-motivated which will result in then doing things wrong or not at all and this will have a detrimental effect on the home. Other hygiene factors that can have an effect on staff are the working conditions salary, interpersonal relations and company policies .As with the above they will not motivate the staff but help to improve the conditions that they work in. this will then lead to their lower needs being met, as defined by A marslow, in his pyramid of needs. He says that in order for a person to reach self-fulfillment they have to meet the different needs in their life as set out in the pyramid. Within the work situation the needs will be met through a number of different way as illustrated appendix1. Steers and porter 1991 suggest that the various organizational factors illustrated can be used to satisfy the different needs. Obviously outside of the jobs the needs will be met in a different way, to a certain degree. The aim of the supervision is to get the work done well, support staff and to encourage staff development .The three strands of supervision are inter wound if you are able to help staff develop by offering then support then this will lead to better work. If one strand of the supervision is weak then the rope is weak. Which could then lead to de- motivation instead of motivation as already mentioned. A good line manager during supervision will not only point out where you are going wrong but will look at what you have achieved in relation to your job no matter how small it might be, it could be something as simple as having picked up a mistake in one of the books which if not rectified could have had an effect on the children or it might be that you have handled a situation with one of the children that resulted in then not harming themselves. A theory X manager would not tell you that you had done well in that instance, as they would say it was your job to deal with such an incident. And even though that is the case, if you just thought like that when dealing with the incident the you would not be giving your all to the job. So for a line manager not only to recognize what you have done but also to make you aware that they recognize it is a huge motivator. The second strand which is support can be met in a number of ways during supervision and on a daily basis. Support can be something that needs to be given when an incident has occurred at the home as above or when something personal is affecting your work .The member of staff receiving support must be able to trust in their supervisor as this will make it easier for them to talk about what is affecting them will then lighten the burden. This trust and also friendship to a certain degree will again depend on the type of manager you have. A good supervisor will also recognize when they are not able to support you and be able to refer you to someone who can, be that another member of staff or possibly a counselling service. The third strand of supervision is staff development. This involves looking at not only the training needed by the member of staff but also at what training they have already achieved and how best to use that to the advantage of the home. In respect of training that is needed it is important to ensure that the member of staff understands why they need that training so that they do not feel inadequate. As if they are not told appropriately why they need it they may feel that the manager thinks of them as being inadequate in a certain area rather that looking at it as a way of developing and progressing within the job. The one that comes to mind for this is NVQ training many staff look on it as something that they have to do or they will lose their job, rather than something that will not only benefit then in the job they do now, but could also lead to job progression for them. If the manager is able to recognize a member of staff’s strengths due to training they have received in the past they need to capitalize on this by ensuring that the member of staff is able to use that training in the work place. It could be that they have training and an interest in a particular area which would not possibly have been an area that staff have been able to work in with the children before, such as outdoor pursuits. As before recognizing what someone is good at in its self is a motivator as is recognizing potential within that member of staff. If the manager is not able to recognize these strengths and weaknesses to a certain degree then they are not able to provide the member of staff with appropriate training to help them develop within the job. The member of staff will then start to question their abilities which in turn will have an effect on their work and motivation. In conclusion it has to be said that in order for the home to run effectively and smoothly to give the children a stable home as well as ensuring that their needs are met the staff and their needs are as important. The staff being happy at work comes down to how motivated they are if you have a staff that are well supported by the management and that they get training appropriate for them along with recognition than you will generally have a reasonably effective work force. The managers role in all of this is vital as they need to be looking at and addressing the issues around the above. How they will look at the above and deal with them will vary depending on the type of manager you have. John Harvey Jones said 1988. â€Å"Management†¦Ã¢â‚¬ ¦ is an art not a science. Each of us approaches the problem from a different background, and each of us is dealing with a situation, and a different culture, and from a different starting point† For me this statement sums it up in that different people will deal with things in different ways because of different factors. Ultimately a manager or team leader who is able to listen to and appreciate their staff will have a much more motivated team than one who does not listen to consult with or appreciate their team. As a member of such a team I believe that as a staff that we respond to situations and changes that we face better due to the way in which our team leaders deal with things like supervision, which is in the mode of theory Y management. This then creates an effective home for the children to live at some where they can call home and some where those staff are happy to be.